18 checklists, actions, and workforce predictions

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Define Checklists, Actions & Workforce

Predictions

ORACLE FUSION HCM IMPLEMENTATION

PARTNER WORKSHOP

Oracle Fusion Human Capital Management


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described for Oracle’s products remains at the sole discretion of Oracle.

Safe Harbor Statement


The information in this presentation is correct as of the presentation date.

However, Oracle Fusion HCM continues to evolve and software patches are

applied frequently; therefore this information is subject to change.

Check with your Oracle Representative for updates. This content is not

warranted to be error-free.

Content Subject to Change


Objectives

Define Checklists.

Define Action & Action Reasons.

Learn To Manage Predictive Models.


Defining Checklists


Defining Checklists - An Overview

Checklists are can be used for actions that require

completion of certain standard tasks. For e.g. employee hire

and termination actions generally require a number of people

to complete a set of activities.

Users can create checklist templates & maintain these tasks

with the help of the checklist template. The primary

components that make up a checklist are :-

A checklist template.

Allocated checklist.

A checklist template can either be allocated to persons

automatically or manually.

CHECKLIST

CHECKLIST

TEMPLATES

ALLOCATED

CHECKLISTS



Checklist Templates :-

Users can maintain tasks with a checklist template. Human

Resources (HR) specialists typically create checklist

templates and make them available for allocation to the

users.

Once the checklist is created, the line managers can allocate

the created checklists templates to the workers and edit the

checklist and its task attributes.

CHECKLIST

CHECKLIST

TEMPLATES

ALLOCATED

CHECKLISTS



Allocated Checklists :-

A checklist upon allocation to a worker is termed as an allocated

checklist. This contains tasks relevant to the person to whom the

checklist is allocated.

Tasks performers are assigned during the checklist allocation

process.

Completion dates for the tasks for the allocated checklists are

calculated based on the duration specified while creating the

respective checklist templates.

For e.g. tasks associated with eligibility profiles are allocated only

to those who meet the eligibility criteria.

CHECKLIST

CHECKLIST

TEMPLATE

ALLOCATED

CHECKLISTS


(Navigation Path : Navigator Tools Setup & Maintenance All tasks)


Checklist Template -

Components


Checklist Template - Components

CHECKLIST TEMPLATE COMPONENTS :-

A. AN ACTION :- Can be used to link a specific action such as hire,

termination to a checklist template. Once allocated the respective

person will experience the action.

B. TASKS :- Tasks form a subset to the checklist template. However,

managers can also create and maintain tasks within the allocated

templates.

C. AREAS OF RESPONSIBILITIES :- Users can choose this option

while creating the checklist template. Significance states that the

persons with the selected responsibilities are automatically assigned

as performers for the required tasks.

D. ELIGIBILITY PROFILES :- If the eligibility profile is linked to the

task, then the task shall appear in the allocated checklist only if the

required worker’s eligibility criteria is defined in the eligibility profile.

CHECKLIST TEMPLATESAN

ACTIONMAY BE ASSOCIATED WITH

TASKS

CONTAINS

AREAS OF

RESPONSIBILITYARE ASSOCIATED WITH

ELIGIBILITY

PROFILES

MAY BE ASSOCIATED WITH


Activity # 1:-

Activity : Creating a checklist template.

Time : 10 minutes.

SG Page No : 12

Lab Session


Checklist Template

Allocation


Checklist Template Allocation

CHECKLIST TEMPLATE ALLOCATION :-

Contains the tasks relevant to the person to whom the checklist is

allocated. (either manually or automatically)

During allocation, the performers are assigned to the tasks based

on the responsibility types specified in the checklist template.

Task owner is responsible for ensuring task completion.

PERSON

AN

ACTION

EXPERIENCES

AN ALLOCATED

CHECKLIST

IS ALLOCATED A CHECKLIST MANUALLY

ASSOCIATED

TASKS

WHICH CONTAINS

AUTOMATICALLY TRIGGERS

TASK PERFORMERS(Derived by areas of

responsibility)

TASK

OWNERS

INCLUDES INCLUDES

**Note Before

a) Only task owners & performers can view & update defined checklist tasks.

b) Users can however designate individual workers as owners or performers.

This is basically done so as to allow the workers to track the progress of their tasks

and perform actions.


Action &

Action Reasons


Action & Action Reasons

Actions tracks the changes to the Human Capital

Management (HCM) records such as changes to

employment and assignment records. When any record

gets either created or updated, the action identifies the

cause of the creation or change.

Action Reasons Properties: -

A. Actions categorize the type of change effected.

For e.g. each predefined termination is associated with

a termination type (i.e. voluntary or involuntary).

B. Actions help determine the business flow.

For e.g. users can select a list of employment actions

such as assignment change, transfer or termination.

Based on the action selected, the business flow gets

determined.


Action & Action Reasons

Action Reasons Properties: -

C. Actions can be associated with reasons for analytics

and reporting purposes.

For e.g. Predictions for voluntary terminations are based

on existing data from terminated work relationships.

D. Action types.

Action types help users identify the type of business

process associated with the action, which helps

determine the overall outcome.

For e.g. The Hire an employee action is associated with

the hire action by default. Users can create and

additional action part called “part time hire” and will

have to associate it with the default hire Action.

**Note Before

a) If you are creating a new action, it is mandatory to associate the action

with at least one pre-defined action type.

b) The new action types created, appear in the actions list within the

respective work area. E.g. new hire action types created appear in the

employee hire page. This way users can select the new action type

created instead of the pre-defined action type available.


Activity # 2:-

Activity : Creating an action.

Time : 10 minutes.

SG Page No : 24

Lab Session


Manage Workforce

Predictions


Manage Workforce Predictions - Overview

HCM predictive models users can define & manage

predictions with the historical data that resides

within the application.

Pre-defined models are available only for worker

performance & voluntary termination at present.

How are these predictions useful ?

System predictions can make the enterprise

manage cause-effects that affect the workforce.

Can be useful to identify the potential issues and

guide the enterprise on working towards a strategy

of en-compassing them.

For e.g. if an employee whose performance is

predicted to be high, is also likely to leave

voluntarily. The enterprise can then take necessary

action to avoid this by making course corrections as

necessary.


Manage Workforce Predictions - Overview

What is the accuracy of these predictions?

The pre-defined predictive models available in the

application are built using a subset of the available

historical data. (70 % available historical data)

Oracle Data Mining (ODM) tests the accuracy for the

models by making predictions for the voluntary

termination & worker performance data that is held

aside (remaining 30% data). ODM then compares the

predictions with the actual outcomes.

For worker performance predictions, the % accuracy

of the predictive model is a measure of how closely

the values match the actual values.

For voluntary terminations the % accuracy of the

model is derived from the percentage of correct

termination predictions made for all employees.

How are the predictions calculated?

The application rebuilds the selected predictive model

and makes predictions based on scores derived.

**Note Before

a) The application invokes the Collect Data & Perform Data Mining for

predictive analytics process

b) Workforce predictions are not included within the Global Human

Resources, it is a separate product which requires a separate

licenses.


Manage Workforce

Predictions

Managing Model Attributes


Managing Model Attributes

Most of the model attributes such as worker’s personal

information, employment records, compensation & benefits,

absence etc are held at the assignment level.

The above specific attributes are used for making voluntary

termination & worker performance predictions.

Users can : -

Create new attributes based on fast formula functions, which can be

included in the pre-defined lists.

User defined attributes can be edited, delete any predictive attributes.

Control which pre-defined and locally created predictive attribute

appears in the what-if analysis.

**Note Before

a) Users cannot edit, modify pre-defined attributes.

b) In SaaS installations, users cannot create formula functions, therefore you

may not be able to create predictive attributes.


Best Business Practices


Best Business Practices

Important Points

Implementers are advised to run the calculative processes weekly if the volume of within the enterprise is high

(such as hires, terminations & promotions) else a monthly analysis is advised.

Schedule the processes at the time of low system activity to rule out any performance impacts.

Users can perform data collection either for the enterprise or for the line manager’s assignment. However, please note

that the data mining process is scheduled with the latest data available.

Viewing workforce predictions is handled via the manager resources dashboard, where managers can view their high

performance and terminations for their direct & indirect reports. The predictions can be viewed either graphically or in a

tabular form.

18 checklists, actions, and workforce predictions

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