TABLE OF CONTENTS - cloud.oracle.com · Human Capital Management for France ... NOTE: Not all...

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TABLE OF CONTENTS

Human Capital Management for United Kingdom ·············································································································· 7

UK Absence Seniority Date ······················································································································································ 7

UPDATE 18B ······························································································································································································· 7

Revision History ························································································································································································ 7

Overview ······································································································································································································· 8

Feature Summary ··················································································································································································· 10

Human Resources ·················································································································································································· 12

Global Human Resources ····························································································································································· 12

New Onboarding Experience ················································································································································· 12

Enhancements to Checklist Functionality ························································································································· 14

Document Records Enhancements ···································································································································· 16

Grade Code and Set Name Displayed in Valid Grades Region for Jobs and Positions ································· 17

Configurable In-App Notifications for Workforce Deployment Based on Reports ············································· 18

Human Capital Management for France ································································································································ 19

Maternity Entitlement Formula for Absence Management ························································································· 20

Worklife Solutions ·················································································································································································· 24

Corporate Social Responsibility ················································································································································ 24

Invite Employees to Volunteer ·············································································································································· 24

Volunteer as a Team ································································································································································ 24

Share Volunteering Update on Social Media ··················································································································· 25

Improved Volunteering Administration Dashboard ········································································································ 26

Workforce Reputation Management ········································································································································ 26

Enhanced Skill Search ····························································································································································· 26

HR Optimization ······················································································································································································ 26

Transactional Business Intelligence for Human Capital Management ·································································· 26

Global HR ·························································································································································································· 27

New Attributes - Person Real Time Subject Area ·········································································································· 27

New Concatenated Attribute - Person Name and Number ························································································ 27

Health and Safety ··········································································································································································· 27

Vehicle and Passenger Details - Incidents Real Time ································································································· 27

UPDATE 18A ····························································································································································································· 28

Revision History ······················································································································································································ 28

Overview ····································································································································································································· 28

Release Feature Summary ································································································································································· 30

Human Resources ·················································································································································································· 32

Global Human Resources ····························································································································································· 32

Automatic Generation of Position Code ···························································································································· 32

Configure Transaction Rules for Information Sharing ·································································································· 33

Assignment Category, Union and Collective Agreement Attributes Added on the Manage Positions and Position Synchronization Pages ··········································································································································· 33

DOCUMENT HISTORY ······························································································································································································· 4

AUGUST QUARTERLY MAINTENANCE PACK FOR 18B ······································································································ 4

Revision History ························································································································································································ 4

Overview ······································································································································································································· 4

Feature Summary ····················································································································································································· 6

Human Resources ···················································································································································································· 7

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Workforce Structures Minimum Search Characters ······································································································ 34

Mass Legal Employer Change ·············································································································································· 35

Document Records and Document Delivery Preferences Security Enhancements ········································· 37

Configurable Email Notifications for Workforce Deployment Based on Reports ··············································· 38

Improved Directory Search Results ···································································································································· 40

Human Capital Management for Argentina ·························································································································· 40

Enhanced National Identifiers Validation ·························································································································· 41

Human Capital Management for Belgium ····························································································································· 41

Existing Flexfield Replaced by Statutory Dependent Field ························································································· 41

Human Capital Management for Brazil ··································································································································· 41

Maintaining Person Information ············································································································································ 41

Maintaining Work Structure Information ···························································································································· 42

Maintaining Employment Information ································································································································· 43

Human Capital Management for Canada ······························································································································· 44

Record of Employment Leave of Absence Events ········································································································ 44

Record of Employment Events: Creating and Removing Event Notifications ····················································· 46

Human Capital Management for France ································································································································ 47

Vacation Accrual Formula for Absence Management ·································································································· 47

Sickness Entitlement Formula for Absence Management ·························································································· 48

Worklife Solutions ·················································································································································································· 51

Corporate Socail Responsibility ················································································································································ 51

Simple Steps to Register and Get Started ························································································································ 51

Track Updates and Progress from Volunteering Dashboard ····················································································· 52

Organized Administration Dashboard to Manage Volunteering ··············································································· 52

Employee Wellness ·········································································································································································· 53

User Interface Improvements to Manage Activity Tracking Services ····································································· 53

Transactional Business Intelligence for Human Capital Management ·································································· 54

New Attributes for Worker's Employment Contract ······································································································· 55

New Attributes for Collective Agreements ························································································································ 55

New Dimensions for the Setup Objects and Profiles Real Time Subject Area ··················································· 55

Improved Performance of the Organization Hierarchy ································································································· 56

Performance Improvement of the Position Hierarchy ··································································································· 56

4

DOCUMENT HISTORY

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Date Update Version Notes

27 JUL 2018 August Quarterly Maintenance Pack for 18B Delivered new features in August Quarterly Maintenance Pack for 18B.

27 JUL 2018 Update 18B Revised update 18B.

27 JUL 2018 Update 18A Revised update 18A.

AUGUST QUARTERLY MAINTENANCE PACK FOR 18B

REVISION HISTORY


Date Feature Notes

27 JUL 2018 Created initial document.

OVERVIEW

HCM Cloud applications have three types of patches you can receive that are documented in this What’s New:

Release Updates (18A, 18B and 18C)Optional Monthly Maintenance PacksQuarterly Mandatory Maintenance Packs (delivered in February, May, August and November). All features that show in the Monthly Maintenance Packs will be included in the next Quarterly Mandatory Maintenance Pack, so no need to request the monthly maintenance packs.

It is important for you to know what Release Update you environment is on. You can find this in your Cloud Portal. If you are on Update 18A, you will only have features that are in 18A or the Monthly and Quarterly updates for 18A, you will not have 18B features until you are receive the 18B update. You can however read ahead on future release so you can make plans for when you will receive the next update.

If you are upgrading from Release 12, you should read all features up through the Release Update that you will receive in the upgrade. This can also be found in Cloud Portal.

This document outlines the information you need to know about new or improved functionality in Oracle HCM Cloud. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

5

Oracle HCM Cloud release documents are delivered in five functional groupings:

Suggested Reading for all HCM Products:

HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

NOTE: Not all Global Human Resource features are available for Talent and Compensation products.

Optional Reading for HCM Products (Depending on what products are in your cloud service):

Talent Management Cloud (All Talent applications)Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface)Workforce Management Cloud (Absence Management and Time and Labor)

Additional Optional Reading:

Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness.

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at [email protected]. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

6

FEATURE SUMMARY

Action Required to Enable Feature

FeatureNone (Automatically Available)

Enable via Opt In UI Only

Enable via Opt In UI Plus Additional Steps

Not Enabled via Opt In UI but Setup Required

Issue Service Request

Human Resources

Human Capital Management for United Kingdom

UK Absence Seniority Date

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HUMAN RESOURCES

HUMAN CAPITAL MANAGEMENT FOR UNITED KINGDOM

Oracle Fusion HRMS (UK) supports country specific features and functions for the United Kingdom. It enables users to follow the UKs business practices and comply with its statutory requirements.

UK ABSENCE SENIORITY DATE

You can record a date that is different from the hire date on the employees record, to determine the length of service eligibility for UK Statutory Absences.

You can find the Statutory Absence Service Start Date field in the Work Relationship Details section.

Work Relationship Details

STEPS TO ENABLE

No steps are required to enable this feature.

UPDATE 18B

REVISION HISTORY


Date Feature Notes

27 JUL 2018Global Human Resources: New Onboarding Experience

Updated document. Revised feature information.

25 MAY 2018Human Capital Management for France: Maternity Entitlement Formula for Absence Management

Updated document. Feature delivered in update 18B.

06 APR 2018 Created initial document.

8

OVERVIEW














NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness

9

CUSTOMERS UPGRADING FROM RELEASE 12

If you're upgrading from Release 12 to Release 13, then you should review all of the release readiness contentfor Release 13 (updates 17B - 17D, as well as, updates 18A - 18B) to learn about all of the features available in release 13.

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at [email protected]. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

https://cloud.oracle.com/en_US/saas/readiness/overview

10

FEATURE SUMMARY







Human Resources

Global Human Resources

New Onboarding Experience

Enhancements to Checklist Functionality

Document Records Enhancements

Grade Code and Set Name Displayed in Valid Grades Region for Jobs and Positions

Configurable In-App Notifications for Workforce Deployment Based on Reports

Human Capital Management for France

Maternity Entitlement Formula for Absence Management

Worklife Solutions

Corporate Social Responsibility

Invite Employees to Volunteer

Volunteer as a Team

Share Volunteering Update on Social Media

Improved Volunteering Administration Dashboard

Workforce Reputation Management

Enhanced Skill Search

HR Optimization

Transactional Business Intelligence for Human Capital Management

Global HR

New Attributes - Person Real Time Subject Area

11







New Concatenated Attribute - Person Name and Number

Health and Safety

Vehicle and Passenger Details - Incidents Real Time

12

HUMAN RESOURCES

GLOBAL HUMAN RESOURCES

Oracle Fusion Global Human Resources enables your organization to plan, manage and optimize all workforce segments using flexible and extensible best practices to realize extraordinary gains while insuring compliance and increasing total workforce engagement.

NEW ONBOARDING EXPERIENCE

You can now use the Onboarding application to engage new hires continuously during the onboarding process. The application uses the Enterprise Onboarding checklist template to manage the distinct phases of Onboarding. All stakeholders involved in the onboarding process can track and manage their tasks effectively in the Onboarding application.

To access Onboarding:

Employees navigate to Me > OnboardingLine Managers navigate to My Team > OnboardingHR specialists navigate to My Client Groups > Onboarding

Employee Onboarding

13

Line Manager and HR Specialist Onboarding

STEPS TO ENABLE


ROLE INFORMATION

Security Privileges

The following table shows the aggregate privileges that support this feature and the predefined roles that inherit them.

Aggregate Privilege Name and Code Job or Abstract Role Name

Manage Onboarding By WorkerORA_PER_MANAGE_ONBOARDING_BY_WORKER

EmployeeContingent Worker

Manage Onboarding by ManagerORA_PER_MANAGE_ONBOARDING_BY_MANAGER

Line Manager

Manage OnboardingORA_PER_MANAGE_ONBOARDING

Human Resource Specialist

If you are using the predefined roles, then no action is necessary. If you are using custom versions of these roles, then you must add these aggregate privileges to your custom roles to use this feature. See the Release 13 Oracle Human Capital Management Cloud Security Upgrade Guide on My Oracle Support (Document ID

) for instructions on implementing new functions in existing roles. 2023523.1

https://support.oracle.com/epmos/faces/DocumentDisplay?id=2023523.1


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ENHANCEMENTS TO CHECKLIST FUNCTIONALITY

Additional fields and tabs are now available when you configure a checklist template for actions such as onboarding, or offboarding.

The following enhancements are now available when configuring standard checklists:

Checklist Validity – Specify From and To dates for a checklist, thereby allowing you to create checklists for specific time periods.Checklist Allocation – Allocate checklists to users based on the number of days before or after the action date.Checklist Completion – Mark a checklist as Completed depending on when all tasks (mandatory and optional) are completed or define a period after which the checklist will be automatically set to Completed.Checklist and Task Status – Set the checklist status to Draft, Active, or Inactive. Similarly, set the task status to Active or Inactive.Task Owner – Assign owners for each task, to make it easier for the performer to contact the task owner for any queries.Notifications and Reminders – Configure notifications to be sent to the owner or performer or both when a task is assigned, unassigned, updated or completed. You also configure reminders for the notifications.

The following enhancements are available when configuring Enterprise Onboarding checklists:

Checklist Category – Select new categories Enterprise Onboarding and Enterprise Onboarding Step to use in the new Onboarding application.Action Types – Select new action types Application Task, Configurable Forms, Document, Video in addition to the existing action types External URL and Manual Task.Task Dependencies – Define a preceding task for any task that should be completed before the current task.Task Library – Select tasks from a list of predefined tasks to assign to new hires during onboarding by line managers and HR specialists.Onboarding Phases or Steps –Define multiple stages in an onboarding process with specific onboarding tasks in each stage.Configurable Messages and Notes – Configure welcome messages and messages related to a specific Onboarding step. Also, configure specific notes for each task.Customer Specific Dashboards – Configure links, documents, videos that are specific to your organization, and those that you want to share with a new hire. Additionally, specify short notes related to the onboarding process, which will be displayed on the Note Board of a new hire.

15

Enterprise Onboarding

Enterprise Onboarding Step

16

Task Setup

STEPS TO ENABLE


TIPS AND CONSIDERATIONS

To create a checklist for Onboarding, you need to define the following:

Enterprise Onboarding Step - This is the child checklist and comprises of tasks that workers need to perform during any of the onboarding stages or steps. Minimum of one step is required.Enterprise Onboarding – This is the parent checklist that links together one or more enterprise onboarding steps.

DOCUMENT RECORDS ENHANCEMENTS

Enhance the ability of administrators, HR specialists, managers, and employees with the following features in the Document Records work area:

:Publish Required You can make a document record visible on the UI from a specific date. The Publish Date field is now configured to be entered using HDL only, and not from the UI. If you want the document to be visible only after a specific date, you must select Yes or No in the Publish Required field on the Create Document Type page. For example, if you want to make the promotion letter visible starting 1-Apr-2018, select Yes on the Create Document Type page. Then, pass the date of 1-Apr-2018 in the Publish Date field using HDL, when creating document records for the worker.

:Document Record and Attachment Preferences You can configure the document type to restrict the creation, update, and deletion of documents and attachments. Lock the document records and attachments from being updated or deleted after approval and creation by restricting only the update and delete options. This enables document records to be used as self-service request forms, which should not be updated or deleted post approval.

:Minimum Attachments You can specify the minimum number of attachments that a user needs to attach for a specific document type. By default, this field will contain the value 0 (zero).

:Context Code You can now specify the context for the descriptive flexfield (DFF) by using up to 80 characters compared to the earlier limit of 30 characters. This context is defaulted when a document record is created for the document type.

17

:Field Lengths Specify the document code up to 150 characters and document name up to 80 characters compared to the earlier limits of 105 characters and 30 characters respectively.

You can manage the document types by using the Manage Document Types task in the Setup and Maintenance work area.

Create Document Type

STEPS TO ENABLE



For the Context Code field, we recommend that you not use more than 76 characters because 4 characters are required for prefixing the legislation code with underscore.

Document Record and Attachment Preferences: By default, if update is restricted, then deletion is also restricted and non-editable. Also, if creation is restricted, then deletion and update is also restricted and non-editable.

KEY RESOURCES

For more information, go to the Applications Help for the following topics:

Document Types and Categories: ExplainedWhat's the purpose of creating a document record?

GRADE CODE AND SET NAME DISPLAYED IN VALID GRADES REGION FOR JOBS AND POSITIONS

Two additional columns are added to the Valid Grades region on the Job and Position pages to display the grade code and the set name.

18

Grade Code and Set Name fields for Valid Grades

STEPS TO ENABLE


CONFIGURABLE IN-APP NOTIFICATIONS FOR WORKFORCE DEPLOYMENT BASED ON REPORTS

You can now configure workforce deployment in-app notifications using Oracle Business Intelligence (BI) Publisher reports. You can use the standard BI Publisher templates to configure the in-app notifications for the following workflow tasks:

Add assignmentAdd contactAdd contingent workerAdd nonworkerAdd pending workerAdd termsCreate contractsChange assignmentChange managerChange work scheduleChange working hoursDocument recordsManage areas of responsibilityManage checklistsManage directsManage employmentManage gradesManage grade laddersManage grade ratesManage jobsManage locationsManage organizationsManage positionsManage work relationshipNew hirePerson external identifiersPerson notesPersonal informationPromotionShare informationTerminationTransfer

19

1.

2.

1. 2. 3. 4. 5. 6.

7.

To configure the report templates, you must download the templates from the BI Publisher server and use Microsoft Word to edit them. You upload the edited templates back to the BI Publisher server.

STEPS TO ENABLE

The following prerequisites must be met for using BI Publisher notifications:

Download and install the Oracle BI Publisher Desktop: http://www.oracle.com/technetwork/middleware/bi-publisher/downloads/index.html.Download and install the Template Builder for Word to use Microsoft Word to edit the layout templates. To download, install, and set up Template Builder for Word, see Creating RTF Templates by Using BI Publisher 11g Template Builder for Word

NOTE: You can modify the BI Templates only if you have the BI Administrator role.

You must also configure the profile options to use the BI Publisher for notifications:

Click .Navigator > Setup and MaintenanceOn the Setup page, click the panel drawer.TasksIn the Tasks panel drawer, click .SearchIn the Search text box, enter and click the icon.Manage Administrator Profile Values SearchClick the task.Manage Administrator Profile ValuesOn the Manage Administrator Profile Values page, in the field, enter Profile Option Code BIP_ONLINEand click .SearchIn the Search section, set the following to true.

BIP_ONLINE_NOTIFICATION_HCM_PER: to use BI Publisher in-app notifications for Global Human Resources only.BIP_ONLINE_NOTIFICATION_HCM: to use BI Publisher in-app notifications for all HCM business processes


You can edit the BI Publisher templates to add headers and text. You can add data model attributes to the template if they already exist in the data model used for the template.

KEY RESOURCES

For more information, go to Applications Help for the following topics:

HCM Email and In-App Notifications Based on Reports: Overview Templates and Data Models Used for HCM Notifications Based on Reports Configuring Workforce Deployment Notifications Using Reports: Worked Example

HUMAN CAPITAL MANAGEMENT FOR FRANCE

Oracle Fusion HRMS (France) supports country specific features and functions for France. It enables users to follow France’s business practices and comply with its statutory requirements.

20

MATERNITY ENTITLEMENT FORMULA FOR ABSENCE MANAGEMENT

You can use the maternity entitlement formula to calculate entitlements based on the following factors:

Total absence durationVarious dates such as planned start and end dates, actual start and end dates for maternity or child placement

To do this, you can select the entitlement formula ORA_HRX_FR_MAP_ENTITLEMENT when you create the absence type:

The information entered on the absence record is validated using the validation formula ORA_HRX_FR_MAP_VALIDATION. Warning or error messages are generated in case of inconsistencies and you can make corrections, if required.

21

You must also select the appropriate legislative grouping code for maternity.

Based on the selected absence type (for example, maternity or paternity) and the legislative grouping code, you can enter additional information in the legislative information section.

22

You must create the following five absence types with the corresponding legislative grouping code and the pattern Childbirth or placement:

Adoption LeaveMaternity Antenatal Pathological LeaveMaternity LeaveMaternity Post Pathological LeavePaternity Leave

You must set up each absence type with the corresponding legislative grouping code.

23

Each absence plan must be associated with one absence type, except maternity where you need two plans to differentiate between antenatal and postnatal entitlements,you must also set up the following absence plans with the appropriate legislative grouping code:

AdoptionMaternity Antenatal Pathological PlanMaternity Antenatal PlanMaternity Postnatal Pathological PlanMaternity Postnatal PlanPaternity Plan

STEPS TO ENABLE


24

WORKLIFE SOLUTIONS

CORPORATE SOCIAL RESPONSIBILITY

Corporate social responsibility represents a corporation's initiatives to take responsibility for its effects on the environment and social well-being. Corporate social responsibility is increasingly becoming a decisive factor in HR processes to recruit, retain, and motivate the most qualified employees.

Oracle Fusion Volunteering enables organizations to promote corporate social responsibility initiatives by creating service opportunities for employees to engage and get involved in causes that are most important to each individual.

INVITE EMPLOYEES TO VOLUNTEER

You can now invite people to volunteer on a specific project. Search, select, and invite workers from your peer group or direct reports. Invited workers can choose to register for the volunteering project.

Invite Others to a Volunteering Project

STEPS TO ENABLE


VOLUNTEER AS A TEAM

Volunteering together as a team is now supported. Volunteers can create new teams or search and join existing teams. Team members can invite their teams to volunteer for a project and set team volunteering goals. Individual team members can then register for volunteering projects and work towards achieving the team’s volunteering goal.

25

Team Volunteering

STEPS TO ENABLE


SHARE VOLUNTEERING UPDATE ON SOCIAL MEDIA

You can now share updates from your volunteering projects on select social network sites. The Automatic Social Network Updates setting in Volunteering enables you to configure the social network in the Reputation application. When you log volunteering hours for a completed project, the updates automatically appear on the social networking sites of your choice.

Configure Social Network Updates in Volunteering

Enable Updates in Reputation

STEPS TO ENABLE


26

IMPROVED VOLUNTEERING ADMINISTRATION DASHBOARD

Improvements in the administrative dashboard enable you to manage administrative tasks effectively. Enhancements related to EIN validation settings, volunteering history, project and project lead ratings, and giveaway summary details help in reviewing the impact of volunteering projects across causes, organizations, and projects.

STEPS TO ENABLE


WORKFORCE REPUTATION MANAGEMENT

Oracle Fusion Workforce Reputation Management harnesses social networks to help organizations discover, mobilize, and retain talent. This functionality provides insight into workers' social reputation and influence while also monitoring workers' social media usage compliance and mitigating social media risk.

ENHANCED SKILL SEARCH

You can now use the enhanced Skills Search feature to find people with the right set of skills. The search now supports natural language text. This means employees can enter what they are looking for in the form of natural language text without worrying about what exact or key words to use. The search analyzer processes the entry based on context or similarity thereby providing wider search results. This also helps fetch better results and enables employees to further filter on the results.

Skill Search

STEPS TO ENABLE


HR OPTIMIZATION

TRANSACTIONAL BUSINESS INTELLIGENCE FOR HUMAN CAPITAL MANAGEMENT

Oracle Fusion Transactional Business Intelligence is a real time, self service reporting solution offered to all Oracle® Fusion application users to create ad hoc reports and analyze them for daily decision-making. Oracle Transactional Business Intelligence provides human resources managers and specialists, business executives, and line managers the critical workforce information to analyze workforce costs, staffing, compensation, performance management, talent management, succession planning, and employee benefits.

27

GLOBAL HR

NEW ATTRIBUTES - PERSON REAL TIME SUBJECT AREA

Enhance your reporting on Worker's contacts with the addition of attributes to report on Statutory dependents. The following attributes are added to the folder Person Contact Relationship:

Statutory Dependent CodeStatutory Dependent

STEPS TO ENABLE


NEW CONCATENATED ATTRIBUTE - PERSON NAME AND NUMBER

Enhance your usage of the dashboard prompts that leverages person name in them. A new attribute is added, which is a concatenation of Person Name and Person Number and set Descriptor ID as Person Identifier in Assignment Manager List dimension. This attribute was added to overcome issues with prompts, where the same values existed for manager names for multiple workers. This is added in OTBI HCM Prompts subject area only.

STEPS TO ENABLE


HEALTH AND SAFETY

VEHICLE AND PASSENGER DETAILS - INCIDENTS REAL TIME

Enhance your reporting on vehicle incidents using the additional dimensions added to Environment Health and Safety - Incidents Real Time subject area. With this enhancement customers can report on the vehicle incidents, conditions at the time of the incident, and the following vehicle details:

Multiple vehicle details covering company and non-company ownership of the vehicleDriver details for each vehiclePassenger details for each vehiclePedestrian or BicyclistAnimal or Object

The following dimensions are added to the subject area to report on the details:

VEHICLE INCIDENT

Driver And Pedestrian or Bicyclist or Animal Or Object DetailsPassenger Additional DetailsPassenger DetailsVehicle DetailsVehicle Incident Additional Details

STEPS TO ENABLE


28

UPDATE 18A

REVISION HISTORY


Date Feature Notes

27 JUL 2018Global Human Resources: Automatic Generation of Position Code

Updated document. Revised feature information.

19 JAN 2018 Created initial document.

OVERVIEW










29





NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness

CUSTOMERS UPGRADING FROM RELEASE 12

If you're upgrading from Release 12 to Release 13, then you should review all of the release readiness contentfor Release 13 (updates 17B - 17D, as well as, updates 18A - 18B) to learn about all of the features available in release 13.

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at [email protected]. Indicate you are inquiring or providing feedback regarding the Global HR Cloud What’s New for Release 13 in the body or title of the email.

https://cloud.oracle.com/en_US/saas/readiness/overview

30

RELEASE FEATURE SUMMARY







Human Resources

Global Human Resources

Automatic Generation of Position Code

Configure Transaction Rules for Information Sharing

Assignment Category, Union and Collective Agreement Attributes Added on the Manage Positions and Position Synchronization Pages

Workforce Structures Minimum Search Characters

Mass Legal Employer Change

Document Records and Document Delivery Preferences Security Enhancements

Configurable Email Notifications for Workforce Deployment Based on Reports

Improved Directory Search Results

Human Capital Management for Argentina

Enhanced National Identifiers Validation

Human Capital Management for Belgium

Existing Flexfield Replaced by Statutory Dependent Field

Human Capital Management for Brazil

Maintaining Person Information

Maintaining Work Structure Information

Maintaining Employment Information

Human Capital Management for Canada

Record of Employment Leave of Absence Events

Record of Employment Events: Creating and Removing Event Notifications

31







Human Capital Management for France

Vacation Accrual Formula for Absence Management

Sickness Entitlement Formula for Absence Management

Worklife Solutions

Corporate Socail Responsibility

Simple Steps to Register and Get Started

Track Updates and Progress from Volunteering Dashboard

Organized Administration Dashboard to Manage Volunteering

Employee Wellness

User Interface Improvements to Manage Activity Tracking Services

Transactional Business Intelligence for Human Capital Management

New Attributes for Worker's Employment Contract

New Attributes for Collective Agreements

New Dimensions for the Setup Objects and Profiles Real Time Subject Area

Improved Performance of the Organization Hierarchy

Performance Improvement of the Position Hierarchy

32

HUMAN RESOURCES

GLOBAL HUMAN RESOURCES

Oracle Fusion Global Human Resources enables your organization to plan, manage and optimize all workforce segments using flexible and extensible best practices to realize extraordinary gains while ensuring compliance and increasing total workforce engagement.

AUTOMATIC GENERATION OF POSITION CODE

You can now generate the position code in any of the following ways:

ManuallyAutomatically prior to submissionAutomatically upon final save

You can use this feature to reduce the effort in manually providing the position code for each position being created. If you select the automatic method, the generated position code will be numeric across the enterprise level.

Use the Manage Enterprise HCM Information task in the Setup and Maintenance work area to generate position codes for your enterprise. The default generation method is Manual.

Specify the Position Code Generation Method

The automatically generated position code will be numeric across the enterprise level. The initial position code field validation helps in identifying the starting position code in automatic position code generation.

STEPS TO ENABLE



If position code is being automatically generated, then provide the source system ID and source system owner in the position dat file to load positions using HCM Data Loader.

KEY RESOURCES

For more information, go to Applications Help for the following topic:

Position Code Generation Methods: Explained

33

1.

2.

3.

4.

CONFIGURE TRANSACTION RULES FOR INFORMATION SHARING

You can configure rules for the Information Sharing process using the Transaction Console in the Navigator.

Configure Transaction Rules for Information Sharing

You can configure the following processes for information sharing:

Share Information: This approval notification is sent to the person whose information is being shared. For example if a manager shares information for a worker on his team, the worker will receive a notification requesting approval before the information is shared with the recipient.Share Information Approval FYI Notification: This notification is sent to the person who shares information indicating that the request has been approved.Share Information FYI Notification: This notification is sent to the recipient of the information which is being shared.Share Information Reject FYI Notification: This notification is sent to the person who shares the information, indicating that the request has been rejected.

STEPS TO ENABLE



The default rules are configured to be consistent with how the feature worked before this update, and are detailed below:

Share Information: If the worker's information is shared by the worker, the transaction is automatically approved. If information is shared by someone other than the worker, the approval notification is sent to the worker.Share Information Approval FYI Notification: If the worker approves the request to share his information, the FYI notification is sent to the person who initiated the information sharing transaction.Share Information FYI Notification: The FYI notification is sent to the recipient identified in the information sharing transaction. If the request was initiated by someone other than the worker, this notification is only sent after the worker approves the transaction.Share Information Reject FYI Notification: If the worker rejects the request to share his information, the FYI notification is sent to the person who initiated the information sharing transaction.

34

Assignment CategoryUnionCollective Agreements

Assignment CategoryUnion and Collective Agreements Fields on the Create and Edit Position Pages

You can now synchronize the assignments with the values for the above position attributes.

STEPS TO ENABLE


KEY RESOURCES


Assignments: ExplainedContracts and Collective Agreements: ExplainedManaging Collective Agreements: ExplainedManaging Worker Unions: ExplainedPosition Synchronization: Explained

WORKFORCE STRUCTURES MINIMUM SEARCH CHARACTERS

You can define the minimum number of characters to search for workforce structure objects using the Manage Enterprise HCM Information task in the Setup and Maintenance work area.

ASSIGNMENT CATEGORY, UNION AND COLLECTIVE AGREEMENT ATTRIBUTES ADDED ON THE MANAGE POSITIONS AND POSITION SYNCHRONIZATION PAGES

The following attributes are added on Create and Edit Position, and Position Synchronization pages:

35

Specify Minimum Number of Search Characters for Workforce Structures

This minimum search characters are used to search for the name and code for each search page depending on the number of objects. For performance reasons, the minimum value is 1.

STEPS TO ENABLE



If your organization has a detailed department structure with a large number of departments, it is recommended that you use 3 characters to search for departments. whereas if you have a few departments then you can set the value to 1 character to make the search easier.

MASS LEGAL EMPLOYER CHANGE

Enhance the ability of HR Specialists to efficiently transfer workers in bulk from one legal employer to another using the Mass Legal Employer Change process. All the primary assignment data and salary information is copied from the primary assignment of the source work relationship to the destination work relationship for all the selected workers.

You can also select workers from different legal employers to be transferred to the same destination legal employer.

On the Changes page of the Mass Legal Employer Change process, you can provide specific values for certain assignment attributes. These specific values will be applied to all the selected workers and will override the corresponding values on the workers' primary assignment.

36

Changes Pageof the Mass Legal Employer Change Process

After you submit the mass legal employer change process, you can monitor the progress of the scheduled job from the Mass Updates work area dashboard. On the dashboard, there are columns displaying counts related to total, succeeded, warning, and failed workers. The count for warning and failed workers are displayed as hyperlinks. You can click the links to see the details about the warnings or errors. You can create a supplemental batch for workers with errors after the errors are fixed at source.

Manage Mass Updates Dashboard

STEPS TO ENABLE


KEY RESOURCES


Creating a Mass Legal Employer Change: Worked ExampleMass Legal Employer Change Statuses: ExplainedAdding Population for the Mass Legal Employer Change: ExplainedHow can I create a supplemental batch?Can I copy the salary during a mass legal employer change?

37

ROLE INFORMATION

Security Privileges

Aggregate Privilege Name and Code Job Role Name

Perform Worker Mass Legal Employer ChangeORA_PER_PERFORM_WORKER_MASS_LE_CHANGE

Human Resource Specialist

DOCUMENT RECORDS AND DOCUMENT DELIVERY PREFERENCES SECURITY ENHANCEMENTS

Simplify access to the Document Records work area by now securing the work area access for line managers and HR specialists using separate privileges.

Streamline access to the document delivery preferences, which are now secured with their own security privileges and not shared with document records.

Provide greater control by now granting delivered read only access privileges to document records and document delivery preferences.

STEPS TO ENABLE



In releases prior mto Update 18A, the seeded Line Manager role was assigned the Manage Person Documentation aggregate privilege. Starting with Update 18A, the Manage Person Documentation privilege is replaced with the Manage Person Documentation by Manager aggregate privilege for the seeded line manager role. Therefore, customers having custom line manager roles will have to update the security configuration of those custom roles to reflect this change in aggregate privilege.

ROLE INFORMATION

The following are the roles and their defined security privileges:

38

Roles Security Privileges

Employee, Contingent WorkerManage Person Documentation by WorkerManage Person Document Delivery Preferences

Line ManagerManage Person Documentation by ManagerManage Person Document Delivery Preferences

Human Resource SpecialistManage Person DocumentationManage Person Document Delivery Preferences

Human Resource AnalystView Person DocumentationView Person Document Delivery Preferences

HCM Application Administrator, Benefits Administrator, Human Resource Manager, Application Implementation Consultant

Manage Person DocumentationManage Person Document Delivery Preferences

CONFIGURABLE EMAIL NOTIFICATIONS FOR WORKFORCE DEPLOYMENT BASED ON REPORTS

You can now configure workforce deployment email notifications using Oracle Business Intelligence (BI) Publisher reports. You can use the standard BI Publisher templates to configure the email notifications for the following workflow tasks.

Add assignmentAdd contactAdd contingent workerAdd nonworkerAdd pending workerAdd termsCreate contractsChange assignmentChange managerChange work scheduleChange working hoursDocument recordsManage areas of responsibilityManage checklistsManage directsManage employmentManage gradesManage grade laddersManage grade ratesManage jobsManage locationsManage organizationsManage positionsManage work relationshipNew hirePerson external identifiersPerson notes

39

1.

2.

1. 2. 3. 4. 5. 6.

7.

Personal informationPromotionShare informationTerminationTransfer

To configure the report templates, you must download the templates from the BI Publisher server and use Microsoft Word to edit them. You upload the edited templates back to the BI Publisher server.

STEPS TO ENABLE

The following prerequisites must be met for using BI Publisher notifications:

Download and install the Oracle BI Publisher Desktop: http://www.oracle.com/technetwork/middleware/bi-publisher/downloads/index.html.Download and install the Template Builder for Word to use Microsoft Word to edit the layout templates. To download, install, and set up Template Builder for Word, see Creating RTF Templates by Using BI

Publisher 11g Template Builder for Word

NOTE: You can modify the BI Templates only if you have the BI Administrator role.

You must also configure the profile options to use the BI Publisher for notifications:

Click Navigator > Setup and Maintenance.On the Setup page, click the Tasks panel drawer.In the Tasks panel drawer, click Search.In the text box, enter Manage Administrator Profile Values and click the icon.Search SearchClick Manage Administrator Profile Values.On the Manage Administrator Profile Values page, in the field, enter BIP_EMAIL Profile Option Codeand click .SearchIn the Search section, set the following to true.

BIP_EMAIL_NOTIFICATION_HCM_PER: to use BI Publisher notifications for Global Human Resources only.BIP_EMAIL_NOTIFICATION_HCM: to use BI Publisher notifications for all HCM business processes.BIP_EMAIL_NOTIFICATION: to use BI Publisher notifications for all Oracle Fusion business processes that can use BI Publisher notifications.


You can edit the BI Publisher templates to add headers and text.You can add data model attributes to the template if they already exist in the data model used for the template.

KEY RESOURCES


HCM Email Notifications Based on Reports: OverviewTemplates and Data Models Used for HCM Notifications Based on ReportsConfiguring Workforce Deployment Notifications Using Reports: Worked Example

http://www.oracle.com/webfolder/technetwork/tutorials/obe/fmw/bi/bip/tb4word/tbwordbip.htm

http://www.oracle.com/webfolder/technetwork/tutorials/obe/fmw/bi/bip/tb4word/tbwordbip.htm

40

IMPROVED DIRECTORY SEARCH RESULTS

The Directory person keyword search is enhanced by lowering the priority of the areas of expertise, areas of interest, and talent skills relative to the other fields searched in the keyword search so that the best results are sorted to the top of the search results.

When you enter people's names in areas of interest, areas of expertise, or talent skills and search for people in the Directory using a name, the results displayed records where those names matched in the areas of interest, areas of expertise, or talent skills. These person records were listed in the same sort order as other people whose names matched.

For example, if there are two people with the names 'Simpson, Charles' and 'Simpson, Thomas' and no data in the areas of expertise. A third person whose name is 'Adams, Sue', but has entered 'Simpson' in her areas of expertise.

Prior to this enhancement, if a person keyword search was performed with ‘Simpson’, the Directory search results were returned as:

Adams, Sue

Simpson, Charles

Simpson, Thomas

The above results, while were correct, was not expected by most employees. While 'Adams, Sue' should be returned in the search results because her record has 'Simpson' in the areas of expertise, most employees expect her record to be lower in the search results.

With this enhancement, the Directory search results will now be returned as:

Simpson, Charles

Simpson, Thomas

Adams, Sue

STEPS TO ENABLE


KEY RESOURCES


Searching for People in the Directory: ExplainedPerson-Record Keyword Searches: Explained

41

ENHANCED NATIONAL IDENTIFIERS VALIDATION

Use enhancements to Argentina’s national identifiers validation. The check digit validation is now enabled for both the CUIL unique worker identifier and the CUIT unique tax identifier, in addition to existing format validation.

STEPS TO ENABLE


KEY RESOURCES

For more information, go to My Oracle Support for the following document:

Validating National Identifier Numbers in Oracle Fusion Human Capital Management (Document ID )2159758.1

HUMAN CAPITAL MANAGEMENT FOR BELGIUM

Oracle Fusion HRMS (Belgium) supports country specific features and functions for Belgium. It enables users to follow Belgium's business practices and comply with its statutory requirements.

EXISTING FLEXFIELD REPLACED BY STATUTORY DEPENDENT FIELD

Use the new Statutory Dependent field in the Contact region.

The Statutory Dependent flexfield is no longer stored in a segment of Person Contact Relationship Information. That segment is now read-only, and the field label was changed to Obsolete Statutory Dependent.

STEPS TO ENABLE


HUMAN CAPITAL MANAGEMENT FOR BRAZIL

Oracle Fusion HRMS (Brazil) supports country specific features and functions for Brazil. It enables users to follow Brazil's business practices and comply with its statutory requirements.

MAINTAINING PERSON INFORMATION

You can comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Brazil:

Additional National Identifiers made available: RIC, CNS, DNV, RNE and Professional Certification

HUMAN CAPITAL MANAGEMENT FOR ARGENTINA

Oracle Fusion HRMS (Argentina) supports country specific features and functions for Argentina. It enables users to follow Argentina's business practices and comply with its statutory requirements.

https://mosemp.us.oracle.com/epmos/faces/DocumentDisplay?parent=DOCUMENT&sourceId=1504483.1&id=2159758.1

42

Brazil National Identifiers

Issuing Authority for National IdentifiersPlace of Birth fields in Biographical Information enabledPredefined values added for Name Title, Contact Type, Disability Status and Driver’s License TypeThe addition of the Supplementary Tax and Reporting address style format

Brazil New Hire Address Style Format

STEPS TO ENABLE


MAINTAINING WORK STRUCTURE INFORMATION

You can comply with local cultural, business, and regulatory requirements by using the legal employer registration, Cadastro Nacional da Pessoa Jurídica (CNPJ), labor regime, and social insurance regime information. Using the Manage Jobs or the Manage Positions tasks, you can effectively assign the Brazilian Occupation Classification codes to relevant jobs and positions. As part of maintaining the work structure information you can perform the following:

Create legal authoritiesCreate legal entities

43

Manage legal reporting unitsCreate tax reporting unit (TRU) based reporting establishmentsDefine legal addresses from the existing Brazil postal address styleAccess and download geographical information such as state codes and city codes

STEPS TO ENABLE


MAINTAINING EMPLOYMENT INFORMATION

You can comply with local cultural, business, and regulatory requirements by capturing the following employment related details specific to Brazil:

Worker Hiring Type, Hiring Indicator and First Employment Indicator

Work relationship information including Statutory Worker Category, Duration of Labor Contract, Mutual Right of Termination and Nature of Activity

Brazil Employment Information

Intern information including Nature of Internship and the Internship Level

44

Brazil Employment Intern Information

STEPS TO ENABLE


HUMAN CAPITAL MANAGEMENT FOR CANADA

Oracle Fusion HRMS (Canada) supports Canada-specific features and functionality. It enables users to follow Canada's business practices and comply with its statutory requirements.

RECORD OF EMPLOYMENT LEAVE OF ABSENCE EVENTS

Use event processing to generate a Record of Employment (ROE) when the employee goes on a leave of absence.

A Record of Employment Notification event is created automatically for leave of absences when both of the following occurs:

An absence is created for the employee whereby the element associated with the absence plan is set to automatically generate ROE event notifications.This is done when the absence element template question “Should this element create a ROE event notification?” is set to Yes.The employee is paid within one year of the absence start date.

The Record of Employment Archive processes the ROE events and archives the ROE information for employees whose leave of absence start date is prior to or as of the effective date that the ROE archive is processed.

The statuses of the event notifications are explained below:

Awaiting Processing: A notification is created when the employee logs an absence with a start date prior to processing the ROE archive.Deferred: Status not supported for ROE leave of absence events.

45

Processing: Status not supported for ROE leave of absence events.Complete: The ROE archive was processed successfully for the employee.

You may view event notifications for employees using the Manage Event Notifications task in the Payroll Calculations work area.

Manage Event Notifications

Additional notes regarding the event notification functionality are below.

If an absence is removed and the ROE archive is not processed, the notification record is deleted.If an absence start date of an employee changes and the ROE archive has not been processed for the employee, the process date of the event is updated.However, if the absence start date is changed to a date after the effective date of the ROE archive process, the employee is not included in the ROE archive.

STEPS TO ENABLE



Note the parameters for the Record of Employment Archive process are still in effect while processing event notifications. For example, if an employee with an unprocessed ROE event notification is not part of the Payroll Relationship Group submitted for the parameter of the archive, the employee will not be processed.

KEY RESOURCES

Refer to the Canada Information Center at the link below for additional information.

Canada Information Center

https://support.oracle.com/rs?type=doc&id=2102586.2

CA – Welcome tab > Product Documentation > White Papers > Implementation and Use

Hot Topics Email (To Receive Critical Statutory Legislative Product News)

To receive important Fusion Canada Legislative Product News, you must subscribe to the Hot Topics Email feature available in My Oracle Support.

See My Oracle Support Document ID 2102586.2 (Information Center: Fusion Human Capital Management - ) for further details, and access the content at the location below.Canada

CA – Welcome tab > Other Documents > How To Use My Oracle Support Hot Topics Email Subscription Feature




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RECORD OF EMPLOYMENT EVENTS: CREATING AND REMOVING EVENT NOTIFICATIONS

Use event processing to create and delete Record of Employment (ROE) event notifications that were created for employee termination or leave of absence events.

A Record of Employment Notification event is created automatically for terminations or leave of absences when certain conditions are met. You may now manually create or delete notifications, if it is required.

The statuses of the event notifications are explained below:

Awaiting Processing: notification is created when either of the following occurs:

An absence is logged for the employee with a start date prior to processing the ROE archive.The employee’s termination date is entered prior to processing the ROE archive.

Deferred: not supported for ROE events.Processing: not supported for ROE events.Complete: the ROE archive was processed successfully for the employee.

You may view, create or delete event notifications for employees using the Manage Event Notifications task in the Payroll Calculations work area. In the search area of the Manage Event Notifications UI, you must first select a Canadian Legislative Data Group to be able to see the event “Record of Employment Notification” in the Event Report Type list of values. The values in the Event Report Type LOV are specific to each legislation.

When you create a new ROE event notification, select the approval status of “Awaiting Processing”.

You may only delete an existing ROE event notification whose approval status is “Awaiting Processing”. If you need to delete the event notification and the status is “Complete”, you must first rollback the ROE archive, then you may delete the desired event notification.

Manage Event Notifications

STEPS TO ENABLE


KEY RESOURCES

Refer to the Canada Information Center at the link below for additional information.

Canada Information Center


CA – Welcome tab > Product Documentation > White Papers > Implementation and Use

Hot Topics Email (To Receive Critical Statutory Legislative Product News)


47

To receive important Fusion Canada Legislative Product News, you must subscribe to the Hot Topics Email feature available in My Oracle Support.

See My Oracle Support Document ID 2102586.2 (Information Center: Fusion Human Capital Management - ) for further details, and access the content at the location below.Canada

CA – Welcome tab > Other Documents > How To Use My Oracle Support Hot Topics Email Subscription Feature

HUMAN CAPITAL MANAGEMENT FOR FRANCE

Oracle Fusion HRMS (France) supports country specific features and functions for France. It enables users to follow France's business practices and comply with its statutory requirements.

VACATION ACCRUAL FORMULA FOR ABSENCE MANAGEMENT

You can calculate the entitlement and current leave balance with the new vacation accrual formula. The vacation accrual formula enables you to perform the following:

Calculate entitlements for the current yearCarry over of outstanding balance from previous yearsCalculate the available leave balance (after consumed leave)Leave management for part-time workersEntitlement proration for hire and termination in the monthConfigure additional entitlement for seniority days

The entitlement calculation is based on legislative rules.

Absence Plan and Absence Type

You must create absence plans for the current year and previous years for the vacation absence types. Use the Manage Absence Plans task in the Absence Administration work area to setup the absence plans and define the plan type. Use the Manage Absence Types task from the Absence Administration work area to create the absence types for vacation such as Paid Vacation and Unpaid Vacation.



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Once you complete the setup and save the absence record, the application calculates the accruals:

STEPS TO ENABLE


SICKNESS ENTITLEMENT FORMULA FOR ABSENCE MANAGEMENT

You can now calculate sick leave entitlement with the new sickness absence formula. The sickness entitlement formula enables you to:

Calculate the leave entitlementDefine the number of days to be paid for each rate and for each plan (IJSS and Legal Guarantee Income)Manage relapse and waiting period casesSupport of rolling back periodTransfer of information to payrolle.

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Absence Plan

You must create two absence plans for each absence type, one to manage the IJSS and the other for legal guarantee income. Creating two distinct plan types will ensure that the entitlement is calculated by plan type.

Use the Manage Absence Plans task in the Absence Administration work area to setup the absence plans and define the plan type.

The legislative grouping code is used to identify the entitlement type. You must select enable concurrent entitlement for both plan types.

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You must create one absence type for each sickness type such as illness, work accident, long term disease, occupational disease, and travel accident with the pattern Illness or injury for the legislation France. Use the Manage Absence Types from the Absence Administration work area.

Both the absence plans must be assigned to each absence type as shown in the example below:

Once you complete the setup and save the absence record, the application calculates the entitlement:

Absence Type

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STEPS TO ENABLE


WORKLIFE SOLUTIONS

CORPORATE SOCAIL RESPONSIBILITY

Corporate social responsibility represents a corporation's initiatives to take responsibility for its effects on the environment and social well-being. Corporate social responsibility is increasingly becoming a decisive factor in HR processes to recruit, retain, and motivate the most qualified employees.

Oracle Fusion Volunteering enables organizations to promote corporate social responsibility initiatives by creating service opportunities for employees to engage and get involved in causes that are most important to each individual.

SIMPLE STEPS TO REGISTER AND GET STARTED

Quick and easy steps to get your employees started on corporate social responsibility initiatives. You can now register and specify volunteering preferences during sign up. You can specify preferences for:

Causes you want to supportLocationVolunteering hoursProject lead role

Suggestions based on the preferences appear in your recommended list. This reduces any effort on your part to search for suitable projects.

Volunteer Registration in Four Steps

STEPS TO ENABLE


KEY RESOURCES


My Volunteering: OverviewVolunteering Projects: Explained

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TRACK UPDATES AND PROGRESS FROM VOLUNTEERING DASHBOARD

Keep track of upcoming projects, volunteering progress, and history using the Volunteering Dashboard. From this dashboard, you can now manage your volunteering projects, update hours on volunteered projects, and review your goal progress.

Employee Volunteering Dashboard

STEPS TO ENABLE


KEY RESOURCES


My Volunteering: OverviewRegistering for a Volunteering Project: Procedure

ORGANIZED ADMINISTRATION DASHBOARD TO MANAGE VOLUNTEERING

Access information and prioritize key tasks effectively from the administrator dashboard. You can now manage administration tasks such as:

Review organizations and volunteering projects submitted for approvalMonitor EIN complianceSend employee notificationsSeek feedbackReview participation and analyze projects across various causes and organizations

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Volunteering Administration Dashboard

STEPS TO ENABLE


KEY RESOURCES

For more information, go to Applications Help for the following topic:

Volunteering Administration Components: How They Fit Together

EMPLOYEE WELLNESS

Oracle Fusion Employee Wellness supports corporate initiatives to improve employee fitness and health through the use of opt-in wellness features. This application integrates with popular fitness tracking services to simplify and automate the acquisition of exercise data from a wide range of devices.

USER INTERFACE IMPROVEMENTS TO MANAGE ACTIVITY TRACKING SERVICES

We have made user interface improvements to the wellness administration that make it easier than ever to manage activity tracking services. You can now see all connected activity tracking services available to the employees at a glance and enable or disable a service with the click of a button.

Take advantage of the new interface to easily schedule an activity data refresh. The activity data refresh scheduler lets you configure how frequently the activity data is imported from a connected fitness tracking service. This keeps the application up-to-date with most recent data. For instance, you can schedule hourly, daily, or weekly refreshes. The improved interface enables you to quickly view the status of the scheduler, the time of the last and next data refreshes, and the frequency at which you have configured the data refresh.

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Activity Data Refresh Scheduler

Activity Data Refresh Schedule and the Available Activity Tracking Services

STEPS TO ENABLE


TRANSACTIONAL BUSINESS INTELLIGENCE FOR HUMAN CAPITAL MANAGEMENT

Oracle Fusion Transactional Business Intelligence is a real time, self-service reporting solution offered to all Oracle Cloud application users to create ad hoc reports and analyze them for daily decision-making. Oracle Transactional Business Intelligence provides human resources managers and specialists, business executives, and line managers the critical workforce information to analyze workforce costs, staffing, compensation, performance management, talent management, succession planning, and employee benefits.

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NEW ATTRIBUTES FOR WORKER'S EMPLOYMENT CONTRACT

Improved reporting on workers contract details with the addition of attributes related to employment contract.

A new sub folder named 'Contracts' is added under the Worker dimension. This folder contains the following attributes related to the workers:

Contract Type CodeContract TypeContract DescriptionContract Status CodeContract Status

STEPS TO ENABLE


NEW ATTRIBUTES FOR COLLECTIVE AGREEMENTS

Enhance your reporting on Collective Agreements dimension with the addition of the following new attributes:

Effective Start DateEffective End DateStatusUnion

STEPS TO ENABLE


NEW DIMENSIONS FOR THE SETUP OBJECTS AND PROFILES REAL TIME SUBJECT AREA

Enhance your Time and Labor subject area reporting with the inclusion of new dimensions. These dimensions provide information about groups, profiles, time allocation, time categories, layout sets and layout components, and rules that report on rules, rule sets, and rule templates.

HCM Group - This dimension contains information on the groups that are created and used in Time and Labor module. It includes information on Group definition, members, the inclusion criteria of the group, evaluation period of the group, the evaluation status and so on. HCM Groups are designed to organize your workers into easily identifiable Groups that you assign to the correct worker time processing profile containing a weekly , biweekly or monthly time card period.WFM Profile - This dimension contains information on the different profile definitions, with the various setup objects related to the following: Worker Time Entry Setup Profiles, Worker Time Processing Setup Profiles, and Time Device Setup Profiles.Time Allocation - This dimension contains information on the setup of the allocation distribution of the worker time to various cost segments like Department, Program, and Fund cost segments.Time Categories - This dimension contains information on the setup of time categories used in Workforce Management Rules and Time Balance Definitions.Layout Sets and Layout Components - These dimensions display the definition of layout sets and the layouts within the set, and the defined layout components used in Layouts and Web Clock buttons.WFM Rules - This dimension contains information on the Rules, Rule Sets and Rule Templates.

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STEPS TO ENABLE


IMPROVED PERFORMANCE OF THE ORGANIZATION HIERARCHY

Improved performance in reports that leverage the Organization Hierarchy. The existing Organization Hierarchy dimension is modified to render data based on the columns pulled up from the dimension.

STEPS TO ENABLE


PERFORMANCE IMPROVEMENT OF THE POSITION HIERARCHY

Take advantage of the Position Hierarchy dimension that has improved performance. The architecture of the Position hierarchy has been modified to improve the performance in OTBI queries that use Position Hierarchy.

STEPS TO ENABLE


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