TABLE OF CONTENTS - cloud.oracle.com · Talent Management Transactional Business Intelligence Learn...

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TABLE OF CONTENTS

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

UPDATE 18B ······························································································································································································· 4

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

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

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

Talent Management ············································································································································································ 8

Performance Goals and Documents Integration with Mass Legal Employer Change Process ······················ 8

Configurable In-App Notifications for Talent Management Based on Reports ····················································· 9

Notes Resource Catalog Component in Talent Management ·················································································· 10

Career Development ············································································································································································· 12

Questionnaire ······················································································································································································ 12

Extended Set of Person Search Fields When Assigning Owner of Questions, Templates, and Questionnaires ············································································································································································ 12

Performance Management ································································································································································· 13

Goal Management ············································································································································································· 13

New Attribute for Goal Object - Long Description ·········································································································· 32

Performance Management ···························································································································································· 14

Check-Ins ······················································································································································································ 14

Extended Set of Person Search Fields in Human Resource Specialist Administrative Tasks ····················· 16

Talent Review and Succession ······················································································································································· 17

Succession Management ······························································································································································ 17

Super User for Succession Management ························································································································· 17

Flexible Data Security for Succession Candidates and Incumbents ······································································ 17

Talent Review ······················································································································································································ 18

Talent Review Dashboard Redesigned ····························································································································· 18

Delete or Reopen Completed Talent Review Meetings ······························································································· 22

Increased Size of Talent Review Descriptive Flexfields ······························································································ 24

Ability to Configure Visibility Options for Meeting Notes ····························································································· 24

Recruiting ··································································································································································································· 26

Recruiting ······························································································································································································ 26

Hiring ······························································································································································································· 26

Candidate Relationship Management ································································································································ 26

Candidate Experience ······························································································································································ 26

HR Optimization ······················································································································································································ 27

Talent Management Transactional Business Intelligence ···························································································· 27

Learn ··································································································································································································· 27

ADF Labels in Learning Management Real Time ·········································································································· 27

Specialist Videos - Learning Management Real Time ································································································· 27

Learning Record Cost to Learner - Learning Management Real Time ·································································· 27

DFF's on Learning Requests - Learning Management Real Time ·········································································· 28

Recruiting ··························································································································································································· 28

New Subject Area - Recruiting Events Real Time ········································································································· 28

New Subject Area - Recruiting Real Time ························································································································ 28

New Subject Area - Sourcing Real Time ··························································································································· 29

Talent Review ·················································································································································································· 29

New Dimension - Member Details in Talent Pools Real Time Subject Area ······················································· 29

MAY MAINTENANCE PACK FOR 18A ·········································································································································· 29

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Revision History ······················································································································································································ 29

Overview ····································································································································································································· 29

Feature Summary ··················································································································································································· 31

Performance Management ································································································································································· 32

Goal Management ············································································································································································· 32

New Attribute for Goal Object - Long Description ·········································································································· 32

UPDATE 18A ····························································································································································································· 33

Revision History ······················································································································································································ 33

Overview ····································································································································································································· 33

Feature Summary ··················································································································································································· 35

Career and Development ···································································································································································· 37

Career Development ········································································································································································ 37

Extended Set of Person Search Fields in Administrative Tools ··············································································· 37

Goal Management ············································································································································································· 38

Full HCM Spreadsheet Data Loader Support ·················································································································· 38

Support for Purging Transient ESS Data ·························································································································· 38

Performance Management ···························································································································································· 39

Deep Links to Performance Documents from Manager and Worker Notifications ············································ 39

Resend Standard and Critical Alerts ··································································································································· 39

Additional Audit Attributes ······················································································································································· 41

Profile Management ········································································································································································· 43

Ability to Configure Visibility Options for Anytime Feedback Notes ········································································ 43

Configurable eMail Notifications for Anytime Feedback Based on Reports ························································ 45

Questionnaire ······················································································································································································ 47

Translation Editor in Questionnaire ····································································································································· 47

Talent Review and Succession Management ··························································································································· 49

Succession Management ······························································································································································ 49

Succession and Talent Pool Information on Succession Planning Page ····························································· 49

Increased Size of Succession Plan and Candidate Descriptive Flexfields ·························································· 50

Talent Pool Descriptive Flexfields ········································································································································ 50

Transactional Business Intelligence ············································································································································ 51

Transactional Business Intelligence for Talent Management ····················································································· 51

Career Development ····································································································································································· 51

New Subject Area for Workforce Profiles - Feedback Notes by Recipient Real Time ····································· 51

Enhance Workforce Performance Subject Areas to Report on Anytime Templates ········································ 52

New Attributes to Goal Management Subject Areas ···································································································· 52

Learn ··································································································································································································· 52

Enhanced Subject Area for Learning - Expected Training Hours for a Course ·················································· 52

Enhanced Subject Area for Learning - Offering Activities and Assignment Tasks ············································ 53

New Dimensions in Learning Subject Area for Learning Requests and Non-Catalog Items ························· 53

Talent Review and Succession Management ······················································································································ 53

New Dimension - Potential Assessment in Talent Review Real Time Subject Area. ······································· 53

New DFF - Talent Pools Real Time Subject Area ········································································································· 53

New DFF - Succession Management Subject Areas ··································································································· 54

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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 APR 2018 Update 18B Revised update 18B.

27 APR 2018 May Maintenance Pack for 18ADelivered new features in May Maintenance Pack for 18A.

23 FEB 2018 Update 18A Delivered new features in update 18A.

UPDATE 18B

REVISION HISTORY


Date Feature Notes

27 APR 2018Goal Management: New Attribute for Goal Object - Long Description

Updated document. Added feature delivered in update 18B.

27 APR 2018Talent Review: Talent Review Dashboard Redesigned

Updated document. Revised Steps to Enable.

06 APR 2018 Created initial document.

OVERVIEW

This guide outlines the information you need to know about new or improved functionality in Oracle HCM Cloud Release 13. 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.

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.

5


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

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

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

Talent Management

Performance Goals and Documents Integration with Mass Legal Employer Change Process

Configurable In-App Notifications for Talent Management Based on Reports

Notes Resource Catalog Component in Talent Management

Career Development

Questionnaire

Extended Set of Person Search Fields When Assigning Owner of Questions, Templates, and Questionnaires

Performance Management

Goal Management

New Attribute for Goal Object - Long Description


Check-Ins

Extended Set of Person Search Fields in Human Resource Specialist Administrative Tasks

Talent Review and Succession

Succession Management

Super User for Succession Management

Flexible Data Security for Succession Candidates and Incumbents

Talent Review

Talent Review Dashboard Redesigned

Delete or Reopen Completed Talent Review Meetings

7







Increased Size of Talent Review Descriptive Flexfields

Ability to Configure Visibility Options for Meeting Notes

Recruiting

Recruiting

Hiring

Candidate Relationship Management

Candidate Experience

HR Optimization

Talent Management Transactional Business Intelligence

Learn

ADF Labels in Learning Management Real Time

Specialist Videos - Learning Management Real Time

Learning Record Cost to Learner - Learning Management Real Time

DFF's on Learning Requests - Learning Management Real Time

Recruiting

New Subject Area - Recruiting Events Real Time

New Subject Area - Recruiting Real Time

New Subject Area - Sourcing Real Time

Talent Review

New Dimension - Member Details in Talent Pools Real Time Subject Area

8

TALENT MANAGEMENT

Features under this section are available to all talent applications.

PERFORMANCE GOALS AND DOCUMENTS INTEGRATION WITH MASS LEGAL EMPLOYER CHANGE PROCESS

You can now choose to move performance goals and documents to workers’ new assignments with a legal employer when using the Global HR administration task Mass Legal Employer Change process.

You can move all of the workers performance goals and documents associated with all review periods, or you can choose only current and future review periods and leave historic performance goals and documents associated with the inactive assignments.

Moving performance goals and documents to the new assignment means that workers will not need to switch between assignments to see all of their performance goals and documents.

Use the section to move performance goals and documents and to select the review Additional Changesperiod:

Changes Page of the Mass Legal Employer Change Process

STEPS TO ENABLE

No steps are required to enable this feature.

9

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2.

1. 2. 3.

TIPS AND CONSIDERATIONS

If a worker has the same performance goals, goal plans, or performance documents associated with multiple assignments within the same work relationship, only the performance goals and documents associated with the primary assignment will be moved to the new assignment created by the Mass Legal Employer Change process. The performance goals and documents associated with secondary assignments will remain associated with those for further processing, canceling, or deleting.Eligibility profiles are not changed by the Mass Legal Employer Change process. So if the eligibility profiles used for performance goals and documents include inactive assignments then when the process runs and moves the performance goals and documents to the new assignment the inactive assignments will continue to be eligible for the same performance goals and documents. Eligibility profiles would need be updated to exclude the inactive assignments to prevent these being created again.

KEY RESOURCES

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

Creating a Mass Legal Employer Change: Worked ExampleMass Legal Employer Change Statuses: ExplainedAdding Population for the Mass Legal Employer Change: Explained

CONFIGURABLE IN-APP NOTIFICATIONS FOR TALENT MANAGEMENT BASED ON REPORTS

You can now configure Talent Management 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:

Notifications are available for the following business processes:

Profile ManagementGoal ManagementPerformance ManagementCareer Development Talent Review

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 panel drawer.TasksIn the Tasks panel drawer, click Search.

10

4. 5. 6.

7.

In 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 Search.In the Search section, set the following to true:

BIP_ONLINE_NOTIFICATION_HCM - Enable Oracle Business Intelligence Publisher worklist notifications for human capital management applications

BIP_ONLINE_NOTIFICATION_HCM_TALENT - Enable Oracle Business Intelligence Publisher worklist notifications for Talent Management

BIP_ONLINE_NOTIFICATION_HCM_GOALS - Enable Oracle Business Intelligence Publisher worklist notifications for Goals and Career Management


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: OverviewTemplates and Data Models Used for HCM Notifications Based on ReportsConfiguring Career Development Notifications Using Reports: Worked ExampleConfiguring Goal Management Notifications Using Reports: Worked ExampleConfiguring Performance Management Notifications Using Reports: Worked ExampleConfiguring Profile Management Notifications Using Reports: Worked ExampleConfiguring Talent Review Notifications Using Reports: Worked ExampleConfiguring Workforce Deployment Notifications Using Reports: Worked ExampleConfiguring Feedback Notifications Using Reports: Worked Example

NOTES RESOURCE CATALOG COMPONENT IN TALENT MANAGEMENT

Enhance the application workflows by embedding the Notes Resource Catalog component in Talent Management application pages. Using the Page Composer, the administrator can associate the Notes component with a person or object in the application page, so that employees and managers can create contextual notes to their needs. Examples of contextual notes cases include:

Notes for an employee in the context of an employee’s performance goalNotes for an employee in the context of an employee’s performance goal planNotes for an employee in the context of an employee’s performance review periodNotes for an employee in the context of an employee's development goalNotes for an employee in the context of an employee’s career developmentNotes for a talent review meetingNotes for a succession planNotes for a talent pool

11

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

7.

Adding Notes Resource Catalog Component

Notes Component Embedded into Employee's Performance Goal Page

STEPS TO ENABLE

You must configure the page, add the component and define the component as required. For example, you can add the Notes component for an employee in the performance goal:

Sign in to the application as a user with configuration privileges.In the menu, go to and select Manage Sandboxes.Setting and Actions AdministrationCreate and then activate the sandbox.Navigate to the employee's Goals page where you want to embed the Notes component.In the menu, go to and select .Setting and Actions Administration Edit PagesIn the window, select the level -- Site, HCMCountry, or HCMOrganization -- at which you Edit Pageswant to add the component.

12

7. 8. 9.

10. 11.

From the menu select .View SourceClick .Add ContentTo add the resource catalog component click Notes Add.From the menu select .View DesignClick the icon to configure the contextual parameters.Configure

CONTEXTUAL PARAMETERS OF NOTES COMPONENT IN EMPLOYEE'S PERFORMANCE GOAL

Parameter EL Expression

Object Type PER_PERSON

Object ID #{bindings.PersonId.inputValue}

Context Type EXAMPLE_PERFORMANCE_GOAL

Context ID #{bindings.BaseGoalId.inputValue}

To define the appearance of the Notes component in the application page, in addition to Resource Catalog component standard features, you can use and specify the following attributes:

Object TitleShow Details PageShow Quick CreateView Only

NOTE: You can modify the default settings of Person Notes using the Visibility Manage Common Lookupsand tasks in Functional Setup Manager.Manage Feedback Visibility

KEY RESOURCES

For more information about customizing pages for Functional Administrators, see Chapter 3 Page Modification in Configuring and Extending Applications

For more information on the Notes Resource Catalog Component and Security and Role Information, see My Oracle Support for Implementing Contextual Notes in Oracle HCM Cloud Talent Management Document ID:

,2375556.1

CAREER DEVELOPMENT

QUESTIONNAIRE

Survey employees with our Questionnaires.

EXTENDED SET OF PERSON SEARCH FIELDS WHEN ASSIGNING OWNER OF QUESTIONS, TEMPLATES, AND QUESTIONNAIRES

When assigning the owner of the question, template, or questionnaire, you can now use the following additional person-related search fields:

https://support.oracle.com/cloud/faces/DocumentDisplay?_afrLoop=286857479848068&_afrWindowMode=0&id=2375556.1&_adf.ctrl-state=923yvtxny_33

13

Manager Name Person Number Job Email Position Business Unit Location Assignment Name Assignment Status Assignment Number

Person Search Fields When Assigning the Owner

STEPS TO ENABLE


PERFORMANCE MANAGEMENT

GOAL MANAGEMENT

Using Oracle Fusion Goal Management, you can transform business objectives into goals across various organization levels, providing a clear line of sight from managers to employees. Business leaders can communicate high-level initiatives which managers can translate into goals for their employees.

NEW ATTRIBUTE FOR GOAL OBJECT - LONG DESCRIPTION

You now have an additional attribute, , for the goal object. Apart from the existing Long Description attribute, you can provide a detailed description of the goal in the field that can Description Long Description

hold up to 2 GB data.

Worker Name

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Long Description Field in Goal Details Page

STEPS TO ENABLE

Using Page Composer, you must enable the field.Long Description


Use Page Composer to show the attribute in the page. By default, this field is Long Description Goal Detailshidden and you can choose to show or hide it. You can use the field with or without the Long Description

field.Description

KEY RESOURCES



Oracle Fusion Performance Management supports features and functions for measuring and reporting worker performance.

CHECK-INS

Now employees and managers can have ongoing, meaningful discussions and provide feedback throughout the year by creating check-in documents from their desktop or smartphone.

When workers or managers create a check-in document, they must select the review period and a check-in template and then specify a name for the document, date, and the manager. Only after creating the check-in document and when updating it, you can find the check-in content based on the check-in template definition. You can respond to your questionnaire. You can add notes by creating general discussion topics and performance goal discussion topics.

15

Add a Check-In Document for a Review Period Including Questionnaires and Discussion Topics

STEPS TO ENABLE

The administrator can manage and create check-in templates in My Client Groups > Talent> Manage Check-In Templates. You can create a check-in template with an or status and choose to enable the Active Inactiveuse of Performance Goal Discussion Topics, General Discussion Topics, or Questionnaires for the workers and managers in check-in documents. You can include the eligibility profile for the use of check-in template so that managers and workers create check-in documents only from the eligible check-in templates. Only the eligible check-in templates are made available to the worker or manager, when creating the check-in document.

16

Creating a Check-In Template


The worker can't delete a discussion topic when notes exist for the topic. You must first delete the notes and then the discussion topic. In a similar way, if discussion topics exist, you cannot delete a check-in document.You can add a performance goal discussion topic only when the worker is assigned with goals for the selected review period.

ROLE INFORMATION

By default, only the HR specialist role can create check-in templates (Privilege Name: HRA_MANAGE_PERFORMANCE_TEMPLATE_PRIV).

You must add ORA_HRA_MANAGE_CHECK_IN_DOCUMENT aggregate privilege to Worker and Line Manager job roles to manage check-in documents.

EXTENDED SET OF PERSON SEARCH FIELDS IN HUMAN RESOURCE SPECIALIST ADMINISTRATIVE TASKS

You can now search in Human Resource Specialist Administrative tasks using an extended set of person search fields including person number, location and position. The set of person search fields are made consistent for all tasks, where appropriate. Assignment status is added as a specific field replacing the check box to include terminated assignments and workers.

STEPS TO ENABLE


17

TALENT REVIEW AND SUCCESSION

SUCCESSION MANAGEMENT

Oracle Fusion Succession Management helps to create succession plans to replace key personnel. Succession plans identify workers who are ready now, or can develop the necessary skills, for jobs and positions that aren't currently vacant, ensuring, a smooth transition and help you to manage candidate development.

SUPER USER FOR SUCCESSION MANAGEMENT

Leverage the ability to create a succession management super user role and access all succession plans in your organization. Additionally, you can configure the super user role to report on all plans in OTBI.

More than one user can be a super user. You can make any user who has access to the Succession Management work area a super user. A super user can create a succession plan for any incumbent. A super user can view and update most of the plans, public or private, without being named as an owner of the plan. Super users can view all candidates, even if they are not in the super user's data security profile. Super users can add any candidate to a succession plan. A super user can also add a candidate to a succession plan from the candidate’s Directory and the Person Spotlight pages.

STEPS TO ENABLE

You have to create a super user role before assigning this role to any user. See the Securing HCM guide to learn how to create a super user role and configure the super user role to report on all plans in OTBI.


The super user role is not a predefined role. You must create a custom super user role. Only a user with IT Security Manager Privilege can create a super user role.The super user role does not affect the Best Fit functionality, which will still be restricted to the user's normal data security.In this release, a super user who is selected as the owner type Candidate Manager for a plan can edit only the plan’s candidate list.In this release, a super user who is selected as the owner type Viewer for a plan can only view the plan and not edit it.

FLEXIBLE DATA SECURITY FOR SUCCESSION CANDIDATES AND INCUMBENTS

Enhance the succession planning process by allowing users to select candidates outside of their normal data security profile. You can support your business process requirements by independently configuring the candidate and incumbent searches to allow or not allow users to search outside their data security profile.

Previously, the incumbent search list, the candidate search list, and the plan candidates were secured by the Choose Worker privilege. Users could only search for or view candidates who were within their data security profile. However, users could search for incumbents who were outside their data security profile.

With the new security model changes, the incumbent and candidates of a succession plan are secured by different privileges. Specifying an incumbent for an existing plan or a new plan in the Plan Details page is now

18

secured by the Create Succession Plan for Worker Data privilege. Adding candidates to a succession plan in the Select Candidates page is now secured by the Add Worker to Succession Plan privilege.

In the new security model, you can define your own securing conditions for the incumbents and candidates that a user can access. You can create data roles, specify securing conditions for the data roles, and assign these roles to different users. The candidates and the incumbents that a signed-in user can search are determined by the role the signed-in user is assigned to.

STEPS TO ENABLE

To change the candidate or incumbent search behavior, you have to configure the data security policies of different roles like the Human Resource Specialist and Line Manager roles. For all job roles such as the Human Resource Specialist role, you must create a data role from the job role and then assign that data role to the job role. For abstract roles such as the Line Manager role, you can add data security policies directly to the role. See the Securing HCM guide to learn how to configure the data security policies for a job role and an abstract role.

TALENT REVIEW

Oracle Fusion Talent Review is an analytic product enabling your organization to review and evaluate data from the profile, performance, goals, career development, and compensation management solutions.

TALENT REVIEW DASHBOARD REDESIGNED

Improve your user experience with the redesigned talent review dashboard.

We have moved the actions to the Actions menu and have made the dashboard easier to use. You can perform actions on the dashboard on individual and multiple workers. To perform an action, select one or more workers and then from the Actions menu, select the action to perform. To perform an action on all workers displayed in the box chart and Holding Area, select the check box. To perform an action on all Select Visible Workersworkers displayed in a particular box of the box chart, double-click the box to zoom it, and then select the

check box.Select Visible Workers

Talent Review Meeting Dashboard – Actions Menu

You can also select a worker in the box chart displayed, right-click, and from the menu displayed, select the action to perform.

19

Talent Review Meeting Dashboard – Actions for a Single Worker

We have also implemented popular enhancements such as including worker pictures and providing more information about the worker in the redesigned dashboard. Hover over a worker’s name to view more information about the worker.

Talent Review Meeting Dashboard –Worker Information

To configure the display of the dashboard, from the Display menu, select the display option that you want to use.

20

Talent Review Meeting Dashboard - Display Menu

When you select any display option except worker photos and names, the option appears in a legend on the dashboard. In the legend, each category within the option appears with a different color code or symbol.

Talent Review Meeting Dashboard - Display Legends

The redesigned dashboard also provides full page views of succession plans, talent pools, and analytics that are associated with the meeting. Click the Maximize icon ( ) in the Talent Pools or Succession Plan pane to open the corresponding full page view.

21

1.

Talent Pools – Full Page View

The new Talent Review dashboard has Printable Page Support enabled. To view the printable page of the dashboard, click the button on the top of the dashboard.Printable Page

Talent Review Meeting Dashboard – Printable Page

The redesigned dashboard includes the new Prior Ratings feature, which replaces the Prior Meetings feature that was previously available. You no longer need to select specific meetings to retrieve the prior ratings. Now, you enter a date range, and the system retrieves the most recently submitted rating within the range. The retrieved prior ratings are then converted to the box assignment of the current ratings and displayed in the box chart. This makes it easy to compare the prior ratings information with the current ratings displayed. The color coding helps you to quickly identify the ratings that have changed for each worker. The most recent rating is displayed for each worker within the prior rating range.

STEPS TO ENABLE

The redesigned dashboard is not available by default. To use the redesigned dashboard, you must create the HRR_NEW_DASHBOARD profile option and update it at site level to Y

22

1.

2.

a. b.

3.

4.

a. b.

5.

Create the HRR_NEW_DASHBOARD profile option by giving the values specified in the following table in the Manage Profile Options page.

Field Value

Profile Option Code HRR_NEW_DASHBOARD

Profile Display Name HRR_NEW_DASHBOARD

Application Talent Review

Module Talent Review

Description Add profile option for the new dashboard

In the Manage Profile Options page:

Search and select the HRR_NEW_DASHBOARD profile option.Select the and check boxes at the Site level.Enabled Updateable

Save the changes made.

In the Manage Administrator Profile Values page:

Search and select the HRR_NEW_DASHBOARD profile option code.Set the Profile Value to .Y

Save the changes made.


The options that appear in the Action and Display menus depend on the configuration of the template used for the meeting.In the Table view of the dashboard, only the Actions menu appears.

KEY RESOURCES

For more information, refer to the following topics in the Applications Help:

Talent Review Data Options: Points to ConsiderActions for Talent Review Meetings: Explained

DELETE OR REOPEN COMPLETED TALENT REVIEW MEETINGS

Improve the maintenance of talent review meetings by using the DELETE MEETING and REOPEN MEETING features. Both features provide you with more administrative options to assist with maintaining your talent review meetings. When you delete or reopen a meeting, the associated ratings that exist in Profiles for each reviewee are deleted.

23

Talent Review – Overview Page

In previous releases, you could only delete meetings that were not started or that were canceled. In this release, you can also delete a completed meeting. When you delete a meeting, all notes and tasks associated with the meeting are deleted.

The REOPEN MEETING feature allows you to reopen a completed meeting. When you submit a reopened meeting after making your changes, the ratings of the current reviewees are resent to Profiles.

When you reopen a meeting:

The meeting status changes from to .Completed In Progress

The dashboard no longer lists the workers who were terminated since the meeting was last submitted.The dashboard no longer lists transfers or inactive assignments.The dashboard reflects the current assignment information of the review population.

Deleting or reopening a meeting triggers an Enterprise Scheduler Service (ESS) job, which does the deletion or reopening of the meeting. A meeting is reopened only when its associated ESS job completes successfully. To refresh the status of a meeting that is being processed by the ESS job, you must navigate away from the Talent Review Overview page and then return to the page.

STEPS TO ENABLE



Only meeting facilitators can view the delete and reopen icons.You cannot delete a meeting that is in progress.Both the delete and reopen icons are available by default. However, you can write an EL expression to hide them conditionally or all together.When you delete a meeting, the application creates a log regarding the success or failure of the deletion.

24

INCREASED SIZE OF TALENT REVIEW DESCRIPTIVE FLEXFIELDS

Leverage the increased size of user-defined descriptive flexfields by including more information about talent review meeting configuration. We have increased column size of the descriptive flexfields to 2,000 characters to enable you to capture more information.

STEPS TO ENABLE



Use the Manage Descriptive Flexfields task to define descriptive flexfields.

KEY RESOURCES

For more information, see the following topics in Applications Help:

Descriptive Flexfields for Oracle Fusion Talent ReviewDescriptive Flexfields: ExplainedFlexfields: Overview

ABILITY TO CONFIGURE VISIBILITY OPTIONS FOR MEETING NOTES

You can configure visibility options for talent review meeting notes to exclude roles that can see notes and specify default values. With the new Manage Feedback Visibility task in the Setup and Maintenance work area, you can now override the existing defaults.

You can set feedback visibility options for the following contexts:

ORA_NO_CONTEXT: Used for feedback notes for a person in the Person Spotlight, Person Smart Navigation, and elsewhere throughout Oracle Fusion applications.ORA_TALENT_REVIEW_TYPE: Used for feedback notes only for talent review meetings. Notes created in a talent review are visible as Feedback elsewhere in Oracle Fusion applications, but no Feedback created elsewhere appears in talent review meetings.

The options and descriptions for each visibility option are shown in the following table.

Visibility Option Description

Everyone A note that can be viewed by everyone in the organization

Managers only A note that can be viewed by the managers in the hierarchy of the worker for whom the note is created

Managers and the worker A note that can be viewed by the managers in the hierarchy of the worker and the worker for whom the note is created

Only me A note that can be viewed by only the worker who has authored the note

25

Use the New Manage Feedback Visibility Task to Specify the Visibility Options and Default Settings

You can edit the default value that appears in the Visibility list when a person creates a note. If you select the No default option, no predefined option appears in the field. Note authors can select the available options whether a default is set or not.

STEPS TO ENABLE



HR specialists can view all notes except those with the Only me visibility setting.Note visibility is also determined by data security; you can only see notes for people whom you have authorization to view.If you don't edit the visibility options or defaults, the predefined default settings apply.If you delete context settings, users can still add and view notes, but you can no longer edit the context settings. When you delete notes context settings, the following rules apply:

If you delete only ORA_NO_CONTEXT, the predefined default values for ORA_NO_CONTEXT applies for the person feedback. All visibility options are available, and the default setting is No default.If you delete only ORA_TALENT_REVIEW_TYPE, the ORA_NO_CONTEXT settings apply for both the person feedback and talent review notes.If you delete both ORA_NO_CONTEXT and ORA_TALENT_REVIEW_TYPE, the predefined default values for ORA_NO_CONTEXT apply for both the person feedback and talent review notes.

KEY RESOURCES

For more information, view the following topics in the Applications Help:

Configuring Feedback Visibility Options: Points to ConsiderFeedback: Explained

26

RECRUITING

RECRUITING

Oracle Recruiting Cloud (ORC) provides tools for hiring managers and recruiters to source and nurture candidates, create and manage job requisitions, screen and select candidates, create and manage job offers, and onboard new employees into the organization. It also provides career sites for employees and external candidates to search, discover and apply to jobs using a frictionless application process.

HIRING

Simplify and automate the complexities of hiring with comprehensive end-to-end functionalities from job requisition management, job board distribution, approval workflows, candidate selection, electronic job offer distribution, and seamless candidate to new hire workflow. It leverages the power of the complete HCM suite to deliver deep insights and easy access to information about your talent through all stages of employment. Work structures, security roles, data security, and configuration tools are unified across the platform to deliver an efficient and consistent user experience.

STEPS TO ENABLE


CANDIDATE RELATIONSHIP MANAGEMENT

Leverage Candidate Relationship Management (CRM) features - candidate pools, email campaigns and candidate search - to provide robust sourcing and to empower recruiters with AI matching to make the best data-driven recruiting decisions. Targeted CRM campaigns can be used to communicate with candidate pools and market open job requisitions to both internal and external candidates, which drives proactive engagement and helps build a talent pipeline.

STEPS TO ENABLE


CANDIDATE EXPERIENCE

Leverage Candidate Relationship Management (CRM) features - candidate pools, email campaigns and candidate search - to provide robust sourcing and to empower recruiters with AI matching to make the best data-driven recruiting decisions. Targeted CRM campaigns can be used to communicate with candidate pools and market open job requisitions to both internal and external candidates, which drives proactive engagement and helps build a talent pipeline.

STEPS TO ENABLE


27

HR OPTIMIZATION

TALENT MANAGEMENT TRANSACTIONAL BUSINESS INTELLIGENCE

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.

LEARN

ADF LABELS IN LEARNING MANAGEMENT REAL TIME

The enhanced column labels in the Workforce Learning - Learning Management Real Time subject area allow you to use the names from the ADF Labels instead of the existing custom values for the labels.

STEPS TO ENABLE


SPECIALIST VIDEOS - LEARNING MANAGEMENT REAL TIME

Enhance your reporting on Learning Management Real Time subject area with the inclusion of the new learning item type ORA_CONTENT_VIDEO. This enhancement allows you to report on specialist video-based classes.

STEPS TO ENABLE


LEARNING RECORD COST TO LEARNER - LEARNING MANAGEMENT REAL TIME

Enhance your reporting on Learning with the inclusion of attributes to report on the cost involved for the learner to enroll.

Each learning record may have an associated cost. The cost is broken into a "cost to learner" which is constructed from a series of price components. Each component has a type, for example, "list price" or "Discount", and a value with currency, for example, 2000 USD or -500 USD. Each learning record has a "price to learner" and a "cost currency". Each cost line item has a type, an amount (which may be negative), and a flag that indicates whether that cost line item is used in the calculation for the learner.

28

Learner Name

Learning Item

Cost Currency

Cost to Learner Amount

Cost Details Line Type

Cost Details Line Amount

Line used for Learner Cost

Smith Java 101 USD 1000 List Price 2000 Yes

Discount -1000 Yes

Other 300 No

Jones FlyFishing GBP 1200 List Price 3200 Yes

Discount -1000 No

Other -2000 Yes

STEPS TO ENABLE


DFF'S ON LEARNING REQUESTS - LEARNING MANAGEMENT REAL TIME

Enhance your reporting on Learning Management Real Time subject area with the addition of DFFs to report on learning requests. The DFFs have been exposed under the following folders:

Assignment Profile Requests Learning Record Requests

STEPS TO ENABLE


RECRUITING

NEW SUBJECT AREA - RECRUITING EVENTS REAL TIME

Manage key historic metrics of your recruiting process using the “Recruiting - Recruiting Events Real Time” subject area. You can report on various phases and states of the main recruiting objects such as job requisitions, job applications, and candidate pools using this subject area.

STEPS TO ENABLE


NEW SUBJECT AREA - RECRUITING REAL TIME

Manage the recruiting process in your organization using the “Recruiting - Recruiting Real Time” subject area. You can report on job requisitions created by managers and recruiters, job offers, candidate sources, and candidate information such as personal details, education and work experience, and previous employers. Analyze the candidate hiring timeframe using key metrics such as:

Time since job application creation Number of job applications Job offer acceptance rate

29

STEPS TO ENABLE


NEW SUBJECT AREA - SOURCING REAL TIME

Manage recruiting campaign metrics of your recruiting process using the “Recruiting – Sourcing Real Time” subject area. You can report on campaigns, their goals, teams, and various counts.

STEPS TO ENABLE


TALENT REVIEW

NEW DIMENSION - MEMBER DETAILS IN TALENT POOLS REAL TIME SUBJECT AREA

Manage reporting on the descriptive flex fields related to talent pool members with the addition of a new dimension in the Workforce Succession Management - Talent Pools Real Time subject area. A new folder named Member Details is created and the DFF attributes are exposed along with other attributes including: pool member id, member status, created by, and created date.

STEPS TO ENABLE


MAY MAINTENANCE PACK FOR 18A

REVISION HISTORY


Date Feature Notes

27 APR 2018 Created initial document.

OVERVIEW


30







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.



31

FEATURE SUMMARY








Goal Management

New Attribute for Goal Object - Long Description

32


GOAL MANAGEMENT

Using Oracle Fusion Goal Management, you can transform business objectives into goals across various organization levels, providing a clear line of sight from managers to employees. Business leaders can communicate high-level initiatives which managers can translate into goals for their employees.

NEW ATTRIBUTE FOR GOAL OBJECT - LONG DESCRIPTION

You now have an additional attribute, , for the goal object. Apart from the existing Long Description attribute, you can provide a detailed description of the goal in the field that can Description Long Description

hold up to 2 GB data.

Long Description Field in Goal Details Page

STEPS TO ENABLE

Using Page Composer, you must enable the field.Long Description


Use Page Composer to show the attribute in the page. By default, this field is Long Description Goal Detailshidden and you can choose to show or hide it. You can use the field with or without the Long Description

field.Description

KEY RESOURCES


33

UPDATE 18A

REVISION HISTORY


Date Feature Notes

23 FEB 2018Goal Management: Support for Purging

Transient ESS DataUpdated document. Revised feature information.

23 FEB 2018 Profile Management: Ability to Configure Visibility Options for Anytime Feedback Notes

Updated document. Revised feature information.

19 JAN 2018 Created initial document.

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.

34

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 Talent Management Cloud What’s New for Release 13 in the body or title of the email.

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

35

FEATURE SUMMARY







Career and Development

Career Development

Extended Set of Person Search Fields in Administrative Tools

Goal Management

Full HCM Spreadsheet Data Loader Support

Support for Purging Transient ESS Data


Deep Links to Performance Documents from Manager and Worker Notifications

Resend Standard and Critical Alerts

Additional Audit Attributes

Profile Management

Ability to Configure Visibility Options for Anytime Feedback Notes

Configurable eMail Notifications for Anytime Feedback Based on Reports

Questionnaire

Translation Editor in Questionnaire

Talent Review and Succession Management

Succession Management

Succession and Talent Pool Information on Succession Planning Page

Increased Size of Succession Plan and Candidate Descriptive Flexfields

Talent Pool Descriptive Flexfields

36







Transactional Business Intelligence

Transactional Business Intelligence for Talent Management

Career Development

New Subject Area for Workforce Profiles - Feedback Notes by Recipient Real Time

Enhance Workforce Performance Subject Areas to Report on Anytime Templates

New Attributes to Goal Management Subject Areas

Learn

Enhanced Subject Area for Learning - Expected Training Hours for a Course

Enhanced Subject Area for Learning - Offering Activities and Assignment Tasks

New Dimensions in Learning Subject Area for Learning Requests and Non-Catalog Items

Talent Review and Succession Management

New Dimension - Potential Assessment in Talent Review Real Time Subject Area.

New DFF - Talent Pools Real Time Subject Area

New DFF - Succession Management Subject Areas

37

CAREER AND DEVELOPMENT

CAREER DEVELOPMENT

Oracle Fusion Career Development provides tools for workers and managers to manage their career interests and development plan. These tools include:

Recommendations on roles based on workers’ qualificationsComparisons to target roles and required development needs for workersManagement of roles of interest to the workerComprehensive development plan for workers to establish development goals and manage development progress

EXTENDED SET OF PERSON SEARCH FIELDS IN ADMINISTRATIVE TOOLS

When searching for development goals data, you can now use the following additional person-related search fields in all the administrative pages:

Worker NameManager NamePerson NumberJobEmailPositionBusiness UnitLocationAssignment NameAssignment StatusAssignment Number

Search Area Displays the Additional Person-Related Fields

STEPS TO ENABLE


38


By default, the Advanced button is disabled in the Search area. Use Page Composer to enable the Advanced button.

GOAL MANAGEMENT

Using Oracle Fusion Goal Management, you can transform business objectives into goals across various organization levels, providing a clear line of sight from managers to employees. Business leaders can communicate high-level initiatives, which managers can translate into goals for their employees.

FULL HCM SPREADSHEET DATA LOADER SUPPORT

You can now use the HCM Spreadsheet Data Loader tool to upload goals data. You can create goal objects using HCM Spreadsheet Data Loader. This was earlier possible only with the HCM Data Loader tool.

STEPS TO ENABLE


SUPPORT FOR PURGING TRANSIENT ESS DATA

Reduce consumption of database storage by using the new process, Purge Goal Mass Request Data. You can schedule the process in the Manage Goal Scheduled Process page to purge the transient data in the application periodically.

By default, the Purge Start Days is set to 15 days from the current date. If you have more data to purge, you can set it to a minimum of 3 days so that data prior to 3 days from the current date is purged.

Purge Goal Mass Request Data Process

STEPS TO ENABLE



Depending on the frequency you run the Goal processes such as Mass Assign Goals, Assign Goal Plans, or Assign Goal Plan Sets, data accumulates in database storage and slows down the application. So, you can schedule the Purge Goal Mass Request Data process accordingly and purge the data.

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Manage Goal Scheduled Process Parameters for Goal Management


Oracle Fusion Performance Management supports features and functions for measuring and reporting worker performance.

DEEP LINKS TO PERFORMANCE DOCUMENTS FROM MANAGER AND WORKER NOTIFICATIONS

You can now navigate directly to a performance document from notifications to managers and workers. Instead of navigating to the Performance overview pages, the link in notifications to managers and workers is replaced with a link to the performance document. The manager and worker will be taken directly to their next available task or a read only version of a completed one, depending on the order of the tasks configured in the process flow.

Select the Link to Navigate Directly to the Performance Document

STEPS TO ENABLE



The logic used to determine where the link in the notification navigates the manager or the worker to is the same as used for the performance document name link in the My Manager Evaluations and My Evaluation pages.Since the tasks to manage participant feedback and set next period goals can be performed concurrently with other tasks, the link in notifications when other tasks are completed doesn't navigate to these tasks. Managers and workers can access these tasks from the My Manager Evaluations and My Evaluation pages.Notifications sent to managers and workers from actions related to the task to manage participant feedback will continue to navigate to the manage participant feedback task.

RESEND STANDARD AND CRITICAL ALERTS

You can improve employee completion of performance evaluation tasks by resending standard and critical alert notifications, even after the task due date has passed. Select the tasks for which you want to enable repeat alerts in the performance template. Then enable the alerts only when required to avoid excessive notifications. Alerts will not be sent to employees who have completed the task.

To set up the notifications, you select the notifications in the performance template. On the Process tab, select either, or both, the and Repeat Standard Alert Until Task Completes Repeat Critical Alert Until Task

check boxes. Then you must run an Oracle Enterprise Scheduler Service process to send the Completesnotifications. Use the job to send the notifications, and set Send Performance Document Alert Notificationsthe schedule as appropriate for your business processes.

KEY RESOURCES

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

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Select the Options to Repeat Standard and Critical Alerts on the Process Tab in the Performance Template

Use the Send Performance Document Alert Notifications Job to Schedule and Send Notifications

STEPS TO ENABLE


41


The notifications cease when the task is completed for the respective role or the performance document is completed.For tasks that aren't completed, you must turn off the notifications to prevent them from continuing even after the task is due. To turn off the notifications, you must either:

Deselect the options in the performance template and save the template.Turn off the Enterprise Scheduler Service process.

If you select the options to repeat both standard and critical alerts, workers and managers receive both. They receive notifications starting from the number of standard alert days before the task is due. Then they receive critical alerts starting from the number of critical alert days before the task is due. The notifications are sent according to the process job schedule.It is recommended that you set the process job to run daily for repeat notifications.You can select the repeated standard and critical alert notifications without entering days for the regular standard and critical alert notifications to set your own schedule.

KEY RESOURCES

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

Performance Document Task Alert Notifications: Explained

ADDITIONAL AUDIT ATTRIBUTES

You can increase visibility into changes to Performance data using additional audit attributes. With the new attributes, you can track changes to the performance document and task statuses, and maintain a history of who performed those changes. You can also audit details for participants requested to provide feedback.

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

7. 8. 9.

10.

11. 12. 13.

Additional Performance Objects are Available for Auditing

STEPS TO ENABLE

Click Navigator > Setup and Maintenance.On the Setup page, click the Tasks panel drawer.In the Tasks panel drawer, click .SearchIn the text box, enter and click the icon.Search Manage Audit Policies SearchClick .Manage Audit Policies FlowsOn the Manage Audit Policies page, in the Oracle Fusion Applications section, click Configure

.Business Object AttributesOn the Configure Business Object Attributes page, in the Product list, select .HCM TalentOn the Performance Evaluations row, select the check box.AuditSelect the business objects you want to audit for performance evaluations, such as , Performance Task

, and so on.Evaluation SectionTo add or remove attributes for a business object, select the business object, then in the pane on the right, click the Create plus icon.Select or deselect attributes as required for your business process.Click .Save and CloseTo run the audit, access the Audit Reports work area. Select Navigator>Tools>Audit Reports.

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Configuring Audit Business Object Attributes: Points to ConsiderAuditing Talent Management Business Objects: Explained

PROFILE MANAGEMENT

Oracle Fusion Profile Management provides a common foundation for the Oracle Fusion talent suite of products and other Oracle Fusion applications to retrieve, insert, and update talent profile information. Profile Management also supports the HR specialists, line managers, matrix managers, and employees in performing critical HR talent functions. Managing people and job profiles, career planning functions, managing, and tracking talent data can be also done through Profile Management.

ABILITY TO CONFIGURE VISIBILITY OPTIONS FOR ANYTIME FEEDBACK NOTES

You can configure visibility options for Anytime Feedback notes to exclude roles that can see feedback and specify default values. With the new Manage Feedback Visibility task in the Setup and Maintenance work area, you can now override the existing defaults.

You can set feedback visibility options for the following contexts:

ORA_NO_CONTEXT: Used for feedback notes for a person in the person spotlight, person smart navigation, and elsewhere throughout Oracle Fusion applications.ORA_TALENT_REVIEW_TYPE: Used for feedback notes only for talent review meetings. Notes created in a talent review are visible as Feedback elsewhere in Oracle Fusion applications, but no Feedback created elsewhere appears in talent review meetings.

The options and descriptions for each visibility option are shown in the table.

Visibility Option Description

Everyone A public note visible to any person in the organization

Managers only Managers in the hierarchy of the worker about whom the Feedback is created

Managers and the workerManagers in the hierarchy of the worker, and the worker who receives the feedback

Only meA private note created by an author about the author or another person and visible only to the author

KEY RESOURCES

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

Managing Audit Policies: Explained

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Use the new Manage Feedback Visibility Task to Specify the Visibility Options and Default Settings

You can edit the default value that appears in the Visibility choice list when a person creates feedback. If you select the No default option, no predefined option appears in the field. Feedback authors can select the available options whether a default is set or not.

STEPS TO ENABLE



HR specialists can view all feedback except that with the Only me visibility setting.Feedback visibility is also determined by data security; you can only see notes for people whom you have authorization to view.If you don't edit the visibility options or defaults, the predefined default settings apply.If you delete context settings, users can still add and view feedback, but you can no longer edit the context settings. When you delete feedback context settings, the following rules apply:

If you delete only ORA_NO_CONTEXT, the predefined default values for ORA_NO_CONTEXT applies for the person feedback. All visibility options are available, and the default setting is No default.If you delete only ORA_TALENT_REVIEW_TYPE, the ORA_NO_CONTEXT settings apply for both the person feedback and talent review feedback.If you delete both ORA_NO_CONTEXT and ORA_TALENT_REVIEW_TYPE, the predefined default values for ORA_NO_CONTEXT apply for both the person feedback and talent review feedback.

KEY RESOURCES


Configuring Feedback Visibility Options: Points to ConsiderFeedback: Explained

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CONFIGURABLE EMAIL NOTIFICATIONS FOR ANYTIME FEEDBACK BASED ON REPORTS

You can now tailor Anytime Feedback notifications to your organization using Oracle Business Intelligence (BI) Publisher reports. Use standard BI Publisher templates to configure Feedback manager and worker email notifications. You can modify the delivered templates to display information based on your business requirements and policies. You configure profile options to enable your customized report templates to take the place of the delivered notifications.

To customize the report templates, you 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. The table shows the templates that are available for each business process, and the data models associated with each. For Anytime Feedback, use the following templates:

NoteSentToManager.rtfNoteSentToWorker.rtf

Both are associated with the data model: PersonNotesDM.

To specify the usage of BI Publisher reports rather than the default notifications, configure profile options using the Manage Administrator Profile Values task in the Setup and Maintenance work area. The table shows the profile option codes that determine which business processes use BI Publisher templates for notifications, and the order the application checks to apply them.

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Business Processes Profile Option CodeProfile Option Display Name

Effect

All Talent Management BIP_EMAIL_NOTIFICATION_HCM_TALENT

BI Publisher Notifications Enabled for Talent Management

The application first checks this setting. If set to true, all Talent Management business processes that can use BI Publisher reports for workflow notifications use them.

All HCM BIP_EMAIL_NOTIFICATION_HCM

BIP E-MAIL NOTIFICATION PER FAMILY LEVEL

The application checks this setting next. If set to true, all HCM business processes that can use BI Publisher reports for workflow notifications use them.

All Oracle Fusion BIP_EMAIL_NOTIFICATION

BIP EMAIL NOTIFICATION PER ORACLE FUSION LEVEL

Lastly, the application checks this setting. If set to true, all Oracle Fusion business processes, including those in HCM, that can use BI Publisher reports for workflow notifications use them.

STEPS TO ENABLE

To use BI Publisher notifications, you must perform the following prerequisites:

47

1.

2.

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

7.

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 Setting Up for RTF and Excel Report Layout Templates: Procedure.

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

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

BIP_EMAIL_NOTIFICATION_HCM_TALENT: to use BI Publisher notifications for Talent Management onlyBIP_EMAIL_NOTIFICATION_HCM: to use BI Publisher notifications for all HCM business processes that can use for BI Publisher notificationsBIP_EMAIL_NOTIFICATION: to use BI Publisher notifications for all Oracle Fusion business processes that can use BI Publisher notifications


If you elect to use BI Publisher templates for notifications, all notifications use BI Publisher templates.You can edit the BI Publisher templates to add headers and text.You can also 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 Feedback Notifications Using Reports: Worked Example

QUESTIONNAIRE

TRANSLATION EDITOR IN QUESTIONNAIRE

You can simplify the translation of your questionnaire data using the translation editor. Using the translation editor, you can translate text-based data for more than one language at a time without having to sign out of your current session.

You can translate text-based data that you can edit in questionnaire templates questionnaires, and questions ,into any language that is installed and active in the application.

For templates and questionnaires, you can translate:

Name, description, and introductionSection title, description, and introduction

http://www.oracle.com/technetwork/middleware/bi-publisher/downloads/index.html

http://www.oracle.com/technetwork/middleware/bi-publisher/downloads/index.html

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For questions you can translate:

Question textQuestion response short descriptionQuestion response feedback

To translate the text, click the Translation Editor icon. On the dialog box that appears, you can enter the text for any available language for each field. The translated text appears in the application for the respective language a user selects when signing in.

Enter Translations for the Editable Fields in Questionnaires and Questions

STEPS TO ENABLE



When you create a new questionnaire, template, or question, you must first save it before using the Translation Editor. Once the object is saved to the database, the Translation Editor becomes available.You can edit the translations to change them.Questionnaires inherit translations from the template.Question translations that you configure are also inherited by that question if it’s used later in another questionnaire or template.You can edit the translation either in the Question Library, or in the questionnaire in which it’s used.

KEY RESOURCES


Using the Translation Editor with Questionnaires and Questions: ExplainedQuestionnaires: ExplainedQuestionnaire Templates: ExplainedQuestionnaire Questions and Responses: Explained

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TALENT REVIEW AND SUCCESSION MANAGEMENT

SUCCESSION MANAGEMENT

Using Oracle Fusion Succession Management, you can create succession plans to replace key personnel. Succession plans identify workers who are ready now or can develop the necessary skills, for jobs and positions that aren't currently vacant, ensuring, a smooth transition and help you to manage candidate development.

SUCCESSION AND TALENT POOL INFORMATION ON SUCCESSION PLANNING PAGE

You can simplify your succession information search in the person spotlight by viewing succession and talent pool information on one page. We moved the succession candidate and talent pool membership information from the Career Planning page to the Succession Planning page for one consolidated view.

On the Succession Planning page for a worker, you can now see the number of the succession plans in which the worker is a candidate, and the talent pools in which the person is a member. You must be the owner of the succession plans to see the count. For talent pools, you can see the count for any public plan and the private plans that you own. If you click the number, the names of the plans and pools appears.

You continue to see the number of succession plans that were created for the worker, along with a graphical representation of the total number of candidates for the plans for each readiness category.

Succession Planning Page Shows Consolidated Succession Plan and Talent Pool Data for a Worker

STEPS TO ENABLE


50


You can create succession plans from the Succession Planning work area, person smart navigation, and the Directory and Succession Planning organization charts.You can create talent pools from the Succession Planning work area.

KEY RESOURCES


Succession Management: ExplainedSelecting Owners and Privacy Levels for Succession Plans: Points to ConsiderTalent Pools: Explained

INCREASED SIZE OF SUCCESSION PLAN AND CANDIDATE DESCRIPTIVE FLEXFIELDS

You can use the increased size of user-defined descriptive flexfields (DFFs) to include more information about succession plans or succession candidates. We have increased the column size of the DFFs to 2,000 characters to support the ability to capture more information in both the HRM_PLANS and HRM_ PLAN_ CANDIDATES DFFs.

STEPS TO ENABLE



Use the Manage Descriptive Flexfields task to define descriptive flexfields.

KEY RESOURCES


Descriptive Flexfields for Succession ManagementDescriptive Flexfields: ExplainedFlexfields: Overview

TALENT POOL DESCRIPTIVE FLEXFIELDS

You can capture additional information about talent pools and talent pool members with the new user-defined descriptive flexfields (DFFs). Now you can enter more information on the pool and member levels by adding your own DFFs.

These DFFs appear on the Pool Details and Member Details pages. The HRT_POOLS_B DFF appears on the Enter Details page in the Additional Information section. The HRT_POOL_MEMBERS DFF appears on the Select Members page, in the Additional Information section.

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Capture More Information About Talent Pools or Members with DFFs

STEPS TO ENABLE



Use the Manage Descriptive Flexfields task to define a segment for a descriptive flexfield.The maximum number of characters for each flexfield is 2000.

KEY RESOURCES


Descriptive Flexfields for Talent PoolsDescriptive Flexfields: ExplainedFlexfields: Overview

TRANSACTIONAL BUSINESS INTELLIGENCE

TRANSACTIONAL BUSINESS INTELLIGENCE FOR TALENT MANAGEMENT

CAREER DEVELOPMENT

NEW SUBJECT AREA FOR WORKFORCE PROFILES - FEEDBACK NOTES BY RECIPIENT REAL TIME

Enhanced reporting capability with the addition of a new subject area to report anytime feedback to the workers. The occasions of providing these notes can be during the talent review meeting, feedback on the worker, or any general public kudos to the worker. This feedback can be provided by the managers, peers, direct/indirect reports and so on.

STEPS TO ENABLE


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ENHANCE WORKFORCE PERFORMANCE SUBJECT AREAS TO REPORT ON ANYTIME TEMPLATES

Enhance reporting on workforce performance with the addition of a new performance Anytime template created by the performance administrators, and used by managers to evaluate workers. A new Performance Document Details dimension and Template Type attribute are also available.

Using the Anytime template, manager, workers and matrix managers can create anytime performance documents on an as needed basis to achieve real time performance outcomes aligned to better business results.

As part of this, the following enhancements are available:

Performance Document Details dimension is added in all Workforce Performance Subject Areas.New attribute is added in Performance Template Dimension : Template Type.

STEPS TO ENABLE


NEW ATTRIBUTES TO GOAL MANAGEMENT SUBJECT AREAS

Enhance your reporting on goals with the addition of new attributes that provides the information on the reference goal, from which the worker goal is created, if the reference exists. As part of this two new attributes are added to the following subject areas:

Workforce Goals - Goal Alignments Real TimeWorkforce Goals - Goal Status Overview Real TimeWorkforce Goals - Goal Tasks Real TimeWorkforce Goals - Target Outcomes Real Time

Organization Goals, Manager Goals, and Colleague Goals are stored as regular goals in the goals schema. Library Goals are stored as content items in profiles.The worker goals can be created from any of these sources. The following attributes provides details of the source goal for the worker goals:

Reference Goal Name Reference Item Name

STEPS TO ENABLE


LEARN

ENHANCED SUBJECT AREA FOR LEARNING - EXPECTED TRAINING HOURS FOR A COURSE

Enhanced Learning Subject Area includes the minimum and maximum training hours specified for a learning course.

STEPS TO ENABLE


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ENHANCED SUBJECT AREA FOR LEARNING - OFFERING ACTIVITIES AND ASSIGNMENT TASKS

Modified Class specific information eliminates the contents directly under the classes. Instead, Classes are enhanced to have Activities under them. Each activity that needs to be completed by a learner is tracked through Assignment Tasks.

STEPS TO ENABLE


NEW DIMENSIONS IN LEARNING SUBJECT AREA FOR LEARNING REQUESTS AND NON-CATALOG ITEMS

Enhanced reporting on Learning systems now requires the learners request learning rather than enroll themselves. Similarly a manager can request learning for his or her team.

You can also report on learning items that are not in the learning catalog and have been requested by the workers.

STEPS TO ENABLE


TALENT REVIEW AND SUCCESSION MANAGEMENT

NEW DIMENSION - POTENTIAL ASSESSMENT IN TALENT REVIEW REAL TIME SUBJECT AREA.

Enhanced reporting on Talent Review Real Time subject area with the addition of the new potential assessment dimension to report on the questions and responses provided by the worker's manager while preparing for the talent review meeting of the worker.

STEPS TO ENABLE


NEW DFF - TALENT POOLS REAL TIME SUBJECT AREA

Enhanced reporting on employee talent pools with the addition of the Descriptive Flexfield HRT_POOLS_B.

For example:If we create a segment 'TP_1', it gets exposed as 'HRT_POOLS_B_TP_1' under the folder 'Talent Pool Details' (after deployment of the DFF 'Succession Plan Details' and BI extender is ran).

STEPS TO ENABLE


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NEW DFF - SUCCESSION MANAGEMENT SUBJECT AREAS

Enhance your reporting on succession plans with the addition of the Descriptive Flexfield HRM_PLANS under the Succession Plan Details folder across all the succession planning subject areas.

"Workforce Succession Management - Incumbent Plans Real Time""Workforce Succession Management - Job Plans Real Time""Workforce Succession Management - Plan Candidates Real Time""Workforce Succession Management - Position Plans Real Time"

For example: If you create a segment named 'DFF_1', it displays as 'HRM_PLANS_DFF_1' in the folder 'Succession Plan Details' (after deployment of the DFF 'Succession Plan Details' and BI extender is ran).

STEPS TO ENABLE


---

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