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Absence Management/Accruals of Paid Time Off (PTO)

See: Plans for Accrual of PTO

Step 56 Define an Absence Element to Record Time Taken

For each of your accrual plans, you define a nonrecurring element and input value to hold the actual time taken for vacation or sick leave.

See: Defining and Linking an Absence Element

• Use a Classification of 'Information'

• Termination Rule is 'Actual Termination'

• Input Value must be 'Hours' or 'Days'

Step 57 Define Element Links for the Absence Element

You define the eligibility rules for each absence element.

See: Defining Element Links

Step 58 Define the Accrual Plan with an Absence Element

See: Defining a PTO Accrual Plan

• Define the Accrual Plan and its start rule

• Associate your Absence Element with the Plan

• Define Accrual Bands

• Modify Net Calculation Rules

• The system will insert the default rules for the associated absence element and for 'Carried Over' absence. You can include other element input values to add or subtract from net according to your specific business needs.

Attention: When you save your plan definition the system will automatically generate 3 additional Accrual Plan elements. These elements are used in the calculation of PTO.

• 'Accrual Plan'

• 'Carried Over'

• 'Residual'

The default effective start date for all of these is 01-JAN-0001.

Step 59 Define Element Links for the Accrual Elements

You define the eligibility rules for the 3 accrual plan elements.

See: Defining Element Links

Step 60 Define Absence Reasons

If you plan to use absence types and you want to record absence reasons for each occurrence of an absence type, you must define the QuickCode values for ABSENCE_REASON.

Note: Use the QuickCodes form.

See: Adding QuickCode Values

Step 61 Associate an Absence Type with the Absence Element

If you decide to use the Absence Detail window you can enter more detailed information for each occurrence of an absence. To use this window you must first associate your Absence Element with an Absence Type.

See: Defining an Absence Type

• Select 'Increasing' to control the accumulation of the absence balance.

• The system enters a positive value for the nonrecurring element when you enter an absence.

Human Resource Budgets

Step 62 Define QuickCode Values

Headcount and Full-Time Equivalent budget measurement types are already predefined in Oracle HRMS. You can change the names of these predefined types or add any new types you might need.

• Define values for BUDGET_MEASUREMENT_TYPES

Note: Use the QuickCode Values form.

See: Adding QuickCode Values

Step 63 Define Period Types

The most common period types are already predefined in Oracle HRMS. You can change the names of these predefined types but cannot add any new types.

Note: Use the Period Types form.

See: Reviewing and Renaming Period Types

Step 64 Define Budgetary Calendars

You use calendars to define the budget years for your staffing budgets.

Note: Use the Budgetary Calendar form.

See: Defining Calendars

• Once you define the calendar you cannot change the start date. Set the start date to let you enter any budget history information you want to enter.

• You cannot define years with an earlier start date than the start of the calendar.

• In each calendar you define as many years as you require. You do not create a new calendar for each year. You just add new periods to the calendar.

Step 65 Define Budgets

When you define staffing budgets you can use the system to measure actual budget values of assignments against planned budget values.

Note: Use the Budget form.

See: Defining Human Resource Budgets

• Define a budget for any combination of organization, job, position or grade.

• Enter a budget value for every time period in your calendar.

Actual values for each budget type for an assignment are entered in the Assignment Budget Values window.

Suggestion: Consider setting default assignment budget values for the Business Group. If you want accurate values you must make sure that assignments have budget values entered.

An assignment which does not have an actual value is not counted in the budget. Actual values for each budget type for an assignment are entered in the Assignment Budget Values window.

Evaluation Systems

Step 66 Define Evaluation Types

With Oracle HRMS you can record summary evaluation information for Jobs, or Positions in the Evaluation window.

Note: Use the QuickCodes form.

See: Adding QuickCode Values

• Define the name of your evaluation system as a value for the QuickCode Type EVAL_SYSTEM.

You can also hold comment or review information for each evaluation you undertake.

Note: If you use more than one evaluation system you may want to define the segments as context sensitive to the System Name.

Step 67 Define Valid Grades for Jobs

Oracle HRMS lets you define Valid Grades for Jobs. These definitions provide warning messages to users in the Assignment window when you enter Job and Grade information.

Note: Use the Job form.

See: Valid Grades

• Query the job and select the Valid Grades button

• Enter and save the valid grades for each job. You can enter a single grade, or a set of grades.

Step 68 Define Valid Grades for Positions

Oracle HRMS lets you define Valid Grades for Positions. These definitions will be used to provide warning messages in the Assignment window when you enter Position and Grade information.

Note: Use the Position form.

See: Valid Grades

• Query the position and click on the Valid Grades button

• Enter and save the valid grades for each position. You can enter a single grade, or a set of grades.

Requirements Matching

See: Implementation Steps: Career Management.

If you have other job and position requirements that you want to record, but not define as competencies, you can set them up using the Personal Analysis key flexfield. You can set up each type of requirement as a Special Information Type, which is one instance of the flexfield.

See: Defining Special Information Types.

For each type, you can choose whether also to enable entry of information for people. You do this by selecting categories in the Special Information Type window. Enabling entry of information for people allows you to match people against the job or position requirements. A standard report (Skills Matching) has been provided to match the requirements of a job and the Special Information details of people in the system.

Step 69 Define Requirements for Jobs

You can define the attributes required by any employee who is assigned to a job. These attributes may be Essential or Desirable.

Definitions of requirements can use the same personal analysis flexfield structures and segments you have defined for special personal information.

Note: Use the Job form.

• Query the job and choose the Requirements button

• Enter the combinations of attributes and details that are required for this job. The pop-up flexfield window will apply the defaults, values, and rules that you have defined for each special information type.

Step 70 Define Requirements for Positions

After you define positions in your enterprise, you can define the attributes required by any employee assigned to that position. These attributs may be Essential or Desirable. The requirements are based on the same personal analysis flexfield structures you have defined for special personal information.

Note: Use the Position form.

See: Entering Job and Position Requirements

• Query the position and click on the Requirements button

• Enter the combinations of attributes and details which are required for this position. The flexfield window will apply the defaults, values and rules that you have defined for each special information type.

Career and Succession Planning

The flexibility provided by Oracle Human Resources means that you can handle your enterprise's career and succession plans using one of a number of models. Which model you decide to use depends upon whether your enterprise's career and succession planning is based upon jobs or positions, and whether your enterprise is using a Windows interface only, or a mixture of the Web and Windows.

Career Paths show the progression paths which are available within your enterprise. You can map out career paths for both jobs and positions.

Step 71 Modelling Career and Succession Planning Based on Jobs

If your enterprise's career and succession planning is based upon jobs, you can use career paths to show possible progressions to one job from any number of other jobs.

See: Modelling Career and Succession Planning Based on Jobs

1. Create the career paths and map career paths

Career paths are based on the structures of your enterprise rather than the people you employ. You may also want to record personal aspirations and progression paths for individual employees. There are several ways to do this.

See: Defining Career Paths

2. Enter Work Choices

You can use work choices to help identify a person's career plan.

See:Entering Work Choices for a Job or Position

See: Entering Work Choices

3. Create Your Appraisal Questionnaire (Line Manager Direct Access users only)

If you are using the Web-based Line Manager Direct Access, you can select a career path for a person as part of the appraisal process.

See: Creating Your Appraisal Questionnaire Pages

4. Use Attachments or Special Information Types

If you are not doing step 3, consider holding succession plan information against people as attachments or using a special information type.

See: Defining Special Information Types

Step 72 Modelling Career and Succession Planning Based on Positions

If your enterprise's career and succession planning is based upon positions, you can create additional position hierarchies to show any type of progression. These might represent existing line management structures, or even cut across departmental or job-type boundaries.

See: Modelling Career and Succession Planning Based on Positions

1. Create position hierarchies

Optionally, create position hierarchies to show career paths, if you want to show typical career progression.

Use the Position Hierarchy form.

See: Creating Position Hierarchies

2. Enter Work Choices

Optionally, enter work choices to help identify a person's career plan.

See:Entering Work Choices for a Job or Position

See: Entering Work Choices

3. Use Succession {Planning (Line Manager Direct Access users only)

If you are using the Web-based Line Manager Direct Access, use the Succession Planning option to record one or more next positions for each employee.

4. Use Attachments or Special Information Types

If you are not doing step 3, consider holding succession plan information against people as attachments or using a special information type.

See: Defining Special Information Types