Using the Salary Administration functionality in Oracle HRMS you are able to manage efficiently the basic remuneration that employees receive. You can manage grade-related pay using Grade/Step Progression, and variable pay using Rate by Criteria.
You can enter salary amounts or wage rates for all new employees that take effect immediately. You can also enter proposals for salary changes and identify the various components making up the changes. For rapid updates to many salaries, you can download salary information to a spreadsheet, modify it, and upload again using Web Applications Desktop Integrator (Web ADI).
You can also use Compensation Workbench to allocate compensation awards and propose changes to salary components.
Once you have proposed salary changes, you can approve and implement the proposed changes quickly and easily.
Yes. You are able to associate all salary changes with the result of performance reviews. Also, you can identify which components of a salary change are associated with performance, such as merit awards.
Depending on the requirements of your enterprise you may choose either the Grade/Step Progression (GSP) or the non-automatic step progression features to manage your grade related pay. If you follow the non-automatic step progression approach, you use grade rates, pay scales, scale rates, and grade scales to relate grades or sub-grades to pay. If you use the Grade/Step Progression approach, you use the Grade Ladder to group together grades (and grade steps) and then define default and criteria salary rates to relate grades to pay.
If you differentiate grade-related pay according to certain predefined criteria, you can use the Grade/Step Progression business process to record different pay rates for the same grade (or grade step). For example, if your enterprise differentiates pay for employees who are on the same grade (or step) but in different office locations, you can record one set of pay rates (known as criteria salary rates) for each location.
Rate by Criteria (RBC) offers the flexibility of the rate matrix, enabling you to pay any employee at a different rate for each role they perform. You can specify multiple (up to seven per matrix) eligibility criteria such as location and shift; rate parameters such as minimum, maximum, and overtime rates; define your own criteria; and tailor payroll formulas that call the RBC function. You can also leverage the integration with Oracle Time and Labor to tie RBC to timecards.
The Grade/Step Progression business process enables you to group together grades (and grade steps) and then define system-based rules for their progression. These rules allow you to define how an employee becomes eligibility for progression, the grade (or step) to which they are eligible to progress, any salary updates relating to successful progression, and how those salary updates are passed to your payroll. When the application finds an employee eligible for progression, it either progresses them automatically, or flags them for manual progression, and makes any necessary salary updates (if you have set up Grade/Step Progression to apply automatic salary updates).
Yes. You can report on current and previous salaries for groups of employees (such as employees in a selected organization or on a certain grade). You can compare salaries to the mid point defined for a grade. You can download salary proposals to a spreadsheet for "what if" analysis.
Using HRMSi you can review current and proposed salaries of comparable groups of employees.
Yes. Using Oracle HRMS you enter the results of different compensation surveys. For example, you can record the minimum and maximum salaries for jobs within your industry. You can then link the compensation survey details to jobs, positions, and assignments within your enterprise.
Yes. No matter which method you choose to administer pay, Oracle Payroll can process the pay rates for which your employees are eligible.