Oracle HRMS enables you to define your own names to identify the "types" of people in your system, and to identify the status of employees and contingent workers in each assignment using your own names.
Assignment Statuses for applicants enable you to define the distinct stages of your own recruitment processes.
With Oracle HRMS you can use your own names to identify these stages. For example, you might want to define a special status to identify applicants who have been invited to a First Interview and applicants who have been Rejected on Application.
These user statuses enable you to track the recruitment circumstances of all your applicants.
Use the Assignment Statuses window.
See: Defining Assignment Statuses
The following employee categories are delivered with the application:
Permanent Worker
Temporary Worker
Temporary Worker in Construction Industry
This list of values is implemented using the EMP_CAT lookup type. You can extend the list of values to match your business needs. Social Security requires that each assignment be categorized as one of the above values. In order to map any user defined categories to one of the above statutory categories, the lookup codes for user defined categories need to start with a specific code as detailed below:
| Code Starts With | Maps to Statutory Category |
|---|---|
| MX1 | Permanent Worker |
| MX2 | Temporary Worker |
| MX3 | Temporary Worker in Construction Industry |
Example
If you want to create a category called "My Permanent Full time worker" that maps to the statutory assignment category of Permanent Worker, your lookup code could be MX1_PFT. Similarly, your category of "My Permanent Part Time Worker" could be represented using MX1_PPT, and a category of "My Temporary Worker" could be represented using MX2_T.
Both the categories in the above example would be reported as a Permanent Worker to social security.
See: Adding Lookup Types and Values
With Oracle HRMS you can identify the status of employees and contingent workers in each assignment using your own names. For example, you might want to define special statuses to identify assignments which have been Suspended while the employee or contingent worker is temporarily assigned to another role.
Use the Assignment Statuses window.
See: Defining Assignment Statuses
Oracle HRMS enables you to create up to 250 different contract statuses to help track and identify employees.
See: Creating Contract Statuses
This step applies only if you are not using Oracle Services Procurement to provide purchase order information for contingent workers.
Oracle HRMS enables you to record payment rate information for contingent workers. You select an assignment rate type (such as Standard Rate or Weekend Rate) and associate it with a rate basis (such as Hourly Rate or Weekly Rate). You can then associate this combination of rate type and basis with an assignment rate (a monetary value) for specific contingent worker assignments.
See: Defining a Combination of Assignment Rate Type and Basis
You can define additional rate basis values for your assignment rate types by adding to the existing lookup type RATE_BASIS.
See: Adding Lookup Types and Values
Define the default work schedule for your assignments.
The Work Schedule parameter represents the normal working schedule for an assignment. The list of values is derived from the Company Work Schedules user table. You can maintain this table using the Table Structure/Table Values screens. Oracle HRMS also uses this data to derive the Reduced Working Week indicator for social security reporting.
See: Entering Additional Assignment Details
Use the integrated features from Oracle HRMS and Common Application Components (CAC) to set up information such as shifts, schedules, and calendar events to help you determine a worker's availability.
HR Professionals can use the Global Deployments function to transfer employees automatically between business groups. Some setup tasks are necessary for the Global Deployments function.
See: Setting Up Employee Transfers and Secondments
Use the Personal Analysis Key Flexfield to record special personal information that is not included as standard information. You define each type of information as a separate Structure of the flexfield. For example, you might set up a structure to hold medical information.
This flexfield is used in the following areas:
Special Information details for People
Matching requirements for Jobs and Positions
You need to design a Personal Analysis Flexfield Structure for each Special Information Type you want to hold in Oracle HRMS. For each structure you must include the following:
The Structure Name and the number of Segments.
The Flexfield Segment Names, Order, and Validation Options.
The Flexfield Value Sets to be used and any lists of values.
Defining the Flexfield Structure is a task for your System Administrator.
Note: You cannot use the Create Key Flexfield Database Items process to create database items for the segments of your Personal Analysis Flexfield structures.
If you want to validate the values which a user can enter for any segment you must define a specific Value Set.
The attributes of the Value Set will control the type of values that can be entered, and how many characters each segment can hold. The attributes of the Value Set will also control how the values are to be validated.
Value Sets can be shared by different segments of the same flexfield, or by segments of any other flexfield.
Use the Value Set window.
See: Defining Value Sets
Define a structure for your Personal Analysis Flexfield which contains the segments you want to use. You will use this structure to enter details in the Special Information Types window.
You must enter Yes in the Allow Dynamic Inserts field. If you enter No, you will not be able to enter new details in the Special Information Types window.
Note: You do not need to use a Value Set to validate a segment. If you do not specify a Value Set then a user can enter any alphanumeric value up to a limit of 150 characters.
Use the Key Flexfield Segments window.
See: Defining Key Flexfield Structures
If you have chosen Independent or Dependent validation for a Value Set used by a Personal Analysis Flexfield Segment, you must define your list of valid values for the Value Set.
Use the Segment Values window.
Define any Cross Validation Rules you want to use to control the combinations of segment values which a user can enter.
You define Rules to Include or Exclude combinations of segment values. For each segment, you can define a Low to High range of values.
Use the Cross-Validation Rule window.
See: Defining Cross-Validation Rules
Define Aliases for common combinations of segment values if you want to provide these as default options.
Use the Shorthand Aliases window.
See: Defining Shorthand Aliases
You are now ready to freeze your flexfield definition. Navigate to the Define Flexfield Segments window. Enter Yes in the Freeze Flexfield Definition field and save your changes. Oracle Human Resource Management Systems now freezes and compiles your Personal Analysis Flexfield definition. Compiling the flexfield definition enables the flexfield window with the defaults, values and rules that you have defined.
Use the Key Flexfield Segments window.
See: Defining Key Flexfield Structures
After you have defined your Personal Analysis Flexfield Structures you must link them to your business group.
You do this using your view-all responsibility.
Select each Information Type you want to use in this business group.
Select the categories for each type.
Job for Job Requirements
Position for Position Requirements
Skills for use with Oracle Training Administration
Other for use with Person Special Information
Suggestion: If you do not check the Other category, you cannot use the type to hold information for a person. This means that you could also use the Special Information Types to hold any type of information for a Job or a Position only.
Use the Special Information Types window.
See: Enabling Special Information Types
If you have decided to set up competencies, you can enter these as requirements for jobs and positions and match them against people's competence profiles.
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.
For each Special Information Type, you can also choose whether to enable entry of information for people so that you can 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.
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.
Use the Job window.
See: Entering Job and Position Requirements
After you define positions in your enterprise, you can define the attributes required by any employee assigned to that position. These attributes may be Essential or Desirable. The requirements are based on the same personal analysis flexfield structures you have defined for special personal information.
Use the Position window.