When the 'Journeys' profile, identified as ORA_PER_JOURNEYS_ENABLED, is activated, users benefit from a more direct and efficient route to the necessary Journeys pages. This feature is particularly advantageous for new hires and HR professionals who manage onboarding processes, as it provides a seamless transition between different stages of the onboarding journey.
Enable List of Values: When a geography type is mapped to an address attribute, you can choose whether to display that geography type in a list of values during address entry in user interfaces. It's important to review this carefully, as you should only enable a list of values if you have sufficient geography data imported or created for that geography type.
For most objects with date-sensitive information, only the latest update per day is stored, meaning previous updates within the same day are overwritten. However, for certain objects like assignments, each update per day is recorded separately, with a sequence number indicating the order of updates. The final record for the...
Descriptive flexfields are a feature that allows you to track extra information that is important and specific to your business. There are two types of segments in descriptive flexfields: global segments and context-sensitive segments. Global segments always appear in the flexfield window, while context-sensitive segments may or may not appear depending on the information entered in other parts of the form
If you cancel a person's only work relationship and they have no other contact relationships, their record will still exist, but they will be marked as a canceled worker. Their record will not show up in general searches, but if you hire them again or add them as a contingent worker, nonworker, or pending worker, their existing record will be found.
A job, a business unit, and a department are required to create positions HR data can be defaulted which pre-populates the employee assignment – location, manager, assignment category, probation period, grade, and grade ladder
Jobs can be mapped to job functions, particularly in the context of recruitment. Jobs are often grouped into job families, which encompass related roles and functions. In the absence of positions, basic assignment information like full-time or part-time status can be added to job records.
When it comes to securing data based on factors like location, there are two approaches: static security profiles and dynamic security profiles. Static security profiles involve creating a separate security profile for each location and a data role for each job role within that location. However, this approach can lead to a large number of security profiles and data roles, which can be difficult to maintain and may result in performance issues.
Data roles provide access to HCM data that is protected through data security measures. In the HCM cloud, reference data like lookups, person types, work locations, and jobs are typically unsecured, meaning they can be accessed without requiring a data role. On the other hand, transactional data, which is often associated with individual persons, tends to be secured.
In this blog, we will understand in which situation which journey we need to use, If you want to assign tasks to employees in the middle of a business process, such as a transfer or a promotion, you have two options in Journeys. You can either use a Contextual Journey or a Guided Journey, depending on your needs and preferences. Let me explain the difference between them and how to set them up.
To guide the task performer to an application task that is not listed in the available tasks, you can follow these steps: If the desired task is not available as an Application Task within Checklists, you have the option to create it as an External URL task type. Locate the deep link of the specific page or application task you want to direct the performer to. You can find deep links in your environment by going to Tools > Deep Links.
One of the common questions that people have about grade ladders is whether they can include both grades without steps and grades with steps. The answer is no. A grade ladder is a type of pay structure that assigns employees to a specific grade based on their qualifications, skills, and performance. Each grade has a minimum and a maximum pay range, and some grades may have steps within them that indicate the progression of pay within the grade.
One of the common tasks that HR professionals have to perform is updating the assignment information of a large number of workers simultaneously. This can happen when there is a reorganization, a relocation, or a change in the reporting structure within the same employer. Instead of manually changing the assignment for each worker, you can use a handy
If there is no incumbent for a parent position then the application will search the position hierarchy until it finds a position with a least 1 incumbent. If there is just one incumbent, that person is filled in as the manager, and the field is made read-only.
If multiple incumbents are assigned to a parent position then the below condition will happen. The manager will be defaulted according to the setting of the ORA_PER_POS_INCUMBENT_TENURE_ASG_SUP profile option.
As we know that location identifies as a physical address of a workforce structure, such as a department or a job. You can create and manage the location in the workforce structure in the My Client Groups.
In a company, each department has a special name that is unique and can't be used by any other department. However, the title of a department is like a general category or description we can say, and it can be the same for different departments. For example, you can have multiple departments with the title "Administrative," but there can only be one department with the unique name "UK Administrative."
To achieve the requirement, we will have to create a Resource Alert. On the other hand, you can create your own Resource Alerts based on Oracle HCM Cloud REST API resources. You can also modify the triggering criteria for notifications.
When a company operates in different countries, it needs at least one LDG for each country. Each LDG is linked to specific payroll rules for that country.
In this blog post, we will explore the use of jobs and positions in organizational contexts. We'll identify the key decision point for determining when to utilize jobs versus when to employ both jobs and positions. It's important to note that using positions in isolation is not an option. If a customer expresses a desire to solely use positions, it's necessary to convey that this is not feasible. The options are either using jobs alone