oracle hcm r12 2 new features

8/11/2019 Oracle HCM R12 2 New Features

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Oracle E-Business Suite Releases 12.1 and 12.2 Release Content Document ii

Table of Contents

1. Disclaimer 1

2. Introduction 2

2.1. Purpose of Document 2

3 New and Cha nged F eatures in Hu man Capital Man agement 3

3.1. Or acle Advanced Benefits 3 3.1.1. Release 12.0.3 (RUP3) 3

3.1.1.1. Reopen Life Events Process 3

3.1.1.2.

Open Enrollment Window Modification 3

3.1.1.3. Tracking Ineligible to Ineligible Row Creation 3 3.1.1.4. Additional Input Parameters for Fast Formulas 3

3.1.2. Release 12.1.1 3 3.1.2.1. Enforce Minimum Coverage for Life Events with No Electable Choices 3 3.1.2.2. Restrict Display of Primary Care Provider 4 3.1.2.3. Enhanced Individual Contribution Distribution 4

3.1.3. Release 12.1.2 4 3.1.3.1. Use Default Enrollment to Reinstate Backed Out Intervening Events 4 3.1.3.2. Use a New System Profile to Carry Forward Certifications for Life Events without a Configured CoverageRestriction 5 3.1.3.3. Recalculate Imputed Income When Coverage Amount Changes Upon Receipt of Certification. 5 3.1.3.4. Suppress HIPAA if Participant Gains Electability in Alternate Plan Type 5

3.1.4. Release 12.1.3 5 3.1.4.1. User Defined Criteria for Dependent Eligibility 5

3.1.5. Release 12.1 HRMS RUP5 5 3.1.5.1. View Rate History in Self Service 5 3.1.5.2. Close Enrollment in Self Service 5 3.1.5.3. Reopen Reinstated Enrollment 6 3.1.5.4. Deactivate Communication Type 6 3.1.5.5. Eligibility for Person Changes and Communication Types 6 3.1.5.6. All Ineligible Flag for Compensation Objects 6 3.1.5.7. Use Person Selection rule for Extract Process 6 3.1.5.8. Delete Unrestricted Enrollment 7

3.1.6. Release 12.1 HRMS RUP6 7 3.1.6.1. Enhanced Life Event Summary Report 7 3.1.6.2. Trigger Life Events from Person and Assignment Information Types 7 3.1.6.3. Control Ability to Designate Participant as Beneficiary 7

3.2. Oracle Approvals Management 7 3.2.1. Release 12.0 HRMS RUP7 7

3.2.1.1. View Approval History and Approvers 7 3.2.2. Release 12.1.1 8

3.2.2.1. Approval Deviations Report 8

3.3. Oracle Compensation Workbench 8 3.3.1. Release 12.0.2 (RUP2) 8

3.3.1.1. View All Compensation Detail Reports without Changing Responsibilities 8 3.3.1.2. Provide Responsibility-Based Plan Access to Administrators 8


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3.3.1.3. Reduce Post Processing Time between Multiple Business Organizations 8 3.3.1.4. Perform Dynamic Calculations in Multiple Columns 9

3.3.2. Release 12.1.1 9 3.3.2.1. Anniversary Date Based Awards 9 3.3.2.2. Print Total Compensation Statements for Groups of Employees 9 3.3.2.3. Display the Worksheet Manager in the Switch To Manager Search Page 9 3.3.2.4. New Salary Proposal to be Explicitly Approved 10 3.3.2.5. Update Percentage of Eligible Salary in Employee Administration 10 3.3.2.6. View Performance Appraisal Details in Compensation Workbench 10

3.3.3. Release 12.1.2 10 3.3.3.1. Streamline the Promotions and Allocations Process with Enhanced Compensation Workbench SpreadsheetDownload/Upload Features 10 3.3.3.2. Display Market Salary Survey Data in Compensation Workbench 11

3.3.4. Release 12.1.3 11 3.3.4.1. Performance and Promotion History Popup in Worksheet 11 3.3.4.2. Post Zero Salary Increases 11 3.3.4.3. Control Period for Viewing Appraisals in Compensation Allocation Worksheet 11 3.3.4.4. Refresh Plan, Employee and Summary Data from Compensation Workbench Home Page 11 3.3.4.5. Ensure Employees New Salary is within Grade Range 11

3.3.5. Release 12.1 HRMS RUP4 12 3.3.5.1. Proposed Grade Range, Proposed Grade Midpoint and Proposed Comparatio now Available forSpreadsheet Download 12 3.3.5.2. Run the Back-out Compensation Workbench Life Events Process for Single Person 12 3.3.5.3. Optionally Hide In Progress Salary Increases in Employee History 12 3.3.5.4. Download Data Using Web ADI 12

3.3.6. Release 12.1 HRMS RUP6 12 3.3.6.1. Email Employee Compensation Statements 12 3.3.6.2. Email Total Compensation Statements 12 3.3.6.3. Back out Compensation Workbench Postprocess 13

3.4. Or acle HCM Configur ation Wor kbench 13 3.4.1. Release 12.1.1 13

3.4.1.1. Configurator for Person/Assignment Spreadsheet Loader 13

3.5. Oracle Human Resources (Core HR) 14 3.5.1. Release 12.1.1 14

3.5.1.1. Knowledge Integration with ENWISEN 14 3.5.1.2. HR Help Desk 14 3.5.1.3. Access to Ex-Employee and Future-Dated Employee Records in User Based and Dynamic Security 15 3.5.1.4. Multi-Tenancy for Business Process Outsourcing vendors 15

3.5.2. Release 12.1.2 15 3.5.2.1. Use Search Criteria to Query Records in the People Window 15 3.5.2.2. Ability to change the Final Process Date when it is set same as the Last Standard Process Date 15

3.5.3. Release 12.1.3 15 3.5.3.1. Enhanced Document of Records 15 3.5.3.2. Ability to Restrict Negative Balance in Absence 15 3.5.3.3. Additional Parameters in BG_ABSENCE_DURATION Fast Formula 16 3.5.3.4. Ability to use Dynamic Approvals in Checklist 16 3.5.3.5. Ability to view Criteria Set associated to Grade Step 16

3.5.4. Release 12.1 HRMS RUP5 16

3.5.4.1. Approvals in Global Deployment 16 3.5.5. Release 12.2.2 16 3.5.5.1. Workflow Synchronization 16 3.5.5.2. Update Records with Future Person Changes 16

3.6. Oracle HRMS (Australia) 17 3.6.1. Release 12.0.3 (RUP3) 17

3.6.1.1. Nominate Employee Termination Payments (ETP) as Transitional or Non-Transitional Life BenefitPayments 17 3.6.1.2. Comply with Statutory Updates for EOY 2007 17 3.6.1.3. Override the Eligibility Set on the Element to Pay the Long Service Leave Amount 18

3.6.2. Release 12.0.4 (RUP4) 18


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3.6.2.1. Multiple ETP Payment Summary 18 3.6.3. Release 12.0.5 (RUP5) 18

3.6.3.1. Pay Multiple Employment Termination Payments (ETP) and Generate Separate ETP Payment Summaries 18 3.6.3.2. Display Multiple ETPs on Termination Report 18 3.6.3.3. Use the Changed ETP Payment Summary Layout 2007 18 3.6.3.4. Report Employees Tax File Number (TFN) to Super Fund 19 3.6.3.5. Calculate Extra Withholding Amounts for Advance Payments 19 3.6.3.6. Deduct Retro Pretax Amounts from Retro Earnings 19

3.6.4. Release 12.0 HRMS RUP7 19 3.6.4.1. Calculate Payroll Using the Updated Payroll Tax Rates 19 3.6.4.2. Report Allowances Using Balance Attributes 19

3.6.5. Release 12.1.2 19 3.6.5.1. Rehire Before Final Process Date 19

3.6.6. Release 12.1.3 20 3.6.6.1. Enable Retro Overlap for Australia 20

3.6.7. Release 12.1 HRMS RUP5 20 3.6.7.1. AU local address style and upgrade 20 3.6.7.2. AU Year End Enhancements 20 3.6.7.3. AU Payroll Reconciliation Summary report in XL output 20

3.6.8. Release 12.1 HRMS RUP6 20 3.6.8.1. AU Multiple Payment Summary Amendment 20

3.7.

Oracle HRMS (Belgium) 21

3.7.1. Release 12.0 HRMS RUP7 21 3.7.1.1. Enter NI for Employees Whose Nationality is Not Belgian or Country of Birth is Not Belgium 21

3.8. Oracle HRMS (Canada) 21 3.8.1. Release 12.0 HRMS RUP7 21

3.8.1.1. Comply with Canadian Cheque Specification Changes 21 3.8.2. Release 12.1.2 21

3.8.2.1. Use Retro Overlap Enabled for Canada Payroll 21 3.8.3. Release 12.1 HRMS RUP5 21

3.8.3.1. Canadian Cheque Writer (XML), Canadian Deposit Advice (XML) and Canadian Third Party ChequeWriter (XML) 21 3.8.3.2. Payroll Exception Report 21

3.9.

Oracle HRMS (China) 22

3.9.1. Release 12.0.3 (RUP3) 22 3.9.1.1. Specify Tax and Social Insurance Contribution Area Codes Using a Maximum of 3 Characters 22

3.9.2. Release 12.0.5 (RUP5) 22 3.9.2.1. Count the Year of Service for Calculating Severance Payments 22 3.9.2.2. Display Employee Numbers Greater Than Five Characters Using Direct Deposit 22 3.9.2.3. Represent Tax Areas and Social Insurance Contribution Area Codes Using a Maximum of ThreeCharacters 22 3.9.2.4. Use New Tax Exempt Amount to Meet Statutory Requirements 22 3.9.2.5. Calculate the Average Monthly Working Days Using New Value 22

3.9.3. Release 12.0 HRMS RUP7 23 3.9.3.1. Make Pre-Tax Non-Statutory Deductions Prior to IIT Calculations 23

3.9.4. Release 12.1 HRMS RUP6 23 3.9.4.1. CN PHF/SI Retro Changes 23

3.10. Oracle HRMS (Denmark) 23 3.10.1. Release 12.0.3 (RUP3) 23

3.10.1.1. Record Maternity/Adoption Absences 23 3.10.1.2. Select Holiday Accrual during Maternity/Adoption Leave 24 3.10.1.3. Record and Use the Public Holiday Accrual and Payment Rates 24 3.10.1.4. Process Multiple Pension Payments for Employees Based on 2006 Legislative Changes 24 3.10.1.5. Use the Notional Pay Classification for Deduction Elements Not Payable to the Employee 24 3.10.1.6. Use the Enhanced Absence Maternity Element to Process Part Time Maternity Absences 24 3.10.1.7. Use the Modified Company Car Benefits in Kind functionality 24 3.10.1.8. Create Lunar Period Payrolls 24


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3.10.1.9. Print Batch Payslips 24 3.10.1.10. Process Payments for Employees Based on 2007 Legislative Changes 24 3.10.1.11. Classify the Employees as Salaried/Hourly to Process Payrolls 25 3.10.1.12. Use the Balance Initialization Process 25 3.10.1.13. Use RetroPay Functionality to Pay Backdated Amounts to Employees 25 3.10.1.14. Override the use of Normal Periodic Deduction Value in Tax Calculation 25

3.10.2. Release 12.0.4 (RUP4) 25 3.10.2.1. Support the Payment Electronic File Format Changes 25

3.10.3. Release 12.0 HRMS RUP7 25 3.10.3.1. Use Holiday Pay Changes 25 3.10.3.2. Use Updated Danish Tax Card Upload Process 25 3.10.3.3. Comply with Statutory Changes for 2009 26

3.10.4. Release 12.1.2 26 3.10.4.1. Use Balance Reporting Architecture 26 3.10.4.2. Prevent Loss of Latest Balances 26 3.10.4.3. View Magtape Output Window 26 3.10.4.4. View Absence Statistics Report 26 3.10.4.5. View Additional Labor Cost Report 26

3.10.5. Release 12.1 HRMS RUP5 26 3.10.5.1. E- Holiday Card 26

3.11. Oracle HRMS (Finland) 27 3.11.1. Release 12.0.3 (RUP3) 27

3.11.1.1.

Use the New Pension Insurance Type to Generate Pension Payments and Reports 27

3.11.1.2. Generate the Statutory Payroll Reports 27 3.11.1.3. Calculate and Report the Subsidy for Low-paid Employees 27 3.11.1.4. Process Payments for Employees Based on 2007 Legislative Changes 27 3.11.1.5. Use the Balance Initialization Process 28

3.11.2. Release 12.0 HRMS RUP7 28 3.11.2.1. Use EOY0809 Legislative Changes for Payroll Tax Year 2009 28 3.11.2.2. Use EOY0809 Legislative Changes for Payroll Tax Year 2008 28

3.12. Oracle HRMS (France) 28 3.12.1. Release 12.0 HRMS RUP7 28

3.12.1.1. Use New Training Reports 28

3.13. Oracle HRMS (Hong Kong) 29

3.13.1.

Release 12.0.3 (RUP3) 29

3.13.1.1. Specify the Format for Your Statement of Earnings 29 3.13.2. Release 12.0.4 (RUP4) 29

3.13.2.1. Calculate Proportionate Earnings during Changes in a Payroll Period 29 3.13.3. Release 12.1 HRMS RUP5 29

3.13.3.1. Rehire before final process date 29

3.14. Oracle HRMS (India) 29 3.14.1. Release 12.0.3 (RUP3) 29

3.14.1.1. Statutory Change to Exempt Employees from Paying Employee ESI Contribution 29 3.14.2. Release 12.0.5 (RUP5) 29

3.14.2.1. Rehire Employees Before their Final Close Date 29 3.14.2.2. Generate and Print Provident Fund Monthly Report and e-files 30 3.14.2.3. Comply with Statutory Updates for 2007 30

3.14.3. Release 12.0 HRMS RUP7 31 3.14.3.1. Calculate Taxable Part on Fringe Benefit for Super Annuation Fund Payments 31 3.14.3.2. Use the latest PF/ESI Wage Ceiling for Disabled Employees 31 3.14.3.3. Use the Latest Professional Tax Slab Rates for Karnataka 31

3.14.4. Release 12.1.1 31 3.14.4.1. Labor Welfare Fund Deduction 31 3.14.4.2. Discoverer EUL Support for India HRMS Payroll Information 31 3.14.4.3. UI to Submit Medical and Leave Travel Claims 32 3.14.4.4. Support Tax Year from March to April 32

3.14.5. Release 12.1.2 32 3.14.5.1. India Reconciliation of EFT Payments 32


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3.14.6. Release 12.1.3 32 3.14.6.1. Capturing of LIC Policy Number in the Employee Tax Declaration 32 3.14.6.2. Voluntary Provident Fund (VPF) details in the Employee Tax Declaration 32 3.14.6.3. Enabled Payroll Exception Reporting 33

3.14.7. Release 12.1 HRMS RUP6 33 3.14.7.1. Full Support for Digital Signature in Form 16/Form 12B and Other Changes 33 3.14.7.2. Full Support for India Public Sector Payroll 33 3.14.7.3. IN Electronic Challan Cum Return (ECR)-2012 33

3.15. Oracle HRMS (Ireland) 34

3.15.1. Release 12.0.3 (RUP3) 34 3.15.1.1. Run the Tax Credit Upload Process to Validate Accurate Revenue File Checking 34 3.15.2. Release 12.0.5 (RUP5) 34

3.15.2.1. Comply with Recent Statutory Updates 34 3.15.3. Release 12.0 HRMS RUP7 34

3.15.3.1. Use the New IE Cessation Report 34 3.15.3.2. Comply With Recent Statutory Updates 35

3.15.4. Release 12.1.2 35 3.15.4.1. Use Cash Management Integration for EFT Payments 35 3.15.4.2. Report Payroll Exception 36 3.15.4.3. Use Purge Process 36 3.15.4.4. Group Action Parameters 36 3.15.4.5. Prevent Loss of Latest Balances 36

3.15.4.6.

View Cost Allocations 36

3.15.4.7. View Magtape Output Window 36 3.15.4.8. National Employment Survey (NES Report) 36

3.16. Oracle HRMS (Italy) 37 3.16.1. Release 12.0 HRMS RUP7 37

3.16.1.1. Use the Renamed Family Name Field 37

3.17. Oracle HRMS (Japan) 37 3.17.1. Release 12.0.3 (RUP3) 37

3.17.1.1. Print Employee Number on Published Insurance Premium Exemption and Spouse Special Deduction Formfor Salary Earner 37 3.17.1.2. Calculate and Archive Accident Insurance Information 37

3.17.2. Release 12.0.4 (RUP4) 37

3.17.2.1.

Statutory Changes for 2007 37

3.17.3. Release 12.0 HRMS RUP7 38 3.17.3.1. Display Target Year Within Salary Payment Report 38 3.17.3.2. Support for Transfer with Zengin Format 38

3.17.4. Release 12.1.2 38 3.17.4.1. Use Salary Payment Report in e-file 38 3.17.4.2. Receive Local Tax Data in e-file 38 3.17.4.3. Use Wage ledger/Payment deduction report 38 3.17.4.4. Rehire employees before final processing date 38 3.17.4.5. Use Workers Register Report 38 3.17.4.6. Use Employee details report 38

3.17.5. Release 12.1.3 39 3.17.5.1. Use Separation Certificate 39 3.17.5.2. Use Withholding Income Tax for Termination Income Report 39

3.18. Oracle HRMS (Kuwait) 39 3.18.1. Release 12.0.3 (RUP3) 39

3.18.1.1. Produce Report 166 for the PIFSS Based on Revised Rates 39 3.18.2. Release 12.0 HRMS RUP7 39

3.18.2.1. Use the Payroll Exception Report 39 3.18.3. Release 12.1.2 39

3.18.3.1. Use Cash Management Integration for EFT Payments 39 3.18.3.2. View Magtape Output Window 40 3.18.3.3. Prevent Loss of Latest Balances 40


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3.19. Oracle HRMS (Korea) 40 3.19.1. Release 12.0.3 (RUP3) 40

3.19.1.1. Meet the Statutory Updates for the YEA Tax Receipt for 2007 40 3.19.2. Release 12.0.4 (RUP4) 40

3.19.2.1. Comply with Statutory Changes for 2007 40 3.19.3. Release 12.0.5 (RUP5) 41

3.19.3.1. Comply with the Updated Layout for Year End Adjustment Ledger Report and the RTF Template 41 3.19.3.2. Display Non-Taxable Earnings in Non-Statutory and Statutory Separation Pay Tax Receipt 41 3.19.3.3. Use the Updated Exemption Rate for Investment Partnership 41 3.19.3.4. Calculate the Tax Break Amount Using the New Value 41 3.19.3.5. Identify Korean Citizens as Foreigners and be Eligible for Tax Exemptions 41 3.19.3.6. Record Donation Receipt Number for Easy Identification 41 3.19.3.7. Exclude Double Exemption for Medical Expenses 41 3.19.3.8. Comply with the YEA Reclaim Sheet Layout Changes 42 3.19.3.9. Comply with the Latest Statutory Changes for 2008 42 3.19.3.10. Use the Updated Health Insurance and National Pension Premium Rates 42 3.19.3.11. Calculate Tax Exemptions for Employees With a New Born or Adopted Child 42 3.19.3.12. Use the Updated Foreign Worker Income Exemption Rates 42 3.19.3.13. Record Both Summary and Details for Medical Expenses 42

3.19.4. Release 12.0 HRMS RUP7 43 3.19.4.1. Maintain Detailed Donation Information for Dependents 43 3.19.4.2. Comply with the Latest Detailed Medical Information Updates 43 3.19.4.3. Record Type B Tax Group Information 43 3.19.4.4. Comply with the 2008 Layout Updates for KR Year End Adjustment Tax Receipt 43 3.19.4.5. Use the Latest Layout for YEA Ledger Report 44 3.19.4.6. Comply with the YEA Reclaim Sheet Changes 44 3.19.4.7. Comply with Statutory Updates for 2008 44 3.19.4.8. Record Additional Children Exemption for Dependents 44 3.19.4.9. Display Double Exemption for Medical Expense 44 3.19.4.10. Display Detailed Donation Information in the e-File 45 3.19.4.11. Use the Updated Statutory and Non-Statutory Separation Pay E-Files 45

3.19.5. Release 12.1.3 45 3.19.5.1. Rehire before final close for Korea 45

3.19.6. Release 12.1 HRMS RUP5 45 3.19.6.1. KR XML Data Extract/Upload (extend legislation coverage) 45


3.19.7.1. KR YEA XML Data Extract 45 3.20. Oracle HRMS (Mexico) 46

3.20.1. Release 12.0.3 (RUP3) 46 3.20.1.1. Manage Social Security Information through Integrated Archiver 46 3.20.1.2. Successfully Create and Save GRE Organizations 46 3.20.1.3. Implement and Archive Change of GRE for Employees 46 3.20.1.4. Specify Names of Over 15 Characters as Timecard Approvers 46 3.20.1.5. Specify Legal Employer when Running the DIM Report 46 3.20.1.6. Run QuickPay with IDW Elements in Spanish Instances 46 3.20.1.7. View IDSE File Content More Easily 47 3.20.1.8. Access State Tax Rules DFF without Errors 47 3.20.1.9. Use the hr_mx_ex_employee_api.mx_final_process_emp API without Errors 47

3.20.2. Release 12.0.4 (RUP4) 47 3.20.2.1. North American 2007 Reporting Enhancements and Statutory Updates 47

3.20.3. Release 12.0.5 (RUP5) 47 3.20.3.1. Comply with Employer State Tax Changes 47 3.20.3.2. Comply with ISR Tax Changes 47

3.20.4. Release 12.0 HRMS RUP7 47 3.20.4.1. Use the ISR Periodic Tax Adjustments 47 3.20.4.2. Use the New BI Publisher Report "ISR Subsidy For Emp Paid" 47

3.21. Oracle HRMS (Netherlands) 48 3.21.1. Release 12.0.3 (RUP3) 48

3.21.1.1. Make the Civilian Service Number Optional (Previously the SOFI Number) 48


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3.21.1.2. Use New Dutch First Day Notification Report 48 3.21.1.3. Group Multiple Assignments by Employer 48 3.21.1.4. Use New Profile Options 48 3.21.1.5. Support Refund of ZVW Contributions to Employees 48 3.21.1.6. Include Latest Assignment Details in the Dutch ATS Reports 48 3.21.1.7. Use Enhanced Life Saving Scheme Features 48 3.21.1.8. Use Updated Reports to Support Legislative Changes 49 3.21.1.9. Use New Wage Subsidies for Payroll Processing 49 3.21.1.10. Support for Late Hire Processing in Payroll 49 3.21.1.11. Use the New Adjustment Component to Carry Forward Earnings 49 3.21.1.12. Process Tax and SI Balances using AAOP instead of IP High and IP Low Pension Schemes 49 3.21.1.13. Use the Modified Dutch Annual Tax Statement Report 50 3.21.1.14. Use New Dutch Element RetroPay Setup Report to Display Retro Setup of User Element 50 3.21.1.15. Reduce Data Volumes and Improve Performance by Producing Fewer Run Result Values 50 3.21.1.16. Configure Precision of Maximum Salary Type 50

3.21.2. Release 12.0.4 (RUP4) 51 3.21.2.1. Year End Report 51

3.21.3. Release 12.0 HRMS RUP7 51 3.21.3.1. Use Updated Wage Reports for 2009 51 3.21.3.2. Use New Tax Code 950 51 3.21.3.3. Use Labor Handicap Discount/Old Age Discount Changes 51 3.21.3.4. Use Tax table Changes for 2009 51 3.21.3.5. Use Updated Dutch Wage Report 51 3.21.3.6. Use ZVW Changes 51 3.21.3.7. Use the Updated Addressing Female Employee Field in the Person Window 51

3.21.4. Release 12.1.2 52 3.21.4.1. Use Cash Management Integration for EFT Payments 52 3.21.4.2. Use Payroll Exception Report 52 3.21.4.3. Group Action Parameter 52 3.21.4.4. View Cost Allocations 52 3.21.4.5. View Magtape Output Window 52

3.21.5. Release 12.1 HRMS RUP5 52 3.21.5.1. Labor Cost Arrangement (LCA) 52 3.21.5.2. Digital Sickness Reporting 53

3.22. Oracle HRMS (New Zealand) 53 3.22.1. Release 12.0.3 (RUP3) 53

3.22.1.1. Contribute and Report the KiwiSaver Deductions to Inland Revenue 53 3.22.2. Release 12.0 HRMS RUP7 53

3.22.2.1. Comply with Latest Statutory Updates for October 2008 53 3.22.2.2. Use Enhanced Retropay to Calculate Back-dated KiwiSaver Contributions 54 3.22.2.3. Comply with the Latest Statutory Updates from April 2009 54

3.23. Oracle HRMS (Norway) 54 3.23.1. Release 12.0.3 (RUP3) 54

3.23.1.1. Use the Documents of Record Functionality to Store Document Information 54 3.23.1.2. Use the Modified NUS-2000 Code for the Employee's Qualification Type 54 3.23.1.3. Process Holiday Pay for Your Employees 54 3.23.1.4. Process All Absence Categories to Administer Absence Pay Effectively 55 3.23.1.5. Generate Sickness Leave and Absence Statistics Report 55

3.23.1.6. Calculate the Impact of Reimbursements of Absence and Holiday Pay on Employer Contribution 55 3.23.1.7. Use the Self-Service Tax Card Interface to Enter Tax Card Details 55 3.23.1.8. Generate Online Payslip 55 3.23.1.9. Stay informed with New Payroll Reports 55 3.23.1.10. Process Payments for Employees Based on 2006 Taxation Changes 56 3.23.1.11. Process Payments for Employees Based on 2006 Legislative Changes 56 3.23.1.12. Support Recent Legislative Changes 56 3.23.1.13. Use Advance Pay to Pay Employees in Advance 56 3.23.1.14. Use RetroPay Functionality to Pay Backdated Amounts to Employees 56 3.23.1.15. Print Batch Payslips 56 3.23.1.16. Reduce Data Volumes and Improve Performance by Producing Fewer Run Result Values 57


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3.23.1.17. Implement Mandatory Occupational Pension Scheme 57 3.23.1.18. Use the Balance Initialization Process 57 3.23.1.19. Improve the Performance of Oracle Payroll Processing 57

3.23.2. Release 12.0 HRMS RUP7 58 3.23.2.1. Comply with Legislative Changes for 2007/2008 58 3.23.2.2. Comply with EOY0708 Legislative Changes effective from 2008 58

3.24. Oracle HRMS (Romania) 59 3.24.1. Release 12.2 59

3.24.1.1. Employee Identification 59

3.24.1.2. Employment 59 3.24.1.3. Organizations 59

3.25. Oracle HRMS (Saudi Arabia) 59 3.25.1. Release 12.0 HRMS RUP7 59


3.25.2.1. Use Cash Management Integration for EFT Payments 59 3.25.2.2. Display Balance Breakdown 59 3.25.2.3. View Magtape Output Window 59 3.25.2.4. Prevent Loss of Latest Balances 60 3.25.2.5. Purge Process 60

3.26. Oracle HRMS (Singapore) 61

3.26.1. Release 12.0.3 (RUP3) 61 3.26.1.1. Use Revised Foreign Workers Levy Rates and New Permit Categories 61 3.26.1.2. Comply with New Regulations of the Central Provident Fund 61

3.26.2. Release 12.0 HRMS RUP7 61 3.26.2.1. Comply with the Latest SDL Updates 61 3.26.2.2. Use the Updated IRASLine Format 61 3.26.2.3. Submit the CPF Line Report/Magtape Using the New CPF Submission Number 61 3.26.2.4. Use the Latest Rates for Mosque and Mendaki Fund Contributions 62

3.26.3. Release 12.1.2 62 3.26.3.1. Singapore IRAS Amendment Process 62

3.27. Oracle HRMS (South Africa) 63 3.27.1. Release 12.0.3 (RUP3) 63

3.27.1.1. Generate and Submit Workplace Skills Plan Reports 63 3.27.2. Release 12.0.4 (RUP4) 63

3.27.2.1. UIF Annual Limit 63 3.27.3. Release 12.0.5 (RUP5) 63

3.27.3.1. Comply with Statutory Updates for End of Year (EOY) 2008 63 3.27.4. Release 12.0 HRMS RUP7 63

3.27.4.1. Use the Updated Official Interest Rate (effective September 2008) 63 3.27.4.2. Use the Updated Official Interest Rate (effective March 2009) 63 3.27.4.3. Use Tax Year End 2009 Changes 64 3.27.4.4. Use Budget Speech Changes from 01-Mar-2009 64

3.27.5. Release 12.1.2 64 3.27.5.1. Use Cash Management Integration for EFT Payments 64 3.27.5.2. Display Balance Breakdown 64 3.27.5.3. View Cost Allocations 64

3.27.5.4. View Magtape Output Window 64 3.27.5.5. Use EMP201 Report 64 3.27.5.6. Use Net to Gross Functionality 64 3.27.5.7. Run the Tax Year End Data Validation Report any time 64

3.27.6. Release 12.1.3 65 3.27.6.1. Payroll Exception Reporting 65

3.27.7. Release 12.1 HRMS RUP5 65 3.27.7.1. Tax Register Report (XML) 65

3.28. Oracle HRMS (Spain) 65 3.28.1. Release 12.0 HRMS RUP7 65


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3.28.1.1. Use the Updated NIE Format 65 3.28.1.2. Share CAC Numbers at New Levels 65

3.29. Oracle HRMS (Sweden) 65 3.29.1. Release 12.0.3 (RUP3) 65

3.29.1.1. Process Holiday Pay for Your Employees 65 3.29.1.2. Use the Balance Initialization Process 65 3.29.1.3. Process Sickness Pay for Your Employees 66 3.29.1.4. Generate Online Payslip 66 3.29.1.5. Use the Tax Card User Interface to Enter Tax Card Details 66

3.29.1.6. Manage End of Year Changes for 2006 66 3.29.1.7. Generate Payroll Reports for Statutory Compliance 66 3.29.2. Release 12.0.5 (RUP5) 66

3.29.2.1. Generate and Submit ALECTA Report 66 3.29.2.2. Print Batch Payslips 67

3.29.3. Release 12.0 HRMS RUP7 67 3.29.3.1. Use Updated Tax Tables and Tax Declaration Report 67 3.29.3.2. Use Updated Income Statement Reports and KU Reports (End of Year Changes 2009) 67

3.30. Oracle HRMS (UAE) 67 3.30.1. Release 12.0 HRMS RUP7 67


3.30.2.1. Use Cash Management Integration for EFT Payments 67 3.30.2.2. View Magtape Output Window 67 3.30.2.3. Prevent Loss of Latest Balances 67

3.31. Oracle HRMS (UK) 68 3.31.1. Release 12.0.3 (RUP3) 68

3.31.1.1. No Longer Need to Specify the National Identifier When Hiring Employees in SSHR 68 3.31.1.2. Calculate Accurate Average Earnings for Employees with Multiple Assignments 68 3.31.1.3. Generate Accurate Payroll Calculations Subsequent to Performing a Reverse Payroll Run 68 3.31.1.4. Display Accurate Details in the Payroll Summary Report 68 3.31.1.5. Accurately Employ Adjustments Against Court Order Elements 68 3.31.1.6. Specify Average Earning Amounts for Maternity Pay 68 3.31.1.7. Display the Correct Week in the Pay Advice Report 68 3.31.1.8. Use the Date Worked Payment Method to Pay Non-Recurring Claims 69

3.31.2.

Release 12.0.5 (RUP5) 69

3.31.2.1. Use the New NUVOS Pension Scheme to Comply with Recent Statutory Updates 69 3.31.2.2. Use the New Local Government Pension Scheme (LGPS) to Comply with Statutory Changes 69 3.31.2.3. Comply with Statutory Changes to P46 Car EDI 69 3.31.2.4. Comply with Statutory Updates to P14 EDI 69 3.31.2.5. Comply with Pre-Budget Statutory Updates 69 3.31.2.6. Comply with Start of Year Statutory Updates 70 3.31.2.7. Comply with NI Rollup Statutory Updates 70 3.31.2.8. Comply with Statutory Updates to In Year Filing Reports 70

3.31.3. Release 12.0 HRMS RUP7 71 3.31.3.1. Comply with Recent Statutory Changes 71

3.31.4. Release 12.1.2 72 3.31.4.1. Upgrade Latest Balance Table 72 3.31.4.2. Partial Period Accruals 72 3.31.4.3. Use Cash Management Integration for EFT Payments 72 3.31.4.4. View Cost Allocations 72 3.31.4.5. View Magtape Output Window 72 3.31.4.6. Prevent Loss of Latest Balances 73 3.31.4.7. Use Field KIT Days 73 3.31.4.8. P6/P9 Output 73 3.31.4.9. View SOE Balances 73

3.31.5. Release 12.1.3 73 3.31.5.1. BI Publisher (eText) Reports 73 3.31.5.2. Start Of Year (SOY) Future Changes Validation check 73 3.31.5.3. Defaulting PAYE Aggregation for Secondary Assignments 74


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3.31.5.4. School Workforce Census Reporting (Public Sector) 74 3.31.6. Release 12.1 HRMS RUP4 74

3.31.6.1. New Manager SSHR Region to Record Evidence for Sickness Absence 74 3.31.7. Release 12.1 HRMS RUP5 74

3.31.7.1. Payroll Groups 74 3.31.8. Release 12.2 75

3.31.8.1. Element Register Report enabled 75

3.32. Oracle HRMS (US) 76 3.32.1. Release 12.0.4 (RUP4) 76

3.32.1.1. Use Ethnic Categories Recognized by Agencies for EEO-1, EEO4, EEO5, and IPEDS Reports 76 3.32.1.2. Obtain VETS-100 Reports Based on the Previous Year 76 3.32.1.3. Statutory Changes to EEO-1 Paper and Magnetic Reports 76 3.32.1.4. Control Resident Wage Accumulation and Tax Calculation 76 3.32.1.5. Use Open Plan Solution Formats for TIAA-CREF Files 76 3.32.1.6. Capture Make-up Amounts for Roth Contributions on W-2s 77 3.32.1.7. Identify Initial and Subsequent Corrections on W-2Cs 77 3.32.1.8. Submit the Florida State Quarterly Wage Listings File in XML Format 77

3.32.2. Release 12.0.5 (RUP5) 77 3.32.2.1. Comply with State of Maryland - W-2 Magnetic Media Updates 77 3.32.2.2. Comply with Social Security Administration Changes 77 3.32.2.3. Comply with JIT and School District Updates 77


3.32.3.1.

Correctly Print Multiple Child Support Attachment Numbers and Amounts on Third Party Checks andThird Party NACHA Output 78 3.32.3.2. Override Garnishment Minimum Wage Rules and Factors to Comply with non-Standard InvoluntaryDeduction Requirements 78 3.32.3.3. Create Custom BI Publisher Templates for Payroll 78 3.32.3.4. Use New Retro Overlap Functionality 78

3.32.4. Release 12.1.2 78 3.32.4.1. Cash Management Integration with US Payroll for EFT (NACHA) Reconciliation 78 3.32.4.2. Select Custom Template When Printing Employee W-2s 78 3.32.4.3. XML-Based Employer W-2 to be Filed With the State Report 78

3.32.5. Release 12.1.3 79 3.32.5.1. Produce Printable and Customizable Online Payslips 79

3.32.6. Release 12.1 HRMS RUP5 79 3.32.6.1. New XML-Based Third Party Check Writer Process 79 3.32.6.2. Override State Withholding Lines in Self Service 79 3.32.6.3. New Override Check Date for Check Writer (XML) Report 79

3.32.7. Release 12.1 HRMS RUP6 79 3.32.7.1. Employees Can Now Model Their Paychecks Online! 79 3.32.7.2. Employee W-2c Now Available Online 80 3.32.7.3. New XML-Based Employee W-2c PDF Report More Versatile and Robust 80

3.33. Oracle iRecruitment 80 3.33.1. Release 12.0.3 (RUP3) 80

3.33.1.1. Automatically Enroll New Hires into Compensation Plans Included in their Jobs Offers 80 3.33.2. Release 12.0 HRMS RUP7 80

3.33.2.1. Use the Changed Vacancy Status Field When Creating or Updating Vacancies 80 3.33.2.2. Reconsider Terminated Applications 81

3.33.2.3. View Annualized Salary Details When Creating or Updating Offers 81 3.33.2.4. Warn Managers Or Display an Error Message if an Active Offer Exists During Offer Extension 81 3.33.2.5. View Offer Status and Offer Last Update Date for Applicants 81 3.33.2.6. View Offer Approval History 81 3.33.2.7. Search for Closed Offers 81 3.33.2.8. Withdraw Offers 82

3.33.3. Release 12.1.1 82 3.33.3.1. Interview Management 82 3.33.3.2. Recruitment Communications 83 3.33.3.3. Employee Referrals 83 3.33.3.4. Notifications for New Job Applications and Application Status Changes 83


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3.33.3.5. Enhanced Searches 83 3.33.3.6. Attachments in Vacancy and Offers 84 3.33.3.7. Dashboards for Hiring Manager and Recruiter 84 3.33.3.8. Reconsider Terminated Applications 84 3.33.3.9. Offer Withdrawal 84

3.33.4. Release 12.1.2 85 3.33.4.1. Create External User Accounts for Candidate Records Created by Managers and Recruiters 85 3.33.4.2. Use RSS Feeds links when searching for Jobs 85 3.33.4.3. Use Hyperlinks in the Notifications to Navigate to iRecruitment Pages 85 3.33.4.4. View Interview iCalendar file (.ics file) Attachments in Notifications 85 3.33.4.5. View Salary Amounts in the Corporate Currency 85 3.33.4.6. View Resume and Documents on iRecruitment pages 86 3.33.4.7. Provide comments while withdrawing job applications or terminating job applications 86 3.33.4.8. Use Document type restriction for file uploads 86 3.33.4.9. View Job Details and Candidate Details in Popup windows on iRecruitment pages 86 3.33.4.10. Record Notes on Applicants 86

3.33.5. Release 12.1.3 87 3.33.5.1. Candidate Profile 87 3.33.5.2. Find Duplicates 87 3.33.5.3. HR-XML 2.5 Compliance for Job Board Posting 87 3.33.5.4. Salary Basis and/or Proposed Salary fields non-mandatory 87 3.33.5.5. Dated Updates for Application Statuses 88 3.33.5.6. Offer related changes for Employee Applicants 88

3.33.6. Release 12.1 HRMS RUP4 88 3.33.6.1. View Application Details of a Hired Applicant 88 3.33.6.2. Initiate Self Service HR Applicant Hire Process from Offers 88 3.33.6.3. Dynamically populate the Vacancy and Application Status LOVs in iRecruitment 88

3.33.7. Release 12.1 HRMS RUP5 89 3.33.7.1. Access to internal job site for contingent workers 89

3.33.8. Release 12.1 HRMS RUP6 89 3.33.8.1. Applicant Time Resume 89 3.33.8.2. Administer Assessment in Multiple Languages 89 3.33.8.3. View All Scheduled Interviews 90 3.33.8.4. Upload Offer Letters When Creating or Updating Offers 90 3.33.8.5. View Complete Interview Location Address Details 90 3.33.8.6. Control the Ability of Managers to Apply for Vacancies Created by Subordinate Employees in Their

Supervisor Hierarchy 90 3.33.8.7. Auto Complete Disabled for Certain Fields in iRecruitment 90 3.33.8.8. Enter Key Mapped with Go Button for Specific Fields in iRecruitment 91 3.33.8.9. Avoid Issues When Using DMZ Instance for iRecruitment 91

3.33.9. Release 12.2 91 3.33.9.1. Multi Location Vacancy 91

3.34. Or acle iRecruitment Extensions for Or acle Endeca 92 3.34.1. Release 12.1.3+ 92

3.34.1.1. Job Search for Candidates 92

3.35. Or acle International HR and Payroll 92 3.35.1. Release 12.1 HRMS RUP5 92

3.35.1.1. Support for Payroll Archiver 92

3.35.1.2. Online Payslip 92 3.35.1.3. Rehire before FPD 93 3.35.1.4. Direct Deposit 93 3.35.1.5. Support for Enhanced Retro Pay 93 3.35.1.6. Payroll Exception Report 93 3.35.1.7. View Balance SS Page 93

3.36. Or acle Labor Distribution 93 3.36.1. Release 12.0.3 (RUP3) 93

3.36.1.1. Use Employee Work Schedules to Distribute and Encumber Labor Costs 93 3.36.1.2. Set Up Clearing Accounts for Multiple Payrolls 94 3.36.1.3. Process Payroll Reversals, Balance Adjustments, and Retroactive Payments More Easily 94


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3.36.1.4. Specify Accounting Dates When Transferring Distribution Lines to Oracle General Ledger, OracleProjects, and Oracle Grants Accounting 94 3.36.1.5. Use Parameter Sets to Run Scheduling and Distribution Reports More Easily 94

3.36.2. Release 12.0.5 (RUP5) 94 3.36.2.1. Rollback Create Distribution Lines Process for All Periods by Providing the Highest Time Period Name 94 3.36.2.2. Use New Predefined Salary Cap Rates 94 3.36.2.3. Control the Behavior of the Import Process 95

3.36.3. Release 12.1.1 95 3.36.3.1. Integration with Award Distribution Functionality in Grants Accounting 95

3.36.4. Release 12.1 HRMS RUP5 95 3.36.4.1. Archive and Retrieval processes for Pre-Gen Distribution Interface 95

3.37. Oracle Learning Management 95 3.37.1. Release 12.0.2 (RUP2) 95

3.37.1.1. Check Duplicate Contacts for External Learners 95 3.37.2. Release 12.0.5 (RUP4) 96

3.37.2.1. Use Keywords to Search for Courses in OLM 96 3.37.3. Release 12.1.1 96

3.37.3.1. Learners Can View Catalog Attachments 96 3.37.3.2. Free Text Question Type 96 3.37.3.3. Mandatory Enrollment 97 3.37.3.4. Course Evaluation 97

3.37.3.5.

Reports for Certification, Forums & Chats 97

3.37.3.6. Learner Groups 98 3.37.3.7. Learner Basic Search Enhancements 98

3.37.4. Release 12.1.2 98 3.37.4.1. Electronic Signature 98 3.37.4.2. Administrator Access Control 98 3.37.4.3. Enhanced Learning Path Functionality 99 3.37.4.4. Automatic calculation of End Date for Learner Competency 99 3.37.4.5. New functionality for reducing the number of clicks in OLM Pages 99

3.37.5. Release 12.1.3 100 3.37.5.1. Popup Window on the Administrator Enrollments Page 100 3.37.5.2. Popup Window on the Administrator Catalog Page 100

3.37.6. Release 12.1 HRMS RUP4 101 3.37.6.1. SCORM 2004 compliance 101 3.37.6.2. Enhanced certification functionality 101

3.37.7. Release 12.1 HRMS RUP5 101 3.37.7.1. Enhanced Learner access using eligibility profiles 101

3.37.8. Release 12.1 HRMS RUP6 101 3.37.8.1. Automatic Certification Subscription 101 3.37.8.2. Integration to Oracle Webcenter content 102 3.37.8.3. Automatic Update Competence When Manually Setting Certification Status 102 3.37.8.4. Course Pictures 103

3.38. Oracle Learning Management Extensions for Endeca 103 3.38.1. Release 12.1.3+ 103

3.38.1.1. New Search and Browse 103

3.39. Or acle Payroll 104 3.39.1. Release 12.1.1 104

3.39.1.1. Approval Mechanism for Manager Self Service - Assignment Costing 104 3.39.1.2. Upgrade of Historical Costing Data to Support Subledger Accounting 104

3.39.2. Release 12.1.2 104 3.39.2.1. Purge Process for Pay events table 104

3.39.3. Release 12.1 HRMS RUP5 104 3.39.3.1. Quick-Retro Pay 104 3.39.3.2. Self Service Batch Element Entry 104

3.39.4. Release 12.1 HRMS RUP6 105 3.39.4.1. Void Check Process 105

3.39.5. Release 12.2 105


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3.39.5.1. Enhanced Retro Pay set as Default 105

3.40. Or acle Performance Management 105 3.40.1. Release 12.0.4 (RUP4) 105

3.40.1.1. Manage Offline Appraisals 105 3.40.1.2. Web ADI Support for Succession Planning Data Update 105

3.40.2. Release 12.0 HRMS RUP7 105 3.40.2.1. Support Decimal Values for Fields Using Quantitative Measurement Style While Creating Objectives105 3.40.2.2. Create Appraisals for New Joinees And Transfers-In Whose Employment Start Date Is Later Than theAppraisal Task Start Date 106

3.40.2.3. View the Status of Scorecards and Appraisals of Workers Who are no Longer Part of Published PlanPopulation 106 3.40.2.4. Provide Complete % Value Either More than or Less than 100 for Objectives 106 3.40.2.5. Update Description Details of Objectives Created by Employees 106 3.40.2.6. Add Jobs and Job Competency Requirements During An Appraisal Period 106

3.40.3. Release 12.1.1 107 3.40.3.1. Mass Cascading of Objectives 107 3.40.3.2. Line of Sight of Objectives 107 3.40.3.3. Display Workforce Performance Management Appraisals in the Appraisals Function 107 3.40.3.4. Reference to Talent Management Replaced with Performance Management 108 3.40.3.5. Support Decimal Values for Fields Using Quantitative Measurement Style While Creating Objectives108 3.40.3.6. Display Competency and Objectives Scores on Workflow Notification Page 108 3.40.3.7. Changes to Reject Option in Notifications 108

3.40.3.8.

Enhance Capability of HR Administrator Function 108

3.40.3.9. Process for Managing Completed Performance Management Plans 109 3.40.4. Release 12.1.2 109

3.40.4.1. Use Eligibility Criteria to Define Plan Population 109 3.40.4.2. Use Performance Journal 109

3.40.5. Release 12.1.3 109 3.40.5.1. Manage Appraisals of Terminated Workers 109 3.40.5.2. Editable Pop-up for Quick Updates to Objectives 110

3.40.6. Release 12.1 HRMS RUP5 110 3.40.6.1. Performance Administrator enhancements 110

3.40.7. Release 12.1 HRMS RUP6 111 3.40.7.1. Perform Mass Change of Appraisers 111 3.40.7.2. Use Configurable Print Options to Print Appraisals 111 3.40.7.3. Use New Questionaire Administration Feature 111

3.40.8. Release 12.2.2 112 3.40.8.1. Use Star Ratings to Rate Performance and Proficiency Levels. 112

3.41. Or acle Self Service Human Resources (SSHR) 112 3.41.1. Release 12.0.2 (RUP2) 112

3.41.1.1. Allow Transition Initiator to Delete Pending for Approval Transactions 112 3.41.1.2. Self-Service Change Pay Rate Functionality 112

3.41.2. Release 12.0 HRMS RUP7 113 3.41.2.1. View Accrual Balances for Employees Across Business Groups 113 3.41.2.2. Avoid Errors When Routing Approvals in Oracle SSHR 113

3.41.3. Release 12.1.1 114 3.41.3.1. Adjusted Service Date 114 3.41.3.2. Grade Step/Point Changes 114

3.41.3.3. Leave Accrual Information Based on Effective Date 114 3.41.3.4. Secured Access for Workflow Administrators Using Security Profiles 114 3.41.3.5. Succession Planning 114

3.41.4. Release 12.1.1+ 115 3.41.4.1. Employee Talent Profile 115

3.41.5. Release 12.1.2 115 3.41.5.1. Hire Employee Applicant into New Assignments 115 3.41.5.2. Rehire Ex-employees 115 3.41.5.3. View Oracle Self-Service Attachments in Oracle HRMS 115 3.41.5.4. Terminate Secondary Assignments 116 3.41.5.5. Use Context Sensitive EITs 116


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3.41.5.6. View Employee Information in Popup Windows 116 3.41.6. Release 12.1.3 116

3.41.6.1. Hire Employee Applicants and replace or merge applicant assignment with Primary Assignment 116 3.41.6.2. Reverse Termination 117 3.41.6.3. Voluntary Termination 117 3.41.6.4. Transaction Details in FYI Notifications 117 3.41.6.5. View Entitlement Balances in Notifications 117 3.41.6.6. Restrict Absence Type LOV 118

3.41.7. Release 12.1 HRMS RUP5 118 3.41.7.1. Support for Parallel Approvals in SSHR 118 3.41.7.2. Organization Chart 118

3.41.8. Release 12.1 HRMS RUP6 119 3.41.8.1. Launch Actions from a Side Navigator in Organization Chart or Talent Profile 119 3.41.8.2. Control the Display of Effective Date, Review, and Confirmation Pages 119 3.41.8.3. Use Quick Termination and Change Hours Processes 119 3.41.8.4. Current Effective Date Appears on Initial Page 120

3.42. Oracle Succession Planning 120 3.42.1. Release 12.1.1+ 120

3.42.1.1. Succession Plans 120 3.42.1.2. Suitability Matching 120 3.42.1.3. Talent Profile Comparison Report 120

3.42.2. Release 12.1.2 121

3.42.2.1.

Update Succession Plan Extra Information Type for Workers 121

3.42.2.2. Create Succession Plans for Contingent Workers 121 3.42.2.3. View Talent Profile of Workers from Succession Planning Page 121 3.42.2.4. View Succession Plans of Ex-employees 121 3.42.2.5. View Employee Information in Popup Windows 121

3.42.3. Release 12.1.3 121 3.42.3.1. Usability Changes in Succession Planning 121

3.42.4. Release 12.1.3+ 122 3.42.4.1. Enhanced Succession Planning 122 3.42.4.2. Succession Planning Portals for Talent Managers and HR Professionals 122 3.42.4.3. Succession Analytics 122 3.42.4.4. View Succession Hierarchy 123 3.42.4.5. Succession Plan Administration 123

3.43. Or acle Time and Labor 123 3.43.1. Release 12.0.2 (RUP2) 123

3.43.1.1. Automatic Days-to-Hours Conversion 123 3.43.1.2. Mixed Format Entries 123

3.43.2. Release 12.0 HRMS RUP7 124 3.43.2.1. Use the Multi-Threaded Archive and Restore Process 124

3.43.3. Release 12.1.1 124 3.43.3.1. Blank Timecard Rows Retained while Saving Timecard 124 3.43.3.2. Define Number of Timesheet Line Rows to Pre-populate 124 3.43.3.3. Summarize Regular/Overtime Hours Separately 124 3.43.3.4. Supervisor Report to Identify Missing Timesheets 124 3.43.3.5. Supervisor List of Timesheets Expected and Status Online 125 3.43.3.6. Audit Change Report - Identify Changes Made to Timesheets 125

3.43.3.7. Audit Trail on Time Cards 125 3.43.3.8. Display Last Person Who Updated Timesheet 125 3.43.3.9. Changes in Core HR and OTL to Support Services Procurement 125 3.43.3.10. Multiple Alias Support in Notification Layout 126 3.43.3.11. OTL User Interface Enhancements 126 3.43.3.12. Disabled Text Field Enhancement 126 3.43.3.13. Enhancement to Preference Eligibility Criteria (Responsibility-based Preference) 126

3.43.4. Release 12.1.2 127 3.43.4.1. OTL Time Card integration with HR Absences 127

3.43.5. Release 12.1.3 127 3.43.5.1. Time Card Retrieval Dashboard 127


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3.43.6. Release 12.1 HRMS RUP5 127 3.43.6.1. Rollback Transfer Time from OTL to BEE process. 127 3.43.6.2. Retrieval Dashboard changes 127

3.43.7. Release 12.1 HRMS RUP6 127 3.43.7.1. Enhanced Timecard Status Dashboard 127

3.43.8. Release 12.2 128 3.43.8.1. New Projects Layouts for Actual Costing 128 3.43.8.2. Attachments in Timecards 128 3.43.8.3. Checkbox to Confirm Time Entry Accuracy 128

3.44. Oracle US Federal Human Resources 128 3.44.1. Releases 12.0.5 (RUP5) 128 3.44.1.1. Process Pay for Employees Based on the Title 38 Public Law 128 3.44.1.2. Use Multiple Legal Authority Descriptions When Processing AFHR Employees 129

3.44.2. Release 12.0 HRMS RUP7 129 3.44.2.1. Comply with Inspector General Pay Reform Implementation 129 3.44.2.2. Use the New Regions Available in the Self Service Pages 129


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Oracle E-Business Suite Releases 12.1.and 12.2 Release Content Document Purpose of Document 1

1. DisclaimerThis Release Content Document (RCD) describes product features that are proposed forthe specified releases of the Oracle E-Business Suite. This document describes new orchanged functionality only. Existing functionality from prior releases is not described. Itis intended solely to help you assess the business benefits of upgrading to the specifiedrelease of the Oracle E-Business Suite.

This document in any form, software or printed matter, contains proprietary informationthat is the exclusive property of Oracle. Your access to and use of this confidentialmaterial is subject to the terms and conditions of your Oracle Software License andService Agreement, which has been executed and with which you agree to comply. Thisdocument and information contained herein may not be disclosed, copied, reproduced ordistributed to anyone outside Oracle without prior written consent of Oracle. Thisdocument is not part of your license agreement nor can it be incorporated into anycontractual agreement with Oracle or its subsidiaries or affiliates.

This document is for informational purposes only and is intended solely to assist you in planning for the implementation and upgrade of the product features described. It is not acommitment to deliver any material, code, or functionality, and should not be relied upon

in making purchasing decisions. The development, release, and timing of any features orfunctionality described in this document remains at the sole discretion of Oracle.

Due to the nature of the product architecture, it may not be possible to safely include allfeatures described in this document without risking significant destabilization of the code.


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Oracle E-Business Suite Releases 12.1.and 12.2 Release Content Document Purpose of Document 2

2. Introduction

2.1. Purpose of DocumentThis Release Content Document (RCD) communicates information about new or changedfunctionality introduced in Oracle E-Business Suite Releases 12.1 and 12.2, and insubsequent Release Update Packs (RUPs) and off-cycle patches. For your convenience,it also includes new or changed functionality introduced in the RUPs for Release 12,including 12.0.2 through 12.0.7.

The features and enhancements described in this document are grouped by product, andthen by the release in which they first became available, for example, Release 12.1.1.Features released in an off-cycle patch have a special designation for example, a featurereleased after 12.1.1, but before 12.1.2, is designated as Release 12.1.1+.


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Oracle E-Business Suite Releases 12.1.and 12.2 Release Content Document Oracle Advanced Benefits 3

3. New and Changed Features in Human CapitalManagement

3.1. Oracle Advanced Benefits

3.1.1. Release 12.0.3 (RUP3)

3.1.1.1. Reopen Life Events Process

This enhancement provides the benefits users the flexibility to reopen a large volume oflife events as a batch. Previously, they had to be manually reopened individually. Incombination with the "OE Window Modification" functionality, users can extendenrollment windows after reopening the processed events.

3.1.1.2. Open Enrollment Window Modification

There is now a concurrent process titled "Manage Open Enrollment Window" which

provides the flexibility to modify an existing Open Enrollment Window's EnrollmentPeriod End Date, Processing End Date, Default Enrollment Date, or Provide a Number ofDays Extension.

3.1.1.3. Tracking Ineligible to Ineligible Row Creation

When the "Track Ineligible" flag is on, and a participant was initially found ineligible forthe compensation object, this functionality writes a new row for a subsequent life event(even though the participant remains ineligible). The new ineligibility row has updatedderived factor values for tracking and calculations.

3.1.1.4. Additional Input Parameters for Fast Formulas

Person_id can now be passed as an input value in Fast Formulas. In the past, Person_idhad to be derived from the Assignment_id.

3.1.2. Release 12.1.1

3.1.2.1. Enforce Minimum Coverage for Life Events with No Electable Choices

There are situations that occur where due to either data or configuration issues, someoneis found ineligible for something in which they are currently enrolled and end up with noenrollment. This enhancement deals with the functionality of detecting those cases whena participant loses coverage and is not allowed to make elections for specific events.

With this enhancement, the application performs the following: Identifies if the minimum enrollment for the Plan Type in Program should be

checked for a business group if an event is processed and the person cannot makeelections.

Checks if a person lost coverage, when you process an event that does not allowthe person to make elections.

Checks if a person still meets the Plan Type in Program minimum limitationrequirements, if the person lost coverage and is still eligible for the Plan Type inProgram that they were enrolled in.


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Generates an error if the requirements are not met so the person does not losecoverage and the eligibility issues can be resolved.

3.1.2.2. Restrict Display of Primary Care Provider

Currently, the Plan Primary Care Provider (PCP) setup controls the display of primarycare providers. This enhancement enables benefits users to configure, based on lifeevents, whether the Primary Care Provider page on self-service enrollment should bedisplayed. A new field called Show Primary Care Provider is now available on the Life

Event Reasons form. This new feature provides you the ability to accept the PCPinformation only during the annual or initial enrollments, and allow the medical carrier tomaintain the PCP information thereafter.

3.1.2.3. Enhanced Individual Contribution Distribution

Individual Compensation Distribution (ICD) module has been enhanced for Managersand Compensation Administrators. Line managers can now achieve the following in theenhanced module:

Can enter multiple input values associated with an element in a compensation plan. User will have the flexibility to use within ICD, whole or partial list ofdefined input values associated with an element. It will be possible to rename

input values for display in self-service. Also, user will be able to overridesequencing and updateability of input values within ICD.

Can award multiple compensations of same or different type to an employeewithin a single transaction on same or different dates.

Can update and delete active and future compensations (e.g. change the amountdates or delete the award).

Can indicate a distribution end date for a recurring compensation within the sametransaction it is awarded.

Administrators can do the following actions regarding Individual compensationdistribution plans:

Can configure validation on input values based on Value Sets, Data Types,Minimum, Maximum and Default, Lookups and Fast Formula.

Can configure element entry flex fields to capture compensation relatedinformation for an employee. For example: Justification for the compensationcan now be configured as a flexfield, captured during the transaction and storedas part of the employee element entries.

Can default input values as a fixed value or using a fast formula. Can search employees and update or delete awards Can view, update and delete element entries that did not originate in ICD.

Can configure action items for compensation plans. This will put compensationon hold for a person, until the action item is provided.

3.1.3. Release 12.1.23.1.3.1. Use Default Enrollment to Reinstate Backed Out Intervening Events

Benefits Administrators can now use a new reinstatement code "Reinstate Unless NewExplicit Elections Exist" to reinstate elections made for a backed out event unless explicitelections have been made within the plan type for an intervening event.


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3.1.5.3. Reopen Reinstated Enrollment

A benefit administrator can now decide whether reinstated enrollments should beautomatically closed, or whether an enrollment opportunity should be reopened to allow

participants to confirm or update the reinstated results. Before this enhancement, if thereinstated results needed to be changed, the life event had to be manually reopened.

Now it is possible to allow participants to use self service to make any adjustments to the backed out enrollment without back office intervention.

This feature is forward-ported to R12.2.2.

3.1.5.4. Deactivate Communication Type

Prior to this extract, users were unable to end a communication type that was no longer being offered. Now users have the ability to flag a communication type that is no longerin use to stop it from triggering on a persons record.

The flag is datetracked and easily viewable. Now the Benefit professional can easily seewhen a communication is no longer being provided and also has the ability to reactivatethe communication type if it is needed at a later date.


3.1.5.5. Eligibility for Person Changes and Communication Types

In addition to defining a life event based on a person change, benefit administrators canattach eligibility profiles so that static data associated with the person can be consideredwhen determining whether a life event should be detected.

Also, eligibility profiles can be associated with a communication type, adding additionalcriteria to the trigger and usage definitions to determine whether the person should bereceiving a communication type. This reduces the unnecessary detection of life eventsand communication types.


3.1.5.6. All Ineligible Flag for Compensation Objects

Now when a compensation object is no longer being offered, benefit administrators canflag the object to be discontinued. When the participation process is run, it will find all

persons ineligible, causing existing enrollees to be de-enrolled and prohibiting anyability to enroll.

Prior to this, benefit administrators had to create an eligibility profile with artificialcriteria to find all possible participants ineligible. This required the administrator tocontinue to monitor and maintain eligibility due to the possibility of a person actuallymeeting the artificial profile criteria. The flag is also clearly visible and date trackedallowing the benefit professional to quickly see whether a compensation object iscurrently discontinued.


3.1.5.7. Use P erson Selection rule for Extract Process

The feature adds person selection rule as an optional parameter for running a SystemExtract. This allows users to collect data for a subset of the original population on an adhoc basis without having to modify the selection criteria in the extract definition or createcopies.



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3.1.5.8. Delete Unrestricted Enrollment

Once an unrestricted life event (Oracle Standard Benefits) has been detected and startedfor a person, there was no process for removing the life event and any associated benefitenrollment data. If an unrestricted enrollment was made for an original hire date, butthat date needed to be moved to a later date, this could not be done as this would result in

benefit information associate with the person to start prior to their record start date. Nowthere is a concurrent process that can be added to a responsibilitys request group whichwill allow the user to remove all of the data associated with an Unrestricted enrollment

for a person.This feature is forward-ported to R12.2.2.

3.1.6. Release 12.1 HRMS RUP6

3.1.6.1. Enhanced Life Event Summary Repor t

A new module is added to the Life Event Summary Report to provide details on lifeevents in Detected and Unprocessed status. This gives Benefit Administrators moreinformation regarding what life events existing during the specified time period and whomay have outstanding life events that have not been processed and may need to be

addressed before later life events, such as Open Enrollment can be processed.This feature is forward-ported to R12.2.2.

3.1.6.2. Tr igger Life Events from Per son and Assignment Information Types

With the release, Benefit Administrators can define Person changes based on the creationor change to a Person or Assignment Extra Information Type. This provides additionalsources for detecting life events and opening enrollment opportunities..


3.1.6.3. Contr ol Ability to Designate Par ticipant as Beneficiary

Plan requirements may prohibit participants from designating themselves as beneficiaries.

With this release, the beneficiary designations can be configured to exclude the participantas a potential plan beneficiary.


3.2. Oracle Approvals Management


3.2.1.1. View Approval History and Approvers

A new approval history region is now available to view the current approval history for atransaction and also display the next level of approvers. Additionally, you can integratethe generic region with various applications to display the approvers.


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3.2.2. Release 12.1.1

3.2.2.1. Approval Deviations Report

Oracle Approval Management Engine (AME) is a web application for defining businessrules based on which transactions are approved in Oracle Applications. AME generates astandard approver list based on the rules set up for transaction types either by theapprovals management administrator or approvals management business analyst. Anychange to the standard approver list is a deviation.

Using the Approvals Deviation Report, you can capture the approval deviations thatoccurred in approval of transactions to comply with the Sarbanes-Oxley (SOX) Act.

3.3. Oracle Compensation Workbench

3.3.1. Release 12.0.2 (RUP2)

3.3.1.1. View All Compensation Detail Reports without Changing ResponsibilitiesRUP2 delivers the ability for compensation administrators to view Compensation DetailReports based on the HR security profile instead of the manager hierarchy. For example,administrators can now view all employees of a particular country without having toaccess or switch to a senior executive responsibility.

Additional enhancements to the Compensation Detail Report page include: Employee information, which was previously displayed in a single table, is now

grouped using tabs. The plan selection page and the parameters page of the old report have been

replaced by filters that can be hidden in the report page.

A new check box, Do Not Restrict By Hierarchy is added to the filters. A salary statistics tab will display plans that have salary adjustment. The report

can be downloaded in a spreadsheet format based on filter specifications.

3.3.1.2. Provide Responsibility-Based Plan Access to Administrators

This enhancement allows organizations to regulate administrator access to planinformation in Compensation Workbench. In Release 12, administrators haveuncontrolled access to all plans in the Compensation Workbench setup, presenting

potential security and data privacy issues. Now, an administrator can be granted superadministrator privileges, enabling him/her to access new setup pages where he/she canmap the responsibilities of other administrators to the plans that they are allowed to

access. These same setup pages can be used to revoke access, if needed.This security mechanism is not enabled by default and does not change the default

behavior of Compensation Workbench. If Plan Security is required, super administratorscan enable it from the Compensation Workbench preferences page.

3.3.1.3. Reduce Post Processing Time between Multiple Business Organizations

To enable more powerful filtering capabilities in the Compensation Workbench PostProcess, a new parameter Person Selection Rule has been added to the Post Process

parameters page. By selecting a rule (or fast formula) defined as type 'Person Selection'


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users can filter the employee population eligible for processing. Multiple organizationscan now be processed in parallel, for example, by using a Person Selection rule defined toidentify certain employees across different organizations.

This new parameter is optional and is available when submitting the CompensationWorkbench Post Process request from the Compensation Workbench Administrator'shome page or as a concurrent request from the Professional User Interface.

3.3.1.4. Perform Dynamic Calculations in Multiple Columns

This enhancement allows users to define dynamic calculations on the rate columns,specifically the worksheet amount rates, separately from the custom columns (customsegments 1 to 20). Additionally, users can define a condition and condition results usingcolumn names, and define custom errors and warnings based on their requirements.

This feature needs to be configured and enabled by the Administrators; thereforecustomers who do not wish to use it will not be impacted.

3.3.2. Release 12.1.1

3.3.2.1. Anniversary Date Based Awards

Currently, Oracle Compensation Workbench allows employee rewards to be paid out ona single day across the eligible population. This enhancement provides the ability toreward employees based on an anniversary or variable date. The award effective datecould be based on an employees latest hire date, date of last pay increase or promotion,or any other reference point. You can define your business rules to determine awardeffective dates for employees. Reward effective dates can be defaulted into theCompensation Workbench worksheet where managers may or may not have the ability tomake updates. This allows managers to do up front budgeting and allocate compensation

based on the individual employees award effective date.

3.3.2.2. Print Total Compensation Statements for Groups of Employees

Currently, you can print statements for one employee at a time. With this enhancement,you can print statements for groups of employees at the same time. A new PrintEmployee Statements batch process and a new UI to submit this batch process are nowavailable. The administrator can also generate sample statements before submitting thefinal print job.

This enhancement provides an efficient way to print and distribute hard copies of TotalCompensation Statements to employees.

Additionally, enhancements have been made to the selection method for the existingGenerate Employee Statements and Purge Employee Statements batch processes. TheGenerate Employee Statements process will evaluate any eligibility profiles defined inthe statement setup in addition to the parameters selected allowing them further filter the

employee population. The administrator now has more flexibility when selecting theemployee population for whom statements are to be generated or purged.

3.3.2.3. Display the Worksheet Manager in the Switch To Manager Search Page

Currently, the search results on the Switch To Manager page only provide the employeessupervisor. When an employee has been reassigned from one manager's compensationworksheet to another, the worksheet manager becomes different from their supervisorthus making it difficult for managers to search and identify the employees actualworksheet manager.


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With this release, managers and administrators now see the employees worksheetmanager in addition to their supervisor in the Switch To Manager search results withinthe compensation worksheet thus making it easier to identify the correct worksheetmanager to whom they need to switch.

3.3.2.4. New Salary Proposal to be Explicitly Approved

Currently, when a new salary proposal is created for a new hire in salary administration itis automatically approved by default even if the user does not have the correct approval.

This enhancement now offers the ability to explicitly control approvals for new salary proposals.

The enhancement ensures that the new salary proposal approval is SOX-compliant.

3.3.2.5. Update Percentage of Eligible Salary in Employee Administration

Compensation Administrators are now able to update or override an employees percentage of eligible salary in Employee Administration. Previously this could only beupdated via the allocation worksheet.

3.3.2.6. View Performance Appraisal Details in Compensation Workbench

Customers who use Oracles EBS Performance Management can now view anemployees latest completed appraisal directly from the Oracle CompensationWorkbench (CWB) allocation worksheet. This means managers can review theiremployees latest completed appraisals from within CWB without having to switchresponsibilities to Performance Management.

Previously managers were only able to view their employees final rating whenrewarding their employees. Being able to view employee performance appraisal detailsdirectly from within the CWB worksheet will allow managers to make more informeddecisions when rewarding their employees. Overall this feature offers a more tightlyintegrated Talent Management solution.

3.3.3. Release 12.1.23.3.3.1. Streamline the Promotions and Allocations Process with Enhanced

Compensation Workbench Spreadsheet Download/Upload Features

Compensation administrators and/or managers can now use the following new featuresthat enhance the Compensation Workbench (CWB) spreadsheet download and uploadmechanism and provides the ability to:

Personalize the CWB spreadsheet download column prompts (labels) for each plan. Especially useful for Service providers who host different organizations on asingle software instance, compensation administrators can utilize this feature to

provide unique labels for each organization's plans to meet the different businessrequirements.

Use the spreadsheet capabilities to update employee promotion data and uploadthe changes back to Compensation Workbench. Compensation Managers withlarge populations of employees for whom they have to make job, grade, positionor other promotions-related changes will appreciate a streamlined promotions

process.

Upload Custom Segments and Other Rate values to Compensation Workbench.Currently, compensation managers can update custom segments and other ratesonly through the CWB worksheet which can be cumbersome. With this feature,


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they can upload custom segment and other rate changes at the same time whichwill help to simplify and make the allocations process more efficient.

3.3.3.2. Display Market Salary Survey Data in Compensation Workbench

Compensation workbench now enables compensation managers to compare theiremployees' salaries to the prevailing market average wages (market average wages that isimported into or set up in Oracle HRMS system), thus ensuring equity in pay whenrewarding their employees.

3.3.4. Release 12.1.3

3.3.4.1. Performance and Promotion History Popup in Worksheet

Performance and Promotion history, including such details as current and prior ratings,rankings, job and/or position changes can now be viewed with one click in thecompensation allocation worksheet in a pop up page.

Giving compensation managers the ability to see their employees Performance andPromotion history in one place using one or two simple clicks will help them to make

better and more informed decisions when rewarding their employees.

3.3.4.2. Post Zero Salary Increases

Compensation administrators now have the option to post zero (0.00) salary increases orincrements for employees from Compensation Workbench to HR. This means there willnow be a record of a zero change amount in salary proposals of employees who did notreceive any salary increase.

3.3.4.3. Control Period for Viewing Appraisals in Compensation AllocationWorksheet

The ability to view employee performance appraisal details from within thecompensation allocation worksheet has been further improved by allowing the

administrator to control the date after which completed performance appraisals will beavailable for managers to see.

If there are multiple years of performance appraisals in Performance Management, and/oremployees only have completed appraisals from the previous year and not the "current"

period, when the new year's CWB plan is opened, managers will only see theiremployees' performance appraisals from the previous period. This feature will ensuremanagers will only see the latest completed appraisals for their employees when makingcompensation award decisions for the current period.

3.3.4.4. Refresh Plan, Employee and Summary Data from CompensationWorkbench Home Page

Prior to this release, the Compensation Workbench Refresh process was only available inthe Professional User Interface. Now it is available to administrators on theCompensation Workbench home page allowing them to refresh plan, summary oremployee HR data all within Compensation Workbench.

3.3.4.5. Ensure Employees New Salary is within Grade Range

This new features gives compensation managers and administrators the ability tooptionally validate an employees new salary amount against their salary grade range.This helps to ensure managers comply with company compensation policies as well as

better pay equity for employees.


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3.3.5.1. Proposed Grade Range, Proposed Grade Midpoint and ProposedComparatio now Available for Spreadsheet Download

The following fields are now available to download to spreadsheet: Proposed GradeRange, Proposed Grade Midpoint, and Proposed Comparatio. This helps managers whoneed to work offline or who do not have access to Compensation Workbench to make

better and more informed business decisions during the compensation planning cycle.

3.3.5.2. Run the Back-out Compensation Workbench Life Events Process for SinglePerson

Administrators can now back out the Compensation Workbench Life Events process for asingle employee, offering a simple way to back out just one person. Until now, the onlyway to accomplish this was to write a person selection rule.

3.3.5.3. Optionally Hide In Progress Salary Increases in Employee History

Enterprises may not want their managers to see salary increases that are in progress ifthey only have access to non-base salary type compensation plans. Even if managers dohave access to base salary compensation plans, it can be confusing to see an In Progressrow for an employee's salary increase not yet in effect. Compensation Workbench nowoffers the option to suppress In Progress rows for salary increases from being displayedwhen viewed in Employee History.

3.3.5.4. Download Data Using Web ADI

You can now download data to an Excel spreadsheet using Web ADI for the EmployeeStock Option History and Employee Compensation History reports. You can also nowdownload the Post-Process Summary and Error reports. This is useful for managers witha large number of employees when performing audits and/or reconciliation ofcompensation allocations.


3.3.6.1. Email Employee Compensation Statements

Until now, administrators and managers could only print hard copies of employeecompensation statements and manually distribute them. With this release, statements cannow be securely emailed to employees. Administrators can also send statements to a testemail account to verify and resolve any issues before emailing the official statements.This results in employees receiving their statements quickly and efficiently, broadeningthe communication channel between administrators, managers and their employees.


3.3.6.2. Email Total Compensation Statements

In addition to viewing their statements online via Employee Self Service or receiving a printed hard copy, employees can now have their total compensation statements emailedto them. Administrators can choose to email total compensation statements en masse orselect a group of employees just like they can with the mass print process today. Theycan also "test drive" emailing statements to resolve any issues prior to emailing theofficial statements to employees. The addition of the mass email option helps companiesto directly communicate with their employees, even in cases where employee self


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service is not offered.


3.3.6.3. Back out Compensation Workbench Postprocess

Backing out postprocess is required in the event that the compensation changes were posted on the wrong effective date or the wrong group of assignments was processed, or

if any corrections are required on a mass scale. Until now, there was no way to back outthe changes posted to the HR system as the existing back-out process meant also backingout all the changes done in Compensation Workbench, such as budget allocations, awardsallocations as well as worksheet submissions and approvals.

Compensation Workbench now offers the ability for administrators to only back out theupdates to employee records in the HR system while allowing the updates inCompensation Workbench to remain intact. The new Back-out Postprocess allowsadministrators to optionally back out performance ratings in addition to compensationaward amounts. Additionally, they can also choose to return compensation worksheetcontrol back to the managers in the event further changes need to be made before re-

posting. This new feature streamlines the corrections process after posting has alreadytaken place, making the compensation awards process overall much more efficient andflexible, resulting in a potentially huge cost savings to employers.This feature is forward-ported to R12.2.2.

3.4. Or acle HCM Configur ation Workbench3.4.1. Release 12.1.1

3.4.1.1. Configurator for Person/Assignment Spreadsheet Loader

Currently the Web ADI spreadsheet solutions available in HCM ConfigurationWorkbench display almost all the columns of person, address, and assignment entities.These make the spreadsheet to be very large/wide for a typical user and a user has toscroll all the way to the necessary fields to fill in the relevant information

.The Spreadsheet Loader Configurator module will address the current limitations andwill provide an ability to carve out sub-set of the spreadsheets depending upon the

business requirements or industry and support multiple data sources. The new solutionhas the following advantages:

Support the different sources for data in a flexible manner: APIs, XML and CSVfiles

Flexibility to change the layout of the spreadsheet as per industry/vertical Multiple processes support. e.g. ability to configure spreadsheet for specific

processes like mass location changes, mass organization changes etc.


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3.5. Or acle Human Resources (Core HR)

3.5.1. Release 12.1.1

3.5.1.1. Knowledge Integration with ENWISEN

Information for decision support to the user within the application enhances the

transactional capabilities of an application. In the absence of precise supportinginformation, the organizations workforce may have questions that prevent them fromcompleting transactions. They may lack requisite knowledge to make the right decisionsat the right time. Knowledge integration enables users to have the appropriateinformation.

Integration of Oracle HRMS (Self Service) with content vendors like ENWISEN provides self-service users the following advantages:

Ability to launch content pages from non-ebusiness suite sites. Ability to launch third party content sites from HCM self service pages. A seamless working experience between the two user interfaces where by

information like single sign on, subscription ID, and context of the calling pageare passed to the third party vendor to launch the appropriate page.

A region in Personal Information (SSHR-EBS HCM) to launch the employeehandbook (ENWISEN).

A region in Absence Management (SSHR-EBS HCM) to launch AbsencePolicies (ENWISEN).

Easily changeable content in accordance with the changes in company policy.

3.5.1.2. HR Help Desk

An HR Help Desk application is for the Request-to-Resolve process wherein a HR help

desk agent receives requests from the employees on their HR related issues. The HR helpdesk agent requires navigating to multiple HR application functions to resolve the issuesraised by the requestors such as employees. Oracle Human Capital Management providesWeb Services to integrate with the PeopleSofts HR Help Desk.

While launching EBS pages, the EBS system evaluates the login users security profile toidentify the security privileges and passes on parameters that help the agent to performthe transaction.

To enable the HR help agent to use the Help Desk functionality, a system administratormust complete the following:

Configure the predefined web services in the calling applications ApplicationClasses to store the data from EBS and display employee data in the 360 0 View

page.

Configure the RIR messages to subscribe to the web services published from thePeopleSoft.

HR Help Desk agent can view or perform transactions related to employee Personal,Assignment, Benefits, and Payroll details. HR Help Desk feature supports UK and USlegislations.


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3.5.1.3. Access to Ex-Employee and Future-Dated Employee Records in User Basedand Dynamic Security

Currently, you cannot access ex-employees or future dated employee record(s) if you areusing dynamic security profile. The restriction was placed due to performanceconsiderations. Unlike static security, in dynamic security profile, the applicationevaluates security definition when a user logs in. With a new system profile users are ableto retrieve the ex-employee or future dated employees records.

3.5.1.4. Multi-Tenancy for Business Process Outsourcing vendorsMulti-Tenancy in HCM is the ability for the outsourcing provider to support multipleclients in the same HR instance. Each client must have exclusive access to only their owndata and should not have access to other Enterprises data. This enhancement will providethe data separation using Oracle Label Security. A framework will be provided withinHCM to configure the system to operate in multi-tenant mode.

3.5.2. Release 12.1.23.5.2.1. Use Search Criteria to Query Records in the People Window

Currently, in the People window, records can be queried by using a blind query or simplyentering %. This causes heavy impact on performance when there is a high volume ofrecords in the database. From this release onwards, users must provide at least oneselective search criterion, such as first name%, for example: John%. Entering a selectivesearch criterion improves search performance and minimizes the record retrieval time.

3.5.2.2. Ability to change the Final Process Date when it is set same as the LastStandard Process Date

Prior to this release, when HR managers processed terminations they could not modifythe Final Process Date (FPD) if the date is same as the Last Standard Process Date(LSPD). With this release, managers can modify final process date even when it was setsame as the last standard process date.

3.5.3. Release 12.1.33.5.3.1. Enhanced Document of Records

Document types shown in the Create or Update pages of Document of Records featurein Manager Self -Service and Oracle HRMS Fast Path is now dependent on countryselected. Managers and Administrators get to see document types which are relevant tocountry chosen. Enterprises can also configure approvals when new documents are createor updated.

The AME based Approval process can be enabled by adding functional parameterpAMETranType to the employee and manager self service document of recordsfunction.3.5.3.2. Ability to Restrict Negative Balance in Absence

Oracle HRMS now enables enterprises to check for leave balance and warn workersabout negative leave balance when they apply for leave. Enterprises can define the HR:Allow Absence Negative Balance profile option to enable this feature. If the profile valueis set to Yes, then the existing behavior continues. If the profile value is set to No,workers who overshoot their balance will get a message that their leave balance isnegative and they cannot apply for leave.


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3.5.3.3. Additional Parameters in BG_ABSENCE_DURATION Fast Formula

Prior to this feature, BG Absence duration fast formula consisted of four parameters:Start Date, End Date, Start Time, and End Time. To provide more parameters to calculateabsence duration, the first five information attributes of developer descriptive flexfieldAdditional Absence Detail Information are now included as input parameters for BGAbsence Duration Fast formula.

3.5.3.4. Ability to use Dynamic Approvals in Checklist

From this release, you can use Oracle Approvals Management (AME) to set up dynamicapprovals for the Checklists functionality. Prior to this release approvals could be set onlyon the basis of individual tasks in checklist. With this release approval groups can beconfigured on the basis of tasks as well as person for whom checklist/task is assigned.

3.5.3.5. Ability to view Criteria Set associated to Grade Step

While defining GSP, rates can be associated to the Grade steps. The step rate is the salaryamount an employee is eligible for when placed on that step. Criteria Salary Ratesenables user to vary the step rate for different criteria sets.

At present, once a criteria set is associated to Grade ladder, it is not by default visible inGSP wizard. Users need to remember the name of the Criteria set and then retrieve thedetails.

Now, for a Grade Ladder, all associated Criteria sets are listed by default in the UpdateCriteria Salary Rate page. Also, in the Task: Rates page a pop-up window is enabled onthe Criteria Salary Rate Exists column, which displays criteria set associated with theGrade Ladder.


3.5.4.1. Approvals in Global Deployment

Using Global Deployments, HR Professionals can transfer employees from one businessgroup to other busin