Book Image

Oracle E-Business Suite R12.x HRMS - A Functionality Guide

By : Pravin S Ingawale
Book Image

Oracle E-Business Suite R12.x HRMS - A Functionality Guide

By: Pravin S Ingawale

Overview of this book

Table of Contents (16 chapters)
Oracle E-Business Suite R12.x HRMS – A Functionality Guide
Credits
About the Author
About the Reviewers
www.PacktPub.com
Preface
Index

Learning Management


The Learning Management module helps enterprises manage, deliver, and track training needs in online or classroom-based environments. Employees (learners) can search for the training they need, and take the training in the most appropriate mode. The mode of training can be classroom-based or online-based.

Managers can automate key business processes—from training to training delivery; from performance appraisals to training assessments—and keep tabs on their team's learning and development. Instructors can manage their own classes.

Executives can measure the effectiveness of learning and ensure alignment with organizational objectives. Learning Administrators can manage all the catalog objects, learners, and related resources. The basic process flow is depicted in the following diagram:

Performance Management

The Performance Management module helps the enterprise manage the performance of employees in an organization. Basically, it deals with the appraisal process in an enterprise. It enables managers as well as employees to manage various appraisal functions such as setting goals, objectives, and so on.

In addition, they can also set up questionnaires for eligible participants. The basic flow for performance management is as shown here:

  • Setup performance standards: This is the first step in performance appraisal; the HR department sets the standard for each employee. Basically, the expectations are set for from employees. A ranking scheme is an example. A score of 5 indicates excellent performance, a score of 4 indicates above average, and so on.

  • Communication standard set to the employee: After the standard is set, it is communicated to the employee. Hence, the employee knows what is expected from him/her during the appraisal cycle.

  • Measuring performance: The most important step is to measure the performance of the employee. Here, the employee is rated by his/her appraisal by the agreed suitable method.

  • Comparing performance with standard: The performance of the employee is now evaluated against the set standard. By this, we come to know which category of performance the employee fits into that is Excellent, Above Average, Average, and so on.

  • Discussing result: The results obtained are shared with the employee as a feedback. The employee in turn reviews the feedback and might also request for a personal review.

Compensation and Benefits

The Compensation and Benefits module deals with the compensation process followed within the organization. The stakeholders who use this module are managers, compensation professionals, administrators, and so on. This also includes defining the basic compensation structure along with advance benefits.

The advance benefit functionality is mainly used in association with the U.S. legislation for handling insurance-related processes. This module is one of the largest in the Oracle apps HRMS suite.

Payroll

Payroll is one of the fundamental modules in any enterprise that assists in managing employee costs to ensure all employees are paid in a timely manner and in accordance with the rules and regulations of the enterprise or legislation of the country.

Oracle Payroll integrates with most of the modules of the HRMS suite. Oracle Payroll involves payments, and hence is fully integrated with Oracle Financials and also with Procurement and receivable managements. Payroll Administrators are basic business users in the enterprise. Their role is to manage employee payroll and ensure that payments are made accurately and all payroll processes are managed within set timelines.

Payroll also deals with postpayroll processes such as transferring details in finance and in turn to the employee's account. The details that can be transferred to finance are the employee's bank account information (required to pay the employee) and employee costing information, which is used to cost the employee to particular cost center in the organization.

Time and Labor

Once known as Oracle Internet Time (OIT), this HR module, now known as Oracle Time and Labor (OTL), is a single source of time entry in the HRMS system. It is a web-based timecard solution, which helps to reduce cost by automating time record keeping. The following diagram describes time and labor:

The following are the functionalities of OTL:

  • Track hours worked by elapsed employees

  • Clock time worked by punch employees

  • Track time to pay for employees working on an hourly basis

  • Track exception-time only for salaried employees

  • Integrate with HR, payroll, and absence management

  • Track time allocations for GL and project allocations

  • Integrate with separate clock hardware devices

  • In-built reports on payable status, time card, schedule hours, and so on

In terms of the employee, it offers a simple way to submit, review, track, and approve timecards.

OTL is also integrated with Oracle Payroll. The time entered by the employee is captured in OTL module and is then sent to payroll for processing. Absence management, which manages employee absences, also be used with time and labor.

We have just covered the basic details about various modules that are part of the Oracle apps HRMS suite.

Let's now see a new concept that is used in Oracle HRMS. This is called the multi-org concept.