Oracle Apps HRM Training in Bangalore

Using Oracle HRMS to Manage Jobs and Positions

As you implement your enterprise model, one of the earliest decisions you face is whether to use jobs, positions, or a combination of both. You can use Oracle HRMS to define required skills and valid grades for either one. Enterprises fall into one of three general categories:

• Rule-based
• Project-based
• Hybrid

If your organization is a rule-based enterprise, you regulate employment, roles, and compensation according to strict policies and procedures. Fixed roles tend to endure over time, surviving multiple incumbents. You manage roles rather than individuals. Examples include government, higher education, and health care. Rule-based industries, where roles continue to exist after individuals leave, typically model the enterprise using positions.

If your organization is a project-based enterprise, such as a construction or software company, you require the flexibility to assign people to new projects or organizations on a regular basis. You manage people and their skill sets, rather than fixed roles. This requires the flexibility to match competencies to tasks quickly and easily. Project-based organizations, where roles end when individuals complete a project, typically model the enterprise using jobs.

If your organization is a hybrid enterprise, you assign some individuals to fixed roles, and others to multiple projects. This is typical of large manufacturing or corporate enterprises. Hybrid enterprises such as these models the enterprise using both jobs and positions.

Roles

HRMS provides two key contexts for a role: the primary role and the HRMS role.

• Primary role. You set up primary roles using jobs and positions, as described above, to define the key tasks the enterprise employs people to perform.
• HRMS role. You set up HRMS roles to grant permission to authorize or approve HR actions, such as creating new positions, recruitment, hiring, or managing expenses. Roles also specify destinations in a routing and approval sequence, such as initiator, classifier, reviewer, or approver. You can associate multiple users with the same role, allowing anyone occupying the role to process a position or budget transaction, or approve other changes, such as promotions or transfers.

Position Control

If your organization is a rules-based enterprise (such as a public sector organization), you typically exercise strict control over positions, adhere to budgets, engage in approval processes, or comply with stringent reporting requirements. HRMS position control, budgeting, and workflow features provide many configurable tools to help you address these needs. These tools enable you to:

• Maintain strict control over the creation or modification of positions
• Keep position-related costs in line with available funds
• Meet legislation-mandated funding and reporting requirements
• Route business transactions for approval automatically

If you implement control budgeting, the application triggers warnings or errors when entering an assignment that would put you over budget. You can also report on budget statuses and under budgeted line items at any time in the budget cycle. 

Job and Position Evaluation

• Position and job evaluation features enable you to assess how your employees, contingent workers, and contractors are aligning with the goals of the organization. An evaluation system enables you to define grades and set appropriate compensation levels.

Reorganizing Your Workforce

• Using Mass Move features, you can reorganize your workforce in a single step. You can transfer a group of employee assignments to another organization, or to new positions within the same organization.

Position Hierarchies

• You can also build hierarchies to model reporting lines and other relationships. If you use positions to define primary roles, you can add positions to a position hierarchy to provide a view of line management reporting across your organization or business group, reorganize your workforce, or route HR actions for approval. You create and maintain hierarchies using the Position Hierarchy window or the Position Hierarchy Diagrammer.

Oracle HRMS Lead Functional

This role is responsible for:

• Maintaining/enhancing the Oracle HR global functional model supporting design needs and working to solution HR business requirements through our systems and processes
• Supporting functional deployments to the various regions and countries
• Ongoing support and maintenance of the system/system configuration, including patching, testing and training activities
• Changes to system configuration based on changes/additions to processes (global or local) and/or the HR data model (global or local), the HR service delivery model (global or local) and/or local regulatory requirements in alignment with the global governance process
• Ensuring data integrity with coordination across the HR Operations Teams
• Identifying/translating HR & business needs into system design and configuration
• Managing interface inventory and any requirements for additions, deletions and/or modifications working closely with technical and vendor teams
• Resolving issues/challenges/defects, including those raised by end users

The scope of responsibilities includes:

• Understand HR functional requirements
• Execute functional system design, configuration and testing – strategy, planning, policies and decisions
• Be the expert in the HR technology (e.g. Oracle HR e-Business Suite system) from a functional perspective, including advanced system features and new functionality, ensuring optimal system usage, scalability, integration points and configuration
• Support regional HR employee services and local administrators, ensuring dependable systems, making modifications/enhancements in alignment with the global governance processes (including change control), resolving end user issues, training users on system capabilities/functionality/standards
• Ensure data integrity within the system; understand the various employee populations, security roles, ELC organizations, jobs, locations, etc. and how they interplay to support business and HR processes

Tasks include, but are not limited to:

• Collect/understand/document application requirements ensuring integrity against global data model and process parameters
• Configure approved changes in accordance with global governance processes (including change control)
• Support data conversion and data validation activities performed by regions/countries
• Support testing strategy and execution (unit, integration, user acceptance, usability, performance testing, stress testing, etc.)
• Prepare traceability matrix to track business processes/requirements to test scenarios/cases and execution of results/defects
• Identify gaps in current test coverage and continuously improve and optimize regression test bed
• Support delivery of/deliver end-user training, query capability and security set-up/management
• Partner with HRIT on areas that require technical support and execution
• QA testing of new releases, enhancements, patches and compliance requirements and other changes in order to ensure accurate functionality
• Understand interfaces to and from the system; manage interface inventory and requirements for additions, deletions and modifications, working closely with appropriate functional/HR users and GIS
• SOX/Operational control audits/audit reporting
• Ensure data integrity in alignment w/HR data model and downstream processes that depend on the data (working closely with the global HR data organization)
• Provide ongoing support to regional Employee Services and local administrators as appropriate
• Drive troubleshooting and answers to system functionality and business process questions
• Support end users in system and processes
• Oversee and maintain system configurations
• Troubleshoot system issues; modify configuration as needed in alignment with global governance process
• Ensure data integrity
• Liaise between end user community and GIS
• Stay current on patch level and new functionality
• Identify how various business changes (e.g. acquisitions, policy changes, etc.) will impact the current system configuration and determine what configuration updates are needed to meet the new requirements
• Determine the need for new functionality as business needs change; leverage experience by assisting end users in understanding the options and alternatives that are available as a result of the new system
• Provide oversight to creation of functional specifications for ingoing development objects
• Coordinate/execute mass data changes including reorganizations
• Champion continuous process improvement

Skills/knowledge/prior experience:

Multiple years Oracle HR (e-Business Suite) experience required; Oracle payroll also helpful

Functional competence in Oracle HR required, including:

• DFF, EIT, SIT configurations
• Key flex fields, KFF, Element Entries, Lists of Values
• Hierarchies
• OBIEE
• UPK
• Business Group configuration and knowledge
• Security
• Manager self service (MSS)/Employee Self Service (ESS)
• Approval Management
• Multiple Assignments
• Language support
• Payroll
• Performance Management/Talent Management
• Learning Management
• Comp Workbench
• Taleo
• Understanding of the subtleties and complexities of global organizations across boundaries and cultures, and the ability to work within global teams and build credibility with and amongst various parties to manage functional system needs.
• Strong analytical, solution design and problem-solving skills
• Ability to prioritize and handle multiple projects/activities simultaneously
• Ability to work under pressure and meet strict deadlines on a regular basis