18 checklists, actions, and workforce predictions

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Define Checklists, Actions & Workforce
Predictions
ORACLE FUSION HCM IMPLEMENTATION
PARTNER WORKSHOP
Oracle Fusion Human Capital Management

The following is intended to outline our general product direction. It is intended
for information purposes only, and may not be incorporated into any contract.
It is not a commitment 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 or functionality
described for Oracle’s products remains at the sole discretion of Oracle.
Safe Harbor Statement

The information in this presentation is correct as of the presentation date.
However, Oracle Fusion HCM continues to evolve and software patches are
applied frequently; therefore this information is subject to change.
Check with your Oracle Representative for updates. This content is not
warranted to be error-free.
Content Subject to Change

Objectives
 Define Checklists.
 Define Action & Action Reasons.
 Learn To Manage Predictive Models.

Defining Checklists

Defining Checklists - An Overview
 Checklists are can be used for actions that require
completion of certain standard tasks. For e.g. employee hire
and termination actions generally require a number of people
to complete a set of activities.
 Users can create checklist templates & maintain these tasks
with the help of the checklist template. The primary
components that make up a checklist are :-
 A checklist template.
 Allocated checklist.
 A checklist template can either be allocated to persons
automatically or manually.
CHECKLIST
CHECKLIST
TEMPLATES
ALLOCATED
CHECKLISTS

 Checklist Templates :-
Users can maintain tasks with a checklist template. Human
Resources (HR) specialists typically create checklist
templates and make them available for allocation to the
users.
Once the checklist is created, the line managers can allocate
the created checklists templates to the workers and edit the
checklist and its task attributes.
CHECKLIST
CHECKLIST
TEMPLATES
ALLOCATED
CHECKLISTS

 Allocated Checklists :-
A checklist upon allocation to a worker is termed as an allocated
checklist. This contains tasks relevant to the person to whom the
checklist is allocated.
Tasks performers are assigned during the checklist allocation
process.
Completion dates for the tasks for the allocated checklists are
calculated based on the duration specified while creating the
respective checklist templates.
For e.g. tasks associated with eligibility profiles are allocated only
to those who meet the eligibility criteria.
CHECKLIST
CHECKLIST
TEMPLATE
ALLOCATED
CHECKLISTS

(Navigation Path : Navigator  Tools  Setup & Maintenance  All tasks)

Checklist Template -
Components

Checklist Template - Components
 CHECKLIST TEMPLATE COMPONENTS :-
A. AN ACTION :- Can be used to link a specific action such as hire,
termination to a checklist template. Once allocated the respective
person will experience the action.
B. TASKS :- Tasks form a subset to the checklist template. However,
managers can also create and maintain tasks within the allocated
templates.
C. AREAS OF RESPONSIBILITIES :- Users can choose this option
while creating the checklist template. Significance states that the
persons with the selected responsibilities are automatically assigned
as performers for the required tasks.
D. ELIGIBILITY PROFILES :- If the eligibility profile is linked to the
task, then the task shall appear in the allocated checklist only if the
required worker’s eligibility criteria is defined in the eligibility profile.
CHECKLIST TEMPLATES
AN
ACTION
MAY BE ASSOCIATED WITH
TASKS
CONTAINS
AREAS OF
RESPONSIBILITY
ARE ASSOCIATED WITH
ELIGIBILITY
PROFILES
MAY BE ASSOCIATED WITH

Activity # 1:-
Activity : Creating a checklist template.
Time : 10 minutes.
SG Page No : 12
Lab Session

Checklist Template
Allocation

Checklist Template Allocation
 CHECKLIST TEMPLATE ALLOCATION :-
Contains the tasks relevant to the person to whom the checklist is
allocated. (either manually or automatically)
During allocation, the performers are assigned to the tasks based
on the responsibility types specified in the checklist template.
Task owner is responsible for ensuring task completion.
PERSON
AN
ACTION
EXPERIENCES
AN ALLOCATED
CHECKLIST
IS ALLOCATED A CHECKLIST MANUALLY
ASSOCIATED
TASKS
WHICH CONTAINS
AUTOMATICALLY TRIGGERS
TASK PERFORMERS
(Derived by areas of
responsibility)
TASK
OWNERS
INCLUDES INCLUDES
**Note Before
a) Only task owners & performers can view & update defined checklist tasks.
b) Users can however designate individual workers as owners or performers.
This is basically done so as to allow the workers to track the progress of their tasks
and perform actions.

Action &
Action Reasons

Action & Action Reasons
 Actions tracks the changes to the Human Capital
Management (HCM) records such as changes to
employment and assignment records. When any record
gets either created or updated, the action identifies the
cause of the creation or change.
 Action Reasons Properties: -
A. Actions categorize the type of change effected.
For e.g. each predefined termination is associated with
a termination type (i.e. voluntary or involuntary).
B. Actions help determine the business flow.
For e.g. users can select a list of employment actions
such as assignment change, transfer or termination.
Based on the action selected, the business flow gets
determined.

Action & Action Reasons
 Action Reasons Properties: -
C. Actions can be associated with reasons for analytics
and reporting purposes.
For e.g. Predictions for voluntary terminations are based
on existing data from terminated work relationships.
D. Action types.
Action types help users identify the type of business
process associated with the action, which helps
determine the overall outcome.
For e.g. The Hire an employee action is associated with
the hire action by default. Users can create and
additional action part called “part time hire” and will
have to associate it with the default hire Action.
**Note Before
a) If you are creating a new action, it is mandatory to associate the action
with at least one pre-defined action type.
b) The new action types created, appear in the actions list within the
respective work area. E.g. new hire action types created appear in the
employee hire page. This way users can select the new action type
created instead of the pre-defined action type available.

Activity # 2:-
Activity : Creating an action.
Time : 10 minutes.
SG Page No : 24
Lab Session

Manage Workforce
Predictions

Manage Workforce Predictions - Overview
 HCM predictive models users can define & manage
predictions with the historical data that resides
within the application.
 Pre-defined models are available only for worker
performance & voluntary termination at present.
 How are these predictions useful ?
System predictions can make the enterprise
manage cause-effects that affect the workforce.
Can be useful to identify the potential issues and
guide the enterprise on working towards a strategy
of en-compassing them.
For e.g. if an employee whose performance is
predicted to be high, is also likely to leave
voluntarily. The enterprise can then take necessary
action to avoid this by making course corrections as
necessary.

Manage Workforce Predictions - Overview
 What is the accuracy of these predictions?
The pre-defined predictive models available in the
application are built using a subset of the available
historical data. (70 % available historical data)
Oracle Data Mining (ODM) tests the accuracy for the
models by making predictions for the voluntary
termination & worker performance data that is held
aside (remaining 30% data). ODM then compares the
predictions with the actual outcomes.
For worker performance predictions, the % accuracy
of the predictive model is a measure of how closely
the values match the actual values.
For voluntary terminations the % accuracy of the
model is derived from the percentage of correct
termination predictions made for all employees.
 How are the predictions calculated?
The application rebuilds the selected predictive model
and makes predictions based on scores derived.
**Note Before
a) The application invokes the Collect Data & Perform Data Mining for
predictive analytics process
b) Workforce predictions are not included within the Global Human
Resources, it is a separate product which requires a separate
licenses.

Manage Workforce
Predictions
Managing Model Attributes

Managing Model Attributes
 Most of the model attributes such as worker’s personal
information, employment records, compensation & benefits,
absence etc are held at the assignment level.
 The above specific attributes are used for making voluntary
termination & worker performance predictions.
 Users can : -
 Create new attributes based on fast formula functions, which can be
included in the pre-defined lists.
 User defined attributes can be edited, delete any predictive attributes.
 Control which pre-defined and locally created predictive attribute
appears in the what-if analysis.
**Note Before
a) Users cannot edit, modify pre-defined attributes.
b) In SaaS installations, users cannot create formula functions, therefore you
may not be able to create predictive attributes.

Best Business Practices

Best Business Practices
Important Points
 Implementers are advised to run the calculative processes weekly if the volume of within the enterprise is high
(such as hires, terminations & promotions) else a monthly analysis is advised.
 Schedule the processes at the time of low system activity to rule out any performance impacts.
 Users can perform data collection either for the enterprise or for the line manager’s assignment. However, please note
that the data mining process is scheduled with the latest data available.
 Viewing workforce predictions is handled via the manager resources dashboard, where managers can view their high
performance and terminations for their direct & indirect reports. The predictions can be viewed either graphically or in a
tabular form.

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