Core hr(ppt)

Agenda
 Introduction to Core HR
 Functional structuring
 Utilities

What is HR
 A panel that deals with several processes involved
in smooth running of an organization.
 A company’s deployable assets in terms of
manpower.
 The system used for administering transactions
such as hiring, maintaining records of employees
etc.,

What is HR
 The HR function is still to a large degree
administrative and common to all organizations.
 The HR function consists of tracking innumerable
data points on each employee, from personal
histories to financial records

Several Functions
 Employee Recruitment
 Organizational Learning and Development
 Employee Recognition
 Performance Management
 Employee Events
 Workforce Planning
 Employee Relations and Communications
 Payroll
 Classification and Compensation

Employment
 Recruitment
 Selection
 Testing
 Orientation

Training and development
 Devising programs:
 Hourly Workers
 Managerial Staff
 Primary/advanced skills training
 Promoting diversity

Compensation
 Incentive pay plans
 Job analysis
 Job evaluations
 Wage surveys
 Performance reviews

Payroll
 Ensuring that deserved salary is being paid to the
right employee
 Maintaining records of the employees and their
payments effectively

Why ERP
 To reduce the manual workload of these
administrative activities
 To Electronically automate many of these
processes

How is ERP implemented on
the basic idea of HR

Implementation Equivalence
 Organizational features and classifications by Core HR
 Recruiting People by Irecruitment
 Training by OLM (Oracle Learning Management)
 Assessments and Compensation by PMS (Performance
Management System)
 Salaries and investments on employees by Payroll

Developed around four principal areas of HR
functionalities:
 Payroll
 Time and labour management
 Benefits administration and
 HR management.

Payroll
 Automates the pay process by gathering data of the
employees
 The payroll module sends accounting information to
the general ledger for posting subsequent to a pay
cycle.

Time and Labour management
 Applies new technology and methods to cost
effectively gather and evaluate employee
information
 Key ingredient to establish organizational cost
accounting capabilities

Benefit administration
 Permits HR professionals to easily administer and
track employee participation in benefits programs
 Helps the HR people to find out employee
performance in various activities needed to assess
him

HR management
 Component covering all other HR aspects from
application to retirement
 Organisations have developed human resourse
management information system which supports
recruitment,selection,hiring,job placement,
performance appraisals,employee benefit analysis,
training development, health, safety and security.

Technical Implementation Procedure

Responsibility
 The system administrator should be someone from
within the user group who knows how the system
has been defined and can act as the first level of
support for the application users.
 The system administrator role is clearly defined with
a specific set of practical tasks to be carried out.

Tasks
 Imposing limits on what users can
access through their assigned powers
and securities.
 Defining user profiles etc.,

SYSTEM ADMINISTRATOR
Define the responsibility:
Navigation: System administrator  security  Resp  Define

USER
 Person who takes hold of the
important activities like organisational
decision making.
 Responsible for crucial planning of the
important aspects

Tasks
 Deciding organization location
 Hierarchies
 Payroll determination
 Business logic implementation

SYSTEM ADMINISTRATOR
Define the USER:
Navigation: System administrator  security  USER  Define

Agenda..
 What is flexfield
 Why flexfields
 Types of flexfields
 What is KFF
 Creation of KFF

A Flexfield is…
 Made up of subfields(Segments)
 Flexible data field
 Intelligent fields

Flexfields are used to…
 Have intelligent fields
 Validate the values
 Capture additional information
 Customize data fields
 Query intelligent fields

Types of Flexfields…
 Key Flexfields
 Descriptive Flexfields

Key Flexfield is…
 Intelligent primary key
 Stores information as codes
 Consists of
 Structure
 Segments
 Values
 Valueset

KFF Structures in Oracle HRMS
 Job
 Position
 Grade
 Personal Analysis
 Competency
 People group
 Bank details
 Cost Allocation

Key Flex Fields
Creating Flexfield
Navigation: Sys Admin.ApplicationFlexfieldKey

Segments summary:
Sys Admin.ApplicationFlexfieldKeySegments
Key Flex Fields

Admin.ApplicationFlexfieldKeySegmentsValueset
Key Flex Fields
Defining valueset:

Compiling KFF:
Key Flex Fields
Sys Admin.ApplicationFlexfieldKeyCompile

Assigning Values:
Key Flex Fields
Sys Admin.ApplicationFlexfieldKeyValues

Agenda
 Creating Location.
 Creating Organization.
 Setting Profiles.
 Creating Organization Hierarchy.

Creating Location
HRMSWork StructuresLocation

Creating Organization
HRMSWork StrusturtesOrganization

Linking of Flex Fields
HRMSWork StrusturtesOrganization

Setting Profiles
 Hr%security%
 Hr%user%
 Hr%Business%

Setting Profiles
Sys AdminProfilesSystem

Organization Hierarchy
HRMSWork StructuresOrganizationHierarchy

Organization Diagrammer
HRMSWork StructuresOrganizationDiagrammer

Organization Chart
HRMSWork StructuresOrganizationDiagrammer

Agenda
Enter the people(complete) information as employees,
applicants.
 Maintain all the details of the people like address,passport
information,etc.,
 Update the existing information of the people.
 Also maintain the details of Ex-Employees.

People Enter & Maintain
HRMSPEOPLE ENTER & MAINTAIN

HRMSPEOPLE ENTER & MAINTAINASSIGNMENT

HRMSPEOPLE ENTER & MAINTAINASSIGNMENTSALARY

HRMSPEOPLE ENTER & MAINTAINASSIGNMENTOTHERS

HRMSPEOPLE ENTER & MAINTAINASSIGNMENTSPECIAL INFO

HRMSPEOPLE ENTER & MAINTAINOTHERS

Agenda
 What are DFFs
 Why DFFs
 How to create them

Introduction
 A descriptive flexfield gives us room to expand our
forms, since Oracle Applications cannot predict all
the possible information we may want to track.
 An organization can use descriptive flexfields to
capture additional information that is important and
unique to your business.

Terms and Concepts
 Structure
 Segment
 Value
 Validation (Validate)
 Value set

Structure
 A structure is a particular arrangement of
flexfield segments.
 A Descriptive flexfield can have more than one
structure.

Segment
 A segment is a sub-field within a flexfield.
 Appearance and meaning of individual segment
is defined when customizing a flexfield.
 A segment is represented by a single column in
a table.

Value,Validation and ValueSet
 The Flexfield validates each segment
against a set of valid values (a value set)
that are usually predefined.
 ‘To validate a segment’ means that the
flexfield compares the value a user
enters in the segment against the value
in the value set for that segment.

Some DFFs
 Additional Personal Details
 Add’l Org. Unit Details
 Additional Position Details
 Additional Evaluation Details
 Additional Vacancy Details
 Additional Application Details
 Additional Objective Details
 Additional Absence Details
 Additional Appraisal Details

Steps to implement DFFs:
 Define Descriptive Flexfield Segments
 Define Flexfield Segment Values
 Freeze and Compile Descriptive Flexfield
Structure

DFF
Application Developer>Flexfield>Descriptive > Segments

DFF
Give the required DFF title in the title field

Creation Of Additional Personal
Details
 Search for “Additional Personal Details“ in the
Flexfield Title .(Do F11 and then write “Additional
Personal Details“ in in the Flexfield Title and then
press ( Ctrl + F11) ).You will get list of all the
structure defined.
 Uncheck the Freeze Flexfield Definition checkbox.
 Create a new structure for your flexfield by inserting
a row. (Goto File > New )

 Create a new record for your context and enter
Code Name for it. You can also enter the
description for this context .
 If the enabled check box is not checked then your
context will not be visible in APPS .
 Go to Segments to define segments .Similarly you
can define Value Sets and Values for it too .

DFF
Add segments, value sets and values

Once the design is complete ,save and check the Freeze
Flexfield Definition Checkbox and compile .
DFF

DFF
We can check the dff we have created in
people enter and maintain window

DFF
This is how DFFs would appear in the people
screen

 What are EITsWhat are EITs
 Why EITsWhy EITs
 How to create itHow to create it
AgendaAgenda

Introduction to EIT
 EIT’S are used to capture the extra information that
is not present in the seeded menu

Creation Of EIT
 Search for Extra Person Information in the Title You
will get list of all the structure defined.

The various EIT Tables defined in
Oracle HRMS
 HR_Location_Info_Types
 Per_Job_Info_Types
 Per_Position_Info_Types
 Per_People_Info_Types
 Per_Assignment_Info_Types
 Per_Prev_Job_Info_Types
 Per_Contact_Info_Types

System Admin->Flexfield->Descriptive -> Segments
EXTRA INFORMATION TYPE

System Admin->Flexfield->Descriptive -> Segments

DEFINING SEGMENTSDEFINING SEGMENTS

HRMSVIEWSUBMIT AND
REQUEST

DECLARING PARAMETERSDECLARING PARAMETERS

HRMSSECURITYINFORMATION TYPES SECURITY

 EIT's can be attached to People, Assignment,job,
Position, Location and Organization
 The EIT forms do not have start and end dates. If
you want to create dated information,then you
would have to use two of the EIT flexfield attributes
to store this information.

HRMSPEOPLEENTER AND MAINTAIN

HRMSPEOPLE OTHERS  EXTRA INFORMATION

 That is how EITs are supposed to be maintained for
the sake of any sort of information that needed to
be stored regarding that employee.

Recruitment in Core HR
 Recruitment is the process of selecting a suitable
candidate for a job type within the organization or
hiring from an external source.
 This deals with the creation of vacancy, short
listing suitable candidates ,capturing their personal
and professional information, selecting the
appropriate candidate.

Recruitment Activities by HR
 Identify the gap w.r.t skill set
training required or
hire employees
 Identify the recruitment activity
 Number of employees required
 Duration of the recruitment activity
 Release offer
 Allocate the Assignments

 Create Vacancy
Navigation: Hrms Responsibility - > Recruitment - >
Requisition and Vacancy

 Create Recruitment Activity
Navigation:Hrms Responsibility - > Recruitment
- >Recruitment Activity

 Create Applicant
Navigation: Hrms Responsibility - >Recruitment
->Applicant Quick Entry

 Plan interview cycle for Applicant
i) Plan and manage selection stages
ii) Update interview status
Navigation: Oracle HRMS - > People - > Enter and maintain
- >Others-> Application - > Interview

 Mass Applicants update
Navigation: Oracle HRMS - > Recruitment - > Mass
Applicant update

 Hire the Applicant
Navigation: Oracle HRMS - > People - > Enter and maintain - >
 An applicant can be changed to employee only after the hire
date.

 Navigation: Oracle HRMS - > People - > Enter and
maintain

 Terminate Application
Navigation: Oracle HRMS - > People -> Enter and
Maintain- > Others->End Application

 Navigation: Oracle HRMS - > View -> Vacancies

 To See Requisition Summary Report
Navigation: Oracle HRMS - > Processes And Reports -> Submit a
New Request-> View Output

Summary
 Set up of user and responsibility
 Creation of location and organization
 Enter and maintain of people
 Creation of KFF,DFF,EIT,SIT
 Recruitment through Core HR

Core hr(ppt)

More Related Content

What's hot (20)

Viewers also liked (20)

Similar to Core hr(ppt) (20)

Core hr(ppt)