Oracle Human Capital Management

Introduction

ANFAL ALQUBISY
What is
Track
A Track generally refers to the development path or lifecycle of a product or business solution over time or across
different stages of implementation. In Oracle Fusion, tracks can refer to:
• Upgrade tracks: Refers to how updates or upgrades are applied to specific modules or features.
• Implementation tracks: Refers to the sequence of applying modules or offerings across the organization.
Tracks are useful for guiding and organizing the deployment of solutions, indicating how different components are
integrated or customized over time.

Offerings.
Offerings are bundles of modules provided together as integrated solutions within Oracle Fusion. An offering may
consist of one module or a number of related modules covering a particular area of business. For example.

The Oracle Fusion offerings are the full end-to-end solutions aimed to meet specific business needs across domains.
In Oracle Fusion HCM, the two key offerings are:
• Workforce Deployment: Focused on recruiting, organizing, and managing employees across the
organization.
• Workforce Development: Focused on employee growth, training, performance management, and career
progression.
Modules
Modules are the core components that make up the Oracle Fusion applications. Each module
represents a specific business function or area of work. For example:
• Oracle Financials: Financial management module.
• Oracle Human Resources (HR): Human resources module.
• Oracle Supply Chain: Supply chain management module.
Modules provide the essential functionalities needed for business processes within the system.

Oracle Fusion HCM Modules

Here are some of the key Oracle Fusion HCM modules:
1. Core Human Resources (HR): This module includes features for managing employee
records, workforce structures, and organizational hierarchies. It’s the foundation for other
HCM modules.
2. Workforce Compensation: This module allows organizations to define and manage
compensation plans, including salary, bonuses, and other forms of compensation.
3. Talent Management: Talent Management includes several sub-modules, such as:
o Talent Review and Succession Management: Helps in identifying and developing
talent within the organization.
o Performance Management: Enables the management of employee performance
reviews and goals.
o Career Development: Supports career planning and development activities.
o Learning Management: Allows for the creation and management of training and
development programs.
4. Benefits: This module helps in managing employee benefits programs, including health
insurance, retirement plans, and other employee benefits.
5. Payroll: Oracle Fusion HCM offers a robust payroll module for processing employee pay and
related compliance tasks.
6. Time and Labor: This module helps organizations manage employee time tracking,
attendance, and labor costs effectively.
7. Absence Management: Allows for the tracking and management of employee absences, such
as vacation and sick leave.
 8. Recruiting: Helps in the recruitment and hiring process, from job posting to candidate
selection.
9. Workforce Predictions: This module uses machine learning and analytics to provide insights
into workforce trends and predictions.
10. Workforce Health and Safety: This module focuses on employee safety and health, tracking
incidents, and compliance with safety regulations.
Features
Features are specific capabilities or functionalities within a module. These features are often activated
or customized based on the organization’s needs.
Key features of Oracle HCM typically include:
1. Core HR: Managing employee information, such as personal details, job history, and
organizational hierarchy.
2. Talent Management: Recruitment, onboarding, performance management, career
development, and succession planning.
3. Workforce Analytics: Providing data-driven insights into workforce trends, performance,
and areas for improvement.
4. Payroll and Compensation: Handling payroll processing, tax calculations, benefits
administration, and compensation management.
5. Benefits Administration: Managing employee benefits packages, such as health insurance,
retirement plans, and other perks.
6. Self-Service Portals: Offering employees and managers the ability to access and update their
information, request time off, and perform other HR-related tasks.
7. Learning and Development: Providing training and skill development tools to enhance
employee capabilities.
8. Compliance and Reporting: Ensuring the organization complies with labor laws and
regulations by generating necessary reports and documentation.
Tasks
• Tasks refer to the individual processes or activities that users can perform using the Features
within the Modules.
• For example, if a Feature is "Payroll Management" in the HR module, the Tasks might include
"Processing monthly payroll" or "Calculating payroll taxes."
How to configure offerings?

1. Click Navigator > My Enterprise > Offerings work area.

2. On the Offerings page, select the offering you want to implement.
3. Click the Opt In Features button.
4. On the Opt In page, review the functional hierarchy. Select the check box in
the Enable column to opt in to the offerings and functional areas as applicable to your business
operation.
5. Click the Features icon in the Features column for the enabled offering to enable features at
the offering level. Or, click the Features icon for functional areas to enable applicable features.
6. On the Edit Features page, enable a feature using these options:
a. To enable a Yes or No feature, select the check box in the Enable column.
b. To enable a Single Choice or a Multi-Choice feature, click the Features icon in
the Enable column and make the required selection.
c. To enable a feature using an opt-in task because the Enable check box isn't available for
selection, click the icon in the Opt In Task column.
To save the changes, click Done.
7. On the Opt In page, click Done to save the changes and return to the Offerings page.
Repeat these steps for each offering you want to implement. You can use this procedure to change
the opt-in configuration of any functional areas or features of an enabled offering.

For more information (Refer to the previous post)

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Instance
An instance is essentially a copy or deployment of the Oracle Fusion Applications system that runs
independently, with its own configurations, settings, and data.
Instances are used to handle various stages of the application lifecycle such as development, testing,
or production.

Purpose:
• Isolation:
Instances provide a safe and isolated environment where users can work on configurations,
test functionalities, or run the application in a real business context (e.g., production).
• Segregation of Concerns:
Different instances allow for the segregation of environments for different purposes. For
example, a Development instance is used for coding and customizations, while a Production
instance is used for actual business operations.
• Customization and Testing:
Instances allow organizations to test configurations and customizations in an environment that
mirrors the real system without affecting the live system.

Types of Instances in Oracle Fusion

Production Instance
• Purpose: This is the live environment where real-time business processes take place. The
production instance handles actual data and is used for day-to-day operations in finance, HR,
sales, etc.
• Key Features:
o Real data is used.
o High availability, security, and performance are critical.
o Changes are done carefully and typically in planned maintenance windows.
• Difference: It is the most stable and reliable environment, used for daily operations.
2. Development Instance
• Purpose: Used for development activities like creating customizations, building new features,
and writing code. This environment is used by developers to configure and develop custom
applications or integrations.
• Key Features:
o Primarily for coding and customization.
o Test data is used.
o Changes made here are experimental until moved to the test or staging environments.
• Difference: It is not used for running real business transactions but for developing and testing
code and configurations.
3. Test Instance
• Purpose: Used to test new configurations, customizations, integrations, and updates before
they are moved into production. This environment mimics the production instance but uses
mock data.
• Key Features:
o Used for functional testing and integration testing.
o Contains mock data or non-production data.
o Ensures all customizations and updates work as intended without affecting live systems.
• Difference: Focused on testing, not on running actual business processes.
4. Staging Instance
• Purpose: A staging instance is used to prepare and test the final version of an application
before deploying it to production. This environment mirrors the production environment as
closely as possible, allowing final validation.
• Key Features:
o A near-replica of production.
o Used for data migration and final testing.
o Helps ensure that everything works as expected in a controlled environment.
• Difference: A final step before moving into production, typically used for testing data
migrations and configurations.
 5. Pre-Production Instance
• Purpose: This environment is a replica of the production environment and is used to
simulate real business operations before actual production deployment.
• Key Features:
o Mirrors production for final validation.
o Used for performance testing, load testing, and last-minute checks.
o Simulates all processes that will take place in production.
• Difference: Used for stress testing and final performance checks, typically right before the
system goes live.
6. Sandbox Instance
• Purpose: A sandbox is a flexible and isolated environment where new ideas, features, and
configurations can be tested safely without affecting other environments.
• Key Features:
o Primarily for experimentation.
o Contains test data and is used for trying out new features, configurations, and
customizations.
• Difference: Offers the most flexibility for developers and testers to experiment freely without
affecting other environments.
7. Oracle Cloud Instance
• Purpose: Oracle Fusion can be deployed on Oracle Cloud to take advantage of cloud
infrastructure, offering scalability, flexibility, and reduced maintenance overhead.
• Key Features:
o Hosted on Oracle Cloud, ensuring scalability, security, and high availability.
o Multiple environments (e.g., development, testing, production) can be created within
Oracle Cloud.
• Difference: Cloud instances provide infrastructure as a service (IaaS) and offer benefits like
easy scaling and reduced on-premises maintenance.

Create an Instance
https://docs.oracle.com/en/cloud/get-started/subscriptions-cloud/csgsg/create-instance.html
Fusion Application UI Overview
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How to create an implementation user?

The user accounts that you add in the Security Console are used for implementation users. Usually,
an implementation user sets up Oracle Fusion Cloud Human Capital Management Cloud (HCM).
Then, you can use HCM to create accounts for application users.
Follow these steps to add a user account in the Security Console:
1. In the Security Console, click the Users tab.
2. On the User Accounts page, click the Add User Account button.
3. From the Associated Person Type list, select Worker to link this account to a worker record
in HCM. Otherwise, leave it as None.
4. In the Account Information section, change the default settings if you don't want the account
to be active or unlocked.
5. Fill in the User Information section.
o Select the user category that you want to associate the user with. The user category
includes a password policy and a rule that determines how the user name is automatically
generated.
o Enter the user's first name only if the rule from the selected user category makes use of
the first name or the first name initial to generate user names.
o Enter a password that conforms to the password policy from the selected user category.
6. In the Roles section, click the Add Role button.
7. Search for the role that you want to assign to the user and the click Add Role
Membership button. The role is added to the list of existing roles.
8. Repeat the previous step to add more roles if required, or just click Done.
9. Click the Delete icon to unassign any role.
10. Click Save and Close.
Roles to be added for the consultant:
• Employee
• Line manager
• Human resource analyst
• Human resources specialist
• IT security manager
• Application administrator
• Application implementation consultant
• Application implementation manager
• Application implementation administrator
• Human capital management application administrator
• Human capital management integration specialists
• Integration specialist

For more information

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