Oracle Talent Management Cloud. What s New in Release 10

Transcription

1 Oracle Talent Management Cloud What s New in Release June 2015 Revised: August 2016

2 TABLE OF CONTENTS REVISION HISTORY... 5 OVERVIEW... 7 Give Us Feedback... 7 RELEASE FEATURE SUMMARY... 8 HCM COMMON FEATURES HCM Data Loader Flexible Pipe-Delimited File Format Secure Data Transfer Automated or User-Managed Processing Status and Error Reporting Flexible Key Support Purge Person Data Upload of Assignment Records with Effective Dates That Are Later Than the Termination Date Simplify Global Transfers Performed by Data Upload Enhanced Validation of Worker Records by HCM Data Loader Global Human Resources Country-Level Address Rule Effective Dating Ability to Add Transaction Initiator as a Checklist Task Performer Access Person Information While Working on a Checklist Task Manage Delay Duration of a Checklist Task Restrict Checklist Template to a Localization Ability to Update Actual Start and End Dates from the Notification Approval Notification Personalization Add Comments and Attachments when Submitting a Transaction for Approval Audit of HCM Data Roles and Security Profiles Shared Person Information in Person Security Profiles Auto Provisioning for the Enterprise New Approval Rule for Simplified User Interface Personal Information Changes to Privileges for Predefined Roles Removal of the Import Worker Privilege from the IT Security Manager Job Role Authorization to Run the Send Personal Data for Multiple Users to LDAP Process Removal of the Edit User Name Action from Workers and Line Managers Person Management Access Send Pending LDAP Requests User Details System Extract Report Oracle Tap (Mobile) Mobile - Language Support Enhancements Mobile - Themes Mobile - Access Worker Social Wall Mobile - Worklist and Notifications ROLE SIMPLIFICATION Simplified Reference Role Model APPLICATIONS SECURITY

3 Copy Role and Inherited Hierarchy Analyze Roles by Role Category Aggregate Privileges Generate X.509 Certificate Generate Certificate Signing Request for X.509 Certificate Import Certificates from Keystore Privilege Discoverer Report User Role Membership Report Mobile - Security Enhancements CAREER DEVELOPMENT Development Plan Career Information Explore Roles Colleagues in the Role GOAL MANAGEMENT Mandatory Goal Plans Review Periods Multiple Measurements Simplified User Interface Mass Goal Approval Improvements Performance Goal Alignment Viewer Goals Shared with Me Region Manage Worker Goals Between Job Assignments Using HCM Data Loader Mobile- Goals Mobile - Goal Measurements Mobile - Goal Approval Improvements NETWORK AT WORK Kudos Functionality Kudos Notifications Collaboration Through Oracle Social Network PERFORMANCE MANAGEMENT Simplified User Interface for Performance Management New Look and Feel for the Performance Documents Performance Document Filter for Workers Suspended Assignment Support Review Periods Interim Performance Document Support Long-Term Goals Oracle Social Network Enabled in all Performance Tasks Human Resource Specialist Search for Worker Performance Documents PROFILE MANAGEMENT Simplified Talent Profile User Interface: Edit Skills and Qualifications Enable Talent Profile Database Items for Fast Formula Calculations Talent Ratings Addition to Skills and Qualifications Page Box Assignment and Talent Score Addition to Team Talent Page Create Profile Automatically with New Hire Mobile - Talent Profile

4 TALENT REVIEW AND SUCCESSION MANAGEMENT Enabling Development Goals Option in Talent Pools Notes and Tasks Open Analyses from the Talent Review Dashboard Mass Upload of Talent Pools Open Analyses from the Talent Review Dashboard for Selected Review Population TRANSACTIONAL BUSINESS INTELLIGENCE Line Manager Access to PII and Other Sensitive Information Matrix Manager Hierarchy Unsecured Assignment Manager Hierarchy Workforce Management Checklist- Real Time Enhanced Worker Dimension Enhanced Job Dimension Oracle BI MAD Mobile - View Your Analytics Sample Reports WORKFORCE REPUTATION MANAGEMENT Simplified User Interface Employee Access to Reputation Scores and Social Roles Employee Mentorship Reputation Profile Search Corporate Social Media Usage Compliance Oracle Social Network (OSN) Integration

5 REVISION HISTORY This document will continue to evolve as existing sections change and new information is added. All updates are logged below, with the most recent updates at the top. Date What s Changed Notes 05 AUG 2016 Oracle Fusion Performance Management: Human Resource Specialist Search for Worker Performance Feature information delivered in Update 20 (August). Documents 01 JUL 2016 Oracle HCM Common Features- HCM Data Loader: Simplify Feature information delivered Global Transfers Performed by Data Upload 01 JUL 2016 Oracle HCM Common Features- HCM Data Loader: Upload of Assignment Records with Effective Dates That Are Later Than the Termination Date 01 JUL 2016 Oracle HCM Common Features- HCM Data Loader: Enhanced Validation of Worker Records by HCM Data Loader 03 JUN 2016 Oracle HCM Cloud Common - HCM Data Loader: Purge Person Data 06 MAY 2016 Oracle Fusion Talent Goals: Manage Worker Goals Between Job Assignments Using HCM Data Loader 06 MAY 2016 Oracle Fusion Profile Management: Create Profile Automatically with New Hire 04 MAR 2016 Oracle Fusion Profile Management: Box Assignment and Talent Score Addition to Team Talent Page 05 FEB 2016 Oracle Fusion Profile Management: Talent Ratings Addition to Skills and Qualifications Page 04 DEC 2015 Oracle Fusion Talent Review: Open Analysis from the Talent Review Dashboard for Selected Review Population 30 OCT 2015 Oracle Fusion Global Human Resources: New Approval Rule for Simplified User Interface Personal Information in Update 19 (July). Feature information delivered in Update 17 (May). Feature information delivered in Update 17 (May). Feature information delivered in Update 17 (May). Added new feature information delivered in Update 17 (May). Added new feature information delivered in Update 17 (May). Added new feature information delivered in Update 15 (March). Added new feature information delivered in Update 14 (February). Added new feature information delivered in Update 12 (December). Added new feature information delivered in Update 11 (November). 23 SEP 2015 Oracle Fusion Talent Goals: Goals Shared with Me Region Added new feature information delivered in Update 9 (September). 31 JUL 2015 Oracle Fusion Talent Goals: Performance Goal Alignment Viewer Added new feature information delivered in Update 8 (August). 31 JUL 2015 Oracle Tap (Mobile): Mobile- Language Support Enhancements Added new feature information delivered in Update 8 (August). 31 JUL 2015 Oracle Tap (Mobile): Mobile -Themes Added new feature information delivered in Update 8 (August). 31 JUL 2015 Oracle Tap (Mobile): Mobile - Security Enhancements Added new feature information delivered in Update 8 (August). 31 JUL 2015 Oracle Tap (Mobile): Mobile Access Worker Social Wall Added new feature information delivered in Update 8 (August). 31 JUL 2015 Oracle Tap (Mobile): Mobile Worklist and Notifications Added new feature information. 5

6 Date What s Changed Notes delivered in Update 8 (August). 31 JUL 2015 Oracle Tap (Mobile): Mobile View Your Analytics Added new feature information delivered in Update 8 (August). 31 JUL 2015 Oracle Tap (Mobile): Mobile - Goals Added new feature information delivered in Update 8 (August). 31 JUL 2015 Oracle Tap (Mobile): Mobile Talent Profile Added new feature information delivered in Update 8 (August).. 6

7 OVERVIEW This guide outlines the information you need to know about new or improved functionality in Oracle Talent Management Cloud Release 10. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you. GIVE US FEEDBACK We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Please indicate you are inquiring or providing feedback regarding the Talent Management Cloud What s New for Release 10 in the body or title of the .. 7

8 RELEASE FEATURE SUMMARY Some of the new Release 10 features are automatically available to users after the upgrade and some require action from the user, the company administrator, or Oracle. The table below offers a quick view of the actions required to enable each of the Release 10 features. IMPORTANT NOTE: If you are upgrading from an earlier release to Oracle Global Human Resources Cloud Release 10, then the security upgrade must be completed first to enable new Release 10 features. See the document Upgrading Applications Security in Oracle HCM Cloud Release 10 (ID ) on My Oracle Support for details. Action Required to Enable Feature Feature HCM Common Features Flexible Pipe-Delimited File Format Secure Data Transfer Automated or User-Managed Processing Status and Error Reporting Flexible Key Support Purge Person Data Upload of Assignment Records with Effective Dates That Are Later Than the Termination Date Simplify Global Transfers Performed by Data Upload Enhanced Validation of Worker Records by HCM Data Loader Country-Level Address Rule Person Extra Information Effective Dating Ability to Add Transaction Initiator as a Checklist Task Performer Access Person Information While Working on a Checklist Task Manage Delay Duration of a Checklist Task Restrict Checklist Template to a Localization Ability to Update Actual Start and End Dates from the Notification Approval Notification Personalization Add Comments and Attachments when Submitting a Transaction for Approval Automatically Available End User Action Required Administrator Action Required Oracle Service Request Required. 8

9 Feature Audit of HCM Data Roles and Security Profiles Shared Person Information in Person Security Profiles Auto Provisioning for the Enterprise New Approval Rule for Simplified User Interface Personal Information Changes to Privileges for Predefined Roles Person Management Access Send Pending LDAP Requests User Details System Extract Report Mobile Language Support Enhancements Mobile - Themes Mobile Access Worker Social Wall Mobile Worklist and Notifications Role Simplification Simplified Role Hierarchy Application Security Copy Role and Inherited Hierarchy Analyze Roles by Role Category Aggregate Privileges Generate X.509 Certificate Generate Certificate Signing Request for X.509 Certificate Import Certificates from Keystore Privilege Discoverer Report User Role Membership Report Mobile Security Enhancements Career Development Development Plan Career Information Explore Roles Colleagues in the Role Goal Management Mandatory Goal Plans Review Periods Multiple Measurements Automatically Available Action Required to Enable Feature End User Action Required Administrator Action Required Oracle Service Request Required. 9

10 Feature Simplified User Interface Mass Goal Approval Improvements Automatically Available Action Required to Enable Feature End User Action Required Administrator Action Required Performance Goal Alignment Viewer Goals Shared with Me Region Manage Worker Goals Between Job Assignments Using HCM Data Loader Mobile - Goals Mobile- Goal Measurements Mobile- Goal Approval Improvements Network at Work Kudos Functionality Kudos Notifications Collaboration Through Oracle Social Network Performance Management Simplified User Interface for Performance Management New Look and Feel for the Performance Documents Performance Document Filter for Workers Suspended Assignment Support Review Periods Interim Performance Document Support Long-Term Goals Oracle Social Network Enabled in all Performance Tasks Human Resource Specialist Search for Worker Performance Documents Profile Management Simplified Talent Profile User Interface: Edit Skills and Qualifications Enable Talent Profile Database Items for Fast Formula Calculations Talent Ratings Addition to Skills and Qualifications Page Box Assignment and Talent Score Addition to Team Talent Page Create Profile Automatically with New Hire Mobile Talent Profile Oracle Service Request Required. 10

11 Feature Automatically Available Action Required to Enable Feature End User Action Required Administrator Action Required Oracle Service Request Required Talent Review Succession Management Enabling Development Goals Option in Talent Pools Notes and Tasks Open Analyses from the Talent Review Dashboard Mass Upload of Talent Pools Open Analysis from the Talent Review Dashboard for Selected Review Population Transactional Business Intelligence Line Manager Access to PII and Other Sensitive Information Matrix Manager Hierarchy Unsecured Assignment Manager Hierarchy Workforce Management Checklist- Real Time Enhanced Worker Dimension Enhanced Job Dimension Oracle BI MAD Mobile View Your Analytics Sample Reports Workforce Reputation Management Simplified User Interface Employee Access to Reputation Scores and Social Roles Employee Mentorship Reputation Profile Search Corporate Social Media Usage Compliance Oracle Social Network (OSN) Integration. 11

12 HCM COMMON FEATURES The following HCM common features include enhancements for Release 10: HCM Data Loader Global Human Resources Oracle Tap (Mobile) HCM DATA LOADER HCM Data Loader is a flexible and comprehensive bulk-data-loading solution for business objects across multiple Oracle Fusion Human Capital Management products. You can use it for data-migration, ongoing inbound interfaces, and one-off bulk updates. It supports the bulk load of your configured descriptive and extensible flexfield data, translation data, tree hierarchies, person images, and Document of Record attachments. FLEXIBLE PIPE-DELIMITED FILE FORMAT You can now simplify your inbound integrations by including the business object components and attributes relevant to your use case, whether that be full date-effective history for data migration, or incremental changes for data maintenance. You can supply multiple business object specific files in one compressed zip file and process them together. HCM Data Loader understands the order in which the business object data must be loaded to ensure referenced data is loaded first. KEY RESOURCES For more information about HCM Data Loader file formats, go to My Oracle Support for the following document: HCM Data Loader User s Guide (Document ID: ) SECURE DATA TRANSFER You can now optionally deliver encrypted compressed zip files to Oracle s WebCenter Content server secured by a specific HCM Data Loader account. The compressed zip file is then streamed from the WebCenter Content server and decrypted during import into stage tables before a multi-threaded process loads valid objects into Oracle Fusion. You can use either the Oracle Fusion HCM File Import and Export interface, or the WebCenter Content web service to deliver a zip file to the WebCenter Content server.. 12

13 Your compressed zip file is deleted by default from the WebCenter Content server as soon as HCM Data Loader has finished streaming it. You can change the default behavior by updating the Delete Source File parameter to No on the Configure HCM Data Loader page. Alternatively, you can choose to retain your source file for an individual file by setting the Delete Source File parameter to No on the Schedule Request window. KEY RESOURCES For more information on delivering data files to the Oracle WebCenter Content server, go to My Oracle Support (MOS) for the following document: HCM Data Loader User s Guide, Document ID: AUTOMATED OR USER-MANAGED PROCESSING You can now automate inbound interfaces using the WebCenter Content and HCM Data Loader web services, or control the import and loading processes using the new Import and Load Data user interface. You can use the Import and Load Data user interface to manually initiate the import and optional load of a data set (zip file) and monitor the progress of that data set. The user interface includes a Data Set table and a Business Objects table. The Data Set table displays the data sets or zip files submitted for processing. The Business Objects table displays the business objects that were included in the zip file. On both the Data Set and Business Objects tables the Imported and Loaded Progress columns display the status of import and load.. 13

14 The Import and Load Data User Interface KEY RESOURCES For more information about HCM Data Loader automated or user managed imports, go to My Oracle Support (MOS) for the following document: HCM Data Loader User s Guide, Document ID: STATUS AND ERROR REPORTING You can use the following methods to review and monitor the status of your import and load requests: Import and Load Data user interface Allows review of the progress of your files via the Import and Load Data user interface, with comprehensive status and record count information, message summary, and error management that allows you to review the details of failed records.. 14

15 The Data Set Table in the Import and Load Data User Interface HCM Extract - You can monitor the results of your data loading using the new HCM Extract output, which provides machine readable status and error information. Data Set Status - You can also diagnose complex errors using the new Data Set Status available from the Diagnostic framework. KEY RESOURCES For more information about status and error handling with HCM Data Loader, go to My Oracle Support (MOS) for the following document: HCM Data Loader User s Guide, Document ID: FLEXIBLE KEY SUPPORT HCM Data Loader supports the following four key types: Oracle Fusion GUID (Globally Unique Identifier) Oracle Fusion surrogate ID Source-Key ID User key You can create new objects specifying your source-system identifier and continue to maintain and reference that data in Oracle Fusion using your Source Key. Alternatively, supply the User Key information, for example Organization Name, Person Number, or Absence Type. In addition Oracle Fusion s internal surrogate ID and Globally Unique ID (GUID) can be used.. 15

16 KEY RESOURCES For more information about flexible key support with HCM Data Loader, go to My Oracle Support (MOS) for the following document: HCM Data Loader User s Guide, Document ID: PURGE PERSON DATA The Purge Person process, available from the Diagnostic Framework, purges the following personrelated data from your stage and test environments: Absences Benefits Compensation Documents and Attachments Performance Data Goals and Performance Talent Profile Payroll Relationships Element Entries Calculation Cards Addresses Assignments (including Extra Information Types ) Work Relationships Contacts and Contact Relationships Worker Personal Information (including Passport, Citizenship, s, Licenses, National Identifiers, and Extra Information Types ) Roles and User Details The Purge Person process does not purge data that was created using HCM File-Based Loader, nor does it purge predefined person data. You can specify which records to purge by supplying comma-delimited person numbers or person IDs. Alternatively, supply a SQL query to return the person IDs for all person records that you want to purge. Raise a service request through My Oracle Support (MOS) to request enablement of the Purge Person process on your stage and test pods. This process cannot be enabled in production environments.. 16

17 TIPS AND CONSIDERATIONS You can run the Purge Person process without committing the purge so that you can review the results before you delete the data permanently. KEY RESOURCES For more information on purging person data, see the following document on My Oracle Support (MOS): Purging HCM Data from Test and Stage Environments (Document ID ) UPLOAD OF ASSIGNMENT RECORDS WITH EFFECTIVE DATES THAT ARE LATER THAN THE TERMINATION DATE Prevent the upload of invalid assignment records using HCM Data Loaders new validation. Prior to this enhancement, it was possible to load an assignment record for a terminated work relationship where: The status of the assignment record was set to either ACTIVE or SUSPENDED. The effective dates of the assignment record were later than the termination date of the work relationship. You can continue to load assignment records for a terminated work relationship where the effective dates are later than the work relationship termination date, provided that the assignment status is INACTIVE. No other assignment status is valid. SIMPLIFY GLOBAL TRANSFERS PERFORMED BY DATA UPLOAD Perform global transfers efficiently. A global transfer involves the termination of an existing work relationship with one legal employer and the creation a new work relationship with a different legal employer. The addition of the GlobalTransferFlag attribute enables you to perform global transfers efficiently in uploaded work relationship records. To perform a global transfer when the source work relationship is the worker s primary work relationship, you load: The new work relationship record with the GlobalTransferFlag attribute set to Y and an action code from the EMPL_GLB_TRANSFER action type The child components of the new work relationship record HCM Data Loader automatically terminates the existing primary work relationship and sets the termination date to the day before the start date of the new work relationship.. 17

18 You can perform a global transfer of the primary work relationship only when no active secondary work relationships exist. To perform a global transfer when the source work relationship is a nonprimary work relationship, you load: The new work relationship record with the GlobalTransferFlag attribute set to Y and an action code from the EMPL_GLB_TRANSFER action type The existing nonprimary work relationship record without the GlobalTransferFlag attribute The child components for the new work relationship record but not for the existing nonprimary work relationship record The parent worker record HCM Data Loader automatically terminates the existing nonprimary work relationship and sets the termination date to the day before the start date of the new work relationship. ENHANCED VALIDATION OF WORKER RECORDS BY HCM DATA LOADER Include now only one row for each worker in the data file, when you create workers or update existing workers. As no date-effective attributes are exposed on the worker component, there is no functional reason for storing date-effective history in the PER_ALL_PEOPLE_F table. To correct any attribute of an existing worker record, you must perform a correction. For new worker records created using HCM Data Loader, the Start Date and Effective Start Date attributes of the worker component must equal the start date of the worker s earliest work relationship. Any mismatch in these dates now causes an error to be raised. GLOBAL HUMAN RESOURCES Oracle Fusion Global Human Resources enables your organization to plan, manage and optimize all workforce segments using flexible and extensible best practices to realize extraordinary gains while ensuring compliance and increasing total workforce engagement.. 18

19 COUNTRY-LEVEL ADDRESS RULE The Manage Features by Country or Territory task, formerly Manage Payroll Product Usage, now includes options for controlling the address style and the level of address validation. The address style determines which address attributes are available and maintained in the application. The address style can also affect validation, for example, if you specify that geography uses an address style to validate specific attributes. For example, in the United States, the address style can be defined to validate the State attribute. The combination of address style and address validation determines the level of validation. The values you can select depend on the combination of the country or territory and the selected country extension. For example, for Canada, you can change the address style from its original value only when you set the country extension to Human Resources or None, not Payroll or Payroll Interface. Manage Features by Country or Territory Page. 19

20 TIPS AND CONSIDERATIONS Changing address styles can affect validation rules and may lead to address data integrity and validation issues. If you provide data to a third party, such as a payroll or benefit provider, statutory recipients, or financial institutions, changes to validation or address styles may result in missing data or unrecognized data. Make sure to test any changes you make to the address style or validation for a country or territory before you implement them in a production environment. Disabling address validation disables only any country-specific programmatic validation rules created for a specific country or territory. Disabling address validation on the Manage Features by Country or Territory page does not have any impact on the validation you have set up on the Manage Geographies page. KEY RESOURCES For more information related to this feature go to Applications Help, for the following topics: Setting Features by Country or Territory: Worked Example Changing Address Styles and Address Validation for HCM: Critical Choices EFFECTIVE DATING The Extra Information tab in the Manage Person page is enhanced to provide date tracking capabilities. You can now update and correct, and store and retrieve date effective, extra information data for a person. ABILITY TO ADD TRANSACTION INITIATOR AS A CHECKLIST TASK PERFORMER Tasks on a checklist can be assigned to performers either individually or through roles. The tasks can now be assigned to the person who initiated the transaction.. 20

21 Task Creation ACCESS PERSON INFORMATION WHILE WORKING ON A CHECKLIST TASK The performer or the owner can view the basic details of the person for whom the task is being performed, on a checklist task notification. Performers or owner can click the Person Contextual Action (PCA) icon to view additional details about the person including department and location. Person Basic Details. 21

22 MANAGE DELAY DURATION OF A CHECKLIST TASK While defining tasks you can set a delay duration that is used for calculating the planned start and end dates. The planned dates are calculated by adding the delay duration to the allocation date. Tasks get assigned on the allocation date, but tasks which have delay duration specified will have the planned dates reflecting the delay. How to Create Delays When Creating Tasks RESTRICT CHECKLIST TEMPLATE TO A LOCALIZATION As a Human Resources Specialist or a Line Manager, you can choose a template that is applicable to all countries or a specific localization to assign to an employee. You can select the localization when you create a checklist template. Checklist Template Creation. 22

23 ABILITY TO UPDATE ACTUAL START AND END DATES FROM THE NOTIFICATION You can also modify the default actual start and end dates in a checklist task notification. The task actual dates get updated accordingly in the checklist. Start and End Dates Entry APPROVAL NOTIFICATION PERSONALIZATION As a Human Resources (HR) Administrator, you can now personalize HCM approval notifications. Personalizing Approval Notifications Using the Oracle Page Composer, you can selectively show and hide various components of the notification, including fields, labels and regions.. 23

24 Display Options You can edit labels, color, and the page layout. Content Style Options You can also add custom text and external links to the page.. 24

25 This table shows Work Structures approval transactions that are available to personalize. Create Update Delete Create Grade Update Grade Delete Grade Create Grade Ladders Update Grade Ladders Delete Grade Ladders Create Grade Rate Update Grade Rate Delete Grade Rate Create Job Update Job Delete Job Create Job Family Update Job Family Create Positions Update Positions Delete Positions Create Organization Update Organization Create Location Update Location Delete Location This table shows HR approval transactions that are available to personalize. HR Approval Transactions Add Contingent Worker Add New Person Add Non Worker Add Pending Worker Add Work Relationship Manage Employment Promotions Transfer Create New Assignment Create New Contract Manage Directs Change Location Change Manager Change Work Schedule Termination Manage Work Relationship ADD COMMENTS AND ATTACHMENTS WHEN SUBMITTING A TRANSACTION FOR APPROVAL As the initiator of a transaction, you can now add comments and attachments when submitting the transaction for approval. You can provide relevant information, instructions, and related documents, along with the transaction to enable subsequent approvers to make informed decisions related to the approval.. 25

26 Comment and Attachment Example This table shows Work Structures approval transactions that are available to add attachments and comments. Create Update Delete Create Grade Update Grade Delete Grade Create Grade Ladders Update Grade Ladders Delete Grade Ladders Create Grade Rate Update Grade Rate Delete Grade Rate Create Job Update Job Delete Job Create Job Family Update Job Family Create Positions Update Positions Delete Positions Create Organization Update Organization Create Location Update Location Delete Location. 26

27 This table shows HR approval transactions that are available to add attachments and comments. HR Approval Transactions Add Contingent Worker Add New Person Add Non Worker Add Pending Worker Add Work Relationship Manage Employment Promotions Transfer Create New Assignment Create New Contract Manage Directs Change Location Change Manager Change Work Schedule Termination Manage Work Relationship Cancel Work Relationship AUDIT OF HCM DATA ROLES AND SECURITY PROFILES Oracle Fusion Applications supports the audit of changes to various business objects. You can now use this functionality to track and audit changes to HCM data roles and security profiles. Once audit is configured for these business objects, a user with the Internal Auditor job role can review any changes, identify who made them, and see when they were made in the Audit Reports work area. Reviewing Changes to HCM Security Profiles in the Audit Reports Work Area By default, changes to HCM data roles and security profiles aren t tracked. To enable tracking and subsequent audit: 1. Sign in as the Application Implementation Consultant. 2. Select Setup and Maintenance from the home page. 3. Search for and select the Manage Audit Policies task.. 27

28 4. Click Configure Business Object Attributes in the Oracle Fusion Applications section on the Manage Audit Policies page. 5. Set Application to HCM Core Setup on the Configure Business Object Attributes page. 6. Select an object in the Audit column of the table of business objects that appears. For example, select Person Security Profile or Data Role. The Audited Attributes section of the page shows any attributes that will be audited for the selected object. 7. Click Create to update the list of attributes when the Select and Add Audited Attributes dialog box opens. 8. Select an attribute for audit and move it to the Selected Attributes section in the Available Attributes section. 9. Click OK to close the dialog box. 10. Click Save and Close. 11. Set Audit Level to Auditing in the Oracle Fusion Applications section on the Manage Audit Policies page. 12. Click Save and Close. TIPS AND CONSIDERATIONS To turn off all auditing for Oracle Fusion Applications, set Audit Level to None in the Oracle Fusion Applications section of the Manage Audit Policies page. SHARED PERSON INFORMATION IN PERSON SECURITY PROFILES Until now, any person information that was shared with the signed-in user was included unconditionally in person security profile data instance sets. Having to include this information was causing performance problems, even though the Information Sharing feature isn t widely used. Therefore, it s been decided to make the inclusion of shared information optional. On the Create Person Security Profile and Edit Person Security Profile pages, you now see the Include shared people information option, which is deselected by default. If you want to include shared information in the security profile data instance set, then you must select this option. Option to Include Shared Person Information on the Create Person Security Profile Page. 28

29 TIPS AND CONSIDERATIONS By default, shared person information is still included in existing person security profiles unless Access to Own Record is the only other criterion in the security profile. If appropriate, you can update existing security profiles to deselect Include shared people information. AUTO PROVISIONING FOR THE ENTERPRISE The Apply Autoprovisioning button, which updates autoprovisioning for the enterprise, has been removed from the Create Role Mapping and Edit Role Mapping pages. Having this button available in role mappings was causing performance problems, as users were applying autoprovisioning repeatedly and generating large volumes of provisioning requests. Instead, you re recommended to run the Autoprovision Roles for All Users process after creating or editing role mappings and after loading person records in bulk. Apply Autoprovisioning Button is Removed from Create Role Mapping and Edit Role Mapping Pages TIPS AND CONSIDERATIONS Users who have the Application Implementation Consultant or IT Security Manager job role can run Autoprovision Roles for All Users. NEW APPROVAL RULE FOR SIMPLIFIED USER INTERFACE PERSONAL INFORMATION You can now approve certain changed details in the Personal Information simplified user interface with a new approval rule, called Personal Information. The new rule enables approvals to be applied when personal information, such as name details, contacts, passports and so on are changed. The approval rule is modified using the Manage Approval Transactions for Human Capital Management task in the Setup and Maintenance work area.. 29

30 CHANGES TO PRIVILEGES FOR PREDEFINED ROLES The following three topics describe the changes made to the privileges for predefined job roles. Removal of the Import Worker Privilege from the IT Security Manager Job Role Authorization to run the Send Personal Data for Multiple Users to LDAP Process Removal of the Edit User Name Action from workers and line managers REMOVAL OF THE IMPORT WORKER PRIVILEGE FROM THE IT SECURITY MANAGER JOB ROLE Until now, the IT Security Manager job role has inherited the Import Worker privilege. This privilege is not appropriate for the IT Security Manager job role and is removed in this release. Only the Human Capital Management Application Administrator job role inherits the Import Worker privilege. AUTHORIZATION TO RUN THE SEND PERSONAL DATA FOR MULTIPLE USERS TO LDAP PROCESS After loading person records in bulk, you re recommended to run the Send Personal Data for Multiple Users to LDAP process to correct any differences in the person data held by HCM and Oracle Identity Management. Until now, HR Specialists could run this process. From this release, HR Specialists are no longer authorized to run the process. Only users who have the Human Capital Management Application Administrator job role can run Send Personal Data for Multiple Users to LDAP. The following screen capture shows the process in the Search and Select dialog box in the Scheduled Processes work area. The signed-in user has the Human Capital Management Application Administrator job role. The Process is Available to Human Capital Management Application Administrators Only. 30

31 REMOVAL OF THE EDIT USER NAME ACTION FROM WORKERS AND LINE MANAGERS Until now, users have been able to edit their own user names by selecting the Edit User Name action on the Manage User Account page. Line managers have been able to edit the user names of their reports in the same way. Being able to edit user names is inappropriate for these users. Therefore, in this release, the Edit User Name action is removed from the Manage User Account page for workers and line managers. Edit User Name remains available to HR specialists on the Manage User Account page. Edit User Name Remains Available to HR Specialists PERSON MANAGEMENT ACCESS The Person Management entry in the Navigator is now secured by the Manage Person Work Area functional privilege. Until this release, the Person Management entry was secured by the Search Person functional privilege. Review custom roles that access the Person Management work area to ensure that they have the Manage Person Work Area functional privilege. The Person Management Entry in the Navigator. 31

32 TIPS AND CONSIDERATIONS To review the role hierarchy of a custom role, you can use the Security Console. Edit the role and review functional privileges on the Functional Security Policies page. Ensure that you add the Manage Person Work Area functional privilege to any custom role that is currently accessing the Person Management work area by means of the Search Person functional privilege. SEND PENDING LDAP REQUESTS Typically, you schedule the Send Pending LDAP Requests process to run daily. This process sends futuredated and bulk requests for user accounts and roles to Oracle Identity Management. Send Pending LDAP requests has been updated to prevent it from terminating prematurely and reporting an inaccurate status. The process now pauses until all requests are processed before completing. In addition, logging details have been improved to facilitate error diagnosis. USER DETAILS SYSTEM EXTRACT REPORT The User Details System Extract Report is an Oracle BI Publisher report that provides details of selected user accounts. Until now, the report didn t include pending workers. From this release, pending workers with user accounts can appear in the report. Accessing the User Details System Extract Report in the Reports and Analytics Work Area. 32

33 ORACLE TAP (MOBILE) This section describes new features that are relevant if you use Oracle Tap for HCM Mobile applications. Oracle Tap works on smart devises that have a web browser, such as smart phones and tablets. MOBILE - LANGUAGE SUPPORT ENHANCEMENTS Oracle Tap mobile solutions supports the same languages available in Fusion HCM Cloud with the exception of languages that read from right to left. KEY RESOURCES For more information about supported mobile devices and operating systems (OS), you can see a complete list under system requirements: Oracle Human Capital Management Cloud Release 10 MOBILE - THEMES Oracle Tap supports six out-of-the-box color themes that you can define within the settings area of the mobile application. You can also set the mobile logo and watermark that appears in the application by configuring this within Fusion. To enable delivered themes in mobile, the administrator would need to go into the Fusion tools appearance area and select the appropriate company logo and watermark background image. The user can select from a list of themes in the mobile settings page that will set the theme on mobile. MOBILE - ACCESS WORKER SOCIAL WALL Within Oracle Tap, you can start an Oracle Social Network (OSN) conversation with a worker that you have selected. This feature requires that the OSN app is installed on the device because Oracle Tap uses punch-out integration with OSN to connect. To connect with OSN, you need to install OSN on your mobile device and setup an appropriate OSN account. If you have an active account in both Fusion and OSN, then you can use this feature. MOBILE - WORKLIST AND NOTIFICATIONS You can view and act on workflow tasks on the Notification/Approvals page on your mobile device. As a manager, you can approve or reject a task and access the details task page. The details task page is a web view of the detail task view. Actions can only be done within the list view of the Notification page.. 33

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35 ROLE SIMPLIFICATION Role definitions for the security reference implementation are simplified. Many roles beneath the job level are eliminated. The privileges that are defined are assigned to job or abstract roles, either directly or as aggregate privileges (which are new to Release10). This reduces the complexity of role administration and customization. Some things to consider with the role simplification are: a. An aggregate privilege combines the functional privilege for an individual task or duty with the relevant data privileges. Oracle defines and delivers aggregate privileges, these cannot be customized. b. Privileges or aggregate privileges can be assigned directly to job or abstract roles. (In Release 9, privileges could be assigned only to duty roles.) Every job or abstract role that existed in Release 9 also exists in the simplified role hierarchy for Release 10. Each of these job or abstract roles authorizes the same privileges in Release 10 as it did in Release 9. Release 10 adds some new job roles. The nodes in the hierarchy between a job and its privileges are reduced and simplified. Release 10 will include both the hierarchy you are used to and the new simplified hierarchy. On upgrade, users will be members of the old hierarchy. You can move users to the new hierarchy at your discretion. Note that new functionality will exist under the new hierarchy. SIMPLIFIED REFERENCE ROLE MODEL Every job or abstract role that existed in Release 9 also exists in the simplified role hierarchy for Release 10. Each of these job or abstract roles authorizes the same privileges in Release 10, as it did in Release 9. Release 10 although, adds some new job roles. The nodes in the hierarchy between a job and its privileges are reduced and simplified. Release 10 will include both the hierarchy you are used to and the new simplified hierarchy. On upgrade, users will be members of the old hierarchy. You can move users to the new hierarchy at your discretion. Note that new functionality will exist under the new hierarchy. For existing customers who upgrade to Release 10, you can choose to move your users to the simplified hierarchy at your own discretion. Before beginning the move to the simplified hierarchy, please be sure to review the white papers on My Oracle Support (Doc ID: ) to understand what is involved and how it will work.. 35

36 APPLICATIONS SECURITY Oracle Fusion Applications Security provides a single console in which security managers and security administrators can review, design, and modify roles in Oracle Fusion Applications. It enables users to visualize the relationship among the roles, and to model applications-menu and task-pane entries for any role. Users can also manage certificates and review a set of security reports. COPY ROLE AND INHERITED HIERARCHY You may create a new role by copying an existing role, then editing the copy. You have the option of copying only the "top" role (the role itself) or the top role and its inherited roles. If you choose to copy only the top role, your copy shares its role hierarchy with the source role. That is, the source role inherits subordinate roles, and your copy inherits the same roles. Subsequent changes to those inherited roles will affect not only the source role, but also your copy. If you choose to copy the top role and its inherited roles, the copied top role inherits new copies of all subordinate roles. This option insulates the copied role from any changes to the original versions of the inherited roles. Copy Options for a Role Selected. 36

37 TIPS AND CONSIDERATIONS Enter the role name suffix to use during role copy in the Administration tab. This suffix will be used every time you copy inherited roles. ANALYZE ROLES BY ROLE CATEGORY A role belongs to a category, which describes the purpose the role shares in common with other roles. Typically a category contains a type of role configured for an application, such as "Financials Duty Roles." You can review statistics about the categories themselves: the number of roles in each, the number of role memberships (roles belonging to other roles within the category), and the number of function and data security policies created for those roles. (Roles by Category pie chart compares the number of roles in each category with those in other categories.) You can select a category and list the roles belonging to it. For each role, you can review its role memberships, function and data security policies, and users assigned to it. The Security Console Analytics Page AGGREGATE PRIVILEGES Aggregate privileges are new in this release. Each aggregate privilege combines the functional privilege for an individual task or duty with the relevant data privileges. Oracle defines aggregate privileges which cannot be customized. You can however, include them within job hierarchies that you define. When a. 37

38 job hierarchy uses aggregate privileges and you depict that hierarchy in the Security Console visualization, the aggregate privileges appear as distinct elements of the hierarchy. Security Console Visualization of a Role Hierarchy with Aggregate Privileges, Which are Labeled A GENERATE X.509 CERTIFICATE A digital certificate establishes public and private keys for encrypting and decrypting data that Oracle Cloud applications exchange with other applications. You can now generate certificates in the X.509 format and/or continue to generate PGP formatted certificates. You can also export saved X.509 certificates for signing by a certifying authority or for use in other certificate systems. GENERATE CERTIFICATE SIGNING REQUEST FOR X.509 CERTIFICATE When you generate an X.509 certificate it exists initially at a self-signed state. You transform it to a trusted state by having it digitally signed by a certificate authority. The Security Console enables you to create a Certificate Signing Request (CSR), a file that you would then send to a certificate authority. You would then import the response as a trusted certificate.. 38

39 TIPS AND CONSIDERATIONS Although the Security Console creates the CSR, you are expected to follow a process established by your organization to forward the CSR to a certificate authority. This process does not apply to PGP certificates. IMPORT CERTIFICATES FROM KEYSTORE You can import an X.509 certificate, typically belonging to an external source with which your system is to communicate. One or more X.509 certificates may be contained within a keystore and you have the option of importing certificates from a keystore. (Alternatively, you may import a certificate file on its own.) Keystore Option Selected During X.509 Certificate Import PRIVILEGE DISCOVERER REPORT The Privilege Discoverer Report lists every secured action a user is authorized to within a work area.. 39

40 USER ROLE MEMBERSHIP REPORT The User Role Membership Report lists each user's job roles. MOBILE - SECURITY ENHANCEMENTS To meet our customer s needs related to security, Oracle Tap is providing support the following types of security capabilities: Federated SSO with a Customer s External IDP 1. Federal SSO with a Customer's External IDP 2. Configured with IP addresses to allow and/or block access (i.e., blacklist or whitelist) 3. A connection from a mobile device can utilize VPN from the device 4. Supports 2-way authentication (NOTE: This functionality is only supported with ios) 5. App Containerization Support: Oracle Tap can be deployed with MDM solutions to secure the mobile device and/or the mobile applications on a device You will need to use the security archive that is posted on OTN: The company will need to define and implement a process to download the latest security archive, wrap it, re-deploy it via the enterprise app store and notify users. (NOTE: This functionality is only supported with ios) Each security capability requires specific information and steps to enable. Have your Administrator refer to the key resources section for more details. KEY RESOURCES For more information about configuring these security capabilities, refer to My Oracle Support (MOS) for the following documents: Oracle Tap User Authentication (Security) Approaches, Document ID How To Prepare App for 2-Way Authentication, Document ID TECH NOTE - Oracle Tap for ios - Wrapping with Good Technologies,Document ID

41 CAREER DEVELOPMENT Using Oracle Fusion Career Development, you can manage your workers career interests and development plan. Career Development provides a comprehensive development plan for workers that you can use to establish development goals and manage development progress DEVELOPMENT PLAN Manage your near and long-term career development strategies using the development plan. Based on your role permissions, you can create and manage your development goals within your development plan. You can tag goals with development intents. Development intents are tags that help you to organize and track your goal by indicating the purpose of the goals, such as developing in your current role. Development Plan KEY RESOURCES For more information about development plans, go to Applications Help for the following topics: Career Development: Explained Development Intents: Explained. 41

42 CAREER INFORMATION Career Development displays the worker s career information, such as career statement and preferences. Both workers and managers can view worker s career preferences and development plan in a single view. Career Statement View Career Statement and Preferences KEY RESOURCES For more information about career information in career development, go to Applications Help for the following topic: Career Development: Explained. 42

43 EXPLORE ROLES Search for desired future roles and review application-recommended roles. When reviewing a role, you can compare your current competencies and other skills and qualifications with those targeted for that role and identify gaps and opportunities for your career development. You can create development goals to address the gap directly from the same UI. Careers of Interest and Recommended Roles Description of Career of Interest and Associated Competencies. 43

44 Adding a Goal for a Competency Gap KEY RESOURCES For more information about exploring roles, go to Applications Help for the following topics: Career Development: Explained Career Development: How They Work with Profiles COLLEAGUES IN THE ROLE When exploring future roles, you have the opportunity to view colleagues you may know who are in the role or have been in the role that you can reach out to in order to learn more about the role. You can mark colleagues as favorites that you wish to contact in future for career guidance. Colleagues in this Role. 44

45 KEY RESOURCES For more information about colleagues in the roles, go to Applications Help for the following topics: Career Development: Explained Career Development: How They Work with Profiles. 45

46 GOAL MANAGEMENT Using Oracle Fusion Goal Management, you can transform business objectives into goals across various organization levels, providing a clear line of sight from managers to employees. Business leaders can communicate high-level initiatives, which managers can translate into goals for their employees. MANDATORY GOAL PLANS Streamline goal management-related processes including goal assignments, approvals, and evaluations by leveraging goal plans. Goal plans are now mandatory to enhance integration between Goal Management and Oracle Fusion Performance Management. Create purposeful goal plans for specific periods for different worker groups. You add a goal to a goal plan when creating a goal. Workers cannot create a goal unless there is a goal plan assigned to workers. HR specialists assign goal plans to workers by using the Manage Goal Plans task from the Goal Management work area. Goal Associated with a Goal Plan TIPS AND CONSIDERATIONS To create a goal plan, you must first create a review period that you associate with the goal plan. KEY RESOURCES For more information about goal plans, go to Applications Help for the following topics: Creating Goal Plans: Points to Consider Goal Plans: Explained. 46

47 REVIEW PERIODS Connect your goals and performance evaluations using common business periods with the new review period feature. You use the review period feature to associate goal plans in Goal Management and performance documents in Performance Management. HR specialists can create review periods using the Manage Review Periods task from the Goal Management work area. They create review periods to associate with goals plans, goal plan sets, and performance document periods that fall within the same time frame. Manage Review Periods Task Edit a Review Period Review Period Associated with a Goal Plan. 47

48 Review Period Associated with a Goal Plan Set KEY RESOURCES For more information about review periods, go to Applications Help for the following topic: Talent Review Periods in Talent Management: Explained MULTIPLE MEASUREMENTS You can now measure employee performance with a higher level of granularity using a combination of quantitative and qualitative measurements. You can define multiple measurements of proper types for a goal to accurately capture different aspects of an achievement. Multiple Measurements with Different UOMs. 48

49 1. Sign in to Oracle Fusion Applications. 2. In the Navigator, open the Setup and Maintenance work area. 3. On the Overview page of the Setup and Maintenance work area, select the All Tasks tab. 4. In the Search region, complete the fields as displayed in the following table. Field Search Name Value Task Manage Administrator Profile Values 5. Click Search. 6. In the search results, click Go to Task for the Manage Administrator Profile Values task. 7. On the Manage Administrator Profile Values page, enter HRG_ENABLE_MULTIPLE_MEASUREMENT in the Profile Option Code field and click Search. 8. Set Profile Value at Site or User profile level to Y to enable multiple measurements. KEY RESOURCES For more information about measurements and goal management, go to Applications Help for the following topics: Goal Measurements: Explained Goal Management: Explained Oracle Fusion Goal Management Profile Options SIMPLIFIED USER INTERFACE Streamline goal management with a new user interface designed to improve user experiences and make the product more engaging. Use new and existing features with a fresh look and feel, harmonized layout, optimized navigation and intuitive shortcuts. The My Goals and My Team Goals pages highlight key information while reducing page clutter. My Goals and My Team Goals pages are improved to highlight just key information. Filters included in goal plan and goal review pages enable you to quickly view your current goals. You can update goal progress and perform other actions on the page without drilling into further details. Managers view of team goals is simplified and enriched with graphical analytics.. 49

50 Simplified User Interface KEY RESOURCES For more information about goal management, go to Applications Help for the following topic: Goal Management: Explained MASS GOAL APPROVAL IMPROVEMENTS Increase employee productivity by reducing the number of approval transactions. Workers can use the mass goals approval feature to submit and process multiple approval requests within a single transaction. In addition to using the worklist for goal approvals, approvers can now approve or reject goal changes for a goal plan in a single action directly from the worker s Goals page. Approving goals from a worker s Goals page also provides a complete view of the worker s goal plan. Use extended configuration options to enable approvals for any combination of add, update, complete, cancel, and delete goal requests.. 50

51 Mass Goal Approval from the My Goals Page 1. Sign in to Oracle Fusion Applications. 2. In the Navigator, open the Setup and Maintenance work area. 3. On the Overview page of the Setup and Maintenance work area, select the All Tasks tab. 4. In the Search region, complete the fields as displayed in the following table. Field Search Name Value Task Manage Administrator Profile Values 5. Click Search. 6. In the search results, click Go to Task for the Manage Administrator Profile Values task. 7. On the Manage Administrator Profile Values page, enter a field value for enabling approval for goal actions and click Search for each value to enable approval for that profile option. Set Profile Value at Site or User profile level to Y to enable approvals for each profile value. Field Value Description Profile Option Code HRG_ADD_GOAL_REQ_APPR Task Enables approval for the add goal action Profile Option Code HRG_GOAL_COMPLN_REQ_APPR Enables approval for updating goal status to completed Profile Option Code HRG_KEY_ATTR_CHG_REQ_APPR Enables approval for changes to the key goal field Profile Option Code HRG_CANCEL_GOAL_REQ_APPR Enables approval for canceling a goal Profile Option Code HRG_DELETE_GOAL_REQ_APPR Enables approval for deleting a goal. 51

52 KEY RESOURCES For more information about profile options and goal management, go to Applications Help for the following topics: Oracle Fusion Goal Management Profile Options Goal Management: Explained PERFORMANCE GOAL ALIGNMENT VIEWER When a performance goal has alignment relationships with other goals, the Goal Alignment icon is displayed for the goal. The alignment feature is enabled for goals on the My Goals page, My Organization Goals page, and Goals page of a report. Goal Alignment Icon The user can click the Goal Alignment icon to open the Goal Alignment page. This page will display the alignment hierarchy for the goal.. 52

53 Alignment Hierarchy of a Goal You can show or hide levels of the hierarchy by clicking the Show and Hide icon respectively that appears for a connection on the bottom of the selected goal card. You can use the Go Up icon to view the parent-level of the alignment hierarchy for the selected goal. This icon appears only when the selected goal has the two levels of alignment hierarchy. Each goal card for a person included in the alignment hierarchy also displays the total number of goals aligned either directly or indirectly to the selected goal.. 53

54 Icons Show How to Go Up or Hide a Hierarchy and the Number of Goals Aligned to the Selected Goal To use the alignment feature for goals, ensure that: The goal alignment feature is enabled. The selected goal has alignment relationships with other goals. To enable the goal alignment feature, perform the following steps: 1. Sign in to Oracle Fusion Applications as an implementer. 2. In the Navigator, open the Setup and Maintenance work area. 3. On the Overview page of the Setup and Maintenance work area, select the All Tasks tab. 4. In the Search region, complete the fields as displayed in the following table. Field Search Name Value Task Manage Worker Goal Setting Profile Option Values 5. Click Search. 6. In the search results, click Go to Task for the Manage Worker Goal Setting Profile Option Values task. 7. On the Manage Worker Goal Setting Profile Option Values page, enter HRG_ENABLE_GOAL_ALIGN in the Profile Option Code field and click Search. 8. Set Profile Value at Site or User profile level to Y to enable alignment for goals.. 54

55 KEY RESOURCES For more information about goal management and goal alignment, go to Applications Help for the following topics: Goal Management: Explained Oracle Fusion Goal Management Profile Options Aligning Performance Goals: Explained What happens if I align a performance goal? Cascading Performance Goals to Promote Strategic Alignment Throughout an Organization: Example GOALS SHARED WITH ME REGION Workers can use the new the Goals Shared with Me region on the My Goals page as an alternative way to add goals from other sources to their goal plans. The total published organization goals, shared manager goals, and shared colleague goals within a review period are displayed as a number link in the Goals Shared with Me region. The worker can click a number link corresponding to the goal source to open the Add Goal from Other Sources page and add a goal from the selected source to the worker s goal plan. Goals Shared with Me Region on the My Goals Page. 55

56 Add Goal Actions on the Add Goal from Other Sources Page KEY RESOURCES For more information about goal management, go to Applications Help for the following topic: Goal Management: Explained MANAGE WORKER GOALS BETWEEN JOB ASSIGNMENTS USING HCM DATA LOADER Use HCM Data Loader to manage performance goals of a worker when job assignments change for the worker. Job assignments of a worker might change if the worker is transferred or the worker takes on a different role within the company. You can now use HCM Data Loader to move performance goals of a worker between different job assignments. KEY RESOURCES For more information about loading, go to Applications Help for the following topic: Review the Creating Goal Plans: Points to Consider Or My Oracle Support for the following document: HCM Data Loader: Loading Goal Data, Document ID

57 MOBILE- GOALS You can track your top goals while you are on the go and prioritize your tasks accordingly. Employees and Managers can track their goals and see how their goals are aligned with a particular goal. Managers can also make sure that their employees are on track to achieve their goals. Managers can view their goals by review period and goal plan. When modifications are made, the changes are updated across the entire goal plan. Goals can be created and updated by both managers and workers and approved for an entire goal plan. Multi-measurements on a goal are also supported within mobile so qualitative and quantitative measurements can be created and updated on your goals. You can also initiate an Oracle Social Network (OSN) conversation on a goal that you have selected. This functionality requires that the OSN app is installed on your mobile device. No steps are needed to enable multi-measurements within goals in mobile. Once this feature is enabled in Talent Review, it will automatically display in mobile. MOBILE - GOAL MEASUREMENTS HCM Cloud Mobile now allows you to access a single goal measurement on your mobile device. The Mobile application also supports multiple measurements. You can now use a combination of quantitative and qualitative measurements to measure employee performance with a higher level of granularity. In addition, you can also combine multiple measurements for a goal to accurately capture different aspects of a goal achievement. MOBILE - GOAL APPROVAL IMPROVEMENTS HCM Cloud Mobile now supports goal approvals through your mobile device. After a worker submits a goal, it goes through the same approval process as it does when submitted in the application. Once submitted, the approval workflow sends a notification to the approver. Approval notifications are sent through both the application and the mobile device, and can be acted upon through either.. 57

58 NETWORK AT WORK Oracle Fusion Network at Work provides integration between Oracle Fusion HCM and Oracle Social Network (OSN) to allow workers to collaborate with others in the organization. Network at Work also provides the capability for workers to give each other informal kudos, which can be used in feedback and performance evaluations. KUDOS FUNCTIONALITY We replaced Kudos with the new Fusion HCM Kudos feature. Though many features remain the same, you can now configure whether users can: Hide kudos they receive Delete kudos they give to others You continue to create and manage Kudos in Portrait, though you may notice cosmetic differences. You can also view Kudos in: Performance Management performance documents Talent Review, on the Details dialog that you open from the dashboard Succession Management, on the Details dialog you open on the Overview page On the Details dialog, you can also create and delete kudos. Create and Manage Kudos in the Person Gallery. 58

59 1. In the Setup and Maintenance work area, in the Task section, click Configure Offerings to open the Configure Offerings page. 2. Expand Workforce Deployment. Configuration Offerings 3. In the Network at Work row, select the View or Select Feature Choices icon to open the Select Feature Choices page. Select Feature Choices Page 4. In the Network at Work section, select Yes to enable Kudos. 5. In the Kudos section, select Allow users to hide kudos received. 6. Select Allow users to delete kudos given. 7. Click Save and Close.. 59

60 TIPS AND CONSIDERATIONS Kudos appear in the performance document when you click the Kudos icon at the top of the document. Kudos appear on the General tab of the Details dialog you open from succession plans and the Talent Review meeting dashboard. To hide the kudos you receive, on your Portrait Kudos card, select Private. To delete kudos you create, open the portrait of the person to whom you gave kudos, and click the Delete icon. If you already use Kudos, then the previous entries are upgraded to be visible in the new component. KEY RESOURCES For more information about Network at Work, go to Applications Help for the following topics: Network at Work: Explained How can I enable the Network at Work features? KUDOS NOTIFICATIONS Enhance communication with new notifications for a worker and his manager when the worker receives kudos. The recipient receives the notification and can view the kudos without navigating to the Portrait. Enable Kudos Notifications to Alert the Recipient. 60

61 Expanded Kudos Notifications Display all Relevant Kudos Information 1. In the Setup and Maintenance work area, on the All Tasks tab, in the Name field, enter Manage Talent Notifications. 2. Click Search. 3. In the Search Results section, for the Manage Talent Notifications row, click the Go to Task icon to open the Manage Talent Notifications page. 4. Select the Profile Management tab. 5. Select Kudos notification to manager. 6. Select Kudos notification to worker. 7. Click Save and Close. TIPS AND CONSIDERATIONS You can create kudos for anyone whose portrait you can access. Kudos, like all notifications, are not enabled by default; you must enable them.. 61

62 KEY RESOURCES For more information about Network at Work, go to Applications Help for the following topics: Network at Work: Explained How can I enable the Network at Work features? COLLABORATION THROUGH ORACLE SOCIAL NETWORK Increase collaboration through Oracle Social Network. You can use Oracle Social Network conversations for your collaboration needs instead of Spaces. Network at Work is no longer integrated with Spaces. Use Oracle Social Network to Collaborate with Others to Replace Spaces TIPS AND CONSIDERATIONS Spaces you created in the Spaces region still exist in Release 10, but you can no longer navigate to them from your Portrait, nor will you be able to see a list of spaces when viewing other worker s portraits. KEY RESOURCES For more information about Oracle Network at Work, go to Application Help for the following topic: Managing Oracle Social Network Objects: Explained topics.. 62

63 PERFORMANCE MANAGEMENT Oracle Fusion Performance Management supports features and functions for measuring and reporting worker performance. SIMPLIFIED USER INTERFACE FOR PERFORMANCE MANAGEMENT Your user experience with Performance Management is refreshed with a simplified user interface. You can navigate more easily to and through manager and worker overview pages, performance document pages, and administration tasks using the updated UI. Tabs on the Left to Access the Pages in the Manager and Worker Overview Pages Administration, Monitoring, and Setup Task Links Appear when you Click the List Icon on the Right Side of the Work Area. 63

64 TIPS AND CONSIDERATIONS To access the four pages in the manager overview area, click the tabs on the left side of the work area: My Evaluations, My Manager Evaluations, My Organization, and My Feedback Requests. To open the Search: Performance Documents and Reports tasks, along with Administration, Monitoring and Setup tasks, select the tabs on the right side of the work area. The My Performance Document History region is depreciated in the simplified UI. Workers can use the Search: Performance Documents region to access all historic performance documents. KEY RESOURCES For more information about Performance Management, go to Application Help for the following topics: Evaluate Worker Performance: Overview Analyze Workforce Development Performance: Overview topics. NEW LOOK AND FEEL FOR THE PERFORMANCE DOCUMENTS The updated performance documents user interface streamlines the process of evaluating a worker. Workers, managers, and participants can more easily enter ratings and comments on goals and competencies. Users have a quick view of how much of the performance document they have completed.. 64

65 Access the Sections Using the Tiles on the Left Side of the Performance Document Information Icon to See Additional Information, such as Rating Descriptions. 65

66 TIPS AND CONSIDERATIONS Select a content item, such as a competency or rating, to open the dialog to add ratings and comments, or click Show All Comments to display all the content items for the section and rate them directly on the performance document. Click the Performance Rating History link to view a graph of the last three evaluations of the worker in the Overall Ratings and Comments section. The Competencies and Goal sections now provide a simple list of the items within them and these lists are removed from the Overall Summary section. The Overall Summary section now focuses on the actual overall rating and comment for the whole performance document. KEY RESOURCES For more information about Performance Management, go to Applications Help for the following topic: Evaluate Worker Performance: Overview PERFORMANCE DOCUMENT FILTER FOR WORKERS Filter workers lists of performance documents using a new filter to find specific documents more easily. Reduce the number of performance documents displayed by only displaying performance documents for terminated assignments when using the filter. Click the Filter Icon on the My Evaluations Page to Access the Worker Filter. 66

67 TIPS AND CONSIDERATIONS You can select multiple documents to appear. You can search any documents you are eligible for, including older ones. You can use the Document Status filter to select documents in a particular status. KEY RESOURCES For more information about filtering in Performance Management, go to Applications Help for the following topics: Evaluate Worker Performance: Overview Filtering Data in the Performance Management Work Area (video) SUSPENDED ASSIGNMENT SUPPORT You can now search and complete performance documents for assignments in a suspended status. Workers, managers, and HR Specialists can create or complete in progress performance documents for assignments that are suspended due to global temporary transfers. Suspended assignments are now treated the same as active assignments: They appear when you search using a worker or performance document name, or other search criteria. You can search using any task where you search for performance documents.. 67

68 Performance Document Searches Now Include Suspended Assignments TIPS AND CONSIDERATIONS Use the Assignment Name and Assignment Status columns to identify which documents are for suspended assignments. Use the View menu to make the Assignment Name and Assignment Status columns visible. To find documents for terminated assignments, continue to select the Include Terminated Assignments and Workers checkbox. KEY RESOURCES For more information about filtering in Performance Management, go to Applications Help for the following topic: Search Performance Documents: Explained. 68

69 REVIEW PERIODS Associate performance goal plans and performance documents using the review period feature. You can define review periods for business periods and link them with performance goal plans in Goal Management and performance documents in Performance Management. Review Periods Link Goal Plans with Performance Documents to Coordinate Worker Goals and Evaluations Create Review Periods to Associate with Performance Documents, Goal Plans, and Goal Plan Sets TIPS AND CONSIDERATIONS Create review periods using the Manage Review Periods task.. 69

70 KEY RESOURCES For more information about setting up performance templates, go to Applications Help for the following topics: Setting Up the Performance Template: Critical Choices Creating a Performance Template: Worked Example INTERIM PERFORMANCE DOCUMENT SUPPORT Set up performance templates to display comments and ratings from interim periods to display in a later evaluation period. With interim performance documents, you can setup performance templates for interim periods, such as quarterly and midyear evaluations, capture ratings and comments from those periods, and view them without exiting the current evaluation and opening another document. Click the Interim Feedback Link on the Dialog of the Content Item, Competency or Goal, in the Performance Document to see Interim Ratings, Comments, and Feedback.. 70

71 Interim Performance Documents Require their Own Periods Associate the Performance Template for the Final Performance Document with the Document Type Used in the Interim Periods. 71

72 TIPS AND CONSIDERATIONS In the final, or later, performance documents you must select the document type and review period used in the interim documents to make the comments and ratings appear. For the interim and final performance template you can use the same performance template with different periods or separate performance templates for one of multiple periods. You create document types using the Manage Document Types task. KEY RESOURCES For more information about setting up performance templates, go to Applications Help for the following topics: Setting Up the Performance Template: Critical Choices Creating a Performance Template: Worked Example LONG-TERM GOALS Long-term goals automatically appear in performance documents when you select the option to populate worker goals in the performance template. Long-term goals include those for which the goal start date is earlier than the performance document start date, and the target or actual completion dates are either later than the performance document end date or do not exist. Goals Can Have start Dates before the Performance Document Dates Shown. 72

73 Start Date of the Goal is earlier than the Performance Document Dates 1. In the Setup and Maintenance work area, on the All Tasks tab, in the Name field, enter Define Worker Performance. 2. Click Search. 3. Expand Define Worker Performance. 4. In the Manage Performance Template Sections row, click Go to Task to open the Manage Performance Template Sections page. 5. Click the Create icon to open the Create Performance Template Section page. 6. Configure the Section Details section as required for your business process. 7. In the Section Processing section, in the Section Type field, select Goals. 8. Configure the remainder of the Section Processing and Item Processing sections as required for your business process. 9. In the Section Content section, select Populate with worker goals. 10. Configure the rest of the section as required for your business process. 11. Click Save and Close. 12. Click the Confirmation OK button to return to the Manage Performance Template Sections page. 13. Click Done to return to the Overview page.. 73

74 Configure the template: 1. In the Manage Performance Templates row, click Go to Task to open the Manage Performance Templates page. 2. Click the Create icon to open the Create Performance Template page. 3. Configure the General and Process tabs as required for your business process. 4. On the Structure tab, in the Sections section, click the Add icon. 5. In the Section Name field, select the Goals section you created in step Configure the Participation section as required for your business process. 7. Add additional sections as needed. 8. Configure the Content tab as required for your business process. 9. Select the Document Periods tab. 10. In the Document Periods section, click the Add icon. 11. In the Name field, enter a period name. 12. In the Review Periods field, select the review period that corresponds to the goal plan with longterm goals. 13. Configure the rest of the template as required. 14. Click Save and Close. 15. Click the Confirmation OK button to return to the Manage Performance Templates page. Any goals that are long term will automatically become part of the performance document. TIPS AND CONSIDERATIONS You must have created a valid goal plan and assigned it to the worker for the goals to populate the performance document. The interim ratings appear on the content item details dialog that opens when you click the content item name in the section of the performance document.. 74

75 KEY RESOURCES For more information about setting up performance templates, go to Applications Help for the following topics: Setting Up the Performance Template: Critical Choices Creating a Performance Template: Worked Example ORACLE SOCIAL NETWORK ENABLED IN ALL PERFORMANCE TASKS You can now initiate and access Oracle Social Network conversations from all performance tasks. Enable social networking to allow managers and workers to access conversations from any performance task in their process flow. Improve communication flow by letting managers and workers engage in conversations when setting the workers goals and competencies in the set goals task. 1. In the Setup and Maintenance work area, on the All Tasks tab, in the Name field, enter Manage Oracle Social Network Objects. 2. Click Search. 3. In the Manage Oracle Social Network Objects row, click Go to Task to open the Manage Oracle Social Network Objects page. 4. In the Business Objects section, scroll down to Performance Management. 5. Expand Performance Management. 6. Select Performance Document and click Enable Object. 7. In the Performance Document: Attributes section, click the Add icon to open the Performance Document: Select Attributes dialog. 8. Select the attributes you want to enable. 9. Click the dialog OK button to return to the Manage Oracle Social Network Objects page.. 75

76 TIPS AND CONSIDERATIONS To get started with social networking, click Social on the performance document to collaborate. Then: Click the Share button, or click Join if collaboration is in progress. Click the name of the document to access its wall, where you can start conversations and add members. After collaboration starts for a performance document: Anyone at your company can be invited to participate in a conversation about it. A peer can only participate in conversations after being invited as a member. The worker and the manager can initiate conversations and invite members. On the wall of the performance document, everyone invited can view basic attributes of the document and post documents and comments that all members can see. KEY RESOURCES For more information about social networking with performance documents, go to Applications Help for the following topic: Social Networking with Performance Documents: Explained HUMAN RESOURCE SPECIALIST SEARCH FOR WORKER PERFORMANCE DOCUMENTS Human resource specialists now have a separate task to search for worker performance documents. They can easily locate current performance documents using the Search for My Organization Performance Documents task. Search for My Organization Performance Documents is selected from the administration task list in the Performance Management work area. Using advanced search, they can also search for terminated assignments and workers. ROLE INFORMATION If you are not using the predefined reference roles, then you need to ensure that the transaction analysis duty role that secures the new subject area is mapped to relevant job roles. This table identifies the required transaction analysis duty role and suggests target job and abstract roles. You can add the duty role to different roles if you prefer. See the Upgrade Guide for Oracle HCM Cloud Applications Security (My Oracle Support document ID ) for instructions on implementing new features in existing roles. Transaction Analysis Duty Role Performance Management HR Specialist Job or Abstract Role Human Resource Specialist. 76

77 TIPS AND CONSIDERATIONS Workers use the Search Performance Document panel link in the Performance Management work area to search for their own performance documents. Managers use the Search Performance Document panel link in the Performance Management work area to search for their teams performance documents. KEY RESOURCES For more information, go to Applications Help for the following guides and topics: Oracle Talent Management Cloud Implementing Performance Management Guide Oracle Talent Management Cloud Using Performance Management Guide Search Performance Documents: Explained topic Managing Performance Documents for Inactive Assignments: Explained topic. 77

78 PROFILE MANAGEMENT Oracle Fusion Profile Management provides a common foundation for the Oracle Fusion Talent suite of products and other Oracle Fusion applications to retrieve, insert, and update talent profile information. Profile Management also supports the HR specialists, line managers, matrix managers, and employees in performing critical HR talent functions. Managing person and job profiles, career planning functions, and talent data can be also done through Profile Management. SIMPLIFIED TALENT PROFILE USER INTERFACE: EDIT SKILLS AND QUALIFICATIONS The simplified user interface for a talent profile is enhanced to enable employees and their managers to quickly edit employees skills and qualifications. The application provides a tabular view of skills and qualifications data when editing. You can now use the tabular view to easily add or remove skills or qualifications content or attachments associated with a talent profile. Edit Skills and Qualifications. 78

79 KEY RESOURCES For more information about talent profiles, go to Applications Help for the following topic: Managing Talent Profiles: Overview ENABLE TALENT PROFILE DATABASE ITEMS FOR FAST FORMULA CALCULATIONS All talent profile attributes are now available as database items for use in fast formula calculations. You can add formulas that reference talent profile data and add talent attributes to the compensation worksheet for compensation calculations. Adding Talent Profile Attributes to the Create Fast Formula Page. KEY RESOURCES For more information about fast formulas, go to Applications Help for the following topic: Using Formulas: Explained. 79

80 TALENT RATINGS ADDITION TO SKILLS AND QUALIFICATIONS PAGE Enhance the Skills and Qualifications page to view talent ratings for a subordinate. By default, line managers can view or edit talent ratings for a report on the report s Career Planning page. However, by using Oracle Page Composer, you can customize the Skills and Qualifications page of reports to display talent ratings on the Skills and Qualifications page and hide talent ratings on the Career Planning page. To customize a page, you must have the requisite privilege to personalize pages. After customization, only line managers can view the talent ratings information for a report on the report s Skills and Qualifications page. Talent Ratings Section on the Skills and Qualifications of a Report. 80

81 To enable a line manager to view talent ratings on a report s Skills and Qualifications page: 1. Sign in as a user who has the privilege to personalize the Team Talent Overview page. Note: You must set a sandbox as active, if not already done, to customize the Skills and Qualifications page of reports. 2. Select Navigator > My Team > Team Talent Overview. 3. Click a report to open the Skills and Qualifications page of the report. 4. Click the user name, and select Customize Work Area Pages from the Settings and Actions menu. 5. On the Customize Pages dialog box, select the Edit option for the Site layer and click OK. 6. Select View > Source at the top-left section of the page to open the Source edit mode. Tip: By default, the Source window is collapsed in the bottom position. To change the Source window position to the left, select View > Source Position>Left. To see the source content, you may need to drag the page splitter. 7. Click the Skills and Qualifications icon on the Skills and Qualifications page. The source tree moves to the corresponding region component. 8. Under the panelgrouplayout: vertical component for the showdetailitem: Skills and Qualifications node, select the disabled region component for the location: /oracle/apps/hcm/profiles/core/publicui/fuse/page/skillstalentrating.jsff and click Edit. 9. In the Component Properties: region dialog box, select the Display Options tab.. 81

82 10. Select the Visible check box. 11. Click OK to close the dialog box. The Talent Ratings section should be displayed on the Skills and Qualifications page. 12. Click Close to close Page Composer. 13. Publish your sandbox to make the customization available to users who are line managers. TIPS AND CONSIDERATIONS By default, the Talent Ratings section is added to the bottom of the Skills and Qualifications page. You can use Page Composer to move it to a different location on the page. You should consider hiding the Talent Ratings region on the Career Planning page since it is now displaying on the Skills and Qualifications page. KEY RESOURCES For more information, go to Applications Help for the following topics: Customizing the Skills and Qualifications Page to View Talent Ratings: Procedure Page Composer Views: Explained BOX ASSIGNMENT AND TALENT SCORE ADDITION TO TEAM TALENT PAGE Enhance the Team Talent page by enabling line managers to view the n box cell assignment and talent score ratings of direct reports. Line managers can now view this information in the list view or grid view of the Team Talent page. To view these ratings, you must use Oracle Page Composer to customize the Team Talent page.. 82

83 N Box Cell Assignment and Talent Score in the grid view of the Team Talent page N Box Cell Assignment and Talent Score in the list view of the Team Talent page To enable a line manager to view n box cell assignment and talent score ratings in the list view of the Team Talent page: 1. Sign in as a user who has the privilege to customize the Team Talent page. Note: You must set a sandbox as active, if not already done, to customize the Team Talent page of reports. 2. Select Navigator > My Team > Team Talent Overview. Click the View List icon. 3. Click the user name, and select Customize Work Area Pages from the Settings and Actions menu. Note: If the Confirm Task Flow Edit dialog box appears anytime during this procedure, click Edit to continue.. 83

84 4. On the Customize Pages dialog box, select the Edit option for the Site layer and click OK. 5. Select View > Source at the top-left section of the page to open the Source edit mode. Tip: By default, the Source window is collapsed in the bottom position. To change the Source window position to the left, select View > Source Position>Left. To see the source content, you may need to drag the page splitter. 6. On the Team Talent page, click Potential or any other rating. The source tree moves to the corresponding rating component. 7. Under the panelgrouplayout: vertical component for the panelstretchlayout node, select the disabled node panellabelandmessage:n Box Cell Assignment. 8. Click Edit. The Component Properties: N Box Cell Assignment dialog box appears. 9. On the Display Options tab, select the Visible checkbox and click Apply. 10. Click OK to close the dialog box.. 84

85 11. Under the panelgrouplayout: vertical component for the panelstretchlayout node, select the disabled node panellabelandmessage:talent Score. 12. Click Edit. The Component Properties: Talent Score dialog box appears. 13. On the Display Options tab, select the Visible checkbox and click Apply. 14. Click OK to close the dialog box. 15. Click Close to close Page Composer. 16. Publish your sandbox to make the customization available to users who are line managers. You can display only two ratings on a person card in the grid view of the Team Talent page. Therefore, to display talent score and n box cell assignment ratings, you must customize the existing ratings displayed in the grid view of the Team Talent page. In the following procedure, the Performance rating is replaced with N Box Cell Assignment and the Potential rating is replaced with Talent Score. To enable a line manager to view n box cell assignment and talent score ratings in the grid view of the Team Talent page: 1. Sign in as a user who has the privilege to customize the Team Talent page. Note: You must set a sandbox as active, if not already done, to customize the Team Talent page of reports. 2. Select Navigator > My Team > Team Talent Overview. Click the View Grid icon. 3. Click the user name, and select Customize Work Area Pages from the Settings and Actions menu. Note: If the Confirm Task Flow Edit dialog box appears anytime during this procedure, click Edit to continue. 4. On the Customize Pages dialog box, select the Edit option for the Site layer and click OK. 5. Select View > Source at the top-left section of the page to open the Source edit mode. Tip: By default, the Source window is collapsed in the bottom position. To change the Source. 85

86 window position to the left, select View > Source Position>Left. To see the source content, you may need to drag the page splitter. 6. Edit existing labels Performance and Potential to replace them with N Box Cell Assignment and Talent Score respectively: a. Click Performance on a person card on the Team Talent page. The source tree moves to the Performance component as shown in the following image. b. Click Edit. The Component Properties dialog box appears. c. In the Value field, click the Edit icon and select Select Text Resource. The Select Text Resource dialog box appears. d. In the Key field enter a value. For example, NB1. You use this value to reuse the label in other pages. e. In the Display Value field, enter the label for the n box cell assignment rating. For example, N Box Cell Assignment as shown in the following image.. 86

87 f. Click OK. g. Click Apply and then click OK to close the Component Properties dialog box. h. Click Potential on a person card on the Team Talent page. The source tree moves to the Potential component as shown in the following image. i. Click Edit. The Component Properties dialog box appears. j. Repeat steps 6-c through 6-g, to create text resource for the talent score rating as shown in the following image.. 87

88 7. Use the expression language (EL) to display the value of the n box cell assignment and talent score ratings below the edited labels: a. In the source tree, select the outputtext node below the outputtext: N Box Cell Assignment node as shown in the following image. b. Click Edit. The Component Properties dialog box appears. c. In the Value field, click the Edit icon and select Expression Builder. The Edit dialog box appears. d. In the Type a value or expression field, enter the #{row.nboxassignment} expression as shown in the following image.. 88

89 e. Click OK. f. Click Apply and then click OK to close the Component Properties dialog box. g. In the source tree, select the outputtext node below the outputtext: Talent Score node as shown in the following image. h. Repeat steps 7-b through 7-f to enter the #{row.talentscore} expression for the talent score rating as shown in the following image. 8. Click Close to close Page Composer. 9. Publish your sandbox to make the customization available to users who are line managers.. 89

90 TIPS AND CONSIDERATIONS You can display all ratings in the list view of the Team Talent page, including the n box cell assignment and talent score. However, you can display only two ratings on the person card in the grid view of the Team Talent page. Therefore, you must decide which two ratings you want to display in the grid view. CREATE PROFILE AUTOMATICALLY WITH NEW HIRE Create a person profile automatically for a new hire by creating the HRT_CREATE_PROFILE_FOR_NEW_HIRE profile option. By default, the HRT_CREATE_PROFILE_FOR_NEW_HIRE profile option is not available in the application. You must create and enable this profile option at the site, product, and user profile levels. Once the profile option is created and enabled for all profile levels, the application creates a person profile for each new hire. Creating the HRT_CREATE_PROFILE_FOR_NEW_HIRE Profile Option. 90

91 Setting the Profile Option Levels To generate a person profile for a new hire automatically: 1. Create the profile option: a. On the global region, click Navigator and select Setup and Maintenance. b. Select the All Tasks tab and search for the Manage Profile Options task. c. In the Manage Profiles Option task row, click Go to Task. The Manage Profile Options page opens. d. In the Search Results section, click New. The Create Profile Options page opens. e. Specify values for the mandatory fields as shown in the following table. Field Profile Option Code Profile Display Name Application Module Start Date Value HRT_CREATE_PROFILE_FOR_NEW_HIRE Automatic Creation of Person Profile for New Hires Allowed Note: You can enter a description of your own. Profile Management AE New Hires A preferred date. 91

92 f. Click Save and Close to return to the Manage Profile Options page. 2. In the Profile Option Levels section, for Site, Product, and User levels, select Enabled and Updateable. 3. Click Save and Close. The HRT_CREATE_PROFILE_FOR_NEW_HIRE profile option is created and enabled with profile levels set at site, product, and user. TIPS AND CONSIDERATIONS After you add a new hire, you can search for the person profile of the new hire. To search for the person profile, from the global region, click Navigator and select Profiles. On the Person Profiles tab, search for the new hire to confirm whether the person profile for the new hire was created. KEY RESOURCES For more information, go to Applications Help for the following topics: Setting Profile Option Values: Procedure Profile Management: Explained MOBILE - TALENT PROFILE Talent Profile gives a manager a 360-degree view into an employee on a single page by displaying information from various areas of the HCM suite. A manager can see their employees contact details, talent scorecard (risk of loss, impact of loss, 9 box placement), organization information, compensation information, competencies and skills, Talent Timeline (internal work history, 9 box history), and absence information all in one page. This view lets managers and executives review their employees information while on the go and gain insight into their employees skills, compensation and performance, immediately.. 92

93 TALENT REVIEW AND SUCCESSION MANAGEMENT Oracle Fusion Talent Review is an analytic product enabling your organization to review and evaluate data from the profile, performance, goals, and compensation management solutions. Using Oracle Fusion Succession Management, you can create succession plans to replace key personnel. Succession plans identify workers who are ready now, or can develop the necessary skills, for jobs and positions that aren't currently vacant thereby ensuring a smooth transition and help you to manage candidate development. ENABLING DEVELOPMENT GOALS OPTION IN TALENT POOLS With the introduction of Fusion Career Development, you enable development goals in Talent Pools using the Career Development offering in the Setup and Maintenance work area. When Enable for Implementation is selected, you can add development goals to talent pools. Prior to Release 10, this setting was controlled by a Goal Management profile option. Talent Pools Integrate with Career Development to Manage Development Goals TIPS AND CONSIDERATIONS Use the Configure Offerings task to enable Career Development.. 93

94 KEY RESOURCES For more information about Talent Pools go to Application Help for the following topics: Talent Pools: Explained Using Development Goals in Talent Pools: Explained topics. NOTES AND TASKS You can now manage notes and tasks for talent review meetings from the new Manage Notes and Tasks page. On this page, you can: Create and manage notes about workers in the talent review population Create, assign, and manage tasks for action items arising from a talent review View the history of notes and tasks for workers from all current and previous meetings Manage Notes and Tasks for All Workers in a Review Population Note Text Appears When You Select a Note. 94

95 You can view all notes created for, and tasks assigned to, a worker by clicking the History icon in the respective section. Notes and tasks appear for the worker from all current and previous meetings. View Tasks for Assignees from the Current and Previous Meetings by Clicking the History Icon For tasks, you select: Assignees: Participants or other selected people who are responsible for completing the task Owners: Selected people who assign and monitor the task Associated Workers: Workers who are not assigned the task, but may be the subject of the task Tasks May Have Multiple Assignees and Owners. 95

96 TIPS AND CONSIDERATIONS The Notes History contains all notes created for the worker in talent review meetings or by the reviewers on the Prepare Review Content page, and on the Details dialog you open from the Talent Review dashboard. You can export the tasks to Excel to view all of them and their attributes in a spreadsheet. You can assign a task to anyone; it s not restricted to meeting participants or the review population. Additionally: o o You can select any one person in the review population as the associated worker. When you assign a task to a selected worker on the Talent Review dashboard, the worker is automatically the Associated Worker, and that person s manager is the Assignee. You can change those roles at the time you create the task on the dashboard. Task owners are not required to be meeting facilitators, but if the task owners do not have access to the Manage Notes and Tasks page, they may not be able to manage the task. Anyone who has access to the Manage Notes and Tasks page can see notes and tasks for those created for the meeting. They are not restricted to just those people to whom they have security access. To reduce notification clutter, managers no longer receive notification when they are assigned a new task. KEY RESOURCES For more information about managing notes and tasks, go to Applications Help for the following topics: Talent Review Notes: Explained Talent Review Tasks: Explained OPEN ANALYSES FROM THE TALENT REVIEW DASHBOARD You can now launch your own custom OTBI analyses directly from the Talent Review dashboard by adding links to the desired analyses to the dashboard. You can configure analyses with all the data you need to support your talent review process without relying on existing analyses that aren t tailored to your business process. On the dashboard, you can select a worker on the dashboard and open that analysis for that person to see all the relevant data your organization requires evaluating workers. This new feature allows you to: Analyze the workers in your review population in new or different ways. Compare their performance to key business indicators beyond HCM data.. 96

97 View the provided information in a different format. Eliminate navigating to other areas outside of Talent Review to obtain additional information about your review population. Click the Analysis Attributes on the right, to Open and View the Analysis on the left 1. On the Talent Review Meeting page for the meeting you selected, expand the Reports and Analytics section on the right side of the page. 2. At the top of the page, select the down arrow for the login name, and select Manage Sandboxes to open the Manage Sandboxes dialog box. 3. Click the New icon to open the Create Sandbox dialog box. 4. In the Sandbox Name field, enter a name. In this example, we entered Dashboard_Reports.. 97

98 5. Click Save and Close to return to the Manage Sandboxes dialog box. 6. Select ApplCoreLongSB_ Dashboard_Reports and click Set as Active to return to the Talent Review Meeting dashboard. 7. On the Settings and Actions menu, click Customize Talent Review Pages to open the Customize Talent Review Pages dialog box. 8. In the Edit column, select Site. 9. Click OK to open the panel header. 10. In the upper left corner of the page, select View, then select Design to reopen the Talent Review Meeting dashboard. 11. In the Reports and Analytics section, click Add to Content to open the Add Content dialog box. 12. In the Reports and Analytics row, click Open to open the Add Content dialog box with the BI Presentation Server.. 98

99 13. In the BIPresentationServer row, click Open to open the Add Content dialog box with Shared Folders. 14. In the Shared Folder row, click Open to open the Add Content dialog box with the Custom folder. 15. In the Custom row, click Open to open the Add Content dialog box with the Dashboards folder. 16. In the Dashboards row, click Open to open the Add Content dialog box with analyses. 17. In the TR_Dashboard_Report row, click Open to open the Add Content dialog box with analysis you want to add to the dashboard. In this example, we used TR_Dashboard_Report Click Add. The analysis appears in the Reports and Analytics section of the dashboard.. 99

100 19. Click the Add Content dialog box OK button to return to the Editing: Talent Review page. 20. At the top of the page, click ApplCoreLongSB_ Dashboard_Reports to open the ApplCoreLongSB_ Dashboard_Reports Sandboxes dialog box. 21. Click More to open the Sandbox Details dialog box. 22. Select /oracle/apps/hcm/talentcalibration/dashboard/publicui/page/dashboardpagedef.xml and click Publish to return to the Editing: Talent Review page. 23. At the top of the page, click Close to return to the Talent Review Meeting dashboard. TIPS AND CONSIDERATIONS To open an analysis for a selected reviewee on the Talent Review Dashboard, the analysis you add to the dashboard must contain a prompt set to Is Prompted on either or both the Person ID and/or the Assignment ID. Using the Reporting and Analytics page, you can create analyses with as many or few content items as required for your business process. You can add multiple analyses to the Talent Review Meeting dashboard.. 100

101 KEY RESOURCES For more information about succession plans and talent review meetings, go to Applications Help for the following topic: Talent Review: Explained MASS UPLOAD OF TALENT POOLS You can now perform a mass upload of talent pools into Talent Review using the HCM Data Loader. If you have many existing talent pools, this feature significantly decreases the time it takes to enter them into Talent Review, and reduces the errors that can occur when manually entering the data. Upload Talent Pool attributes and members using HCM Data Loader, for example, to the Top Performers Talent Pool TIPS AND CONSIDERATIONS Create and update pools with the HCM Data Loader. The HCM Data Loader only accepts zip files containing business object DAT files in a compressed zip file with a zip file extension. The name of the dat file should reflect the name of the registered business object, such as TalentPool. Use the File Import and Export page to upload your zip file to make it available to the HCM Data Loader.. 101

102 KEY RESOURCES For more information about uploading data using the HCM Data Loader, go to My Oracle Support (MOS), for the following document: Oracle HCM Data Loader: User Guide, Document ID ) OPEN ANALYSES FROM THE TALENT REVIEW DASHBOARD FOR SELECTED REVIEW POPULATION You can now launch your own custom OTBI analyses directly from the Talent Review dashboard by adding links to the desired analyses to the dashboard. You can configure analyses with all the data you need to support your talent review process without relying on existing analyses that aren t tailored to your business process. On the dashboard, you can select a worker on the dashboard and open that analysis for that person to see all the relevant data your organization requires evaluating workers. This new feature allows you to: Analyze the workers in your review population in new or different ways. Compare their performance to key business indicators beyond HCM data. View the provided information in a different format. Eliminate navigating to other areas outside of Talent Review to obtain additional information about your review population. Click the Analysis Attributes on the Right, to Open and View the Analysis on the Left. 102

103 1. On the Talent Review Meeting page for the meeting you selected, expand the Reports and Analytics section on the right side of the page. 2. At the top of the page, select the down arrow for the login name, and select Manage Sandboxes to open the Manage Sandboxes dialog box. 3. Click the New icon to open the Create Sandbox dialog box. 4. In the Sandbox Name field, enter a name. In this example, we entered Dashboard_Reports. 5. Click Save and Close to return to the Manage Sandboxes dialog box. 6. Select ApplCoreLongSB_ Dashboard_Reports and click Set as Active to return to the Talent Review Meeting dashboard. 7. On the Settings and Actions menu, click Customize Talent Review Pages to open the Customize Talent Review Pages dialog box. 8. In the Edit column, select Site.. 103

104 9. Click OK to open the panel header. 10. In the upper left corner of the page, select View, then select Design to reopen the Talent Review Meeting dashboard. 11. In the Reports and Analytics section, click Add to Content to open the Add Content dialog box. 12. In the Reports and Analytics row, click Open to open the Add Content dialog box with the BI Presentation Server. 13. In the BIPresentationServer row, click Open to open the Add Content dialog box with Shared Folders.. 104

105 14. In the Shared Folder row, click Open to open the Add Content dialog box with the Custom folder. 15. In the Custom row, click Open to open the Add Content dialog box with the Dashboards folder. 16. In the Dashboards row, click Open to open the Add Content dialog box with analyses. 17. In the TR_Dashboard_Report row, click Open to open the Add Content dialog box with analysis you want to add to the dashboard. In this example, we used TR_Dashboard_Report Click Add. The analysis appears in the Reports and Analytics section of the dashboard. 19. Click the Add Content dialog box OK button to return to the Editing: Talent Review page.. 105

106 20. At the top of the page, click ApplCoreLongSB_ Dashboard_Reports to open the ApplCoreLongSB_ Dashboard_Reports Sandboxes dialog box. 21. Click More to open the Sandbox Details dialog box. 22. Select /oracle/apps/hcm/talentcalibration/dashboard/publicui/page/dashboardpagedef.xml and click Publish to return to the Editing: Talent Review page. 23. At the top of the page, click Close to return to the Talent Review Meeting dashboard. TIPS AND CONSIDERATIONS To open an analysis for a selected reviewee on the Talent Review Dashboard, the analysis you add to the dashboard must contain a prompt set to Is Prompted on either or both the Person ID and/or the Assignment ID. Using the Reporting and Analytics page, you can create analyses with as many or few content items as required for your business process. You can add multiple analyses to the Talent Review Meeting dashboard. KEY RESOURCES For more information about succession plans and talent review meetings, go to Applications Help for the following topic: Talent Review: Explained. 106

107 TRANSACTIONAL BUSINESS INTELLIGENCE Oracle Transactional Business Intelligence (OTBI) is a real time, self-service reporting solution offered to all Oracle Fusion application users to create ad hoc reports and analyze them for daily decision-making. OTBI provides human resources managers and specialists, business executives, and line managers the critical workforce information to analyze workforce costs, staffing, compensation, performance management, talent management, succession planning, and worker benefits. LINE MANAGER ACCESS TO PII AND OTHER SENSITIVE INFORMATION Access to person personally identifiable information (PII) and other sensitive information is now restricted to the Human Resource Analyst role only. Line Managers no longer have access to information in the following folders in the Person subject area: Person Driver License Person Address Person Delivery Methods Person Contact Relationship Person Addresses Person National Identifiers Person Passport Details Person Phones Person Work Permit MATRIX MANAGER HIERARCHY Oracle Transactional Business Intelligence has been enhanced to report on the matrix manager hierarchy. Worker assignments in Oracle Fusion can have other managers, such as one or more project managers, in addition to their line manager. However, there can be only one line manager for a worker. The newly added Matrix Manager dimension allows reporting on various manager hierarchies. UNSECURED ASSIGNMENT MANAGER HIERARCHY A new dimension has been added to all subject areas except Talent Review Meeting Real Time that represents the line manager hierarchy. This dimension doesn't impose the logged in user security that is present in the existing Assignment Manager. In the existing Assignment Manager dimension, the first level of manager name is initialized to the logged-in user, however, in the unsecured dimension, all the. 107

108 managers within the security profile of the logged-in user are displayed. This enhancement allows the HR Analyst to create and test the report using the unsecured hierarchy and then replace it with the secured hierarchy before delivering the report to the line managers. WORKFORCE MANAGEMENT CHECKLIST- REAL TIME Increase efficiency by reporting on the new checklist tasks for workers and other task performers. You can report on both automated and manually allocated tasks with this new subject area. ENHANCED WORKER DIMENSION The Worker dimension has been enhanced to include additional attributes that can be used in reporting on worker data. The new attributes include: Bargaining Unit Enterprise Seniority Date Marital Status Person Display Name Primary National Identifier Number Union Flag ENHANCED JOB DIMENSION The Job dimension has been enhanced with two additional attributes: Valid Grades: Provides list of grade(s) associated to a job. Progression Job: Displays the list of job(s) that are a probable progression from the current job.. 108

109 ORACLE BI MAD Oracle Business Intelligence Mobile Application Designer (Oracle BI MAD) is a tool for designing purposeful applications for mobile phones and tablets. The applications that you create with BI Mobile Application Designer are platform independent. Applications run in HTML5 on any modern browser on your mobile device. No client install is required. MOBILE - VIEW YOUR ANALYTICS You can view your KPI watchlist as well as drill into the reports that make up a specific KPI. You can tag reports as favorite reports and also view your most recent reports. You can also browse your BI Catalog in the Fusion HCM Cloud directly from your mobile device. To enable this feature, refer to the Oracle Tap for HCM Cloud: Configuring KPIs for Oracle Tap (Document ID ). SAMPLE REPORTS You can leverage 18 new sample HCM reports in Oracle Transactional Business Intelligence. The new sample reports are related to Core HR, Compensation, Talent Management, Absence Management, and Performance Management. The following table lists the new sample reports. Analysis Name Headcount by Employee Category and Person Type Drill Down Y Drill Down Analysis Headcount by Employee Category and Person Type Details Workforce Events Y Workforce Events by Quarters Workforce Events Y Workforce Events by Months Workforce Events Y Workforce Events Details Team Diversity N Absence Overview Y Absence Overview Details Absence Trend Y Absence Trend by Quarters Absence Trend Y Absence Trend by Months Absence Trend Y Absence Trend Details % of Workers Aligned with Organization Goals Y Organization Goals Alignment Worker Details Performance Document Status Y Performance Document Status Details. 109

110 Analysis Name Drill Down Drill Down Analysis Terminations Overview Y Termination Details Performance Calibration Y Performance Calibration Worker Details Talent Performance by Potential Matrix Y Talent Performance by Potential Matrix Details Compensation Allocation by Managers Y Compensation Allocation Worker Details Compensation Target to Actual Y Compensation Target to Actual Worker Details Pay for Performance Y Pay for Performance Worker Details Salary Outliers Y Salary Outliers Worker Details Salary Quartile Y Salary Quartile Details Workers Without Salary Adjustment Y Workers Without Salary Adjustment Details Salary Change Percent Trend Y Salary Change Percent Trend Details Workers Detailed Report N. 110

111 WORKFORCE REPUTATION MANAGEMENT Oracle Fusion Workforce Reputation Management harnesses social networks to help organizations discover, mobilize and retain talent. This functionality provides insight into workers' social reputation and influence while also monitoring workers' social media usage compliance and mitigating social media risk. SIMPLIFIED USER INTERFACE A simplified user interface is now available supporting both line managers and employees. Line managers can now view details about team members. Line Manger and Employee Reputation View Line manager capabilities supported in the simplified user-interface include: Dashboard view of Team Social Reputation Team Reputation List, Analytic, and Outlier Report Views Team Compliance List, Analytic, and Outlier Report Views Employee Detail Reputation Score View Employee Detail Social Roles View Employee Detail Compliance View Reputation Profile Search Also new in this release is the ability for employees to access their reputation scores, social roles, and other details about their social reputation. In addition employees have mentorship capability available to support their needs for increasing their social networking influence.. 111

112 My Reputation View Employee capabilities supported in the simplified user-interface include: Dashboard Views of Social Reputation Profile, Social Connections Graph, Mentorship, and News and Notifications Reputation Score Details Social Roles Details EMPLOYEE ACCESS TO REPUTATION SCORES AND SOCIAL ROLES Employees can now access their reputation scores which were only available to managers in previous releases. They also have access to a new view of their social roles which is also based on their online social behaviors. Social roles complement reputation scores allowing workers and managers multiple views of a person s online social reputation. An employee can attain the following social roles: Ambassador, Communicator, Expert, Innovator, Leader, Knowledge Broker, and Team Player. Employees are presented with information about the role they socially represent and how it relates to their social networking behaviors.. 112

113 My Social Roles View Both views, reputation scores and social roles support actionable feedback to facilitate improvement in the areas. EMPLOYEE MENTORSHIP Employees can now request mentors and identify themselves as mentors to complement their social networking behavior. As part of their social reputation profile employees can identify themselves as mentors, making themselves and their social reputation profile available to co-workers for mentorship. This feature also enables managers to suggest mentors for their team members. Employee Mentorship and Actions. 113

114 REPUTATION PROFILE SEARCH Line managers can now access more details about a person via the results of the reputation profile search. These details include a person s talent profile (including skills, degrees, and certifications), reputation scores, and social connections. The search now also supports advanced search capability and provides greater flexibility in defining search criteria. Reputation Profile Search CORPORATE SOCIAL MEDIA USAGE COMPLIANCE Line managers and social media compliance officers now have a greater ability to view, track, and mediate social media-usage compliance within their team. New manager views of their team and employee compliance details give managers greater access to compliance results. In addition, managers now receive notifications when employees violate usage policies.. 114