Oracle Talent Management Cloud Release 10 Release Content Document June 2015 Revised: August 2016
TABLE OF CONTENTS REVISION HISTORY... 5 HCM COMMON FEATURES... 7 HCM Data Loader... 7 Flexible Pipe-Delimited File Format... 7 Secure Data Transfer... 7 Automated or User Managed Processing... 7 Status and Error Reporting... 8 Flexible Key Support... 8 Purge Person Data... 8 Upload of Assignment Records with Effective Dates That Are Later Than the Termination Date... 8 Simplify Global Transfers Performed by Data Upload... 8 Enhanced Validation of Worker Records by HCM Data Loader... 8 Global Human Resources... 9 Country-Level Address Rule... 9 Person Extra Information Effective Dating... 9 Ability to Add Transaction Initiator as a Checklist Task Performer... 9 Access Person Information While Working on a Checklist Task... 9 Manage Delay Duration of a Checklist Task... 9 Restrict Checklist Template to a Localization... 10 Ability to Update Actual Start and End Dates from the Notification... 10 Approval Notification Personalization... 10 Add Comments and Attachments when Submitting a Transaction for Approval... 10 Audit of HCM Data Roles and Security Profiles... 10 Shared Person Information in Person Security Profiles... 10 Autoprovisioning for the Enterprise... 10 New Approval Rule for Simplified User Interface Personal Information... 11 Changes to Privileges for Predefined Roles... 11 Person Management Access... 11 Send Pending LDAP Requests... 11 User Details System Extract Report... 11 Oracle Tap (Mobile)... 12 Mobile - Language Support Enhancements... 12 Mobile - Themes... 12 Mobile - Access Worker Social Wall... 12 Mobile - Worklist and Notifications... 12 ROLE SIMPLIFICATION... 13 Simplified Role Hierarchy... 13 APPLICATIONS SECURITY... 14 Copy Role and Inherited Hierarchy... 14 Analyze Roles by Role Category... 14 Aggregate Privileges... 14 Generate X.509 Certificate... 14 Generate Certificate Signing Request for X.509 Certificate... 14 Import Certificates from Keystore... 14 Privilege Discoverer Report... 14 User Role Membership Report... 15 Mobile - Security Enhancements... 15 2
CAREER DEVELOPMENT... 16 Development Plan... 16 Career Information... 16 Explore Roles... 16 Colleagues in the Role... 16 GOAL MANAGEMENT... 17 Mandatory Goal Plans... 17 Review Periods... 17 Multiple Measurements... 17 Simplified User Interface... 17 Mass Goal Approval Improvements... 17 Performance Goal Alignment Viewer... 18 Goal Shared with Me Region... 18 Manage Worker Goals Between Job Assignments Using HCM Data Loader... 18 Mobile - Goals... 18 Mobile - Goal Measurements... 18 Mobile - Goal Approval Improvements... 18 NETWORK AT WORK... 19 Kudos Functionality... 19 Kudos Notifications... 19 Collaboration Through Oracle Social Network... 19 PERFORMANCE MANAGEMENT... 20 Simplified User Interface for Performance Management... 20 New Look and Feel for the Performance Document... 20 Performance Document Filter for Workers... 20 Suspended Assignment Support... 20 Review Periods... 20 Interim Performance Document Support... 20 Long-Term Goals... 21 Oracle Social Network (OSN) Enabled in all Performance Tasks... 21 Human Resource Specialist Search for Worker Performance Documents... 21 PROFILE MANAGEMENT... 22 Simplified Talent Profile User Interface: Edit Skills and Qualifications... 22 Enable Talent Profile Database Items for Fast Formula Calculations... 22 Talent Ratings Addition to Skills and Qualifications Page... 22 Box Assignment and Talent Score Addition to Team Talent Page... 22 Create Profile Automatically with New Hire... 22 Mobile - Talent Profile... 23 TALENT REVIEW AND SUCCESSION MANAGEMENT... 24 Enabling Development Goals Option in Talent Pools... 24 Manage Notes and Tasks... 24 Open Analyses from the Talent Review Dashboard... 24 Mass Upload of Talent Pools... 24 Open Analyses from the Talent Review Dashboard for Selected Review Population... 24 TRANSACTIONAL BUSINESS INTELLIGENCE... 26 Line Manager Access to PII and Other Sensitive Information... 26 Matrix Manager Hierarchy... 26 Unsecured Assignment Manager Hierarchy... 26 Workforce Management - Checklist Real Time... 26 Enhanced Worker Dimension... 26 3
Enhanced Job Dimension... 27 Oracle BI MAD... 27 Mobile - View Your Analytics... 27 Sample Reports... 27 WORKFORCE REPUTATION MANAGEMENT... 28 Simplified User Interface... 28 Employee Access to Reputation Scores and Social Roles... 28 Employee Mentorship... 29 Reputation Profile Search... 29 Corporate Social Media Usage Compliance... 29 Oracle Social Network (OSN) Integration... 29 4
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 Documents Update 20 (August). 01 JUL 2016 Oracle HCM Common Features- HCM Data Loader: Simplify 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 23 SEP 2015 Oracle Fusion Talent Goals: Goals Shared with Me Region 31 JUL 2015 Oracle Fusion Talent Goals: Performance Goal Alignment Viewer Update 19 (July). Update 17 (May). Update 17 (May). Update 17 (May). Update 17 (May). Update 17 (May). Update 15 (March). Update 14 (February). Update 12 (December). Update 11 (November). Update 9 (September). Update 8 (August). 31 JUL 2015 Oracle HCM Tap: Mobile -Language 5
Date What s Changed Notes Support Enhancements Update 8 (August). 31 JUL 2015 Oracle HCM Tap: Mobile -Themes Update 8 (August). 31 JUL 2015 Oracle HCM Tap: Mobile -Security Enhancements Update 8 (August). 31 JUL 2015 Oracle HCM Tap: Mobile -Access Worker Social Wall Update 8 (August). 31 JUL 2015 Oracle HCM Tap: Mobile Worklist and Notifications Update 8 (August). 31 JUL 2015 Oracle HCM Tap: HCM Cloud Mobile - Goals Update 8 (August). 31 JUL 2015 Oracle HCM Tap: HCM Cloud Mobile Talent Profile Update 8 (August). 31 JUL 2015 Oracle HCM Tap: Mobile View Your Analytics Update 8 (August). 31 JUL 2015 Deleted- RestFUL Services and ATOM Feeds sections RestFul Services and Atom Feeds are not yet available for Release 10, so they have been deleted. 6
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 Fusion HCM Data Loader delivers a flexible and comprehensive bulk data loading solution for business objects across multiple Fusion Human Capital Management products. It can be used 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 and only include the business object components and attributes relevant to your use case. This is available, whether it is full date-effective history for datamigration, or incremental changes for data maintenance. You can supply multiple business objectspecific 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 will be loaded first. SECURE DATA TRANSFER You can now optionally deliver encrypted compressed zip files to Oracle s Web Center Content Server, secured by a specific HCM Data Loader account. The compressed zip file is then streamed from the Web Center Content Server and decrypted during import into stage tables before the multi-threaded process loads valid objects into Oracle Fusion HCM. Your compressed zip file is then deleted from the Web Center Content Server as soon as HCM Data Loader has finished streaming the file or you can choose to retain your source files. AUTOMATED OR USER MANAGED PROCESSING You can now automate inbound interfaces using the Web Center Content and HCM Data Loader web services. In addition you can control the import and loading processes using the new Import and Load Data user interface. 7
STATUS AND ERROR REPORTING You can now review the progress of your files through the user interface, with comprehensive status and record count information. You will be able to: Review message summaries and manage errors by reviewing the details of failed records. Monitor the results of your data load using the new HCM Extract output, which provides machine readable status and error information. Diagnose complex errors using the new Data Set Status available from the Diagnostic framework. FLEXIBLE KEY SUPPORT With this release four key types are supported. You can create new objects specifying your source system identifier and continue to maintain and reference that data in Oracle Fusion HCM using your source key. Alternatively you can supply the user key information, such as, Organization Name, Person Number, and Absence Type, or you can use Oracle Fusion s internal surrogate ID and Globally Unique ID (GUID). PURGE PERSON DATA Purge person-related data on your test and stage environments. The Purge Person process, available in the Diagnostic Framework, purges all person-related data for specified person records. UPLOAD OF ASSIGNMENT RECORDS WITH EFFECTIVE DATES THAT ARE LATER THAN THE TERMINATION DATE Prevent the upload of invalid data using HCM Data Loader. You can no longer load assignment records that have the status ACTIVE or SUSPENDED where the effective dates are later than the termination date of the relevant work relationship. SIMPLIFY GLOBAL TRANSFERS PERFORMED BY DATA UPLOAD Simplify the management of global transfers in data uploaded using HCM Data Loader with the addition of a new GlobalTransferFlag attribute to the work relationship record. ENHANCED VALIDATION OF WORKER RECORDS BY HCM DATA LOADER Ensure successful upload of worker records with additional validations. Whether creating a worker or updating an existing worker, you can now include only one row in the data file for each worker. In addition, when you load a new worker, the worker s Start Date and Effective Start Date values must equal the start date of the worker s earliest work relationship. 8
GLOBAL HUMAN RESOURCES 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. COUNTRY-LEVEL ADDRESS RULE You can now control the address style and address validation for the country or territory you are implementing. You can set values depending on the selected country extension. You can use the Manage Features by Country or Territory setup task to control the address style and the level of address validation for the countries or territories configured for Oracle Fusion Global Human Resources. The address style selected will be displayed on the various pages where an address can be managed, such as the new hire, manage person and manage locations. The values you can set depend on the combination of the country or territory and the selected country extension. PERSON EXTRA INFORMATION EFFECTIVE DATING The Manage Person Extra Information tab in the Person Management work area is now enhanced to provide effective date capabilities. You can now store or retrieve date effective, extra information data for a person. This feature also includes effective dating updates, corrections, and deletions. ABILITY TO ADD TRANSACTION INITIATOR AS A CHECKLIST TASK PERFORMER You can assign tasks to performers either individually or through roles. Tasks can now also be assigned to the person who initiated the transaction, such as the action itself or the manual checklist allocation. In the Manage Checklist Templates the transaction initiator can be added as a performer to checklist tasks. When checklist tasks are assigned, the transaction initiator is automatically determined and the task is assigned to them. This helps in tasks getting automatically assigned to persons without having to manually identify the person. ACCESS PERSON INFORMATION WHILE WORKING ON A CHECKLIST TASK The performer and the owner can now view the basic details of the person for whom the task is performed on a checklist task notification. Performers and owners can click the Person Contextual Action icon to view additional details about the person including department and location. 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. 9
RESTRICT CHECKLIST TEMPLATE TO A LOCALIZATION You can now select localizations when you are creating a Checklist Template. An HR Specialist or a Line Manager can choose a template that is applicable to all countries or a specific country to assign to an employee. ABILITY TO UPDATE ACTUAL START AND END DATES FROM THE NOTIFICATION You can now edit the actual start and end date in a checklist task notification. The defaulted actual start and end dates can be edited, and the task details get updated in the allocated checklist. APPROVAL NOTIFICATION PERSONALIZATION Administrators can now personalize approval notifications. Using the Oracle Page Composer, they can selectively show and hide various components of the notification, including fields, labels and regions. They can also edit labels, color, and the page layout and custom text and external links to the page. ADD COMMENTS AND ATTACHMENTS WHEN SUBMITTING A TRANSACTION FOR APPROVAL The initiator of a transaction can now add comments and attachments when submitting the transaction for approval. Initiators can provide relevant information, instructions, and related documents, along with the transaction to enable subsequent approvers to make informed decisions related to the approval. AUDIT OF HCM DATA ROLES AND SECURITY PROFILES You can now track changes to HCM data roles and security profiles. You can review any changes, identify who made them, and see when they were made. Internal auditors can now access the audit data in the Audit Reports work area. SHARED PERSON INFORMATION IN PERSON SECURITY PROFILES You can now improve the performance of person search by specifying in person security profiles whether to include shared person information. By default, shared person information is excluded from new person security profiles. AUTOPROVISIONING FOR THE ENTERPRISE You can now simplify autoprovisioning for the enterprise by scheduling the Autoprovision Roles for All Users process. The Apply Autoprovisioning button has been removed from the Create Role Mapping and Edit Role Mapping pages. This removal enforces the recommendation to use the Autoprovision Roles for All Users process. 10
NEW APPROVAL RULE FOR SIMPLIFIED USER INTERFACE PERSONAL INFORMATION Enhance the simplified user interface with a new approval rule for personal information changes. The new rule enables approvals to be applied when personal information, for example name details, contacts, passports and so on are changed. CHANGES TO PRIVILEGES FOR PREDEFINED ROLES We have now streamlined security administration with the removal of inappropriate privileges from predefined job roles. The Import Worker privilege is removed from the IT Security Manager role. Only users with the Human Capital Management Application Administrator role have this privilege. Human Resource Specialists can no longer run the Send Personal Data for Multiple Users to LDAP process. Only users with the Human Capital Management Application Administrator role can run this process. Line managers and workers no longer see the Edit User Name action on the Manage User Account page. Only Human Resource Specialists can edit user names. PERSON MANAGEMENT ACCESS For simplicity, the Person Management entry in the Navigator is now secured by the Manage Person Work Area functional privilege rather than the Search Person functional privilege. You may need to review custom roles that access the Person Management work area to ensure that they have the Manage Person Work Area functional privilege. SEND PENDING LDAP REQUESTS You can now diagnose any problems with the Send Pending LDAP Requests process more easily with improved logging details. You can manage user and role provisioning requests smoothly as the process now checks that all requests are processed before terminating or timing out. You can submit the process knowing that the status of any previous run is accurate. USER DETAILS SYSTEM EXTRACT REPORT We have improved monitoring of user roles and accounts with the inclusion of pending workers in the User Details System Extract report. 11
ORACLE TAP (MOBILE) Oracle TAP is how your reach your HCM applications while on the go. Oracle Tap can be reached by using any smart device, such as a smart phone or tablet, with web-browser capability. MOBILE - LANGUAGE SUPPORT ENHANCEMENTS Oracle Tap mobile solution supports the same languages available in Fusion HCM Cloud with the exception of languages that read from right to left. 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. MOBILE - ACCESS WORKER SOCIAL WALL Within Oracle Tap you can start an Oracle Social Network (OSN) conversation such as a conversation related to goals on 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. MOBILE - WORKLIST AND NOTIFICATIONS You can now view and act on workflow tasks on the Notification/Approvals page. 12
ROLE SIMPLIFICATION We have simplified the role definitions for the security reference implementation. We have eased the complexity of role administration and customization. The new model: Only has a role beneath the level of a Job, where the cluster of privileges is shared by more than one Job Only has a role where there is a cluster of at least five privileges Has a grouping of privileges at the level of the Job SIMPLIFIED ROLE HIERARCHY Take advantage of simplified role definitions in the security reference implementation. The simplified roles reduce the complexity of role administration. Every job or abstract role that existed in Release 9 also exists in the simplified hierarchy for Release 10, and each authorizes the same privileges. Beneath that level, however, many roles are eliminated, and the privileges they defined are assigned to a job or abstract roles either directly or as aggregate privileges. See information on the new aggregate privileges under Application Security below. 13
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 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 can now search for a reference role and copy either that role or that role and its inherited roles. If you copy the inherited roles, you will be copying their function and data security policies. ANALYZE ROLES BY ROLE CATEGORY You can now review and drill into roles and review and count of role memberships, function security policies, data security policies, and user memberships by role category. AGGREGATE PRIVILEGES You can now view Aggregate privileges in the security console as a separate facet. An Aggregate privilege combines the function security policy with the relevant data security policies that cannot be separated. The security console will not allow you to include only the function security policy or the data security policy from an aggregate privilege. All aggregate privileges are predefined and can be assigned to any role. GENERATE X.509 CERTIFICATE You can now generate X.509 format digital certificates. You can send these certificates to a certifying authority for certification and import the signed certificate as a trusted certificate. GENERATE CERTIFICATE SIGNING REQUEST FOR X.509 CERTIFICATE You can now search for a X.509 certificates and generate a Certificate Signing Request (CSR) for that certificate. You can send these certificates to a certifying authority for certification and import the signed certificate as a trusted certificate. IMPORT CERTIFICATES FROM KEYSTORE You can now import a certificate contained within an external keystore. PRIVILEGE DISCOVERER REPORT You can generate a report that lists every secured action a user is authorized to within a work area. 14
USER ROLE MEMBERSHIP REPORT You can now generate a report that lists each user's job roles. MOBILE - SECURITY ENHANCEMENTS Oracle Tap now supports the following types of security capabilities: Federated SSO with a Customer s External IDP, Configured with IP address to allow and/or block, VPN, Supports 2-way authentication with ios, MDM solutions to secure the mobile device and/or applications, and Security Archive. 15
CAREER DEVELOPMENT Oracle Fusion Career Development provides tools for workers and managers to manage their career interests and development plans. These tools include recommendations on roles based on workers qualifications, comparisons to target roles and required development needs for workers. You can establish development goals and manage development progress, by managing the roles of interest for the worker and comprehensive development plan for workers. You can now manage your near and long-term career development strategies using a 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 allow you to organize and track your goal towards future development. 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. CAREER INFORMATION The home page of Career Development now 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. EXPLORE ROLES You can now review application-recommended roles or search for future roles specific to your careers of interest. When reviewing a role, you can compare your current competencies with those targeted for that role and identify gaps and opportunities for your Career Development Plan. You can create development goals to address the gap directly from the same page. COLLEAGUES IN THE ROLE When exploring future roles, you now have the opportunity to view colleagues you may know who are in the role or have been in the role. You can then reach out to them in order to learn more about the role. You can mark colleagues as favorites that you wish to contact in future for career guidance. 16
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 You can now 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 Performance Management. You can create purposeful goal plans for specific periods for different worker groups. There is also improved visibility of workers current goals. REVIEW PERIODS You can now connect your employee s goals and performance evaluations using common business periods with the new review period. You can use the review period feature to associate goal plans in Goal Management to performance documents in Performance Management. You can analyze and compare performance of individuals, teams or organizations using the review period as a consistent time dimension. MULTIPLE MEASUREMENTS You can now use a combination of quantitative and qualitative measurements, to measure employee performance with a higher level of granularity. You can also define and combine multiple measurements for a goal to accurately capture different aspects of a goal achievement. SIMPLIFIED USER INTERFACE We have streamlined goal management with a new user interface designed to improve the user experience and make the product more engaging. You can use new and existing features with a fresh look and feel, simplified layout, optimized navigation, and intuitive shortcuts. MASS GOAL APPROVAL IMPROVEMENTS You can now increase employee productivity by reducing the number of goal approval transactions for goals included in a goal plan. Workers can use the mass goal approval feature to submit and process multiple goal approval requests within a single transaction. In addition to using the work list for goal approvals, approvers can now approve or reject goal changes 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. 17
PERFORMANCE GOAL ALIGNMENT VIEWER You can now view the alignment hierarchy of a performance goal using the Goal Alignment page for the goal. GOAL 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. 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. MOBILE - GOALS You can now 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. MOBILE - GOAL MEASUREMENTS On your mobile device, you can now access a single goal measurement. 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 define and combine multiple measurements for a goal to accurately capture different aspects of a goal achievement. MOBILE - GOAL APPROVAL IMPROVEMENTS The mobile product now supports goal approvals through your mobile device. After a worker submits a goal it will go through the same approval process as it does when submitted in the application. Once submitted, the approval workflow will send notifications to the approver. Approvals notifications will be sent through both the application and the mobile device and can be acted upon through either device. 18
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 Kudos performance has been streamlined by replacing the deprecated Web Center foundation with our own Fusion HCM kudos feature. The functionality is nearly identical, though you may notice minimal differences. The kudos functionality is available in Portrait and is integrated with Performance Management, Talent Review, and Succession Planning. You can use the kudos setup options to let users hide kudos they receive, and to delete kudos they give to others. You configure the setup options in the Workforce Deployment offering, in the Network at Work functional area. KUDOS NOTIFICATIONS You can now enhance communication with new notifications for workers and their managers when the workers receive kudos. You can configure notifications in the Manage Talent Notifications setup task. 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. 19
PERFORMANCE MANAGEMENT Oracle Fusion Performance Management supports features and functions for measuring and reporting worker performance. SIMPLIFIED USER INTERFACE FOR PERFORMANCE MANAGEMENT We simplified the user experience in Performance Management. You now access manager and worker overview pages, performance document pages, administration tasks and setup tasks using optimal navigation. You can define configuration using setup tasks in the Functional Setup Manager. NEW LOOK AND FEEL FOR THE PERFORMANCE DOCUMENT We streamlined the evaluation process using the redesigned performance document. Now you can allow workers, managers, and participants to easily enter ratings and comments on goals and competencies. You can also have a quick view of how much of the performance document has been completed. PERFORMANCE DOCUMENT FILTER FOR WORKERS You can now filter workers lists of performance documents using a new filter to find specific documents more easily. You can reduce the number of performance documents displayed by only displaying performance documents for terminated assignments using the new filter. SUSPENDED ASSIGNMENT SUPPORT You can now complete performance documents for assignments in a suspended status. You can allow workers, managers, and HR Specialists to create or complete in progress performance documents for assignments that are suspended due to global temporary transfers. REVIEW PERIODS You can now 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. INTERIM PERFORMANCE DOCUMENT SUPPORT We simplified the display of interim evaluation feedback when completing annual evaluations. You have improved visibility of ratings and comments in midyear or interim evaluations, in a later interim evaluation, or end of year annual evaluation. You can keep performance documents for different evaluations separate to allow different process flows and tasks to be linked using document type and review period functionality. 20
LONG-TERM GOALS We have automated inclusion of long term goals in performance documents. You can choose to populate a performance document with workers goals having a start date before the performance document start date, and a target or actual completion date after the performance document end date and include long term goals for review. ORACLE SOCIAL NETWORK (OSN) ENABLED IN ALL PERFORMANCE TASKS You can now initiate and access Oracle Social Network (OSN) conversations from all performance tasks. You can enable social networking and allow managers and workers to access conversations from any performance tasks in their process flow. This provides improved communication flow by letting managers and workers engage in conversations when setting the workers goals and competencies in the set goals task. HUMAN RESOURCE SPECIALIST SEARCH FOR WORKER PERFORMANCE DOCUMENTS Control Human Resource Specialist searches for worker performance documents, using a separate task to those provided to workers or managers. 21
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 people and job profiles, career planning functions, managing, and tracking talent data can be also done through Profile Management. SIMPLIFIED TALENT PROFILE USER INTERFACE: EDIT SKILLS AND QUALIFICATIONS We have enhanced the simplified user interface for a talent profile to enable employees and their managers to quickly edit employees skills and qualifications. You can now use the tabular view to easily add or remove skills, qualifications, content, or attachments associated with a talent profile. 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 talent attributes to the compensation worksheet for compensation calculations. 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. 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. 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 22
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. 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. 23
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 can now 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. You access development goals in Career Development. Prior to Release 10, this setting was controlled by a Goal Management profile option. MANAGE NOTES AND TASKS You can now increase your efficiency by managing both talent review meeting notes and tasks on one page. The notes and tasks regions are consolidated, adding all the information on to one page. You can also view the notes and tasks history from prior talent review meetings for each worker. OPEN ANALYSES FROM THE TALENT REVIEW DASHBOARD Launch your own custom Oracle Transactional Business Intelligence (OTBI) analysis directly from the Talent Review dashboard by simply adding the desired report links to the dashboard. Support your talent review process more efficiently by keeping the relevant talent review information about your workers, readily available. Eliminate the need to navigate to other areas outside of Talent Review to obtain additional information about your review population. MASS UPLOAD OF TALENT POOLS We have streamlined the mass upload of talent pools into Talent Review using the HCM Data Loader for talent pools. This decreases the time it takes to enter large numbers of existing talent pools, thus reducing the chances of errors that occur when manually entering data. OPEN ANALYSES FROM THE TALENT REVIEW DASHBOARD FOR SELECTED REVIEW POPULATION Launch your own custom OTBI analyses for selected review population members directly from the Talent Review dashboard by simply adding links to the desired analyses to the dashboard. Support your talent review process more efficiently by keeping the relevant talent review information needed about 24
your workers readily available. Eliminate the need to navigate to other areas outside of Talent Review to obtain additional information about your review population. 25
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 certain information in the Person subject area. MATRIX MANAGER HIERARCHY We have now enhanced OTBI to include matrix manager hierarchy for reporting. Now worker assignments in Fusion can have other managers, such as one or more project managers, in addition to their line manager. However, there can still only be 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 representing the line manager hierarchy is provided. This dimension does not impose the logged in user security that is present in the existing Assignment Manager. This enhancement allows the HR Analyst to create and test the report using the unsecured hierarchy and then swap it for the secured hierarchy before delivering the report to the line managers. The unsecured assignment manager dimension is added across all the subject areas with the exception of the Talent Review Meeting Real Time. WORKFORCE MANAGEMENT - CHECKLIST REAL TIME We have increased efficiency by reporting on the checklist tasks for workers and other task performers. Both automated and manually allocated tasks can be reported with the new subject area named Checklist Real Time. ENHANCED WORKER DIMENSION The Worker dimension has been enhanced to include additional attributes that can be used in reporting on worker data. 26
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. 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. SAMPLE REPORTS You can now leverage out of the box sample reports offering in OTBI which added an additional 18 reports along with the detailed reports. The new sample reports are related to Core Human Resources, Compensation, Talent Management, Absence Management and Performance Management. 27
WORKFORCE REPUTATION MANAGEMENT Oracle Fusion Workforce Reputation Management harnesses social networks to help organizations discover, mobilize and retain talent. This functionality provides an 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 easily view and inspect details of their team members. 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 in this release employee (worker and contingent worker) access to their reputation scores, social roles, and other details about their social reputation profile. Workers can request mentorship to support their needs for increasing their social networking influence. Employee capabilities supported include dashboard views of their Social Reputation Profile, Social Connections Graph, Mentorship, News and Notifications, Reputation Score Details, and Social Role Details. EMPLOYEE ACCESS TO REPUTATION SCORES AND SOCIAL ROLES Employees now have access to their reputation scores which were only available to managers in previous releases. In addition, employees have access to a new view of their social media roles which are based on their online social behaviors. This feature complements the score based reputation allowing workers and managers multiple views of a person s online social reputation. The social roles view gives the user a different perspective on their social networking behavior. Employees are identified as an ambassador, communicator, expert, innovator, leader, knowledge broker, team player, or a combination. Employees are presented with information about the role they socially represent and how it relates to their social networking behaviors. Both views, reputation scores and social roles, support actionable feedback to support improvements in specific scores and social roles. 28
EMPLOYEE MENTORSHIP Employees can now request any co-worker to identify themselves as mentors to complement their social networking and behavior. As part of their social reputation profile employees can also identify themselves as mentors, making themselves and their social reputation profile available to co-workers for mentorship. This feature also allows managers to suggest mentors for their team members. REPUTATION PROFILE SEARCH Line managers can now view additional details for a person when performing a reputation profile search. These details include a person s talent profile (with skills, degrees, certifications, etc.), reputation scores, and social connections. The search now supports defining advanced search criteria and allows more flexibility in defining the criteria. CORPORATE SOCIAL MEDIA USAGE COMPLIANCE Line managers and social media compliance officers now have a greater ability to view, track, and monitor 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 can now receive notifications when workers increasingly violate compliance policies. ORACLE SOCIAL NETWORK (OSN) INTEGRATION Oracle Social Network (OSN) is a rich source to derive a person s social reputation. This data is now used as part of developing individual s reputation scores and social roles. --- 29
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