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TABLE OF CONTENTS

DOCUMENT HISTORY ······························································································································································································· 8

UPDATE 17D ······························································································································································································· 8

Revision History ························································································································································································ 8

Overview ······································································································································································································· 8

Human Resources ···················································································································································································· 9

Global Human Resources ······························································································································································· 9

Improved Self-Service Contact Effective Dates ················································································································ 9

Define Employee Assignment Hours ·································································································································· 10

Add Eligible Jobs for a Worker Assignment ····················································································································· 10

Statutory Dependent Field for Contacts ···························································································································· 10

Convert Button Replaced with Actions Menu on the Pending Workers Tab ······················································· 10

Option to Indicate Inclusion of Pending Worker in Automatic Conversion ··························································· 10

Automatic Conversion of Pending Workers Using a Scheduled Process ····························································· 11

Change Legal Employer Guided Process ························································································································· 11

Two Tier - Multiple Contract - Single Assignment Employment Model ·································································· 11

Add Contracts for Contingent Workers ······························································································································ 11

Read-Only Contract Region in Promote and Transfer Processes ··········································································· 11

Manage Worker Unions ··························································································································································· 11

Manage Collective Agreements ············································································································································ 11

Seniority Dates Enhancements ············································································································································ 11

Ability to Add Multiple National Identifiers for the Same Type for the Same Country ······································ 12

Human Capital Management for Canada ······························································································································· 12

Record of Employment (ROE) Termination Events ······································································································ 12

Record of Employment (ROE): Automating the Archiving of ROE Blocks 17A and 17C ································ 12

Human Capital Management for Germany ···························································································································· 13

Validation of Organization Setup Data ······························································································································· 13

Report Contract Information for All Employment Models ···························································································· 13

Human Capital Management for Gibraltar ···························································································································· 13

Maintaining Person Information ············································································································································ 13

Human Capital Management for Guernsey ·························································································································· 13

Maintaining Person Information ············································································································································ 13

Human Capital Management for the Isle of Man ················································································································ 14

Maintaining Person Information ············································································································································ 14

Human Capital Management for Jersey ································································································································· 14

Maintaining Person and Employment Information ········································································································· 14

Human Capital Management for Macedonia, the Former Yugoslav Republic of ··············································· 14

Maintaining Person Information ············································································································································ 14

Human Capital Management for Malta ···································································································································· 15

Maintaining Person Information ············································································································································ 15

Human Resource advisor ······························································································································································ 15

Create Service Request on Behalf of a Worker ·············································································································· 15

Assign a Queue Using the Worker's Employment Attributes ···················································································· 15

Inbound Email to Log Service Requests ··························································································································· 15

Usability Enhancements ·························································································································································· 15

Analyze Survey Statistics ························································································································································ 16

Workforce Health and Safety Incidents ······································································································································· 16

Workforce Health and Safety Incidents ·································································································································· 16

Ability to Conduct an Incident Investigation ····················································································································· 16

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Work Life Solutions ··············································································································································································· 16

Employee Wellness ·········································································································································································· 16

Teams and Team Goals and Challenges ························································································································· 16

Workforce Directory Management ············································································································································ 17

Convert Vacancies to Requisitions ······································································································································ 17

Workforce Reputation Management ········································································································································ 17

Rebranded Application ····························································································································································· 17

Leverage HCM Data to Build Skill Profile ························································································································· 17

Take Self-Assessment ····························································································································································· 17

Define New Skills ······································································································································································· 17

Transactional Business Intelligence ············································································································································ 17

HCM Transactional Business Intelligence ···························································································································· 17

Human Resources ·········································································································································································· 18

New Subject Area - Human Capital Management – Transaction Administration Real Time ························· 18

New Dimensions - Assignment Manager List and Assignment Manager List Unsecured ······························ 18

UPDATE 17C ····························································································································································································· 18

Revision History ······················································································································································································ 18

Overview ····································································································································································································· 18

Human Resources ·················································································································································································· 19

Global Human Resources ····························································································································································· 19

Synchronization of Assignment Flexfields from Position Flexfields ········································································ 20

Synchronization of Line Manager Based on HCM Position Hierarchy ··································································· 20

Create Document Records for Future Hires ···················································································································· 20

Human Capital Management for Armenia ····························································································································· 20

Maintaining Person Information ············································································································································ 20

Human Capital Management for Aruba ·································································································································· 20

Maintaining Person Information ············································································································································ 21

Human Capital Management for Azerbaijan ························································································································ 21

Maintaining Person Information ············································································································································ 21

Human Capital Management for Bangladesh ······················································································································ 21

Maintaining Person Information ············································································································································ 21

Human Capital Management for Belarus ······························································································································· 21

Name Style and Format ··························································································································································· 21

Human Capital Management for Benin ··································································································································· 21

Maintaining Person Information ············································································································································ 22

Human Capital Management for Bermuda ···························································································································· 22

Maintaining Person Information ············································································································································ 22

Human Capital Management for Bhutan ································································································································ 22

Maintaining Person Information ············································································································································ 22

Human Capital Management for Cambodia ························································································································· 22

Maintaining Person Information ············································································································································ 22

Human Capital Management for Cameroon ························································································································· 23

Maintaining Person Information ············································································································································ 23

Human Capital Management for the Cayman Islands ····································································································· 23

Maintaining Person Information ············································································································································ 23

Human Capital Management for Chad ···································································································································· 23

Maintaining Person Information ············································································································································ 23

Human Capital Management for the Democratic Republic of Congo ····································································· 23

Maintaining Person Information ············································································································································ 24

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Human Capital Management for the Republic of Congo ······························································································· 24

Maintaining Person Information ············································································································································ 24

Human Capital Management for Cote d'Ivoire ···················································································································· 24

Maintaining Person Information ············································································································································ 24

Human Capital Management For Curaçao ···························································································································· 24

Maintaining Person Information ············································································································································ 24

Human Capital Management for Ethiopia ····························································································································· 25

Maintaining Person Information ············································································································································ 25

Human Capital Management for Fiji ········································································································································· 25

Maintaining Person Information ············································································································································ 25

Human Capital Management for Gabon ································································································································· 25

Maintaining Person Information ············································································································································ 25

Human Capital Management for Georgia ······························································································································ 25

Maintaining Person Information ············································································································································ 25

Human Capital Management for Germany ···························································································································· 26

Enhanced Value for Gender ·················································································································································· 26

Disabled Person and Being Coequal ·································································································································· 26

Legislative Changes for Names ············································································································································ 26

Human Capital Management for Guinea ································································································································ 26

Maintaining Person Information ············································································································································ 26

Human Capital Management for Guinea-Bissau ················································································································ 26

Maintaining Person Information ············································································································································ 26

Human Capital Management for Kosovo ······························································································································· 27

Maintaining Person Information ············································································································································ 27

Human Capital Management for Kyrgyzstan ······················································································································· 27

Maintaining Person Information ············································································································································ 27

Human Capital Management for Laos ····································································································································· 27

Maintaining Person Information ············································································································································ 27

Human Capital Management for Lesotho ······························································································································ 27

Maintaining Person Information ············································································································································ 28

Human Capital Management for Liberia ································································································································ 28

Maintaining Person Information ············································································································································ 28

Human Capital Management for Libya ··································································································································· 28

Maintaining Person Information ············································································································································ 28

Human Capital Management for Madagascar ····················································································································· 28

Maintaining Person Information ············································································································································ 28

Human Capital Management for Malawi ································································································································ 29

Maintaining Person Information ············································································································································ 29

Human Capital Management for Maldives ···························································································································· 29

Maintaining Person Information ············································································································································ 29

Human Capital Management for Mauritius ··························································································································· 29

Maintaining Person Information ············································································································································ 29

Human Capital Management for Moldova ····························································································································· 29

Maintaining Person Information ············································································································································ 29

Human Capital Management for Mongolia ··························································································································· 30

Maintaining Person Information ············································································································································ 30

Human Capital Management for Montenegro ····················································································································· 30

Maintaining Person Information ············································································································································ 30

Human Capital Management for Myanmar ··························································································································· 30

Maintaining Person Information ············································································································································ 30

5

Human Capital Management for Nepal ··································································································································· 30

Maintaining Person Information ············································································································································ 31

Human Capital Management for Papua New Guinea ······································································································· 31

Maintaining Person Information ············································································································································ 31

Human Capital Management for Rwanda ······························································································································ 31

Maintaining Person Information ············································································································································ 31

Human Capital Management for Samoa ································································································································ 31

Maintaining Person Information ············································································································································ 31

Human Capital Management for Senegal ······························································································································ 32

Maintaining Person Information ············································································································································ 32

Human Capital Management for the Solomon Islands ··································································································· 32

Maintaining Person Information ············································································································································ 32

Human Capital Management for South Sudan ··················································································································· 32

Maintaining Person Information ············································································································································ 32

Human Capital Management for Sri Lanka ··························································································································· 32

Maintaining Person Information ············································································································································ 32

Human Capital Management for Swaziland ························································································································· 33

Maintaining Person Information ············································································································································ 33

Human Capital Management for Tajikistan ·························································································································· 33

Maintaining Person Information ············································································································································ 33

Human Capital Management for Tanzania ···························································································································· 33

Maintaining Person Information ············································································································································ 33

Human Capital Management for Tunisia ······························································································································· 33

Maintaining Person Information ············································································································································ 34

Human Capital Management for Turkmenistan ·················································································································· 34

Maintaining Person Information ············································································································································ 34

Human Capital Management for Uganda ······························································································································· 34

Maintaining Person Information ············································································································································ 34

Human Capital Management for Uzbekistan ······················································································································· 34

Maintaining Person Information ············································································································································ 34

Human Capital Management for Zimbabwe ························································································································· 35

Maintaining Person Information ············································································································································ 35

Worklife Solutions ·················································································································································································· 35

Health and Safety ·············································································································································································· 35

Quickly Report Environment, Health, and Safety Incidents ······················································································· 35

Safety Incident Management ················································································································································· 35

Human Resources Analytics ···························································································································································· 35

Transactional Business Intelligence ······································································································································· 35

New Dashboard - Line Manager Dashboard ··················································································································· 35

New Subject Area - Health and Safety ······························································································································ 36

Enhanced Subject Area for Learning ·································································································································· 36

New Metrics in Workforce Trend Subject Area ··············································································································· 36

Reporting on Worker's Manager History ··························································································································· 36

UPDATE 17B ····························································································································································································· 36

Revision History ······················································································································································································ 36

Overview ····································································································································································································· 37

Human Resources ·················································································································································································· 37

Global Human Resources ····························································································································································· 38

Ability to Cancel Work Relationship of Pending Workers ··························································································· 38

6

Pending Worker Work Relationships for Persons Existing in Oracle Fusion HCM ··········································· 38

HCM Position Hierarchy ·························································································································································· 38

HCM Position Hierarchy Support in My Team Page ····································································································· 38

Human Capital Management for France ································································································································ 38

Global Payroll Interface for France ······································································································································ 38

Human Capital Management for Germany ···························································································································· 39

Calculation Card Enhancement ············································································································································ 39

Disability Report ········································································································································································· 39

Human Capital Management for Kuwait ································································································································ 39

Report 103 Enhancement ······················································································································································· 39

Cheque Template for Third Party Payments ··················································································································· 39

Data Validation Report Updates ··········································································································································· 39

Human Capital Management for Netherlands ····················································································································· 40

Digital Absence Reports ·························································································································································· 40

Human Capital Management for Saudi Arabia ···················································································································· 40

Additional Element Template Functionality for Allowances ························································································ 40

New Hire and Termination Flexfield Enhancement ······································································································· 40

Payroll Cycle Flow Enhancement ········································································································································ 40

Human Capital Management for Sudan ································································································································· 41

Civil Identity Number Validation ············································································································································ 41

Human Capital Management for United Arab Emirates ································································································· 41

Wage Protection System: Request for Refund ··············································································································· 41

ADRPBF Reports ······································································································································································· 41

Additional Element Template Functionality for Allowances ························································································ 41

Payroll Cycle Flow Enhancement ········································································································································ 41

Human Capital Management for Vietnam ······························································································································ 42

Optional Marital Status Field ·················································································································································· 42

Global Payroll Interface ·································································································································································· 42

Additional Country Extensions in Global Payroll Interface Extract Definition ······················································ 42

HR Optimizations ···················································································································································································· 42

Workforce Predictions ···································································································································································· 42

Support for Human Resource Specialists ························································································································· 42

Social ············································································································································································································ 42

(Network At Work) ············································································································································································· 43

Kudos Replaced by Feedback ·············································································································································· 43

Work Life Solutions ··············································································································································································· 43

Human Resources Advisor ·························································································································································· 43

HR Help Desk ·············································································································································································· 43

Human Resources Transactional Business Intelligence ···································································································· 43

New Subject Area: Payroll- Rate Calculation Results Real Time ············································································ 44

New Subject Area: Payroll - Element Entries History Real Time ············································································· 44

New Subject Area: Workforce Succession Management - Talent Pools Real Time ········································ 44

New Subject Area: Time Collection Devices Real Time ······························································································ 44

Enhanced Subject Area: Workforce Talent Review - Talent Review Meeting Real Time ······························ 44

Enhanced Subject Area: Workforce Profiles - Person Profile Real Time ····························································· 44

Enhanced Subject Area: Workforce Learning - Learning Management Real Time ·········································· 44

Enhanced Subject Area: Workforce Management - Reported Time Cards Real Time ··································· 45

Enhanced Subject Area: Workforce Performance - Performance Document Eligibility Real Time ············· 45

Enhanced Subject Area: Workforce Performance - Performance Rating Real Time ······································· 45

Enhanced Subject Area: Compensation - Workforce Compensation Real Time ··············································· 45

Enhanced Subject Area: Compensation - Workforce Compensation Budgets Real Time ····························· 45

Enhanced Subject Area: Benefits – Enrollments Real Time ······················································································ 45

7

New Dimensions – Time and Labor Subject Areas ······································································································· 45

New Dimensions – Assignment Hours Details ················································································································ 46

New Dimensions – Seniority Dates ····································································································································· 46

Enhanced Dimensions – Costing Segments ··················································································································· 46

Enhanced Dimensions – Payroll-Related Dimensions ································································································· 46

Enhanced Dimension – Compensation Manager - Performance Improvement ················································· 46

New Descriptive Flexfields – Absence Subject Area ···································································································· 46

New Metric – Accrual Balance ·············································································································································· 46

New Attributes – Global HR Dimensions ·························································································································· 46

New Report – Benefit Element Report ······························································································································· 47

Time and Labor Audit Reporting ·········································································································································· 47

8

DOCUMENT HISTORY

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Date Update Version Notes

27 APR 2018 Update 17D Revised update 17D.

06 OCT 2017 Update 17C Revised update 17C.

25 AUG 2017 Update 17B Revised update 17B.

UPDATE 17D

REVISION HISTORY

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Date Feature Notes

27 APR 2018Transactional Business Intelligence: New Subject Area - Human Capital Management – Transaction Administration Real Time

Updated document. Added feature delivered in update 17D.

08 DEC 2017Human Resource Advisor: Create Service Request on Behalf of a Worker

Updated document. Added feature delivered in update 17D.

08 DEC 2017Human Resource Advisor: Assign a Queue Using the Worker's Employment Attributes

Updated document. Added feature delivered in update 17D.

08 DEC 2017 Human Resource Advisor: Inbound Email to Log Service Requests

Updated document. Added feature delivered in update 17D.

08 DEC 2017 Human Resource Advisor: Usability Enhancements

Updated document. Added feature delivered in update 17D.

06 OCT 2017 Created initial document.

OVERVIEW

Oracle HCM Cloud release documents are delivered in five functional groupings:

Suggested Reading for all HCM Products:

(This document pertains to all HCM applications. It is the base human HCM Cloud Common Featuresresource information for all products and HCM Tools.)

9

(Global Human Resources contains the base application in which Global Human Resources Cloudother application use for common data such as workforce structures and person information.  Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

NOTE: Not all Global Human Resource features are available for the base Talent and Compensation stand alone applications.

Optional Reading for HCM Products (Depending on what products are in your cloud service):

(All Talent applications)Talent Management Cloud

(Compensation, Benefits, Payroll and Global Payroll Interface)Workforce Rewards Cloud

(Absence Management and Time and Labor)Workforce Management Cloud

Additional Optional Reading:

(This documents the common features across all Cloud Common Technologies and User Experienceapplications and is not specific to HCM)

NOTE:  All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness.

DISCLAIMER

The Information contained in this document may include statements about Oracle’s product development plans. Many factors can materially affect Oracle’s product development plans and the nature and timing of future product releases. Accordingly, this Information is provided to you solely for information only, is not a commitment to deliver any material, code, or functionality, and should not be relied upon in making purchasing decisions. The development, release, and timing of any features or functionality described remains at the sole discretion of Oracle.

This information may not be incorporated into any contractual agreement with Oracle or its subsidiaries or affiliates. Oracle specifically disclaims any liability with respect to this information. Refer to the Legal Notices and Terms of Use for further information.

HUMAN RESOURCES

GLOBAL HUMAN RESOURCES

Oracle Fusion Global Human Resources is a configurable and flexible global solution that enables organizations to enter and maintain information related to people, employment, and work structures.

IMPROVED SELF-SERVICE CONTACT EFFECTIVE DATES

Take advantage of the new Relationship Start Date field in the self-service contacts page. Use the relationship start date field, instead of an effective date, to record the start of a relationship. Users have a better understanding of a "relationship start date" than of a "contact effective date". The application uses the relationship start date entered to calculate the correct contact effective date for the user.

10

DEFINE EMPLOYEE ASSIGNMENT HOURS

Define worker assignment hours using:

Work day definition for the primary assignment with a day start time and rule from and for Time and Labor to span time entries over days in the worker time cards.Working hours using either work shift Time to specify the start and end times or Elapsed to specify the number of hours.

ADD ELIGIBLE JOBS FOR A WORKER ASSIGNMENT

Enter additional eligible jobs for a worker apart from the job in the worker's current assignment. Use eligible jobs to report time for the eligible jobs in addition to the job in the person's current work assignment. You can also use eligible jobs when a person has more than one job and you want to store information on the additional jobs for tracking purposes.

STATUTORY DEPENDENT FIELD FOR CONTACTS

Enhance the statutory processing and reporting of contact information with the introduction of a new field labeled Statutory Dependent. The field is hidden out-of-the-box. Legislative product teams must expose this field for contacts when required in legislative processes and reports.

CONVERT BUTTON REPLACED WITH ACTIONS MENU ON THE PENDING WORKERS TAB

Enhance the user experience with the new Actions menu in the New Person work area . The Convert button on the Pending Workers tab is now replaced with the Actions menu, which includes the following actions:

ConvertQuick ConvertEdit Pending WorkerCancel Work RelationshipInclude in Automatic ConversionExclude from Automatic Conversion

The options displayed in the Actions menu are based on your security profile.

OPTION TO INDICATE INCLUSION OF PENDING WORKER IN AUTOMATIC CONVERSION

Manage pending worker conversion efficiently with the option to indicate whether a pending worker record must be included in automatic conversion. A new field, Automatically Convert Pending Workers is added on the Manage Enterprise HCM Information page. When this field is set to Y, then all new pending worker records have the indicator Include in automatic conversion. If the enterprise setting is No, then the new pending worker records will be marked as excluded from  automatic conversion.

In addition, you can also specify if a specific record must be included in automatic conversion in all transaction flows that create or maintain pending worker, or pending worker work relationship.

11

AUTOMATIC CONVERSION OF PENDING WORKERS USING A SCHEDULED PROCESS

Automate the conversion of pending workers through a new scheduled process, Run Convert Pending Workers Automatically. This process automatically converts pending workers that are included in automatic conversion and match the specified conversion criteria.  

CHANGE LEGAL EMPLOYER GUIDED PROCESS

Perform the legal employer change for their direct reports using the Change Legal Employer guided process. This guided process is a simplified version of the current Global Transfer process performed by HR Specialists that now can be performed by intuitive for the line managers.

TWO TIER - MULTIPLE CONTRACT - SINGLE ASSIGNMENT EMPLOYMENT MODEL

Select a new employment model named Two Tier - Multiple Contract - Single Assignment for an enterprise or a legal employer. This employment model allows you to manage contracts for workers having multiple assignments, without maintaining employment terms data. Each assignment can be associated with its individual contract.

ADD CONTRACTS FOR CONTINGENT WORKERS

Enhance the ability to track contingent worker information by now maintaining the contract details for contingent workers. If the employment model that you configured supports contracts, you can manage the contract information for your contingent workers as you manage for your employees.

READ-ONLY CONTRACT REGION IN PROMOTE AND TRANSFER PROCESSES

Provide line managers greater visibility to their direct reports' contract details. The contracts read-only region is now added to the Promote and Transfer guided processes. The region is hidden out of the box, however you can unhide it using personalization.

MANAGE WORKER UNIONS

Enhance the ability to track worker unions related to an enterprise using the new Worker Union organization structure. You can optionally associate worker unions with their affiliated bargaining units.

You can now assign the worker union directly to a worker's assignment.

MANAGE COLLECTIVE AGREEMENTS

Enhance the ability to track changes made to collective agreements over time, by using the date effective feature. You can optionally associate collective agreements with worker unions and the affiliated bargaining units.

SENIORITY DATES ENHANCEMENTS

CONFIGURE SENIORITY DATES

You can now configure seniority dates for various attributes in the worker assignment. You can also calculate the seniority for hourly-paid workers based on the hours eligible for seniority.

12

A fast formula can be used to calculate the adjustment to seniority when customers have specific business rules for seniority dates.

The seniority calculation can be cumulative across multiple occurrences of the same attribute value, or it can be configured to be noncumulative.

MANAGE SENIORITY DATES

The Manage Seniority Dates page now displays worker seniority dates in an intuitive hierarchical structure. You can view the history of adjustments to seniority on the same page. The adjustments and corrections to seniority can be done in days or hours based on the basis used for calculating seniority. You can specify the seniority calculation basis for a worker on the worker's assignment.

The seniority dates calculated for a worker are displayed as read-only on the guided employment processes, such as promote and transfer.

CALCULATE SENIORITY DATES ESS JOB

You can now calculate the seniority dates for workers by running the Calculate Seniority Dates ESS job. This job can be run for all workers or selected workers. Additionally, you can run this job for an individual legal employer or worker union.

MIGRATE SENIORITY DATES

Customers using the previous versions of seniority dates can use the Calculate Seniority Dates ESS job to migrate their seniority data to the new version of seniority dates.

ABILITY TO ADD MULTIPLE NATIONAL IDENTIFIERS FOR THE SAME TYPE FOR THE SAME COUNTRY

Add multiple national identifiers of the same type for a country. You can add multiple identifiers of the same type provided the validity period doesn't overlap. You can use this feature to add national identifiers for a person who has provided an incorrect national identifier or received a new national identifier due to identity theft.

HUMAN CAPITAL MANAGEMENT FOR CANADA

Oracle Fusion Human Capital Management for Canada supports country-specific features and functions for Canada. It enables users to follow Canada’s business practices and comply with statutory requirements.

RECORD OF EMPLOYMENT (ROE) TERMINATION EVENTS

Process events to generate a Record of Employment (ROE) when the employee is terminated.

RECORD OF EMPLOYMENT (ROE): AUTOMATING THE ARCHIVING OF ROE BLOCKS 17A AND 17C

Capture and archive balances required for reporting amounts in blocks 17A (Vacation Pay) and 17C (Other Monies) on the Record of Employment.

13

HUMAN CAPITAL MANAGEMENT FOR GERMANY

Oracle Fusion Human Capital Management for Germany supports country specific features and functions for Germany. It enables users to follow Germany's business practices and comply with its statutory requirements.

VALIDATION OF ORGANIZATION SETUP DATA

Validate your organization setup data with the enhanced Worker Data Validation Report. Validated data for the person and the organization are used in the REHADAT Disability report.

REPORT CONTRACT INFORMATION FOR ALL EMPLOYMENT MODELS

Report contract information for your employees for the REHADAT Disability report irrespective of the type of employment model used. If no contract information is available in the employment model, the new fields Contract Type and Projected End Date are used to capture contract related information. If the contract details are already available, then the existing contract information is used for reporting purposes.

HUMAN CAPITAL MANAGEMENT FOR GIBRALTAR

Oracle Fusion Human Capital Management for Gibraltar supports country-specific features and functions for Gibraltar. It enables users to follow Gibraltar’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Gibraltar:

Name style and formatValidation of the national identifier: Taxpayer reference numberAddress format

HUMAN CAPITAL MANAGEMENT FOR GUERNSEY

Oracle Fusion Human Capital Management for Guernsey supports country-specific features and functions for Guernsey. It enables users to follow Guernsey’s business practices and comply with statutory requirements.   

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Guernsey:

Name styleValidation of the national identifier: Social Security NumberAddress format with validationOther human resources data capture, including predefined values for Marital Status, Contacts, Visa and Permit Types and CategoriesBank information

14

HUMAN CAPITAL MANAGEMENT FOR THE ISLE OF MAN

Oracle Fusion Human Capital Management for the Isle of Man supports country-specific features and functions for the Isle of Man. It enables users to follow the Isle of Man’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Isle of Man:

Name styleValidation of the national identifiers: National Insurance Number, tax identification numberAddress format with validationOther human resources data capture, including predefined values for Marital Status, Contacts, Visa and Permit TypesBank information

HUMAN CAPITAL MANAGEMENT FOR JERSEY

Oracle Fusion Human Capital Management for Jersey supports country-specific features and functions for Jersey. It enables users to follow Jersey’s business practices and comply with statutory requirements.

MAINTAINING PERSON AND EMPLOYMENT INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person and employment information specific to Jersey:

Name styleValidation of the national identifier: Social Security NumberAddress format with validationOther human resources data capture, including predefined values for Marital Status, Contacts, Visa and Permit TypesBank informationEmployment information: Contract Type

HUMAN CAPITAL MANAGEMENT FOR MACEDONIA, THE FORMER YUGOSLAV REPUBLIC OF

Oracle Fusion Human Capital Management for Macedonia, the Former Yugoslav Republic of supports country-specific features and functions for Macedonia. It enables users to follow Macedonia’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Macedonia:

15

Validation of the national identifier: JMBGAddress format

HUMAN CAPITAL MANAGEMENT FOR MALTA

Oracle Fusion Human Capital Management for Malta supports country-specific features and functions for Malta. It enables users to follow Malta’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Malta:

Name style and formatNational identifier: Social Security NumberAddress format

HUMAN RESOURCE ADVISOR

Oracle Fusion Human Resources Advisor is a native engagement solution that provides robust HR case management capabilities, leading to a superior HR service experience. This application covers all aspects related to service request management for workers, managers, and HR Help Desk agents.

CREATE SERVICE REQUEST ON BEHALF OF A WORKER

Enhance the ability of managers and persons to whom managers have delegated the access, to create a service request (SR) on behalf of a worker in their hierarchy by overriding the primary point of contact.

ASSIGN A QUEUE USING THE WORKER'S EMPLOYMENT ATTRIBUTES

Enhance the ability of administrators to set up queue assignment rules using the primary point of contact's employment attributes in addition to the service request attributes.

INBOUND EMAIL TO LOG SERVICE REQUESTS

Enhance the ability of workers to log service requests (SRs) by sending an email to a specific email address that is set up and configured to create an HR Help Desk SR.

USABILITY ENHANCEMENTS

Make use of the Oracle Engagement Cloud that now introduces the following usability enhancements for Service Request Management:

Users can:

Personalize the layout of columns on the Service Request (SR) list.

View attached images in SR messages.

Name style and format

16

Create a new internal note or response message from the action menu on the Service Request page.

Edit previously posted SR messages (internal note and customer entry).

Agents can mark a linked knowledge article as resolved after fixing an issue.

Administrators can configure the order of the Status field values on the Service Request page.

ANALYZE SURVEY STATISTICS

Analyze the effectiveness of surveys using survey statistics. The data is displayed graphically so that employees, managers, and administrators gain insights quickly. Survey statistics are available for all user surveys and meeting surveys in the application.

WORKFORCE HEALTH AND SAFETY INCIDENTS

WORKFORCE HEALTH AND SAFETY INCIDENTS

Oracle Fusion Health and Safety supports corporate initiatives to track and improve health and safety in the workplace.

ABILITY TO CONDUCT AN INCIDENT INVESTIGATION

Use the Investigation feature to analyze an incident and assist in finding the root cause of an incident. You can use a questionnaire checklist to facilitate a thorough approach and consistency in the investigation process. You can note your findings and recommendations to help prevent future incidents.

WORK LIFE SOLUTIONS

EMPLOYEE WELLNESS

Oracle Fusion Employee Wellness supports corporate initiatives to improve employee fitness and health through the use of opt-in wellness features. This application integrates with popular fitness tracking services to simplify and automate the acquisition of exercise data from a wide range of devices.

TEAMS AND TEAM GOALS AND CHALLENGES

Enable employees to set up teams and team goals as a simple and great way to promote employee wellness. Employees can get started by creating a team or joining an existing team. Accelerate employee engagement by enabling team members to create team goals and monitor their team’s progress. Teams can engage with other teams to promote employee wellness participation by challenging each other to goals.

17

WORKFORCE DIRECTORY MANAGEMENT

Oracle Workforce Directory Management allows you to find colleagues and view organization charts.

CONVERT VACANCIES TO REQUISITIONS

Enhance the organization chart in the My Team and Directory work areas by providing the ability to convert vacancies into Oracle Recruiting Cloud Service requisitions.

WORKFORCE REPUTATION MANAGEMENT

Oracle Fusion Workforce Reputation Management (Personal Brand) 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.

REBRANDED APPLICATION

Improve and manage your personal brand with the rebranded application. Workforce Reputation is now rebranded as Personal Brand. Employees can continue to leverage the tools in the application to gain valuable insights and build their personal brand within their organization and social networks. With this objective, the application is renamed as Personal Brand and key work areas for managers and administrators are renamed as Team Brand and Personal Brand Administration respectively.

LEVERAGE HCM DATA TO BUILD SKILL PROFILE

Leverage data from HCM to build employee skill profiles. The skill scores provide users with the inputs necessary to identify the skills they have expertise in and the skills for which they require training.

TAKE SELF-ASSESSMENT

Assess strengths and areas of improvement by taking a self-assessment on surveys they send out. The self-assessment response helps provide insights when compared with the responses provided by peers.

DEFINE NEW SKILLS

Create and add custom skills that are critical to your organization’s needs. These skills are in addition to the skills already available in the application.

TRANSACTIONAL BUSINESS INTELLIGENCE

HCM TRANSACTIONAL BUSINESS INTELLIGENCE

Oracle Fusion Transactional Business Intelligence is a real time, self-service reporting solution offered to all Oracle Cloud application users to create ad hoc reports and analyze them for daily decision-making.  Oracle

18

Transactional Business Intelligence 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 employee benefits.

HUMAN RESOURCES

NEW SUBJECT AREA - HUMAN CAPITAL MANAGEMENT – TRANSACTION ADMINISTRATION REAL TIME

Enhance your reporting on HCM transactions with the new subject area that allows you to report on all the transactions in the system.

Transactions that are stuck, pending, in auto recovery, contain errors, and so on, are available for reporting. The transactions details like submitted user, process category, process name, and transaction status can be reported on. If any issues exist during the transaction, additional details are available for reporting including the user that is assigned the issue and the issue status. Count of issues and count of transactions are seeded metrics in the subject area.

NEW DIMENSIONS - ASSIGNMENT MANAGER LIST AND ASSIGNMENT MANAGER LIST UNSECURED

Use the HCM OTBI subject areas with the addition of two new dimensions related to assignment manager hierarchy. These dimensions contain the assignment manager hierarchy in a flat format thereby improving performance. These list dimensions are intended to be used as the source of dashboard prompts based on the assignment manager hierarchy because they deliver a performance improvement over using the existing assignment manager dimensions.

Assignment Manager List : List secured by the logged in manager.Assignment Manager List Unsecured : This list is not restricted by the logged in manager name.

UPDATE 17C

REVISION HISTORY

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Date Feature Notes

06 OCT 2017Health and Safety: Quickly Report Environment, Health, and Safety Incidents

Updated document. Added feature delivered in update 17C.

06 OCT 2017Health and Safety: Safety Incident Management

Updated document. Added feature delivered in update 17C.

25 AUG 2017 Created initial document.

19

Oracle HCM Cloud release documents are delivered in five functional groupings:

Suggested Reading for all HCM Products:

HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

NOTE: Not all Global Human Resource features are available for the base Talent and Compensation stand alone applications.

Optional Reading for HCM Products (Depending on what products are in your cloud service):

Talent Management Cloud (All Talent applications)Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface)Workforce Management Cloud (Absence Management and Time and Labor)

Additional Optional Reading:

Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness.

DISCLAIMER

The Information contained in this document may include statements about Oracle’s product development plans. Many factors can materially affect Oracle’s product development plans and the nature and timing of future product releases. Accordingly, this Information is provided to you solely for information only, is not a commitment to deliver any material, code, or functionality, and should not be relied upon in making purchasing decisions. The development, release, and timing of any features or functionality described remains at the sole discretion of Oracle.

This information may not be incorporated into any contractual agreement with Oracle or its subsidiaries or affiliates. Oracle specifically disclaims any liability with respect to this information. Refer to the Legal Notices and Terms of Use for further information.

HUMAN RESOURCES

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.

OVERVIEW

20

SYNCHRONIZATION OF ASSIGNMENT FLEXFIELDS FROM POSITION FLEXFIELDS

Enhance the user experience with the synchronization of assignment descriptive flexfields with the position descriptive flexfields using the new Manage Assignment Flexfield Mapping task.You can specify each mapping for an enterprise or specific legal entities.

The attribute Synchronize Mapped Flexfields is added to the Position Synchronization Configuration section.  Select this attribute to synchronize the assignment flexfields from the position flexfields.

SYNCHRONIZATION OF LINE MANAGER BASED ON HCM POSITION HIERARCHY

Automate the line manager synchronization in the assignment by using the new HCM position hierarchy. When you select line manager to be synchronized based on the HCM position hierarchy, the line manager is automatically synchronized based on the parent position. For example, when you hire an employee in a position, the application populates the incumbent of the parent position as the new manager. Similarly, direct reports are also reassigned based on the position hierarchy. If a position becomes vacant, the direct reports are automatically reassigned to the incumbent in the parent position. Later, if a new worker is hired into the vacant position, the application automatically updates all direct reports’ assignments to report to the new manager hired into the vacant position Also, if you change the parent position, the impacted assignments are reassigned automatically.

CREATE DOCUMENT RECORDS FOR FUTURE HIRES

Search and create document records for future hires from the Document Records work area. The Search and Select Person dialog box now contains a new Effective As-of Date field that you can use to search a future-dated hire. A new attribute of effective date has been added to the person search dialog, which allows searching for a future dated hire. After searching for the future hire, you can create document records for that hire.

HUMAN CAPITAL MANAGEMENT FOR ARMENIA

Oracle Fusion Human Capital Management for Armenia supports country-specific features and functions for Armenia. It enables users to follow Armenia’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Armenia:

Name style and formatAddress format

HUMAN CAPITAL MANAGEMENT FOR ARUBA

Oracle Fusion Human Capital Management for Aruba supports country-specific features and functions for Aruba. It enables users to follow Aruba’s business practices and comply with statutory requirements.

21

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Aruba:

Address format

HUMAN CAPITAL MANAGEMENT FOR AZERBAIJAN

Oracle Fusion Human Capital Management for Azerbaijan supports country-specific features and functions for Azerbaijan. It enables users to follow Azerbaijan’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Azerbaijan:

Name style and formatAddress format

HUMAN CAPITAL MANAGEMENT FOR BANGLADESH

Oracle Fusion Human Capital Management for Bangladesh supports country-specific features and functions for Bangladesh. It enables users to follow Bangladesh’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Bangladesh:

Address format

HUMAN CAPITAL MANAGEMENT FOR BELARUS

Oracle Fusion Human Capital Management for Belarus supports country-specific features and functions for Belarus. It enables users to follow Belarus’s business practices and comply with statutory requirements.

NAME STYLE AND FORMAT

Use name style and format that are now delivered for Belarus.

HUMAN CAPITAL MANAGEMENT FOR BENIN

Oracle Fusion Human Capital Management for Benin supports country-specific features and functions for Benin. It enables users to follow Benin’s business practices and comply with statutory requirements.

22

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Benin:

Address format

HUMAN CAPITAL MANAGEMENT FOR BERMUDA

Oracle Fusion Human Capital Management for Bermuda supports country-specific features and functions for Bermuda. It enables users to follow Bermuda’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Bermuda:

Validation of the national identifier: Social Security NumberAddress format

HUMAN CAPITAL MANAGEMENT FOR BHUTAN

Oracle Fusion Human Capital Management for Bhutan supports country-specific features and functions for Bhutan. It enables users to follow Bhutan’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Bhutan:

Address format

HUMAN CAPITAL MANAGEMENT FOR CAMBODIA

Oracle Fusion Human Capital Management for Cambodia supports country-specific features and functions for Cambodia. It enables users to follow Cambodia’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Cambodia:

Address format

23

HUMAN CAPITAL MANAGEMENT FOR CAMEROON

Oracle Fusion Human Capital Management for Cameroon supports country-specific features and functions for Cameroon. It enables users to follow Cameroon’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Cameroon:

Address format

HUMAN CAPITAL MANAGEMENT FOR THE CAYMAN ISLANDS

Oracle Fusion Human Capital Management for the Cayman Islands supports country-specific features and functions for the Cayman Islands. It enables users to follow the Cayman Islands’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to the Cayman Islands:

Address format

HUMAN CAPITAL MANAGEMENT FOR CHAD

Oracle Fusion Human Capital Management for Chad supports country-specific features and functions for Chad. It enables users to follow Chad’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Chad:

Address format

HUMAN CAPITAL MANAGEMENT FOR THE DEMOCRATIC REPUBLIC OF CONGO

Oracle Fusion Human Capital Management for the Democratic Republic of Congo supports country-specific features and functions for the Democratic Republic of Congo. It enables users to follow the Democratic Republic of Congo’s business practices and comply with statutory requirements.

24

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to the Democratic Republic of the Congo:

Address format

HUMAN CAPITAL MANAGEMENT FOR THE REPUBLIC OF CONGO

Oracle Fusion Human Capital Management for the Republic of Congo supports country-specific features and functions for the Republic of Congo. It enables users to follow the Republic of Congo’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to the Republic of Congo:

National identifier: Personal identification numberAddress format

HUMAN CAPITAL MANAGEMENT FOR COTE D'IVOIRE

Oracle Fusion Human Capital Management for Cote d'Ivoire supports country-specific features and functions for Cote d'Ivoire. It enables users to follow Cote d'Ivoire’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Cote d'Ivoire:

Address format

HUMAN CAPITAL MANAGEMENT FOR CURAÇAO

Oracle Fusion Human Capital Management for Curaçao supports country-specific features and functions for Curaçao. It enables users to follow Curaçao’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Curaçao:

Address format

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HUMAN CAPITAL MANAGEMENT FOR ETHIOPIA

Oracle Fusion Human Capital Management for Ethiopia supports country-specific features and functions for Ethiopia. It enables users to follow Ethiopia’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Ethiopia:

Address format

HUMAN CAPITAL MANAGEMENT FOR FIJI

Oracle Fusion Human Capital Management for Fiji supports country-specific features and functions for Fiji. It enables users to follow Fiji’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Fiji:

Address format

HUMAN CAPITAL MANAGEMENT FOR GABON

Oracle Fusion Human Capital Management for Gabon supports country-specific features and functions for Gabon. It enables users to follow Gabon’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Gabon:

Address format

HUMAN CAPITAL MANAGEMENT FOR GEORGIA

Oracle Fusion Human Capital Management for Georgia supports country-specific features and functions for Georgia. It enables users to follow Georgia’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Georgia:

Name style and formatAddress format

26

HUMAN CAPITAL MANAGEMENT FOR GERMANY

Oracle Fusion Human Capital Management for Germany supports country-specific features and functions for Germany. It enables users to follow Germany’s business practices and comply with statutory requirements.

ENHANCED VALUE FOR GENDER

Use new lookup value for gender. To support the legislative requirement for gender, the lookup type Sex has a new value of Not Specified. You can now use the new value as well as the existing values of Male and Female.

DISABLED PERSON AND BEING COEQUAL

Validate and report disabled persons with a status of coequal in a proper way with the enhanced disability user interface and report.

LEGISLATIVE CHANGES FOR NAMES

Comply with legislative changes published by the Social Insurance authority as of 01 January, 2017. The validation messages for person names are modified accordingly.

HUMAN CAPITAL MANAGEMENT FOR GUINEA

Oracle Fusion Human Capital Management for Guinea supports country-specific features and functions for Guinea. It enables users to follow Guinea’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Guinea:

Address format

HUMAN CAPITAL MANAGEMENT FOR GUINEA-BISSAU

Oracle Fusion Human Capital Management for Guinea-Bissau supports country-specific features and functions for Guinea-Bissau. It enables users to follow Guinea-Bissau’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Guinea-Bissau:

Address format

27

HUMAN CAPITAL MANAGEMENT FOR KOSOVO

Oracle Fusion Human Capital Management for Kosovo supports country-specific features and functions for Kosovo. It enables users to follow Kosovo’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Kosovo:

Validation of the national identifiers: Personal number, JMBGAddress format

HUMAN CAPITAL MANAGEMENT FOR KYRGYZSTAN

Oracle Fusion Human Capital Management for Kyrgyzstan supports country-specific features and functions for Kyrgyzstan. It enables users to follow Kyrgyzstan’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Kyrgyzstan:

Name style and formatValidation of the national identifier: Personal identification numberAddress format

HUMAN CAPITAL MANAGEMENT FOR LAOS

Oracle Fusion Human Capital Management for Laos supports country-specific features and functions for Laos. It enables users to follow Laos’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Laos:

Address format

HUMAN CAPITAL MANAGEMENT FOR LESOTHO

Oracle Fusion Human Capital Management for Lesotho supports country-specific features and functions for Lesotho. It enables users to follow Lesotho’s business practices and comply with statutory requirements.

28

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Lesotho:

Address format

HUMAN CAPITAL MANAGEMENT FOR LIBERIA

Oracle Fusion Human Capital Management for Liberia supports country-specific features and functions for Liberia. It enables users to follow Liberia's business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Liberia:

Address format

HUMAN CAPITAL MANAGEMENT FOR LIBYA

Oracle Fusion Human Capital Management for Libya supports country-specific features and functions for Libya. It enables users to follow Libya’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Libya:

Validation of the National IdentifierAddress format

HUMAN CAPITAL MANAGEMENT FOR MADAGASCAR

Oracle Fusion Human Capital Management for Madagascar supports country-specific features and functions for Madagascar. It enables users to follow Madagascar’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Madagascar:

Address format

29

HUMAN CAPITAL MANAGEMENT FOR MALAWI

Oracle Fusion Human Capital Management for Malawi supports country-specific features and functions for Malawi. It enables users to follow Malawi’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Malawi:

Address format

HUMAN CAPITAL MANAGEMENT FOR MALDIVES

Oracle Fusion Human Capital Management for Maldives supports country-specific features and functions for Maldives. It enables users to follow Maldives’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Maldives:

Address format

HUMAN CAPITAL MANAGEMENT FOR MAURITIUS

Oracle Fusion Human Capital Management for Mauritius supports country-specific features and functions for Mauritius. It enables users to follow Mauritius’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Mauritius:

Validation of the National IdentifierAddress format

HUMAN CAPITAL MANAGEMENT FOR MOLDOVA

Oracle Fusion Human Capital Management for Moldova supports country-specific features and functions for Moldova. It enables users to follow Moldova’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Moldova:

30

Validation of the national identifier: Personal CodeAddress format

HUMAN CAPITAL MANAGEMENT FOR MONGOLIA

Oracle Fusion Human Capital Management for Mongolia supports country-specific features and functions for Mongolia. It enables users to follow Mongolia’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Mongolia:

Address format

HUMAN CAPITAL MANAGEMENT FOR MONTENEGRO

Oracle Fusion Human Capital Management for Montenegro supports country-specific features and functions for Montenegro. It enables users to follow Montenegro’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Montenegro:

Validation of the national identifier: JMBGAddress format

HUMAN CAPITAL MANAGEMENT FOR MYANMAR

Oracle Fusion Human Capital Management for Myanmar supports country-specific features and functions for Myanmar. It enables users to follow Myanmar’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Myanmar:

Address format

HUMAN CAPITAL MANAGEMENT FOR NEPAL

Oracle Fusion Human Capital Management for Nepal supports country-specific features and functions for Nepal. It enables users to follow Nepal’s business practices and comply with statutory requirements.

Name style and format

31

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Nepal:

Address format

HUMAN CAPITAL MANAGEMENT FOR PAPUA NEW GUINEA

Oracle Fusion Human Capital Management for Papua New Guinea supports country-specific features and functions for Papua New Guinea. It enables users to follow Papua New Guinea’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Papua New Guinea:

Address format

HUMAN CAPITAL MANAGEMENT FOR RWANDA

Oracle Fusion Human Capital Management for Rwanda supports country-specific features and functions for Rwanda. It enables users to follow Rwanda’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Rwanda:

Validation of the National IdentifierAddress format

HUMAN CAPITAL MANAGEMENT FOR SAMOA

Oracle Fusion Human Capital Management for Samoa supports country-specific features and functions for Samoa. It enables users to follow Samoa’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Samoa:

Address format

32

HUMAN CAPITAL MANAGEMENT FOR SENEGAL

Oracle Fusion Human Capital Management for Senegal supports country-specific features and functions for Senegal. It enables users to follow Senegal’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Senegal:

Address format

HUMAN CAPITAL MANAGEMENT FOR THE SOLOMON ISLANDS

Oracle Fusion Human Capital Management for the Solomon Islands supports country-specific features and functions for the Solomon Islands. It enables users to follow the Solomon Islands's business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to the Solomon Islands:

Address format

HUMAN CAPITAL MANAGEMENT FOR SOUTH SUDAN

Oracle Fusion Human Capital Management for South Sudan supports country-specific features and functions for South Sudan. It enables users to follow South Sudan’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to South Sudan:

Address format

HUMAN CAPITAL MANAGEMENT FOR SRI LANKA

Oracle Fusion Human Capital Management for Sri Lanka supports country-specific features and functions for Sri Lanka. It enables users to follow Sri Lanka’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Sri Lanka:

33

Validation of the National IdentifierAddress format

HUMAN CAPITAL MANAGEMENT FOR SWAZILAND

Oracle Fusion Human Capital Management for Swaziland supports country-specific features and functions for Swaziland. It enables users to follow Swaziland’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Swaziland:

Address format

HUMAN CAPITAL MANAGEMENT FOR TAJIKISTAN

Oracle Fusion Human Capital Management for Tajikistan supports country-specific features and functions for Tajikistan. It enables users to follow Tajikistan’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Tajikistan:

Name style and formatAddress format

HUMAN CAPITAL MANAGEMENT FOR TANZANIA

Oracle Fusion Human Capital Management for Tanzania supports country-specific features and functions for Tanzania. It enables users to follow Tanzania’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Tanzania:

Address format

HUMAN CAPITAL MANAGEMENT FOR TUNISIA

Oracle Fusion Human Capital Management for Tunisia supports country-specific features and functions for Tunisia. It enables users to follow Tunisia’s business practices and comply with statutory requirements.

34

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Tunisia:

Validation of the National IdentifierAddress format

HUMAN CAPITAL MANAGEMENT FOR TURKMENISTAN

Oracle Fusion Human Capital Management for Turkmenistan supports country-specific features and functions for Turkmenistan. It enables users to follow Turkmenistan’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Turkmenistan:

Name style and formatAddress format

HUMAN CAPITAL MANAGEMENT FOR UGANDA

Oracle Fusion Human Capital Management for Uganda supports country-specific features and functions for Uganda. It enables users to follow Uganda’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Uganda:

Validation of the National IdentifierAddress format

HUMAN CAPITAL MANAGEMENT FOR UZBEKISTAN

Oracle Fusion Human Capital Management for Uzbekistan supports country-specific features and functions for Uzbekistan. It enables users to follow Uzbekistan’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Uzbekistan:

Name style and formatAddress format

35

HUMAN CAPITAL MANAGEMENT FOR ZIMBABWE

Oracle Fusion Human Capital Management for Zimbabwe supports country-specific features and functions for Zimbabwe. It enables users to follow Zimbabwe’s business practices and comply with statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Zimbabwe:

Address format

WORKLIFE SOLUTIONS

HEALTH AND SAFETY

QUICKLY REPORT ENVIRONMENT, HEALTH, AND SAFETY INCIDENTS

Accelerate reporting of environment, health, and safety incidents by using Safety Incidents. You can create an incident using a simple three-step process.

SAFETY INCIDENT MANAGEMENT

Support a proactive and preventive workforce, health, and safety environment by using Safety Incident Management. You can report, manage, and analyze incidents. In addition, you can track near misses and safety observations that can help uncover issues before they can cause an incident.

HUMAN RESOURCES ANALYTICS

TRANSACTIONAL BUSINESS INTELLIGENCE

Oracle Fusion Transactional Business Intelligence 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.  Oracle Fusion Transactional Business Intelligence 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 employee benefits.

NEW DASHBOARD - LINE MANAGER DASHBOARD

Take advantage of the new dashboard with reports from all the HCM Cloud modules is seeded in the web catalog. This dashboard contains reports that provides insight into the organization data for line managers and human resource analysts.

36

NEW SUBJECT AREA - HEALTH AND SAFETY

Report on the details around the incidents. Incident details, Incident event details are available for reporting, with the new subject area related to health and safety management has been added.

ENHANCED SUBJECT AREA FOR LEARNING

Improve your reporting on workers learning assignments with the addition of new dimensions that support worker evaluations on courses and classes. Included Communities as a new learning item with additional attributes related to communities learning item. A new dimension that provides information about rules configured for a learning assignment is also available for reporting

NEW METRICS IN WORKFORCE TREND SUBJECT AREA

Enhance your reporting on headcount trend and turnover using additional metrics added to the Workforce Trend Real Time subject area. The new metrics added provide information on voluntary turnover, involuntary turnover, voluntary and involuntary terminations.

REPORTING ON WORKER'S MANAGER HISTORY

Enhance your reporting on the worker's details related to the historical data of the managers. New attributes to report on manager person number and name have been added to the worker assignment event real time subject area that provides the current and past managers that a worker has had, even after they have been terminated.

UPDATE 17B

REVISION HISTORY

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Date Feature Notes

25 AUG 2017Oracle Fusion Global Human Resources: Pending Worker Work Relationships for Persons Existing in Oracle Fusion HCM

Updated document. Added feature delivered in update 17B.

25 AUG 2017 Oracle Fusion Global Human Resources for Sudan: Optional Marital Status Field

Updated document. Added feature delivered in update 17B.

25 AUG 2017Oracle Fusion Global Human Resources for Vietnam: Civil Identity Number Validation

Updated document. Added feature delivered in update 17B.

07 APR 2017 Created initial document.

37

OVERVIEW

Oracle HCM Cloud release documents are delivered in five functional groupings:

Suggested Reading for all HCM Products:

HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information.  Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

NOTE: Not all Global Human Resource features are available for the base Talent and Compensation stand alone applications.

Optional Reading for HCM Products (Depending on what products are in your cloud service):

Talent Management Cloud (All Talent applications)Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface)Workforce Management Cloud (Absence Management and Time and Labor)

Additional Optional Reading:

Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE:  All of these documents can be found on the at: Oracle Help Center https://cloud.oracle.com under ./saasreadiness/hcm Human Capital Management Release Readiness

DISCLAIMER

The Information contained in this document may include statements about Oracle’s product development plans. Many factors can materially affect Oracle’s product development plans and the nature and timing of future product releases. Accordingly, this Information is provided to you solely for information only, is not a commitment to deliver any material, code, or functionality, and should not be relied upon in making purchasing decisions. The development, release, and timing of any features or functionality described remains at the sole discretion of Oracle.

This information may not be incorporated into any contractual agreement with Oracle or its subsidiaries or affiliates. Oracle specifically disclaims any liability with respect to this information. Refer to the Legal Notices and Terms of Use for further information.

38

GLOBAL HUMAN RESOURCES

Oracle Fusion Global Human Resources is a configurable and flexible global solution that enables organizations to enter and maintain information related to people, employment, and work structures.

ABILITY TO CANCEL WORK RELATIONSHIP OF PENDING WORKERS

Improve the user experience with the enhanced cancel work relationship process.  The ability to cancel the work relationship of employees and contingent workers is extended to pending workers. You can cancel the work relationship of a pending worker who is scheduled to start on a particular day and does not report for work or has accepted a better job offer.

PENDING WORKER WORK RELATIONSHIPS FOR PERSONS EXISTING IN ORACLE FUSION HCM

Enhance the user experience with the new HCM position hierarchy that provides easy integration of positions and their relationship in the hierarchy. You can now use the Parent Position field in the Manage Positions page to define which position is one level up in the hierarchy. The HCM position hierarchy is built based on the position and the parent position relationship. When you add or change the parent position the incremental flattening process is automatically triggered. The Position Hierarchy business object is also added to load the position relationships. You must run the Flatten HCM Position Hierarchy process if you use the service to initially load the position hierarchy or the position changes using the HCM Data Loader.

HCM POSITION HIERARCHY

Enhance the user experience with the new HCM position hierarchy that provides easy integration of positions and their relationship in the hierarchy. You can now use the Parent Position field in the Manage Positions page to define which position is one level up in the hierarchy. The HCM position hierarchy is built based on the position and the parent position relationship. When you add or change the parent position the incremental flattening process is automatically triggered. The Position Hierarchy business object is also added to load the position relationships. You must run the Flatten HCM Position Hierarchy process if you use the service to initially load the position hierarchy or the position changes using the HCM Data Loader.

HCM POSITION HIERARCHY SUPPORT IN MY TEAM PAGE

Enhance the user experience with the display of positions in the HCM position hierarchy in the My Team page alongside the existing assignment manager hierarchy.  Positions are easily identifiable by their unique visualization and provide easy access to the position incumbents, which can be either assignments or requisitions.

HUMAN CAPITAL MANAGEMENT FOR FRANCE

Oracle Fusion Human Capital Management for France supports country-specific features and functions for France. It enables users to follow France’s business practices and comply with statutory requirements.

GLOBAL PAYROLL INTERFACE FOR FRANCE

Leverage the enhanced global payroll interface to support France-specific requirements. Use the XML output to send data to third-party payroll providers. The extract definition includes both global fields and localized fields including:

HUMAN RESOURCES

39

Person dataContract informationDisability informationTermination dataSocial insuranceHardship factorsPension and welfare

HUMAN CAPITAL MANAGEMENT FOR GERMANY

Oracle Fusion Human Capital Management for Germany supports country-specific features and functions for Germany. It enables users to follow Germany’s business practices and comply with statutory requirements.

CALCULATION CARD ENHANCEMENT

Synchronize effective date related changes for employees’ calculation cards.  If you have specified a reporting establishment for the worker, the calculation card is automatically created. Any change to the employee hire date automatically updates the effective date in the calculation card. If no reporting establishment is specified, the calculation card is not created. Updates to existing records such as changes to the reporting establishment or employment updates may have an impact on the existing associations in the calculation cards.

DISABILITY REPORT

Export data to the third-party application Rehabilitation Data (REHADAT)-Elan using the Disability Report.  The process to generate this report is simplified, that is, only the date of the reporting year is required.

HUMAN CAPITAL MANAGEMENT FOR KUWAIT

Oracle Fusion Human Capital Management for Kuwait supports country-specific features and functions for Kuwait. It enables users to follow Kuwait’s business practices and comply with statutory requirements.

REPORT 103 ENHANCEMENT

Comply with legislative requirements using the amended format of Report 103 that meets Public Institution for Social Security requirements and includes the social insurance gratuity contributions component.

CHEQUE TEMPLATE FOR THIRD PARTY PAYMENTS

Manage cheque payments to third-party organizations using the new, simplified version of the cheque template.

DATA VALIDATION REPORT UPDATES

Run data validation updates report before the Electronic Fund Transfer (EFT) process is submitted. Validation is needed to show that the required data has been entered. The worker data and payroll data validation reports show if the following attributes are missing or non-compliant for either the employer or a particular employee:

National identifier, if it is either a Civil Identifier or Ministry of Social Affairs and Labor (MOSAL) IDOPM employer codePPM International Bank Account Number (IBAN) and bank code

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HUMAN CAPITAL MANAGEMENT FOR NETHERLANDS

Oracle Fusion Human Capital Management for the Netherlands supports country specific features and functions for the Netherlands. It enables users to follow the Netherland’s business practices and comply with its statutory requirements.

DIGITAL ABSENCE REPORTS

Comply with the UWV’s requirements to report eligible sickness and WAZO absences by creating XML output for the following statutory reports:

Sickness ReportSickness Recovery ReportLong-Term Sickness ReportLong-Term Sickness Recovery ReportWork and Care Act (WAZO) Report

HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA

Oracle Fusion Human Capital Management for Saudi Arabia supports country specific features and functions for Saudi Arabia. It enables users to follow Saudi Arabia’s business practices and comply with its statutory requirements.

ADDITIONAL ELEMENT TEMPLATE FUNCTIONALITY FOR ALLOWANCES

Streamline allowances calculation using additional functionality for grade allowance and hourly basic salary. You can create your own grade rates or value by criteria and use them to calculate allowances by adding the rate details to delivered calculation rate definitions:

Grade Allowance Grade RateHourly Basic Salary Grade Rate

This is the first step in introducing grade rates or value by criteria to allowance element templates.

NEW HIRE AND TERMINATION FLEXFIELD ENHANCEMENT

Simplify hiring or terminating a worker. The Hijrah hire date is now hidden when a worker is terminated, and the Hijrah termination date is now hidden in the new hire flow. The Hijrah hire date and Hijrah termination date are two segments of the legislative descriptive flexfield PER_PPS_LEG_DDF for Saudi Arabia. Previously, both segments were displayed wherever this legislative descriptive flexfield was visible

PAYROLL CYCLE FLOW ENHANCEMENT

Ensure that payroll processes run in the correct order. The payroll archive now runs prior to the payment tasks. You can run payroll tasks in a predefined sequence for each payroll period using the Payroll Cycle global seeded payroll flow.

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HUMAN CAPITAL MANAGEMENT FOR SUDAN

Oracle Fusion HRMS (Sudan) supports country specific features and functions for Sudan. It enables users to follow Sudan’s business practices and comply with its statutory requirements.

CIVIL IDENTITY NUMBER VALIDATION

Enhance delivered functionality for Sudan by enabling the format validation of the Civil Identity Number national identifier.

HUMAN CAPITAL MANAGEMENT FOR UNITED ARAB EMIRATES

Oracle Fusion Human Capital Management for the United Arab Emirates supports country specific features and functions for the United Arab Emirates. It enables users to follow the United Arab Emirates business practices and comply with its statutory requirements.

WAGE PROTECTION SYSTEM: REQUEST FOR REFUND

Streamline refund requests for individual workers and comply with legislative requirements by generating a report that details the monies applicable for a refund request for individual workers and submit it to the Wage Protection Agent. Improve reporting by recording the reasons for the refund request. As an employer, you can request a refund of any or all of the fixed or variable income as reported on the Salary Information File (SIF).

ADRPBF REPORTS

Improve reporting and comply with legislative requirements by generating new hire and termination reports as required by the Abu Dhabi Retirement Pensions and Benefits Fund (ADRPBF).

ADDITIONAL ELEMENT TEMPLATE FUNCTIONALITY FOR ALLOWANCES

Streamline allowances calculation using additional functionality for grade allowance and hourly basic salary. You can create your own grade rates or value by criteria and use them to calculate allowances by adding the rate details to delivered calculation rate definitions:

Grade Allowance Grade RateHourly Basic Salary Grade Rate

This is the first step in introducing grade rates or value by criteria to allowance element templates.

PAYROLL CYCLE FLOW ENHANCEMENT

Ensure that payroll processes run in the correct order. The payroll archive now runs prior to the payment tasks. You can run payroll tasks in a predefined sequence for each payroll period using the Payroll Cycle global seeded payroll flow.

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HUMAN CAPITAL MANAGEMENT FOR VIETNAM

Oracle Fusion HRMS (Vietnam) supports country specific features and functions for Vietnam. It enables users to follow Vietnam’s business practices and comply with its statutory requirements.

OPTIONAL MARITAL STATUS FIELD

Change the condition of the Marital Status field from required into optional.

GLOBAL PAYROLL INTERFACE

Oracle Fusion Global Payroll Interface supports features to send personal payroll information to third-party payroll providers and then to import processed payroll data into Oracle Fusion Global HR. You can copy and modify predefined extract definitions to meet the requirements of your third-party payroll provider. Before extracting data, payroll coordinators can optionally run the Calculate Gross Earnings process to calculate periodic values to validate gross earnings calculations. If you import processed payroll data or payslips from your third-party payroll provider, the data is available for further reporting and analysis.

ADDITIONAL COUNTRY EXTENSIONS IN GLOBAL PAYROLL INTERFACE EXTRACT DEFINITION

Copy the Global Payroll Interface extract definition for a legislative data group that is within a country context. The Global Payroll application creates an extract definition, which has been further enhanced based on customer feedback, along with country-specific fields. The enhanced Global Payroll Interface extract definition now supports the additional country extensions of France, Germany, Ireland and Switzerland.

HR OPTIMIZATIONS

WORKFORCE PREDICTIONS

Oracle Fusion Workforce Predictions is an integral part of Oracle’s Human Capital Management (HCM) and Business Intelligence solutions. Workforce Predictions provides forward-looking insight into your workforce trends and enables you to take action early, aligning human capital plans with organizational business objectives. With Predictions you can leverage relevant and context sensitive metrics to perform what-if modeling.

SUPPORT FOR HUMAN RESOURCE SPECIALISTS

Enhance the Human Resource Specialist role by automatically enabling access to Workforce Predictions. The HR Specialist can then better manage the workforce by predicting voluntary terminations and performance.

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(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 REPLACED BY FEEDBACK

Increase opportunities for your workers to provide informal feedback for each other. The Kudos feature which has only been available in Portrait is replaced by Feedback. Any data previously entered as kudos are converted to feedback. See Feedback Anytime in the HCM Common Features section for more information on the new feature.

WORK LIFE SOLUTIONS

HUMAN RESOURCES ADVISOR

Oracle Fusion Human Resources Advisor is a native engagement solution that provides robust HR case management capabilities, leading to a superior HR service experience. This application covers all aspects related to service request management for workers, managers, and HR Help Desk agents.

HR HELP DESK

Help users manage their HR related service requests from a simplified user interface. HR Help Desk features include service request management, service analytics, extensibility, and integration. You can manage service requests as follows:

Record, edit, forward, and respond to employee service requestsAuto-assign service requests to queuesSearch and manage service request listsTrack service request activitiesCollaborate on service requests

You can manage service analytics as follows:

Monitor status, response, and resolution metrics  for service requestsView most active categories and queuesAnalyze by category,  severity, queue, and agent

HUMAN RESOURCES TRANSACTIONAL BUSINESS INTELLIGENCE

Oracle Fusion Transactional Business Intelligence is a real time, self-service reporting solution offered to all Oracle Cloud application users to create ad hoc reports and analyze them for daily decision-making.  Oracle Transactional Business Intelligence 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 employee benefits.

SOCIAL

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NEW SUBJECT AREA: PAYROLL- RATE CALCULATION RESULTS REAL TIME

Enhance your payroll reporting capabilities with the rates functionality added in the ‘Rate Calculation Results Real Time’ subject area. Using this subject area you can report on the payroll rates information of workers. The rates can be based on calculated payroll balances such as a worker’s average salary or it can be calculated based on stored values such as element entries

NEW SUBJECT AREA: PAYROLL - ELEMENT ENTRIES HISTORY REAL TIME

Improve your reports on payroll element entries information with history data using the subject area ‘Payroll Element Entries History Real Time’. This subject area allows you to report on all the element entries and their values based on user provided time periods like start and end dates. The element entries that are end dated before the report run date are also rendered through this subject area.

NEW SUBJECT AREA: WORKFORCE SUCCESSION MANAGEMENT - TALENT POOLS REAL TIME

Provide additional reporting capabilities using this subject area to report on talent pools and talent pool members. Talent pool owners and attributes such as pool status, business unit, and department are also available for reporting.

NEW SUBJECT AREA: TIME COLLECTION DEVICES REAL TIME

Improve your timecard reports with the ‘Time Collection Devices Real Time’ subject area that provides real time information on time collection device events and activities

ENHANCED SUBJECT AREA: WORKFORCE TALENT REVIEW - TALENT REVIEW MEETING REAL TIME

Enhance your talent review reporting capabilities with the addition of all the ratings that can be calibrated during a talent review meeting. With this enhancement, you can report on any combination of ratings that are included in a review meeting.

ENHANCED SUBJECT AREA: WORKFORCE PROFILES - PERSON PROFILE REAL TIME

Augment your reporting on profile information of the worker with the new 'Box Assignment' dimension to report on the worker's box assignment. The box assignment, such as 'emerging talent', 'top talent' or 'misaligned talent' is determined during the talent review meeting of the worker. The new dimension is in the Person Profile Real Time subject area.

ENHANCED SUBJECT AREA: WORKFORCE LEARNING - LEARNING MANAGEMENT REAL TIME

Enhance your learning management reporting capabilities by using these new dimensions to report on the class specific information which is another learning item. Additionally, you can report on the talent profile information of the learner such as advancement readiness, career preferences, competencies, degrees, performance ratings, and so on.

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ENHANCED SUBJECT AREA: WORKFORCE MANAGEMENT - REPORTED TIME CARDS REAL TIME

Use these newly added dimensions to capture the time collection device activities such as ‘in activity’ and ‘out activity’ related to time entry and timecard reporting.

ENHANCED SUBJECT AREA: WORKFORCE PERFORMANCE - PERFORMANCE DOCUMENT ELIGIBILITY REAL TIME

Augment your reporting on the Performance document eligibility subject area with the addition of the dimension ‘Review Period’. This helps reporting on the performance document review period and its time frame.

ENHANCED SUBJECT AREA: WORKFORCE PERFORMANCE - PERFORMANCE RATING REAL TIME

Augment your reporting on the Performance document rating subject area with the addition of a new attribute called "Performance Document Section Final Feedback Comments". This includes the final feedback comments provided in the evaluation by both the manager and worker.

ENHANCED SUBJECT AREA: COMPENSATION - WORKFORCE COMPENSATION REAL TIME

Manage your reporting on Compensation plans with the inclusion of the following attribute and subfolder:

"Person Worksheet Details. Manager Status" reports the manager status during the compensation cycle (managers who have not started, managers who started, work in progress, in approval, fully approved, and so on.)Use the new subfolder named "Due Dates by Hierarchy Level" under the Plan Cycle folder to report on the due dates by compensation manager hierarchy.

ENHANCED SUBJECT AREA: COMPENSATION - WORKFORCE COMPENSATION BUDGETS REAL TIME

Augment your reporting on workforce budgets with the new metrics ‘Overall Available Budget’ used with the ‘Workforce Budget’ folder and ‘Overall Available Budget (User Preferred Currency)’ used with the ‘Amounts in User Preferred Currency’ subfolder.

ENHANCED SUBJECT AREA: BENEFITS – ENROLLMENTS REAL TIME

Capture additional details in your reporting on worker enrollments to benefits with the new dimensions added to report on dependants, beneficiaries, and primary care physician details.

NEW DIMENSIONS – TIME AND LABOR SUBJECT AREAS

Manage your reporting on time cards entry details with the addition of new dimensions to report on ‘In and Out activities’ related to time entries, error or incomplete statuses of the time entries and any messages associated with the time entries. The new dimensions are added in Reported Time Cards Real Time and Historical Reported Time Cards Real Time subject areas. The new dimensions include ‘Collection Device In Activity’, ‘Collection Device Out Activity’, ‘Time Entry Error Status’, ‘Time Entry Incomplete Status’, and ‘Time Entry Message’.

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NEW DIMENSIONS – ASSIGNMENT HOURS DETAILS

Augment your reporting on worker employment schedules with this dimension added to report on the worker’s work hours, start time, and end time by each day of the week. A new sub folder named ‘Assignment Hours Detail’ is added under the worker dimension across all the subject areas.

NEW DIMENSIONS – SENIORITY DATES

Report on various seniority dates of the employees such as legal employer seniority date, enterprise seniority date with the new dimensions added across the following subject areas: Workforce Management – Person Real Time, Workforce Management – Worker Assignment Real Time, Workforce Management – Worker Assignment Event Real Time, and Workforce Management – Work Relationship Real Time.

ENHANCED DIMENSIONS – COSTING SEGMENTS

Improve your reporting with the enhanced ‘Costing Segments’ dimension in processed costing results subject areas. Individual costing segments and descriptions are added, in addition to the ‘Concatenated Segment’ dimension that already exists.

ENHANCED DIMENSIONS – PAYROLL-RELATED DIMENSIONS

Capture payroll information in your reporting on payroll subject areas and in other subject areas with the new set of attributes added across multiple payroll-related dimensions.

ENHANCED DIMENSION – COMPENSATION MANAGER - PERFORMANCE IMPROVEMENT

Improve your reporting with the performance of the compensation manager dimension, six new columns were added to the cmp_cwb_hrchy table. Changes were made to the Start Workforce Compensation and Refresh Data processes to populate and update these columns with correct values. These columns are MGR_PERSON_ID, MGR_ASSIGNMENT_ID, EMP_PERSON_ID, EMP_ASSIGNMENT_ID, HRCHY_PLAN_ID, and HRCHY_PERIOD_ID. These columns are only used for backend processing and are not available to be enabled in the worksheet. You must run the Refresh Data process to populate these columns for previously started plans before you view OTBI reports that use the compensation manager dimension.

NEW DESCRIPTIVE FLEXFIELDS – ABSENCE SUBJECT AREA

Improve your reporting on worker absences with the addition of flexfields to the Absence Real Time subject area.

NEW METRIC – ACCRUAL BALANCE

Capture additional data while reporting on worker absence accruals with a new metric to display the accrual balance of the worker that matches with the value on the screen. The metric named ‘Accrual Balance’ is added to Accrual Real Time subject area.

NEW ATTRIBUTES – GLOBAL HR DIMENSIONS

Enhance reporting on the global HR dimensions with the addition of new attributes and renaming of a few existing attributes.

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NEW REPORT – BENEFIT ELEMENT REPORT

Enhance your reporting on Benefits with a report that lets you quickly review a pay period and the assigned payroll. Enhance your reporting on benefits with a report that lets you quickly review a Pay period and the assigned payroll, and review all elements that get created as part of an enrollment or prior enrollment by participant’s enrollments into Benefits.

TIME AND LABOR AUDIT REPORTING

Extend reportable data objects for transactional business intelligence to include data from time collection devices and time activities and messages associated with time entries

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