ORACLE E-BUSINESS SUITE RELEASE CONTENT DOCUMENT Release 12.1.1 Human Capital Management Prepared by EBS Product Management & Strategy Last Updated: March 30, 2009

Version: 2.4

Copyright © 2009 Oracle Corporation All Rights Reserved

Oracle E-Business Suite Release 12.1.1 Release Content Document ii

Table of Contents

1. Disclaimer 1

2. Introduction 2

2.1. Purpose of Document 2

3. New and Changed Features in Human Capital Management 3

3.1. Oracle Advanced Benefits 3 3.1.1. Features 3

3.1.1.1. Enforce Minimum Coverage for Life Events with No Electable Choices 3 3.1.1.2. Restrict Display of Primary Care Provider 3 3.1.1.3. Enhanced Individual Contribution Distribution 3

3.2. Oracle Approvals Management 4 3.2.1. Features 4

3.2.1.1. Approval Deviations Report 4

3.3. Oracle Compensation Workbench 5 3.3.1. Features 5

3.3.1.1. Anniversary Date Based Awards 5 3.3.1.2. Print Total Compensation Statements for Groups of Employees 5 3.3.1.3. Display the Worksheet Manager in the Switch To Manager Search Page 5 3.3.1.4. New Salary Proposal to be Explicitly Approved 5 3.3.1.5. Update ‘Percentage of Eligible Salary’ in Employee Administration 6 3.3.1.6. View Performance Appraisal Details in Compensation Workbench 6

3.4. Oracle HCM Configuration Workbench 6 3.4.1. Features 6

3.4.1.1. Configurator for Person/Assignment Spreadsheet Loader 6

3.5. Oracle Human Resources (Core HR) 7 3.5.1. Features 7

3.5.1.1. Knowledge Integration with ENWISEN 7 3.5.1.2. HR Help Desk 7 3.5.1.3. Access to Ex-Employee and Future-Dated Employee Records in User Based and Dynamic Security 8 3.5.1.4. Multi-Tenancy for Business Process Outsourcing vendors 8

3.6. Oracle iRecruitment 8 3.6.1. Features 8

3.6.1.1. Interview Management 8 3.6.1.2. Recruitment Communications 9 3.6.1.3. Employee Referrals 9 3.6.1.4. Notifications for New Job Applications and Application Status Changes 9 3.6.1.5. Enhanced Searches 10 3.6.1.6. Attachments in Vacancy and Offers 10 3.6.1.7. Dashboards for Hiring Manager and Recruiter 10 3.6.1.8. Reconsider Terminated Applications 10 3.6.1.9. Offer Withdrawal 11

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3.7. Oracle Labor Distribution 11 3.7.1. Features 11

3.7.1.1. Integration with Award Distribution Functionality in Grants Accounting 11

3.8. Oracle Learning Management 11 3.8.1. Features 11

3.8.1.1. Learners Can View Catalog Attachments 11 3.8.1.2. Free Text Question Type 12 3.8.1.3. Mandatory Enrollment 12 3.8.1.4. Course Evaluation 13 3.8.1.5. Reports for Certification, Forums & Chats 13 3.8.1.6. Learner Groups 13 3.8.1.7. Learner Basic Search Enhancements 14

3.9. Oracle Payroll 14 3.9.1. Features 14

3.9.1.1. Approval Mechanism for Manager Self Service - Assignment Costing 14 3.9.1.2. Upgrade of Historical Costing Data to Support Subledger Accounting 14

3.10. Oracle Payroll for India 15 3.10.1. Features 15

3.10.1.1. Labor Welfare Fund Deduction 15 3.10.1.2. Discoverer EUL Support for India HRMS Payroll Information 15 3.10.1.3. UI to Submit Medical and Leave Travel Claims 15

3.11. Oracle Performance Management 16 3.11.1. Features 16

3.11.1.1. Mass Cascading of Objectives 16 3.11.1.2. Line of Sight of Objectives 16 3.11.1.3. Display Workforce Performance Management Appraisals in the Appraisals Function 16 3.11.1.4. Reference to Talent Management Replaced with Performance Management 16 3.11.1.5. Support Decimal Values for Fields Using Quantitative Measurement Style While Creating Objectives16 3.11.1.6. Display Competency and Objectives Scores on Workflow Notification Page 17 3.11.1.7. Changes to Reject Option in Notifications 17 3.11.1.8. Enhance Capability of HR Administrator Function 17 3.11.1.9. Process for Managing Completed Performance Management Plans 17

3.12. Oracle Self Service Human Resources (SSHR) 18 3.12.1. Features 18

3.12.1.1. Adjusted Service Date 18 3.12.1.2. Grade Step/Point Changes 18 3.12.1.3. Leave Accrual Information Based on Effective Date 18 3.12.1.4. Secured Access for Workflow Administrators Using Security Profiles 18 3.12.1.5. Succession Planning 19

3.13. Oracle Time and Labor 19 3.13.1. Features 19

3.13.1.1. Blank Timecard Rows Retained while Saving Timecard 19 3.13.1.2. Define Number of Timesheet Line Rows to Pre-populate 19 3.13.1.3. Summarize Regular/Overtime Hours Separately 19 3.13.1.4. Supervisor Report to Identify Missing Timesheets 20 3.13.1.5. Supervisor List of Timesheets Expected and Status Online 20 3.13.1.6. Audit Change Report - Identify Changes Made to Timesheets 20 3.13.1.7. Audit Trail on Time Cards 20 3.13.1.8. Display Last Person Who Updated Timesheet 20 3.13.1.9. Changes in Core HR and OTL to Support Services Procurement 20 3.13.1.10. Multiple Alias Support in Notification Layout 21 3.13.1.11. OTL User Interface Enhancements 21 3.13.1.12. Disabled Text Field Enhancement 21 3.13.1.13. Enhancement to Preference Eligibility Criteria (Responsibility-based Preference) 22

Oracle E-Business Suite Release 12.1.1 Release Content Document Purpose of Document 1

1. Disclaimer

This Release Content Document (RCD) describes product features that are proposed for the specified release of the Oracle E-Business Suite. This document describes new or changed functionality only. Existing functionality from prior releases is not described. It is intended solely to help you assess the business benefits of upgrading to the specified release of the Oracle E-Business Suite.

This document in any form, software or printed matter, contains proprietary information that is the exclusive property of Oracle. Your access to and use of this confidential material is subject to the terms and conditions of your Oracle Software License and Service Agreement, which has been executed and with which you agree to comply. This document and information contained herein may not be disclosed, copied, reproduced or distributed to anyone outside Oracle without prior written consent of Oracle. This document is not part of your license agreement nor can it be incorporated into any contractual agreement with Oracle or its subsidiaries or affiliates.

This document is for informational purposes only and is intended solely to assist you in planning for the implementation and upgrade of the product features described. It 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 in this document remains at the sole discretion of Oracle.

Due to the nature of the product architecture, it may not be possible to safely include all features described in this document without risking significant destabilization of the code.

Oracle E-Business Suite Release 12.1.1 Release Content Document Purpose of Document 2

2. Introduction

2.1. Purpose of Document

This Release Content Document (RCD) communicates information about new or changed functionality introduced in Oracle E-Business Suite Release 12.1.1. Existing functionality in Release 12.0, Release 12.0.x Release Update Packs (RUPs), or prior releases is not described in this document.

For a complete overview of all new functionality included in Release 12 and subsequent Release Update Packs, this document should be read in conjunction with the base product RCDs published with Release 12.0 and subsequent Release Update Packs (RUPs). These RCDs can be found on MetaLink: Release Content Documents for E-Business Suite R12, MetaLink Note 404152.1.

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3. New and Changed Features in Human Capital Management

3.1. Oracle Advanced Benefits

3.1.1. Features

3.1.1.1. Enforce Minimum Coverage for Life Events with No Electable Choices

There are situations that occur where due to either data or configuration issues, someone is found ineligible for something in which they are currently enrolled and end up with no enrollment. This enhancement deals with the functionality of detecting those cases when a participant loses coverage and is not allowed to make elections for specific events.

With this enhancement, the application performs the following:

� Identifies if the minimum enrollment for the Plan Type in Program should be checked for a business group if an event is processed and the person cannot make elections.

� Checks if a person lost coverage, when you process an event that does not allow the person to make elections.

� Checks if a person still meets the Plan Type in Program minimum limitation requirements, if the person lost coverage and is still eligible for the Plan Type in Program that they were enrolled in.

� Generates an error if the requirements are not met so the person does not lose coverage and the eligibility issues can be resolved.

3.1.1.2. Restrict Display of Primary Care Provider

Currently, the Plan Primary Care Provider (PCP) setup controls the display of primary care providers. This enhancement enables benefits users to configure, based on life events, whether the Primary Care Provider page on self-service enrollment should be displayed. A new field called Show Primary Care Provider is now available on the Life Event Reasons form. This new feature provides you the ability to accept the PCP information only during the annual or initial enrollments, and allow the medical carrier to maintain the PCP information thereafter.

3.1.1.3. Enhanced Individual Contribution Distribution

Individual Compensation Distribution (ICD) module has been enhanced for Managers and Compensation Administrators. Line managers can now achieve the following in the enhanced module:

� Can enter multiple input values associated with an element in a compensation plan. User will have the flexibility to use within ICD, whole or partial list of defined input values associated with an element. It will be possible to rename

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input values for display in self-service. Also, user will be able to override sequencing and updateability of input values within ICD.

� Can award multiple compensations of same or different type to an employee within a single transaction on same or different dates.

� Can update and delete active and future compensations (e.g. change the amount dates or delete the award).

� Can indicate a distribution end date for a recurring compensation within the same transaction it is awarded.

Administrators can do the following actions regarding Individual compensation distribution plans:

� Can configure validation on input values based on Value Sets, Data Types, Minimum, Maximum and Default, Lookups and Fast Formula.

� Can configure element entry flex fields to capture compensation related information for an employee. For example: Justification for the compensation can now be configured as a flexfield, captured during the transaction and stored as part of the employee element entries.

� Can default input values as a fixed value or using a fast formula.

� Can search employees and update or delete awards

� Can view, update and delete element entries that did not originate in ICD.

� Can configure action items for compensation plans. This will put compensation on hold for a person, until the action item is provided.

3.2. Oracle Approvals Management

3.2.1. Features

3.2.1.1. Approval Deviations Report

Oracle Approval Management Engine (AME) is a web application for defining business rules based on which transactions are approved in Oracle Applications. AME generates a standard approver list based on the rules set up for transaction types either by the approvals management administrator or approvals management business analyst. Any change to the standard approver list is a deviation.

Using the Approvals Deviation Report, you can capture the approval deviations that occurred in approval of transactions to comply with the Sarbanes-Oxley (SOX) Act.

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3.3. Oracle Compensation Workbench

3.3.1. Features

3.3.1.1. Anniversary Date Based Awards

Currently, Oracle Compensation Workbench allows employee rewards to be paid out on a single day across the eligible population. This enhancement provides the ability to reward employees based on an anniversary or variable date. The award effective date could be based on an employee’s latest hire date, date of last pay increase or promotion, or any other reference point. You can define your business rules to determine award effective dates for employees. Reward effective dates can be defaulted into the Compensation Workbench worksheet where managers may or may not have the ability to make updates. This allows managers to do up front budgeting and allocate compensation based on the individual employee’s award effective date.

3.3.1.2. Print Total Compensation Statements for Groups of Employees

Currently, you can print statements for one employee at a time. With this enhancement, you can print statements for groups of employees at the same time. A new Print Employee Statements batch process and a new UI to submit this batch process are now available. The administrator can also generate sample statements before submitting the final print job.

This enhancement provides an efficient way to print and distribute hard copies of Total Compensation Statements to employees.

Additionally, enhancements have been made to the selection method for the existing Generate Employee Statements and Purge Employee Statements batch processes. The Generate Employee Statements process will evaluate any eligibility profiles defined in the statement setup in addition to the parameters selected allowing them further filter the employee population. The administrator now has more flexibility when selecting the employee population for whom statements are to be generated or purged

3.3.1.3. Display the Worksheet Manager in the Switch To Manager Search Page

Currently, the search results on the Switch To Manager page only provide the employee’s supervisor. When an employee has been reassigned from one manager's compensation worksheet to another, the worksheet manager becomes different from their supervisor thus making it difficult for managers to search and identify the employee’s actual worksheet manager.

With this release, managers and administrators now see the employee’s worksheet manager in addition to their supervisor in the Switch To Manager search results within the compensation worksheet thus making it easier to identify the correct worksheet manager to whom they need to switch.

3.3.1.4. New Salary Proposal to be Explicitly Approved

Currently, when a new salary proposal is created for a new hire in salary administration it is automatically approved by default even if the user does not have the correct approval. This enhancement now offers the ability to explicitly control approvals for new salary proposals.

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The enhancement ensures that the new salary proposal approval is SOX-compliant.

3.3.1.5. Update ‘Percentage of Eligible Salary’ in Employee Administration

Compensation Administrators are now able to update or override an employee’s percentage of eligible salary in Employee Administration. Previously this could only be updated via the allocation worksheet.

3.3.1.6. View Performance Appraisal Details in Compensation Workbench

Customers who use Oracle’s EBS Performance Management can now view an employee’s latest completed appraisal directly from the Oracle Compensation Workbench (CWB) allocation worksheet. This means managers can review their employees’ latest completed appraisals from within CWB without having to switch responsibilities to Performance Management.

Previously managers were only able to view their employee’s final rating when rewarding their employees. Being able to view employee performance appraisal details directly from within the CWB worksheet will allow managers to make more informed decisions when rewarding their employees. Overall this feature offers a more tightly integrated Talent Management solution.

3.4. Oracle HCM Configuration Workbench

3.4.1. Features

3.4.1.1. Configurator for Person/Assignment Spreadsheet Loader

Currently the Web ADI spreadsheet solutions available in HCM Configuration Workbench display almost all the columns of person, address, and assignment entities. These make the spreadsheet to be very large/wide for a typical user and a user has to scroll all the way to the necessary fields to fill in the relevant information

.The Spreadsheet Loader Configurator module will address the current limitations and will provide an ability to carve out sub-set of the spreadsheets depending upon the business requirements or industry and support multiple data sources. The new solution has the following advantages:

� Support the different sources for data in a flexible manner: APIs, XML and CSV files

� Flexibility to change the layout of the spreadsheet as per industry/vertical

� Multiple processes support. e.g ability to configure spreadsheet for specific processes like mass location changes, mass organization changes etc.

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3.5. Oracle Human Resources (Core HR)

3.5.1. Features

3.5.1.1. Knowledge Integration with ENWISEN

Information for decision support to the user within the application enhances the transactional capabilities of an application. In the absence of precise supporting information, the organization’s workforce may have questions that prevent them from completing transactions. They may lack requisite knowledge to make the right decisions at the right time. Knowledge integration enables users to have the appropriate information.

Integration of Oracle HRMS (Self Service) with content vendors like ENWISEN provides self-service users the following advantages:

� Ability to launch content pages from non-ebusiness suite sites.

� Ability to launch third party content sites from HCM self service pages.

� A seamless working experience between the two user interfaces where by information like single sign on, subscription ID, and context of the calling page are passed to the third party vendor to launch the appropriate page.

� A region in Personal Information (SSHR-EBS HCM) to launch the employee handbook (ENWISEN).

� A region in Absence Management (SSHR-EBS HCM) to launch Absence Policies (ENWISEN).

� Easily changeable content in accordance with the changes in company policy.

3.5.1.2. HR Help Desk

An HR Help Desk application is for the Request-to-Resolve process wherein a HR help desk agent receives requests from the employees on their HR related issues. The HR help desk agent requires navigating to multiple HR application functions to resolve the issues raised by the requestors such as employees. Oracle Human Capital Management provides Web Services to integrate with the PeopleSoft’s HR Help Desk.

While launching EBS pages, the EBS system evaluates the login user’s security profile to identify the security privileges and passes on parameters that help the agent to perform the transaction.

To enable the HR help agent to use the Help Desk functionality, a system administrator must complete the following:

� Configure the predefined web services in the calling application’s Application Classes to store the data from EBS and display employee data in the 3600 View page.

� Configure the RIR messages to subscribe to the web services published from the peoplesoft.

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HR Help Desk agent can view or perform transactions related to employee Personal, Assignment, Benefits, and Payroll details. HR Help Desk feature supports UK and US legislations.

3.5.1.3. Access to Ex-Employee and Future-Dated Employee Records in User Based and Dynamic Security

Currently, you cannot access ex-employees’ or future dated employee record(s) if you are using dynamic security profile. The restriction was placed due to performance considerations. Unlike static security, in dynamic security profile, the application evaluates security definition when a user logs in. With a new system profile users are able to retrieve the ex-employee or future dated employees’ records.

3.5.1.4. Multi-Tenancy for Business Process Outsourcing vendors

This enhancement will support two additional modes of configuring enterprises in work structures:

Model 1 - Multiple Business Groups within an Enterprise

Model 2 – Multiple Enterprises within a Business Group

Multi-Tenancy in HCM is the ability for the outsourcing provider to support multiple clients in the same HR instance. Each client must have exclusive access to only its own data and should not have access to other Enterprises data. This enhancement will provide the data separation using Oracle Label Security - A framework will be provided within HCM to configure the system to operate in multi-tenant mode.

3.6. Oracle iRecruitment

3.6.1. Features

3.6.1.1. Interview Management

Oracle iRecruitment delivers the Interview Management functionality that enables enterprises to manage the entire interview cycle in their recruitment process. Using the Interview Management functionality, recruiters and hiring managers can:

� Schedule multiple rounds of job interviews for an applicant or for multiple applications for a vacancy.

� Select the members of the interview team and define the primary interviewer if there are multiple interviewers for a particular round of interview. Interviewers must be part of the recruitment team for the vacancy.

� Maintain interview information such as the interview schedule, contact information, and details about the interviewers.

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� Provide feedback about the interview, add interview notes, and enter the result of the interview.

� Reschedule, cancel, or place an interview on hold.

Recruiters, hiring managers, and interviewers can view the summary of their interviews on the My Interviews region of the iRecruitment home page. The My Interviews region displays interview details for the next N number of days.

3.6.1.2. Recruitment Communications

The recruitment process involves communication between recruiters, hiring managers, and candidates, for example, communication about the status of applications and additional instructions about interview schedules, or clarification about job applications. These are critical from a record-keeping standpoint.

Using the Recruitment Communications functionality, recruiters and hiring managers can communicate with recruiting team members, candidates, and agencies individually or as a group. They can initiate a topic or message and add recipients to it and can send messages to single or multiple applicants. The recipients receive notifications for these messages. The recipients can respond to these messages from the Communication tab of the Job Application details page. Additionally, users can attach documents to the messages.

The recruiters and hiring managers can configure the communication properties at the vacancy level. If processing the job applications is complete for a vacancy, then they can close the communication.

3.6.1.3. Employee Referrals

For many enterprises, employee referrals are one of the most efficient and effective sources of candidates. The Employee Referrals functionality enables:

� The recruiters or hiring managers to mark vacancies eligible for employee referral.

� The employees to create candidate profiles, and refer candidates to vacancies available for referrals.

� The employees to create candidate profiles and refer their candidates to managers who in turn can pursue the candidates for suitable vacancies.

� The candidates to provide the reference of an employee while creating their profiles or submitting job applications.

� Recruiters and hiring managers to search for candidates who are referred by employees.

3.6.1.4. Notifications for New Job Applications and Application Status Changes

Oracle iRecruitment enables the enterprises to define their own FYI notification rules (in Oracle Approval Management (AME)) for actions performed in the iRecruitment application.

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By default, managers, candidates, and recruiters receive these FYI notifications. Enterprises can configure the Approvals Management rules to determine the recipients.

iRecruitment provides predefined notifications that notify:

� The vacancy managers or recruiters and applicants about the application status changes.

� The vacancy managers or recruiters when new job applications are submitted for their vacancies.

3.6.1.5. Enhanced Searches

iRecruitment provides the following additional search capabilities for recruiters, managers, and agency users. They can search:

� Vacancies based on Professional Area.

� Applicants based on multiple application statuses.

� Applicants based on any of the Phone Numbers available in the candidate profile.

3.6.1.6. Attachments in Vacancy and Offers

Recruiters and hiring managers can now add attachments to vacancies and offers. They can control the access to the documents by adding separate documents for internal users such as members of the recruiting team and for external users such as applicants. However, managers and recruiters can view both internal and external documents.

3.6.1.7. Dashboards for Hiring Manager and Recruiter

To know the recruitment progress, hiring managers and recruiters require a summary of their recent recruitment transactions without having to perform multiple searches.

iRecruitment provides a dashboard on the iRecruitment Home page for hiring managers and recruiters that gives direct access to the recent vacancies, new applications for vacancies, and recently created or updated offers. Managers and recruiters can view recruitment information for a specific time period using the last N number of days. They can also view scheduled interviews for the next N number of days.

Managers or recruiters can use the Recruitment Summary link on the home page to review recruitment summary information like number of vacancies, vacancies filled, offers accepted grouped by their direct reports, recruiters and organizations. Managers or recruiters can drill down from this Recruitment Summary page to the relevant vacancy, application, or offer details pages. iRecruitment displays the recruitment summary details based on the responsibility that a manager or a recruiter uses.

3.6.1.8. Reconsider Terminated Applications

Recruiters and hiring managers can now reconsider the applications that have been terminated by error or the applications that need to be reconsidered. Recruiters can reconsider one or more terminated applications, from the View Applicants page.

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Candidates who have voluntarily withdrawn their applications or whose applications have been terminated by recruiters can now request for reconsideration of their applications from the Job Application Details page. Recruiters or hiring managers can review the requests and reconsider these applications.

3.6.1.9. Offer Withdrawal Recruiters and hiring managers can now withdraw offers that are at any of the following offer statuses:

� Pending for Approval

� Pending Extend Duration

� Returned for Correction

� Approved

� Extended

� Hold

� Closed: Offer Accepted by Applicant

� Closed: Offer Declined by Applicant.

Recruiters and hiring managers can record the applicant response on Revoking Acceptance after the applicant accepts the offer.

3.7. Oracle Labor Distribution

3.7.1. Features

3.7.1.1. Integration with Award Distribution Functionality in Grants Accounting

This is an enhancement to integrate Labor Distribution with Award Distribution / Funding Pattern functionality. The Award Distribution functionality in Oracle Grants Accounting enables users to define funding pattern for a project and task combination. The funding pattern saves data entry time since users do not have to select an award when defining a labor schedule. It also results in less data maintenance since the award distribution setup is maintained in one central location.

3.8. Oracle Learning Management

3.8.1. Features

3.8.1.1. Learners Can View Catalog Attachments

Administrators can now present more information to the learner or instructor about the courses, offerings and classes using attachments. Administrators can provide detailed course descriptions; instructor presentations; hotel descriptions; pre course material; and instructor notes as attachments.

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On the course, offering and class level, administrators can attach files, provide URLs and enter text as attachments to courses, offerings and classes. These attachments are visible to the learners or instructors before and after enrollment in a class in the Additional information section.

When adding an attachment, administrators can define who can view the attachments using the following categories:

� Comments

� Learner

� Instructor

Learners can view the attachments at the level where they are attached (course, offering, or class).

Instructors can view the attachments for the classes for which they are instructors.

3.8.1.2. Free Text Question Type

Free text question is a new question type that allows learners to provide elaborate responses rather than a simple “yes” or “no”.

There are two major areas where this new question type can be used:

� Assess learners’ knowledge of a complex topic by evaluating the free text responses. The answer will be evaluated by the instructor.

� In surveys and course evaluation to gather feedback on questions such as, "Other comments", "What would you like to see in this course in the future" and "What was your general impression of the course.

This new question type does not have a finite number of correct answers, which means it cannot be scored by the system. The idea is that instructors or administrators can ask more general questions and learners can give elaborate responses. Instructors can decide whether the answers should influence the result of the test.

3.8.1.3. Mandatory Enrollment

The mandatory enrollment feature enables enterprises to ensure that workers enroll in mandatory training. Administrators can make a class mandatory to a specific learner, learner group, organization, job, position or a combination of these.

Not only will learners who qualify today be automatically enrolled, also learners who will qualify at a later time will be automatically enrolled.

Mandatory enrollment can be used for both self-paced and scheduled training and especially for e learning. This feature enables enterprises to provide everyone in the organization access to an e-learning course or "e-information".

To make learner enrollment in a class mandatory, administrators must select the new Mandatory Enrollment check box on the Add Learner Access page. Learners cannot unenroll themselves from a mandatory enrollment.

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An enrollment process (concurrent program) will run automatically at specified intervals checking all mandatory enrollments to verify if new learners should be automatically enrolled. The enrollment process will not enroll learners before the enrollment start date and end enrollment at the enrollment end date if this date is provided. Otherwise enrollment will stop after the end date of the class if this date is provided.

3.8.1.4. Course Evaluation

For many enterprises, course evaluation is a central part of their training strategy. The new course evaluation functionality enables enterprises to easily incorporate course evaluation in all of their classes. Enterprises can evaluate self-paced and classroom based courses online to gather feedback from learners on different training courses.

The existing test functionality is used to create a standard solution for including training evaluation in all types of classes (both self-paced and scheduled). Learners view the evaluation and complete it directly in the browser and not through the OLM player.

The evaluation can consist of two sections: one section for the course and another for the class belonging to the course, to collect feedback from the course (content, relevance, level etc.) and from the class (instructor, venue, lunch etc.) separately. Sections can be mandatory or voluntary. If either the course level or the class level section is mandatory the entire evaluation will be mandatory.

Evaluation sections are normal test sections defined as today in the Content tab of the administrator interface.

3.8.1.5. Reports for Certification, Forums & Chats

Oracle Learning Management provides new BI Publisher reports for the following areas:

� Certification

� Forum

� Chat

These reports are master reports for each area. Using BI Publisher, users can add filters and change the format to configure the reports to suit their business needs.

For the certification report the input parameters are: certification name; subscription status; learner name; date (to, from) and expiry date (to, from). The output columns are: learner name; certification name; subscription status; sate and expiry date.

For the forum report the input parameters are: forum name; author; string in message and posted date to, from). The output columns are: forum name; topic name; author; 1. line of original in message; 1. line of message and posted date.

3.8.1.6. Learner Groups

Learner groups are used to define learner access to categories, courses, offerings and classes. Learner groups can consist of learners, organizations, jobs, positions and other learner groups.

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The administrator can use learner groups to define learner access in addition to assignment and learner. As soon as a new learner group has been added to the learner access the learners included in the learner group can search and enroll in the course, offering or class. The new learners in the learner group will be automatically enrolled in the class if the class enrollment is mandatory. You can also use learner groups to bulk enroll learners in classes.

3.8.1.7. Learner Basic Search Enhancements

The current search functionality only searches in the title and not in the keywords or description of a course. This new search feature will search for other Metadata available in the catalog objects. Secure Enterprise Search (SES) provides this search functionality in Oracle Learning Management. The search object “course” is available in the drop-down list in the OA home page. If the learner selects “course” and enters any search keyword, the following will be searched for:

� Course name

� Course code

� Course description

� Course objectives

� Course keywords.

From the search results, learners can navigate to the course details page and enroll, un-enroll or play the content. Once the learner has enrolled, un-enrolled, or played the content, the system returns to the learner home page.

3.9. Oracle Payroll

3.9.1. Features

3.9.1.1. Approval Mechanism for Manager Self Service - Assignment Costing

Currently, when Managers edit assignment-costing information for their sub-ordinates, the changes are applied permanently onto employees' assignments without any approval.

This enhancement provides a way to configure approvals to control ad-hoc employees’ assignment costing updates. When a manager makes modification on employees’ assignments costing details, an approval notification can be sent to an Approver based on Custom Workflow Settings. Only on approval of this notification, the changes are reflected in employees' assignment records.

3.9.1.2. Upgrade of Historical Costing Data to Support Subledger Accounting

Payroll costing details that have been posted already to Oracle General Ledger prior to Oracle Subledger Accounting Release 12 functionality need to be migrated for

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synchronization. A new concurrent program ‘Upgrade Historical Payroll Data to SLA’ is available to perform easy migration of historical costing data to Subledger Accounting

3.10. Oracle Payroll for India

3.10.1. Features

3.10.1.1. Labor Welfare Fund Deduction

Labor Welfare Fund deduction is a legislative deduction enforced by most states in India. The fund contributions usually consist of an employee and an employer contribution. The deduction happens in specific months according to the legislation followed in each state.

This enhancement provides an out of box solution or template for enabling this deduction for all India Payroll customers. The solution consists of a set of predefined elements and formula for processing and other legislative data. Initially, the enhancement supports the legislation followed in the states of Andhra Pradesh, Karnataka, Kerala, Gujarat, Madhya Pradesh, Maharashtra, and TamilNadu.

3.10.1.2. Discoverer EUL Support for India HRMS Payroll Information

This enhancement delivers the ad-hoc Reporting Discoverer folders for India localization. Using these folders, users can generate the Discoverer Ad hoc reports.

The enhancement covers the following business areas:

� HRMS Administration - Oracle Payroll (IN)

� HRMS Administration - Oracle Human Resources (IN)

� HRMS - Person Information - Human Resources (IN)

� HRMS - Organization Information - Human Resources (IN)

� HRMS - Pay slip Information - Oracle Payroll (IN)

3.10.1.3. UI to Submit Medical and Leave Travel Claims

Employee Self Service interfaces to capture the Medical and Leave Travel Claim are now available. A professional user can approve the entered claim after verifying the claim data. The user interface facilitates verification and approval of employee claims. The new interfaces achieve the following:

� Speedier approval by removing manual processes

� Higher employee satisfaction

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3.11. Oracle Performance Management

3.11.1. Features

3.11.1.1. Mass Cascading of Objectives

Cascading objectives is a method by which objectives may be aligned across the organization. This is critical for ensuring that all employees support the organizational objectives. Cascaded objectives can be identical to the original objective or contributing to the original objective.

The mass cascading feature provides managers flexibility to cascade a single objective to multiple employees or multiple objectives to multiple employees. The feature helps managers to create duplicate objectives and new supporting objectives for a higher-level objective, for multiple employees in their hierarchy. Additionally, mass cascading improves user experience by reducing the cycle time involved in cascading objectives.

3.11.1.2. Line of Sight of Objectives

Line of Sight is a graphical representation of the alignment of objectives in an organization. This feature displays objectives that are aligned or linked to each other in the objectives hierarchy.

Line of Sight helps employees to understand how their objectives have been cascaded down through the organization and the association between objectives. The feature provides management with online visibility of objectives alignment in the organization.

3.11.1.3. Display Workforce Performance Management Appraisals in the Appraisals Function

You can now view all appraisals, created using the Workforce Performance Management or standalone appraisals function, in the Appraisals In Progress table of the standalone appraisals function. This feature enables users to access their appraisals from a single location.

3.11.1.4. Reference to Talent Management Replaced with Performance Management

From June 18th, 2007, Oracle Performance Management is licensed as a separate product. With this change, all references to Talent Management will be replaced with Performance Management.

3.11.1.5. Support Decimal Values for Fields Using Quantitative Measurement Style While Creating Objectives

Accurate and precise targets drive most businesses. This enhancement supports decimal values for the following components of the quantitative measurement style while creating objectives:

� Target value

� Number

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� Percentage

� Currency

3.11.1.6. Display Competency and Objectives Scores on Workflow Notification Page

This enhancement displays the following on the workflow notification page:

� Line scores for individual competencies

� New proficiency level for the competencies

� Line scores for individual objectives

� Total score for all competencies

� Overall comments for the competencies

3.11.1.7. Changes to Reject Option in Notifications

With this enhancement, the Reject option in notifications will not delete the appraisal, but only change the appraisal status to Saved. The main appraiser can update the appraisal and re-submit it for approval.

3.11.1.8. Enhance Capability of HR Administrator Function

The Performance Management Administrator feature provides robust administration capabilities for the Performance Management Plans. Using this enhancement, administrators can:

� Switch as an employee or manager and edit the personal score cards and appraisals on their behalf.

� Publish the performance management plan of the new-joinees and transfer the plans into the performance management plan.

� Rollback a published performance management plan.

When Performance Management Plan Administrators perform any administrative actions on worker scorecards or appraisals, notifications are automatically sent to the workers and managers accordingly

To improve the performance management administrator’s capability to follow up for transactions pending from workers and managers, and communicate completion of tasks to workers and managers, administrators can now send out mass notifications to a sub-set of the performance management plan population.

3.11.1.9. Process for Managing Completed Performance Management Plans

Performance Management home page for employees and managers has been enhanced to show only active performance management plans. The HR Administrator can access all the performance management plans. This enhancement provides a new status to identify

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active and inactive plans. The Plan Administrator can modify the plan definition and change the plan status to active or inactive.

3.12. Oracle Self Service Human Resources (SSHR)

3.12.1. Features

3.12.1.1. Adjusted Service Date

Length of service is an essential parameter for calculating the benefits for an employee. Managers arrive at decisions related to promotions and compensation changes based on the employee’s length of service. Existing functionality in Self Service calculates length of service based on the latest start date. With this enhancement, employees and managers can view the adjusted years of service, where the years of service are based on the adjusted service date.

The Show/Hide Region of the Assignment Records in My Information in Employee Self Service and My Employee Information in Manager Self Service displays the adjusted service date.

3.12.1.2. Grade Step/Point Changes

An employee’s salary may be attached to grades, which in turn might be attached to grade steps and corresponding grade point values.

In the existing SSHR functionality, a manager can change the salary of employees reporting to them but cannot change the grade step and point using SSHR.

The enhancements in this release enable managers to view and update changes to their employee’s grade step and point using SSHR. Additionally, employees can view their grade step and point information.

3.12.1.3. Leave Accrual Information Based on Effective Date

Employees need to know their leave balance and managers need to know their subordinates’ leave balance information at any given point of time. Current functionality in Self Service for leave of absence shows the leave accrual information on the system date for both Employee Self Service and Manager Self Service. Managers can also view accrual balances of their employees who belong to a different business group from theirs.

Release 12.1 offers more flexibility to the end user in determining the leave accrual information. The modified leave accrual feature enhances the usability of the system and the Self Service views. Employees and managers can now enter an effective date and view the entitlement balances (leave accrual) as on that effective date.

3.12.1.4. Secured Access for Workflow Administrators Using Security Profiles

The Workflow Status Monitor enhancement provides specific workflow administrators for different functional areas by restricting access based on criteria specific to a particular functional area. You can now restrict the workflow administrator access based on the security profiles defined at the organization, position, or hierarchy level.

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Additionally, the enhancement enables role-based access control for workflow administrators to the respective business groups.

3.12.1.5. Succession Planning

The Succession Planning and Management feature enables managers and HR personnel to identify, create, and manage the talent pool available in their organization. Using this feature, both managers and HR personnel can:

� Designate jobs and positions as critical to the enterprise

� Identify high risk workers

� Create succession plans for critical jobs and positions

� Create succession plans for workers

� View and modify succession plan information

3.13. Oracle Time and Labor

3.13.1. Features

3.13.1.1. Blank Timecard Rows Retained while Saving Timecard

Currently, when you select a Zero Hours template for creating a timecard, Oracle Time and Labor (OTL) Self Service appropriately populates the template rows onto the timecard. If you enter time information for few rows and leave the other rows untouched, the timecard rows without any time entries are deleted upon saving the timecard. This is inconvenient when you later want to enter time for the untouched rows, as the specific rows are no longer available.

This enhancement enables OTL Self Service users to retain timecard row(s) without any hour values when saving the timecard. Such rows are available when you want to update the saved timecard at later point of time. By default, the current behavior is in place and you can avail this new functionality by configuring the OTL preferences.

3.13.1.2. Define Number of Timesheet Line Rows to Pre-populate

Currently, you can pre-populate timecard rows using static and dynamic templates like Last Timecard or User-Defined templates without any hour values being imported onto the new timecard.

With this enhancement, you will be able to save the timecard rows without any hour values when the timecard is pre-populated from timecard templates. When you submit the timecard, timecard row(s) without any hour values will be ignored.

3.13.1.3. Summarize Regular/Overtime Hours Separately

Currently, the Regular/Overtime summary region is available only on the Timecard Review page.

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With this enhancement, you can view the time-entered details and overtime calculation results on the confirmation page along with timecard explosion.

3.13.1.4. Supervisor Report to Identify Missing Timesheets

Currently, we have ‘Missing Timecards’ report to identify the number of timecards and timecards of different statuses list. However, this does not report when the user has actually submitted the timecard.

With this enhancement, supervisor would be able to query online the number of timecards in different statuses viz. not entered, working, error, submitted, approved and rejected along with the user names and last submitted date.

3.13.1.5. Supervisor List of Timesheets Expected and Status Online

Currently, supervisors are unable to query online the status of employees’ timecards under their hierarchy.

The new Supervisor Timesheet dashboard enables supervisors to query the status of timecards online considering supervisor hierarchy. Additionally, the dashboard includes the graphical representation in percentage of timecard status. This enhancement provides supervisors to efficiently find timecards that are missing, submitted or approved for a specific timecard period. Supervisor can also generate Timecards Status details.

3.13.1.6. Audit Change Report - Identify Changes Made to Timesheets

As employees have the privilege of changing (any changes and any number of times) the timecard data after its submission through OTL Preferences, they submit the timecard data for approval, more than once for the same period.

The new Audit Change Report enables time administrators to identify these changes made to the timecards. The report tracks the changes and indicates the number of times a timecard and what data was changed after timecard save, submission and subsequent approvals. You can print and maintain them for audit purposes.

3.13.1.7. Audit Trail on Time Cards

This feature provides the complete history of timecards from its timecard submission to approval stages. The report displays details such as the number of times a particular timecard is submitted, modified, or deleted, and various actions done by various employees, approvers on a particular timecard.

3.13.1.8. Display Last Person Who Updated Timesheet

You can now view the person who last updated the time details on the timecard. As a timecard can undergo many changes after an employee creates it, providing this information on the timecard enables you to identify the person who last made changes to the timecard.

3.13.1.9. Changes in Core HR and OTL to Support Services Procurement

Currently in OTL, a contingent worker (CWK) can report time against only one purchase order number, which is associated to the worker’s assignment. The CWK‘s assignment is defined in the Core HR, wherein supplier name, purchase order number, and purchase

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order line is associated. These details are retrieved in OTL, to enable the contingent worker to report time for the above-mentioned combination.

With this enhancement, a contingent worker can report time for multiple purchase orders. Additionally, the contingent worker is able to report time against any valid project whether or not the project is associated to a purchase order.

A new user Interface is provided wherein users can associate multiple purchase orders to a contingent worker. You can navigate to this new user interface from the Supplier tab of the Assignment page of Core HR. The existing functionality of associating purchase order, purchase order lines, and supplier remains as it is.

This enhancement enables OTL Time Sheet to retrieve multiple purchase orders in the Purchase Order list of values. Now this LOV populates all associated purchase orders of the CWK worker and enables the worker to report time against multiple purchase orders.

3.13.1.10. Multiple Alias Support in Notification Layout

This enhancement includes changes to the OTL Inline Notification timecard layout to support attributes. The changes ensure that the layout attributes added to the right side of the timecard summary matrix are included in the day details page context data dictionary. Additionally, the changes add timecard attributes to the right of the timecard hour’s entry summary table in the inline notification layout.

3.13.1.11. OTL User Interface Enhancements

Release 12.1 enhances OTL with the following changes to the self-service pages:

� New Recent Timecard, wherein existing Recent Timecards and Timecard Search screen are merged together as one. Additionally provide an ability to delete multiple timecards an a single action

� New Projects/ Projects Payroll layouts with Project number and name concatenated together. The same has been done for task details

� Ability to set Default Timecard Period for an user

� Ability to set Default Approval Action for a Supervisor/Approver

� Ability to set Future Time Period Limit for an user

� New status column to display transfer status of a timecard to recipient applications

The new changes on various predefined timecard layouts improve the productivity of OTL self-service users.

3.13.1.12. Disabled Text Field Enhancement

Currently, you can design the timecard layout by configuring the Timecard Entry Layout ldt file to add text fields onto timecard layout, with the default nature of these added fields as editable.

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This enhancement enables you to define whether a field on timecard layout should be editable or not. The setup that you define for these text fields in the Timecard Entry Layout ldt file determines whether the fields are either enabled or disabled on the self-service Timecard Entry Layout page.

3.13.1.13. Enhancement to Preference Eligibility Criteria (Responsibility-based Preference)

OTL’s current preference eligibility criteria for a selected responsibility assign preferences to the user when they’ve selected the responsibility, while logged in to the system, and only for preferences that are required for the session. For example, preferences that set the timecard layout or the number of blank rows on the timecard may be set and used for the session. However, preference values required for processes executed after the timecard submission, for example preferences required to assign values for Retrieval Rules, Application Set or Approval Style, use preference eligibility criteria that can be determined when the user has not selected the responsibility. The preferences used for post timecard submission processes use the preference eligibility based on HR assignment attributes, assigned to a specific, named person, or assigned to all people.

This enhancement provides a way to assign both temporary (session), and post submission preferences based on an OTL responsibility, and be persistent after the submission process. This allows for added flexibility in assigning preferences and enabling OTL functionality.