Shared HR and Full Install HR

Before Oracle HR is installed, the HR data used by other Oracle Applications is maintained through the HR foundation responsibility or the ‘shared more’ of HR. This consists of the set of HR objects that is common to several non-HR Oracle Applications. Because the HR application owns and maintains some of the fundamental components of the applications suite-for instance Organizations, Locations and People – there is need to provide a subset of HR functionality when other Oracle applications are installed.

The full set of HR features and functions delivered with the Oracle Applications eBusiness Suite available to licensed HR users is the Full Install of HR.

The differences between Shared HR and Full Install of HR are as follows:

Function	Difference with Full HR
Organizations	No Difference
Jobs	Limited functionality – only Job Evaluation, Requirements, Valid Grades and Extra Information
Positions	Positions are not date tracked
Grades	No Difference
Locations	No Difference
Career Management	No Difference
People and Assignments	1.       Only Employees and Contingent Workers are supported 2.       No support for Applicants or Contacts 3.       The data that can be entered for a person is limited to basic details such as Name, Gender, Social Security Number, Birth Date and Contact Details. 4.       Employees can be terminated but only the end can be entered. The Actual Termination Date is set to be the same as the Final Process Date. 5.       Employee Assignment is limited to basic details like: ·         Organization ·         Job ·         Position ·         Supervisor 6.       No further information can be entered, for instance salary information
Addresses	The generic address form is used, so there is no country specific layout of address format
Security	No Difference
Datetrack	1.       Datetrack is simplified in HR foundation 2.       Although the data is stored in the same tables, e.g., PER_ALL_PEOPLE_F, PER_ALL_ASSIGNMENTS_F, the behavior of the forms ensures that there is only a single dated row for each distinct person, assignment or position
APIs	Limited set of APIs
Reports	There are no standard reports, only security list maintenance programs
Legislative Validation	Legislative checks are disabled when running HR foundation

Global Payroll Implementation Myths...

Global payroll implementation questions to customer:

1. Which country is your company currently headquartered?

2. Is your current payroll operated  Internally or Outsourced?

3. Does your current payroll model vary by geography?

4. Which of the following best describes your current payroll administration model?

• Subsidiary treated as own entity (local personnel manage operations)
• Operations managed regionally (communication and coordination high within region, less so between locations)
• Tight control of international operations (little autonomy, key positions held by headquarters)
• Organization seen as a single international enterprise (management talent comes from any location, strategic plan global in orientation)

5. In your opinion, how would you rate the effectiveness of your current payroll policies and practices on a global scale?

• Excellent, best practice
• Good, but with room for improvement
• Average
• Below average, underdeveloped
• Poor, needing immediate attention to mitigate risk

6. In the next 12 months, does your business plan to expand into new global markets?

• Yes
• No
• It is under review
• Don’t know
• Refused

7. Where in the planning process are you in adjusting your payroll administration model to meet your global expansion plans in these new markets?

• Not considering at this time
• Considered / in initial discussions
• Currently in planning stage but not implementing
• Actively pursuing implementation of a global payroll solution
• Other

8. Is the payroll solution for these new markets being implemented?

• Within a global payroll model
• Within a regional payroll model
• Locally to the new markets
• Other

9. Regardless of whether or not you currently outsource your global payroll, what is (or would be) your largest challenge to implementation?

• Cost
• The vendor understanding and meeting your specific requirements
• Legal and regulatory requirements
• Geographic capability
• Loss of control / governance (increased errors)
• Technology
• Culture / language / Time zone issues
• Change Management
• Contract Management
• Other

10. Regardless of whether or not you currently outsource your global payroll, what is (or would be) the primary issue you currently face?

• Legislative compliance
• Organization consistency in payroll process
• Finding the right global payroll talent and resources
• Administration cost
• Management reporting
• Regional capability
• Organization consistency in remuneration and benefits
• Managing mobile employees
• Audits, information requests and remediation
• Other

11. Thinking about your day to-day experience, what is your most frequent payroll error?

• Incorrect tax withholding
• Underpayments
• Overpayments
• Third-party payments
• Something else
• Don’t know

12. How would you characterize your current capabilities in employee and manager payroll self-service?

• Basic: only pay slips, tax forms and demographic data administered through self-service
• Intermediate: most payroll-related employee transactional activities automated visa self-service, but payroll administrators are final approvers on remuneration-related changes.
• Advanced: All payroll-related employee transactional activities automated via self-service
• No self-service available

13. Which of the following services would you consider receiving from a global payroll vendor

• Payroll operations for mobile employees
• Cross-border payroll reporting for business travelers
• Compensation management for mobile employees
• Time and attendance tracking
• Health and welfare services
• On boarding/recruitment services
• Other

14. Who are paid in more than one currency?

15. Do you currently have a knowledge-based database or tracking system in place at your organization to facilitate resolution of payroll issues?

Leading HRMS products and why to choose Oracle HRMS?

Leading ERP products in the market:

• Oracle E-Business Suite
• SAP HR
• Work Day
• Kronos
• Sage HRMS
• HRM Direct
• HALOGEN Software
• Tribe HR
• Ascentis

Why to choose Oracle HRMS?

 

The following are the factors which makes Oracle HRMS one of best HRMS products:

• Less Cost
• Less Implementation time
• Robust database
• Easy to upgrade
• Easy to Maintain
• Effective product support services from Oracle

Overview of HR Applications

Industry watchers break down the field of HR software into three main categories: Core HR, Workforce Management, and Strategic HR also called Talent Management or Talent Administration software.

• Core HR encompasses the three traditional human resources management functions: benefits administration, personnel tracking and payroll. Every company will require these functions once it has reached a critical mass of employees. You need core HR functionality when, for instance, manually running payroll and managing employees with spreadsheets becomes too burdensome a task.

• Workforce Management, or Workforce Administration as it is also called, comprises the range of software solutions intended to effectively schedule and track your workforce. These solutions are ideal for organizations whose employees work in shifts, and include applications to track time and attendance, monitor compliance with labor laws, and usually include payroll functionality, or integrate well with other payroll software.

• Strategic HR involves growing your company by attracting and developing the best people, as well as better managing your workforce overall. Strategic HR applications generally provide some combination of applicant tracking and recruiting, learning management, as well as performance review functionality. This type of software streamlines these strategic processes to ensure that a company is using its staff as efficiently as possible, and also that employees are continuing to grow and develop--increasing employee satisfaction and retention rates.

Of course, core HR, workforce management and strategic HR functions often overlap. While there are best-of-breed solutions for individual functions in each category, there are also integrated suites boasting across-the-board functionality.

HR Application Categories

Core HR
Benefits Administration	Manages employee benefits such as paid time off, medical/dental/life insurance policies and 401k participation.
Personnel Tracking	Centralizes employee data, such as SSN, contact information, past employment and demographic information.
Payroll	Tracks employee salaries, bonuses, 401k contributions, health and other deductions; calculates withholding for taxes; and cuts paychecks. Most solutions provide integration for direct deposit as well.
Workforce Management
Time & attendance	Helps staff track employee attendance and absences, and enables employees to clock in and out. Many solutions also track accrual and usage of sick days and PTO. Rules-based engines provide alerts when employees miss or perform established amounts of work.
Employee scheduling	Provides functionality for scheduling employee shifts and attendance to ensure compliance with staffing needs. Systems can schedule employees across departments, locations and projects, and provide alerts to employees when schedules change and when staffing levels are inadequate.
Strategic HR
Applicant Tracking Systems (ATS)	Provides a centralized database that lets recruiters store applicant information and employment applications throughout the application process. Features include candidate tracking, applicant status monitoring, and direct integration with other HR applications. In addition, many vendors include on-boarding features, like the ability to perform background checks.
Employee Evaluation	Also known as Performance Review software, these applications offer a centralized system where supervisors can conduct and track reviews with employees. Features performance measuring, tracking and goal management.
Learning & Development	Establishes a centralized hub to monitor new employee training and the ongoing skills development of existing employees. Features include content authoring and management, curriculum and certification path definition, testing and reporting.

Human Resources Management system

What is Human Resources Management System?

Human resources (HR) software solution also called Human Resources Information Systems (HRIS), Human Resources Management Systems (HRMS) or Human Capital Management (HCM) software, make managing a large or growing workforce more efficient.

These solutions streamline the traditional HR functions of benefits administration, personnel tracking and payroll. But in addition to increasing your productivity by automating many of these administrative processes, HR software can also support you on a strategic level, by helping you to recruit, develop and manage your company’s most valuable resource: its people.

Why do we need an HRMS system?

Improve productivity

Motivated, focused, empowered, productive, and efficient people move your company toward success. That’s common knowledge. The difficult part is finding the right balance between allowing your people to work the way they want and capturing the key financial data you need to remain compliant with government regulations and auditing controls. This can be achieved if you have an properly installed HRMS system.

Envision success

Make better decisions and execute appropriate actions in response to ever-changing business needs. This can be achieved if you have an properly installed HRMS system.

Grow with confidence

Growth and success not only depend on providing everyone across your business with the right information at the right time—everyone also requires ready access to the systems and tools they need to work at peak performance. This can be achieved if you have an properly installed HRMS system.

What is Enterprise Resource Planning (ERP) Product?

Enterprise Resource Planning (ERP) is business management software. Usually a suite of integrated applications, that a company can use to store and manage data from every stage of business, including:

• Finance Management
• Manufacturing
• Marketing and Sales
• Inventory Management
• Shipping and Payment
• Human Resource Management

ERP provides an integrated real-time view of core business processes, using common databases maintained by a database management system.

ERP systems track business resources, Cash, Raw Materials, Production capacity and the status of business commitments: orders, purchase orders, and payroll. The applications that make up the system share data across the various departments (manufacturing, purchasing, sales, accounting, etc.) that entered the data. ERP facilitates information flow between all business functions, and manages connections to outside stakeholders.

Enterprise system software is a multi-billion dollar industry that produces components that support a variety of business functions. IT investments have become the largest category of capital expenditure in United States-based businesses over the past decade. Though early ERP systems focused on large enterprises, smaller enterprises increasingly use ERP systems.

Organizations consider the ERP system a vital organizational tool because it integrates varied organizational systems and facilitates error-free transactions and production.