People Management

 Difference between update and correction?

Update: Inserts a new record in the database, with keeping the old record
(Keep history of existing information).
Correction: Modify the record, where no new record is added
(Correct existing information).

 If I make two changes to an employee, for example, changing the

marital status from single to married, then, I will change the marital
status between these two dates to divorced as (Insert).
 You can add more than one assignment with different effective dates
to an employee, but one of these assignments needs to be set to
Primary from miscellaneous tab.
 To see the table and who made changes, you can use Record History.
 To see the changes made to an employee through time you can use
Date Track History.
 HR users can use the Fast Path to access any form/screen in the
People Enter and Maintain submenu, which is considered faster than
the original way.
 A Flexfield in Oracle Application is a field made up of subfields, or
segments. They are basically used to implement code structure or to
capture additional information. There are two types of flexfields: key
flexfields and descriptive flexfields. A key flexfield appears on your
form as a normal text field with an appropriate prompt
while a descriptive flexfield appears on your form as a two–
character–wide text field with square brackets [] as its prompt.
Here is a brief comparison between KFF and DFF:
  Difference between EIT and SIT:
1. EITs are Descriptive Flexfields whereas SITs are Key
Flexfields.

2. Special information is stored in a key Flexfield

combination table where the combination of segment values
must be unique whereas Extra information is stored in a
descriptive Flexfield table where the combination of
segment values do not need to be checked for uniqueness.
3. Extra information is available in various locations (screens) such as:
Person, Assignment, Position...etc., while SITs are all in one place (Special
Information Screen).

4. Securing an EIT is different than securing an SIT (EIT is specific to

legislation and responsibility where SIT is secured through custom nodes
and workflows).

5. For each record in SIT, there are Start and End dates while there are none
in EIT.
Questions
1. Explain what an Extra Information Type is?
An Extra Information Type (EIT) is a descriptive Flexfield that allows you to store
additional information about an entity that is not captured by the standard fields. EITs
are defined at the business group level and can be associated with different entities
such as people, jobs, positions, etc.

2. Name the 6 important entities in HRMS that have EITs.

The six important entities in HRMS that have EITs are: Person, Assignment, Job,
Position, Grade, and Organization.

3. Give some examples of when you might consider using EITs?

Some examples of when you might consider using EITs are:
To store personal details such as hobbies, interests, or emergency contacts for
employees or applicants.
To store assignment details such as project codes, cost centers, or work locations for
employees or contingent workers.
To store job details such as job families, job codes, or job descriptions for jobs or job
requisitions.
To store position details such as position codes, position types, or position hierarchies
for positions or position vacancies.
 To store grade details such as grade codes, grade ranges, or grade categories for
grades or grade ladders.
To store organization details such as organization codes, organization types, or
organization classifications for organizations or organization hierarchies.

4. What access restrictions can you impose on EITs?

You can impose access restrictions on EITs by using the Security Profile feature. A
security profile is a set of rules that defines who can view or update the information in
an EIT. You can assign security profiles to different user roles or responsibilities to
control their access to EITs.

5. EITs and Special Information Types both exist for extending personal information in
Oracle HRMS. What performance advantages do EITs have over Special Information
Types?

EITs and Special Information Types (SITs) both exist for extending
personal information in Oracle HRMS. However, EITs have some
performance advantages over SITs, such as:
EITs are stored in separate tables, while SITs are stored in the same
table as the person information. This reduces the size and complexity
of the person table and improves the query performance.
EITs can be associated with different entities, while SITs can only be
associated with person or assignment entities. This increases the
flexibility and usability of EITs.
EITs can be secured by security profiles, while SITs can only be
secured by function security. This allows for more granular and role-
based access control for EITs.

 HR users likes to see the data they entered; this can be achieved
using the view submenu as the following:

1. People Folder: to view employee’s data.

2. Assignment Folder: to view employee's data and assignment
information.
3. People By Assignment: to view all the employee's assigned to a
specific Job or specific Organization as example (More Specific List).
 Using Job or Positions.
 Work Structures Grades and Pay.

 Cost Allocation and Flexfield Qualifiers Special Considerations.

 Warning! Do not modify the definitions of predefined Flexfields.
Changes may invalidate your support agreement with Oracle and
make it difficult to upgrade your system.

 Practice KFF and DFF Overview.

Questions:
1. What are the six key Flexfields in Oracle HRMS and which one
can have many structures in one business group?
The six key Flexfields in Oracle HRMS are: Job, Position, Grade, People
Group, Cost Allocation, and Competence. Each of these Flexfields can
have multiple structures in one business group, except for the Cost
Allocation Flexfield, which can have only one structure per business
group.

2. Which of the six key Flexfields belongs to the payroll product?

The Cost Allocation Flexfield belongs to the payroll product. It is used
to allocate payroll costs to different accounts or projects.

3. How many segments can you define in the HRMS key Flexfields?
You can define up to 30 segments in the HRMS key Flexfields.
However, the number of segments may vary depending on the
Flexfield and the structure.

4. Which user key Flexfield uses qualifiers and what do the

qualifiers do?
The Competence Flexfield uses qualifiers to define the type and level
of competence required for a job, position, or person. Qualifiers also
determine how the competencies are rated and weighted.
5. What is the difference between descriptive and key Flexfields?
The difference between descriptive and key Flexfields is that
descriptive Flexfields are used to capture additional information that
is not provided by the standard fields, while key Flexfields are used to
identify and group entities such as jobs, positions, grades, etc.
Descriptive Flexfields can have any number of segments, but key
Flexfields have a fixed number of segments.

6. What system feature determines the validation of values in a

segment?
The system feature that determines the validation of values in a
segment is the value set. A value set is a collection of valid values that
you can assign to a segment. You can define the format, size, and
validation rules for each value set.

7. What are the four types of predefined validation? What does

each of them represent?
The four types of predefined validation are: None, Independent,
Dependent, and Table. None means that no validation is performed
on the segment values. Independent means that the segment values
are validated against a predefined list of values. Dependent means
that the segment values are validated against a subset of values
based on a previous segment value. Table means that the segment
values are validated against a column in a database table.

8. What are the additional features of key Flexfields?

The additional features of key Flexfields are cross-validation rules,
shorthand aliases, Flexfield value security, and dynamic insertion.
Cross-validation rules are used to restrict the combinations of
segment values that are allowed. Shorthand aliases are used to enter
segment values quickly using abbreviations. Flexfield value security is
used to limit the access to certain segment values based on user
roles. Dynamic insertion is used to create new combinations of
segment values on the fly.

9. What is the purpose of cross-validation rules?

The purpose of cross-validation rules is to ensure the consistency and
accuracy of the data entered in the key Flexfields. Cross-validation
rules prevent users from entering invalid or illogical combinations of
segment values that do not make sense for the business.

[Link] is the purpose of shorthand aliases?

The purpose of shorthand aliases is to simplify the data entry process
for the key Flexfields. Shorthand aliases allow users to enter segment
values using short codes instead of typing the full values. For
example, instead of entering “Accounting Manager” as the job name,
users can enter “AM” as the shorthand alias.

[Link] is the purpose of Flexfield value security?

The purpose of Flexfield value security is to control the visibility and
accessibility of the segment values based on the user roles and
responsibilities. Flexfield value security allows administrators to grant
or deny access to certain segment values for different users or groups
of users. For example, administrators can restrict access to
confidential or sensitive segment values such as salaries or
performance ratings.
[Link] is the purpose of dynamic insertion?

The purpose of dynamic insertion is to enable users to create new

combinations of segment values on the fly without having to define
them in advance. Dynamic insertion allows users to enter segment
values that do not exist in the value set and have them automatically
inserted into the value set and the Flexfield table. For example, users
can enter a new job name that is not in the value set and have it
dynamically inserted into the Job Flexfield.

 Precision.
 Notes: