Oracle Talent Management Cloud
What's New
  1. JULY MAINTENANCE PACK FOR 19B
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Career and Succession
    1. Talent Review
      1. Redesigned User Experience for Talent Review
        1. Send Reminders from Data Submission Report
  1. JUNE MAINTENANCE PACK FOR 19B
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Learning and Development
    1. Learning Cloud
        1. Course Expiration and Renewals for Self-Paced Offerings
        2. Profile Option to View SCORM Content in New Browser Window
        3. Analysis Object Allows More than 75k Assignment Records
        4. Administrators Can Update SCORM Content
  1. MAY MAINTENANCE PACK FOR 19B
  1. Revision History
  2. Overview
  3. Feature Summary
    1. Learning Cloud
        1. Offering Search Improvements
        2. Dynamic Learner Criteria Learning Assignment Attributes
        3. Self Service Search
        4. Offering Definition Has Changed Alert
        5. Assignment Comments Field in Learner Search Results
        6. Enhance Optimize Learning Item Keyword ESS Job
        7. Offering Listing Selection View
        8. Global Access Group Support
        9. Correction for the Documented URL for the Deep Link for Mobile
        10. Name Change for Mobile Profile Options
        11. Custom Resource Alert Based on REST API
  1. Update 19B
  1. Revision History
  2. Overview
  3. Feature Summary
    1. Talent Management
        1. HDL Support Added for Person and Object Notes
        2. Import/Export Support Added for Person Notes Visibility Settings
    2. Questionnaire
        1. Conditional Questions
  4. Career and Succession
    1. Career Development
      1. Career Development Redesigned User Experience/Responsive Pages
        1. Additional Career Development Features Added to Redesigned Pages
    2. Talent Review
      1. Talent Review Redesigned User Experience/Responsive Pages
        1. Talent Review Overview Redesigned
        2. Talent Review Prepare Review Content Redesigned
        3. Competency Filter Changes on the Talent Review Dashboard
        4. Deep Link for Talent Review Responsive Pages
    3. Succession Management
      1. Succession Redesigned User Experience/Responsive Pages
        1. Separate Security Access for Talent Pools
        2. Talent Pools Overview Redesigned
        3. Succession Planning Overview Redesigned
        4. Deep Links for Talent Pools and Succession Planning Responsive Pages
  5. Performance
    1. Goal Management
      1. Goals Redesigned User Experience/Responsive Pages
        1. Organization Goals, Goal Plan Sets, and HDL for Target Outcomes in Redesigned Goal Management
    2. Performance Management
        1. Check-Ins REST API
      1. Performance Redesigned User Experience/Responsive Pages
        1. Additional Actions on Performance and Career Overviews for My Team
        2. Evaluate Performance - Manager View
        3. Additional Features for Redesigned Performance on Person Spotlight
        4. Performance Document Pages Redesigned
        5. Deep Links and Quick Actions for Redesigned Pages in Performance Management
  6. Learning and Development
    1. Learning Cloud
        1. Navigate to Learning Item Type Details Page from Search Results
        2. Skillsoft Course Update
        3. Primary Classroom and Instructor Defaulted on Instructor-Led Activities
        4. Single Training Supplier for All Offering Types
        5. Add Additional Person Fields to Person Selection Box
        6. Search on Multiple Status Values
        7. Send Emails to Learners and Managers from Assignment Search Results
        8. Add Fields to the HCM Data Loader Offering Object
        9. Add Coordinator Fields to Offering and to Alerts
        10. Throttling SCORM Calls
  7. Recruiting
    1. Recruiting
        1. Build More Complex Career Sites
        2. Increased Control of Campaign Audience
        3. Campaigning to Candidate Pools
        4. Support for Campaign Email Templates
        5. Assessment Results in Candidate Files
        6. Pipeline Job Requisitions
        7. Rehire Recommendation
        8. Interview Management
        9. Contextualized Prescreening Questions
        10. Invite Candidates on Requisitions That Are Not Posted
        11. Candidate Selection Process Automation
        12. Full Requisition Creation by Hiring Managers
        13. Contextualization Using Hierarchical Organizations
        14. Talent Community
        15. AddThis Recommended Content Pages
        16. Google Job Search
        17. Request Additional Information
        18. Apply to Multiple Jobs Before Verifying Identity
        19. Redraft Job Offers to Make Adjustments
        20. Manage Job Requisitions and Offers to Fill Positions
        21. Approve Job Offers While Reviewing Letter Template and Additional Text
        22. Search for Jobs Based on Grade
        23. See Progress of Candidate Job Applications
        24. See Progress of Referred Job Applications
        25. Tracking Candidates' Legislative and Diversity Information
  8. HR Optimization
    1. Transactional Business Intelligence for Talent Management
      1. Learn
        1. Learning Assessment Enhancement
        2. Learning Specializations and Flexfield Enhancements
        3. New Learning Resource DFF's
        4. Learning Record Attribute Sub Status Enhancement
        5. Pricing Information Attributes of the Catalog Item
        6. Dimensions for Outcome of Learning Items
        7. New Learning Resource Dimension - Instructor
        8. New Learning Resource Dimension - Classroom
      2. Recruiting
        1. New Recruitment Subject Area - Recruiting - Setup Details Real Time
        2. Recruiting - Job Application Data Security in Reporting
        3. Recruiting - Job Requisition and Job Offer DFF Support
      3. Talent Review
        1. In Progress Talent Review Meeting Ratings
      4. Succession
        1. Person ID and Person Number Attributes in Succession and Talent Pools Subject Areas

July Maintenance Pack for 19B

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
28 JUN 2019   Created initial document.

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

  • Release Updates (19A, 19B, 19C, and 19D)
  • Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

This document outlines the information you need to know about new or improved functionality in Oracle HCM Cloud. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

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 Talent and Compensation products.

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.

Give Us Feedback

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Column Definitions:

Report = New or modified, Oracle-delivered, ready to run reports.

UI or Process-Based: Small Scale = These UI or process-based features are typically comprised of minor field, validation, or program changes. Therefore, the potential impact to users is minimal.

UI or Process-Based: Larger Scale* = These UI or process-based features have more complex designs. Therefore, the potential impact to users is higher.


Customer Action Required = You MUST take action before these features can be used by END USERS. These features are delivered disabled and you choose if and when to enable them. For example, a) new or expanded BI subject areas need to first be incorporated into reports, b) Integration is required to utilize new web services, or c) features must be assigned to user roles before they can be accessed.

Ready for Use by End Users
(Feature Delivered Enabled)

Reports plus Small Scale UI or Process-Based new features will have minimal user impact after an update. Therefore, customer acceptance testing should focus on the Larger Scale UI or Process-Based* new features.

Customer Must Take Action before Use by End Users
(Feature Delivered Disabled)

Not disruptive as action is required to make these features ready to use. As you selectively choose to leverage, you set your test and roll out timing.

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Customer Action Required

Career and Succession

Talent Review

Redesigned User Experience for Talent Review

Send Reminders from Data Submission Report

Career and Succession

Talent Review

Oracle Fusion Talent Review is an analytic product enabling your organization to review and evaluate data from the profile, performance, goals, career development, and compensation management solutions.

Redesigned User Experience for Talent Review

Oracle Fusion Talent Review is an analytic product enabling your organization to review and evaluate data from the profile, performance, goals, career development, and compensation management solutions.

Send Reminders from Data Submission Report

Leverage the ability to send a reminder notification to meeting participants from the responsive version of the Data Submission Report. The Send Reminder feature that was available for talent review meeting facilitators in the nonresponsive version is now also available on the responsive Data Submission Report page.

For meetings that have not started, facilitators may want to remind meeting participants to submit their assessments for the review population before the submission deadline. Facilitators can navigate to the Data Submission Report page, select the participants to send reminder to, and click Send Reminder.

An image that shows the Data Submission Report page. This page has two sections Submission Deadline and Submission Progress. The Send Reminder button is in the Submission Progress section.

Data Submission Report Page

Notifications are sent to the selected participants to update ratings with a link to the Prepare Review Content page. Facilitators can see a confirmation message after the reminders are sent.

Steps to Enable

Use the Manage Talent Notifications task to enable notifications. On the Talent Review tab, ensure that Talent review content preparation reminder notification is enabled.

To enable the responsive Talent Review pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Field

Value

Description

Profile Option Code

ORA_HRR_TALENT_REVIEW_RESPONSIVE_ENABLED

Enables responsive Talent Review pages

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Key Resources

For more information on creating and enabling the profile options, refer to the following document on My Oracle Support:

June Maintenance Pack for 19B

Revision History

Date Feature Notes
31 MAY 2019   Created initial document.

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

  • Release Updates (19A, 19B, 19C, and 19D)
  • Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

This document outlines the information you need to know about new or improved functionality in Oracle HCM Cloud. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

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 Talent and Compensation products.

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.

Give Us Feedback

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Column Definitions:

Report = New or modified, Oracle-delivered, ready to run reports.

UI or Process-Based: Small Scale = These UI or process-based features are typically comprised of minor field, validation, or program changes. Therefore, the potential impact to users is minimal.

UI or Process-Based: Larger Scale* = These UI or process-based features have more complex designs. Therefore, the potential impact to users is higher.


Customer Action Required = You MUST take action before these features can be used by END USERS. These features are delivered disabled and you choose if and when to enable them. For example, a) new or expanded BI subject areas need to first be incorporated into reports, b) Integration is required to utilize new web services, or c) features must be assigned to user roles before they can be accessed.

Ready for Use by End Users
(Feature Delivered Enabled)

Reports plus Small Scale UI or Process-Based new features will have minimal user impact after an update. Therefore, customer acceptance testing should focus on the Larger Scale UI or Process-Based* new features.

Customer Must Take Action before Use by End Users
(Feature Delivered Disabled)

Not disruptive as action is required to make these features ready to use. As you selectively choose to leverage, you set your test and roll out timing.

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Customer Action Required

Learning and Development

Learning Cloud

Course Expiration and Renewals for Self-Paced Offerings

Profile Option to View SCORM Content in New Browser Window

Analysis Object Allows More than 75k Assignment Records

Administrators Can Update SCORM Content

Learning and Development

Learning Cloud

Oracle Learning Cloud enables you to make a transformational shift in learning delivery. Subject matter experts in your organization can easily publish videos and assemble tutorials to deliver on-demand and social learning. Collaboration features encourage continuous community feedback.

Course Expiration and Renewals for Self-Paced Offerings

Enhanced how course expiration and renewals behave for Self-Paced Offerings. The following new rules have been implemented:

  • Learners are able to self-join an offering previously completed on the anniversary of the renewal assignment’s assign-on date.
  • An offering assignment does not auto-complete when a learner has a status of Incomplete for a course assignment with renewal rules.
  • Learners must complete all offering activities to trigger the Complete status for a renewal assignment.
  • When a renewal assignment exists, fail to create admin or manager assignments on any offering of the course.

Steps to Enable

You don't need to do anything to enable this feature.

Key Resources

Additional information about courses and offerings is located in the Oracle Learning Cloud Using Learning guide on docs.oracle.com.

Profile Option to View SCORM Content in New Browser Window

By default, the Learning Cloud SCORM Content Player launches SCORM content in the same navigation window (embedded in the page). Now, you can create a profile option to enable SCORM eLearning content to open in a new browser window. This is useful if you have larger content items that are difficult to use when you embed them on a Learning Cloud page.

NOTE: The setting you choose (embedded or new tab/window) applies to all eLearning SCORM content. Whether learners see a new browser window or tab depends on the settings and version of their individual browsers.

Steps to Enable

To enable this feature, you must enable the following profile option: WLF_LEARN_ELEARNING_FULLSCREEN_ENABLED.

Field Value

Profile Option Code

WLF_LEARN_ELEARNING_FULLSCREEN_ENABLED

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Profile Options task.
  2. Create a new profile option called WLF_LEARN_ELEARNING_FULLSCREEN_ENABLED, under Learning Management and the Learning Module.
  3. Set the Site and User levels to Enabled and Updatable.
  4. Search for and click the Manage Administrator Profile Values task.
  5. Search for and select the profile option.
  6. Click to add a new Profile Value.
  7. Select the Level as Site.
  8. Enter a Y in the Profile Value field.
  9. Click Save and Close.
  10. In Learning Cloud, open SCORM content in preview mode and ensure it opens in a new tab in full page mode.

Key Resources

Additional information about profile options for learning features is located in the Oracle Learning Cloud Implementation guide on docs.oracle.com.

Analysis Object Allows More than 75k Assignment Records

You can now use an analysis object with the mass assignment functionality to assign more than 75,000 records. Previously, you were limited to 75,000 records. This enhancement includes a new profile option to help process large record counts, and to support prompts that are configured within the analysis objects you use.

Profile Option Configuration

Steps to Enable

To enable this feature, you must enable the following profile option: WLF_RBA_USE_SQL.

Field

Value

Profile Option Code

WLF_RBA_USE_SQL

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Profile Options task.
  2. Create a new profile option called WLF_RBA_USE_SQL, under Learning Management and the Learning Module.
  3. Set the Site and User levels to Enabled and Updatable.
  4. Search for and click the Manage Administrator Profile Values task.
  5. Search for and select the profile option.
  6. Click to add a new Profile Value.
  7. Select the Level as Site.
  8. Enter a Y in the Profile Value field.
  9. Click Save and Close.

When you set the Profile Value field to Y, one of the following two rules are applied:

  • When executing any BI analysis, Learning Cloud first asks the BI server for the SQL for the given analysis, and slightly modifies it before asking the server to execute it. Using this method helps Learning Cloud to process analysis objects that have over 75,000 records. If you do not set this profile option, by default BI server executes the analysis.
  • Learning Cloud looks for a prompt defined in the BI analysis object. If there is one, you are asked to select the value you want to use in that "usage" of the BI Analysis. If you do not set this profile option, by default Learning Cloud does not look for any prompt defined in the analysis object.

Tips And Considerations

Take some time to think through how your analysis objects are set up before enabling this profile option.

Key Resources

Additional information about profile options for learning features is located in the Oracle Learning Cloud Implementation guide on docs.oracle.com.

Role Information

Administrators Can Update SCORM Content

Administrators can now replace previously uploaded SCORM content in the catalog, even if that content is already associated with an offering activity.

IMPORTANT: You cannot use this functionality to make structure-related changes. The replacement content must have the same internal structure of the SCORM content you replace. For example, you can replace one chapter with another chapter. If the internal structures are not the same, the replacement content could have adverse effects on downstream assignments.

Steps to Enable

You don't need to do anything to enable this feature.

Key Resources

Additional information about adding SCORM content to Learning Cloud is located in the Oracle Learning Cloud Implementation guide on docs.oracle.com.

May Maintenance Pack for 19B

Revision History

Date Feature Notes
26 APR 2019   Created initial document.

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

  • Release Updates (19A, 19B, 19C, and 19D)
  • Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

This document outlines the information you need to know about new or improved functionality in Oracle HCM Cloud. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

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 Talent and Compensation products.

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.

Give Us Feedback

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Column Definitions:

Report = New or modified, Oracle-delivered, ready to run reports.

UI or Process-Based: Small Scale = These UI or process-based features are typically comprised of minor field, validation, or program changes. Therefore, the potential impact to users is minimal.

UI or Process-Based: Larger Scale* = These UI or process-based features have more complex designs. Therefore, the potential impact to users is higher.


Customer Action Required = You MUST take action before these features can be used by END USERS. These features are delivered disabled and you choose if and when to enable them. For example, a) new or expanded BI subject areas need to first be incorporated into reports, b) Integration is required to utilize new web services, or c) features must be assigned to user roles before they can be accessed.

Ready for Use by End Users
(Feature Delivered Enabled)

Reports plus Small Scale UI or Process-Based new features will have minimal user impact after an update. Therefore, customer acceptance testing should focus on the Larger Scale UI or Process-Based* new features.

Customer Must Take Action before Use by End Users
(Feature Delivered Disabled)

Not disruptive as action is required to make these features ready to use. As you selectively choose to leverage, you set your test and roll out timing.

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Customer Action Required

Learning Cloud

Offering Search Improvements

Dynamic Learner Criteria Learning Assignment Attributes

Self Service Search

Offering Definition Has Changed Alert

Assignment Comments Field in Learner Search Results

Enhance Optimize Learning Item Keyword ESS Job

Offering Listing Selection View

Global Access Group Support

Correction for the Documented URL for the Deep Link for Mobile

Name Change for Mobile Profile Options

Custom Resource Alert Based on REST API

Learning Cloud

Oracle Learning Cloud enables you to make a transformational shift in learning delivery. Subject matter experts in your organization can easily publish videos and assemble tutorials to deliver on-demand and social learning. Collaboration features encourage continuous community feedback.

Offering Search Improvements

Display the Primary Classroom and Offering Coordinator fields in the search results area for the offerings search page.  These fields are hidden from view by default, but you can add them by clicking View > Columns.

Search Result Column Options

Use the Primary Classroom field in Advanced Search to search for offerings based on the primary classroom.

Primary Classroom Search

The results area displays the following columns: Name, Location Address Line 1, Location City, Country, and Description.

Steps to Enable

You don't need to do anything to enable this feature.

Dynamic Learner Criteria Learning Assignment Attributes

Improve learner assignment workflow by using the default selections for the Learning Item and Assignment Status fields on the Define Learner Criteria page (Dynamic Learner Criteria Learning Assignment Attributes).

Define Learner Criteria

By default, the Learning Item field displays the course learning item title, and the Assignment Status field displays “No Offering Selected.” The Assignment Status drop-down list is now a multi-select component.

The Search Learning Assignments workflow was improved for better usability. The default columns in search are:

  • Learner name
  • Person number
  • Department
  • Primary Email
  • Learning item
  • Assignment status 
  • Completion Date

The Search Workers workflow was improved for better usability. The Name column was renamed to Manager Name, to distinguish it from learner name. The Terminated or Canceled Work Relationships column has been removed. The default columns in the search results are:

  • Name
  • Primary Email
  • Person number
  • Department

Steps to Enable

You don't need to do anything to enable this feature.

Self Service Search

Search for items in Self-Service using the improved search functionality. You no longer need to unhide the Title field to use it. It is displayed by default.

Title Field Displayed by Default

You can also search by title without having to use any other values. Title searches now search for items values using “contains” rather than “starts with.”

Steps to Enable

You don't need to do anything to enable this feature.

Key Resources

For additional information about Self-Service in Learning Cloud, refer to the Employee Self-Service chapter of the Using Learning guide.

Offering Definition Has Changed Alert

Use the existing Offering Definition has changed alert to update learners’ calendars when offering details change. This alert changes existing calendar events instead of creating new ones. The default message text for the alert now contains an .ICS file in addition to the link-to-.ics-file. The link to the .ics file is "learningActivityAddToCalendar". There is no token for the ics attachment. It's always present for this alert.

Template for Offering Definition Has Changed Alert

Learners click to download this file and add offering events to their calendars. If you later change an offering’s details, learners receive a new alert containing an updated .ICS file that, when clicked, updates any previously added calendar events with new details.

Steps to Enable

You don't need to do anything to enable this feature.

Key Resources

For more information on alerts, refer to the Alerts section of the Oracle Talent Management Cloud Using Learning guide.

Assignment Comments Field in Learner Search Results

Use the Assignment Comments column in the Learner Results section of the Learner Assignment page to display additional information or directions that instructors add for individual assignments.

Assignment Comments Column

Steps to Enable

You don't need to do anything to enable this feature.

Enhance Optimize Learning Item Keyword ESS Job

Use the Recreate Index drop-down list on the Process Details page for the Optimize Learning Item Keyword job to indicate whether you want to rebuild your index rather than using the optimize process.

Recreate Index Drop-Down List

Recreate Index mode enables you to update your learning item keyword index in less time than it takes to use Optimize mode. The Optimize processing can take much longer than the Recreate Index processing, depending on the number of fragmented token you have.

Recreate Index mode makes your search functionality temporarily unavailable during the rebuild process. Optimize mode does not.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

The best practice is to select Yes to drop and recreate the index.

Since rebuilding the index temporarily renders your search functionality unavailable, you may want to run this job at a time when there are fewer people using search. If this is not possible, select No to use the optimize mode instead. Optimize mode doesn't impact search capabilities. 

NOTE: The default setting for this drop-down list is Yes. If you had this job scheduled prior to this release, and you prefer to use the optimize mode, you must edit the Optimize Learning Item Keyword job to select No for Recreate Index.

Key Resources

For more information on this and other jobs, refer to the Processes in Oracle Learning Cloud section of the Oracle Talent Management Cloud Using Learning guide.

Offering Listing Selection View

Use the updated Offering Selection view to scroll through the list of all available offerings. Previously, you could only view three offerings per type.

Offering Search Results

Now, you can search for offerings based on format, start date, location city, and location country. Items are sorted by start date. Self-paced items display first since they do not have a start date, followed by instructor led items based on start date.

Steps to Enable

You don't need to do anything to enable this feature.

Global Access Group Support

Streamline the creation of access groups using global access groups. When you create a global access group, you can apply it to multiple learning items. This makes it easy and quick to create and maintain access groups when you have a large number of learning items and learners. Using global access groups reduces the data growth in certain tables within Oracle Learning Cloud. It increases the performance of features that use access control, because it minimizes the number of records that must be evaluated for access. It also increases the performance for the jobs that are used to reconcile learners that are added or removed from access groups (via analysis objects, org groups, dynamic learner criteria, or other learning items).

Global Access Groups are located in Catalog Resources.

Global Access Groups Tab

You can search for existing global access groups by using the common search capabilities. Click Advanced to view more fields to search with. You can add more columns to the Search Results by clicking View.

Click a global access group in the Search Results to open it in view mode. Click the Definition tile to view the learning Item number, the configuration settings for the Self Service and Manager views, the assignment modes, and prerequisite configurations.

View Mode - Definition Tile

You can also enter edit mode by clicking Edit from this view, or you can click Edit from the global access group main page search results.

NOTE: See Tips & Considerations for additional information about editing global access groups.

Click the Access tile to view all of the users associated to the global access group.

View Mode - Access Tile

You can use advanced search by clicking Advanced. You can change the visible columns in th search results by clicking View.

Reconcile Access Groups Job

Use the new Reconcile Access Groups job to reconcile global and local access groups. Previously, the Reconcile Dynamic Assignments job reconciled local access groups, as well as initiatives, community assignments, and other dynamic assignments. There are now two learning reconciliation jobs:

  1. Reconcile Access Groups – This job only reconciles local and global access groups. Recommended run frequency is daily.
  2. Reconcile Dynamic Assignments – This job reconciles initiatives, community assignments, and other dynamic assignments.

Administrator Privileges

Additional aggregate privileges have been added for administrators:

  • View Global Access Groups - Allows administrators to view global access group details.
  • Manage Global Access Groups - Allows administrators to manage global access groups.

Steps to Enable

Create a Global Access Group

  1. On the Catalog Resources page, click the Global Access Groups tab.
  2. Click Create to create a new Global Access Group.
  3. Enter the details for the access group. The fields are the same as those used with the local access groups feature. (The difference between the global access group and the local access group creation process is that global access groups does not maintain pricing data, and it does not support using a learning item as a destination.)

When you associate a global access group to a learning item, the people associated to the global access group expand and become part of the access list on the learning item.

Recommended Steps to Transition From Local Access Groups to Global Access Groups

  1. Create a global access group that has the same destination of the local access you are replacing.
  2. Associate the global access group to the learning items that have the local access group you are replacing.
  3. Ensure that the global access group is at a higher priority then the local access group.
  4. Use the Access tab to validate that the expansion has occurred, and that the global access records are now present.
  5. Validate that access works with a set of users.
  6. Remove the local access group from learning item.
  7. Run the Expand and Reconcile Job.
  8. Validate that access works with set of users with the new global access group and the local access group removed.

Tips And Considerations

  • When you edit a global access group, the changes impact all learning items that the global access group is associated with.
  • If you edit viewers for learners, organization chart groups, select learning assignments, worker criteria, and learning assignment criteria the changes will occur synchronously. All learning items associated with the global access group are updated. The Generate a List of People from Analysis Report job is called to process this change.
  • If you edit viewers on an analysis, the changes occur asynchronously after the scheduled job Evaluate Person IDs for Assignment Rule runs. All learning items associated with the global access group are updated. When you change an asynchronous item, a message displays to alert you that the changes will be processed.
  • If you edit any basic information or the access details of the access group, the changes will occur synchronously.
  • The “Follow” feature has been removed from Learning Cloud because of this enhancement. In previous versions, when you created a child learning item (such as an offering for a course), you were prompted to indicate whether you wanted to have the learning item to “follow” the access control set on the parent item. This prompt is now gone. Instead, you can use a Global Access Group for both the course and the offering.

Key Resources

For additional information about how access control and access groups work, refer to the Access Control chapter of the Using Learning guide and the Oracle Learning Cloud Access Control white paper.

Correction for the Documented URL for the Deep Link for Mobile

In a previous What’s New document, the URL was incorrectly listed as “hcmcloudmobile://”. The following should be the deep link URL to link to mobile: oraclehcmcloud://.

Steps to Enable

You don't need to do anything to enable this feature.

Key Resources

For additional information about deep links in Learning Cloud, refer to the Deep Links section of the Using Learning guide.

Name Change for Mobile Profile Options

Use renamed codes for mobile profile options. Previously, these items began with “TAP.”  The options now begin with “HCM_MOBILE.” The profile codes work the same way they always have.

Steps to Enable

Change your renamed codes for mobile profile options to begin with “HCM_MOBILE.”

Custom Resource Alert Based on REST API

You can configure Custom Resource alerts in Fusion that use the Oracle Learning Cloud REST endpoints. Oracle Learning Cloud REST endpoints provide a flexible way for you to configure many different types of Learning Alerts based on learning record data (learning assignments).

The learnerLearningRecords resource includes a collection of assignment records, or a single assignment record when queried with assignment record ID for a learner. This is a functional user REST resource. It applies to a learner, not a learning specialist. The assignment records are included for these learning item types:

  • Course,
  • Specialization
  • Video
  • Tutorial

The assignment records include Voluntary and Required assignments, but not Recommended. This resource returns a JSON document with collections or individual learning records and filters you can apply.  It contains the following top level child resources:

  •  ……/Completion Details
  • ……/Completion Summary
  •  ……/Learning Outcomes
  • ……/Learning prerequisites
  • ……/Selected Course Offerings
  • ……/LearningItemDFF

NOTE: Review the Learner Learning Records REST Endpoints chapter of the REST API for Oracle HCM Cloud guide on docs.oracle.com for the detail levels under these top level child resources.

Sometimes the REST response data needs manipulation or transformation when you create an alert.

  • Dates: “2019-02-23T23:16:05.410+00:00” -> “23rd February”
  • Lookup values: “ORA_ASSN_REC_INPROGRESS” -> “In Progress”
  • Username: “100000008153818” -> “john.smith”
  • Recipient email address of the Learner’s Manager ->
  • ${AlertUtils.empManager(learnerLearningRecords.assignedToId).WorkEmail}

Steps to Enable

Creating a Resource alert is a three-step process:

  1. Defining Filters
  2. Defining Templates
  3. Setting Run Options

NOTE: Refer to the Alerts Composer chapter of the Implementing Talent Management Base guide on docs.oracle.com for complete instructions.

Tips And Considerations

Before you create a resource alert, consider the following:

  1. When defining the filter, what data should be used in the alert? For example, you may want to find all of the required assignments that have occurred within the last 24 hour period. Does the data need any transformation to execute the filter?  Are you using a date format that needs manipulation in the filter?
  2. When defining the recipients that should receive the alert, who should receive this alert and by ways of what alert method? For example, you may want to send a learner and the learner’s manager both a notification alert and an email alert when the learner has required learning within the last 24 hour period.  Ensure that the recipient you are using is following the correct string tokens.
  3. When defining the message, what is the message subject and body of the message?  What are the tokens that are going to be used in the body of the message? For example, you want to create a message that tells the recipient (the recipient’s name is a token in the message) that they have received a list of required learning (learning is also a token in the message) in the last 24 hour period. When using a token, you may also need to transform it to a correct formatted value so that looks good to the end user.

Key Resources

For additional information about alerts, refer to the following resources.

  • Alerts Composer chapter of the Implementing Talent Management Base guide on docs.oracle.com.
  • Learner Learning Records REST Endpoints chapter of the REST API for Oracle HCM Cloud guide on docs.oracle.com.
  • Alerts section of the Using Learning guide on docs.oracle.com.

Update 19B

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
26 JUL 2019

Goal Management/Redesigned User Experience: Organization Goals, Goal Plan Sets, and HDL for Target Outcomes in Redesigned Goal Management

Updated document. Revised feature information.

26 JUL 2019

Performance Management/Redesigned User Experience: Performance Document Pages Redesigned

Updated document. Revised feature information.

26 JUL 2019

Succession Management/ Redesigned User Experience: Succession Planning Overview Redesigned

Updated document. Revised feature information.

26 JUL 2019 Questionnaire: Conditional Questions Updated document. Revised feature information.
28 JUN 2019 Questionnaire: Conditional Questions

Updated document. Delivered feature in update 19B.

28 JUN 2019

Career Development: Additional Career Development Features Added to Redesigned Pages

Updated document. Revised feature information.

28 JUN 2019

Performance Management: Evaluate Performance - Manager View

Updated document. Revised feature information.

31 MAY 2019 Career Development/Redesigned User Experience: Additional Career Development Features Added to Redesigned Pages

Updated document. Revised feature information.

31 MAY 2019

Performance Management/Redesigned User Experience: Additional Actions on Performance and Career Overviews for My Team

Updated document. Revised feature information.

31 MAY 2019

Performance Management/Redesigned User Experience: Evaluate Performance - Manager View

Updated document. Revised feature information.

31 MAY 2019

Learning: Skillsoft Course Update

Updated document. Revised feature information.

26 APR 2019 Learning: Add Additional Person Fields to Person Selection Box

Updated document. Revised feature information.

26 APR 2019

Performance: Evaluate Performance - Manager View

Updated document. Revised feature information.

26 APR 2019

Recruiting: Tracking Candidates' Legislative and Diversity Information

Updated document. Revised feature information.

29 MAR 2019 Recruiting: Tracking Candidates’ Legislative and Diversity Information

Updated document. Delivered feature in update 19B.

29 MAR 2019

Recruiting: Request Additional Information

Updated document. Revised feature information.

29 MAR 2019

Succession Management: Separate Security Access for Talent Pools

Updated document. Revised feature information.

29 MAR 2019

OTBI / Recruiting: Recruiting - Job Application Data Security in Reporting

Updated document. Delivered feature in update 19B.

29 MAR 2019

OTBI / Recruiting: Recruiting - Job Requisition and Job Offer DFF Support

Updated document. Delivered feature in update 19B.

01 MAR 2019   Created initial document.

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

  • Release Updates (19A, 19B, 19C, and 19D)
  • Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

This document outlines the information you need to know about new or improved functionality in Oracle HCM Cloud. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

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 Talent and Compensation products.

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.

Give Us Feedback

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Column Definitions:

Report = New or modified, Oracle-delivered, ready to run reports.

UI or Process-Based: Small Scale = These UI or process-based features are typically comprised of minor field, validation, or program changes. Therefore, the potential impact to users is minimal.

UI or Process-Based: Larger Scale* = These UI or process-based features have more complex designs. Therefore, the potential impact to users is higher.


Customer Action Required = You MUST take action before these features can be used by END USERS. These features are delivered disabled and you choose if and when to enable them. For example, a) new or expanded BI subject areas need to first be incorporated into reports, b) Integration is required to utilize new web services, or c) features must be assigned to user roles before they can be accessed.

Ready for Use by End Users
(Feature Delivered Enabled)

Reports plus Small Scale UI or Process-Based new features will have minimal user impact after an update. Therefore, customer acceptance testing should focus on the Larger Scale UI or Process-Based* new features.

Customer Must Take Action before Use by End Users
(Feature Delivered Disabled)

Not disruptive as action is required to make these features ready to use. As you selectively choose to leverage, you set your test and roll out timing.

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Customer Action Required

Talent Management

HDL Support Added for Person and Object Notes

Import/Export Support Added for Person Notes Visibility Settings

Questionnaire

Conditional Questions

Career and Succession

Career Development

Career Development Redesigned User Experience/Responsive Pages

Additional Career Development Features Added to Redesigned Pages

Talent Review

Talent Review Redesigned User Experience/Responsive Pages

Talent Review Overview Redesigned

Talent Review Prepare Review Content Redesigned

Competency Filter Changes on the Talent Review Dashboard

Deep Link for Talent Review Responsive Pages

Succession Management

Succession Redesigned User Experience/Responsive Pages

Separate Security Access for Talent Pools

Talent Pools Overview Redesigned

Succession Planning Overview Redesigned

Deep Links for Talent Pools and Succession Planning Responsive Pages

Performance

Goal Management

Goals Redesigned User Experience/Responsive Pages

Organization Goals, Goal Plan Sets, and HDL for Target Outcomes in Redesigned Goal Management

Performance Management

Check-Ins REST API

Performance Redesigned User Experience/Responsive Pages

Additional Actions on Performance and Career Overviews for My Team

Evaluate Performance - Manager View

Additional Features for Redesigned Performance on Person Spotlight

Performance Document Pages Redesigned

Deep Links and Quick Actions for Redesigned Pages in Performance Management

Learning and Development

Learning Cloud

Navigate to Learning Item Type Details Page from Search Results

Skillsoft Course Update

Primary Classroom and Instructor Defaulted on Instructor-Led Activities

Single Training Supplier for All Offering Types

Add Additional Person Fields to Person Selection Box

Search on Multiple Status Values

Send Emails to Learners and Managers from Assignment Search Results

Add Fields to the HCM Data Loader Offering Object

Add Coordinator Fields to Offering and to Alerts

Throttling SCORM Calls

Recruiting

Recruiting

Build More Complex Career Sites

Increased Control of Campaign Audience

Campaigning to Candidate Pools

Support for Campaign Email Templates

Assessment Results in Candidate Files

Pipeline Job Requisitions

Rehire Recommendation

Interview Management

Contextualized Prescreening Questions

Invite Candidates on Requisitions That Are Not Posted

Candidate Selection Process Automation

Full Requisition Creation by Hiring Managers

Contextualization Using Hierarchical Organizations

Talent Community

AddThis Recommended Content Pages

Google Job Search

Request Additional Information

Apply to Multiple Jobs Before Verifying Identity

Redraft Job Offers to Make Adjustments

Manage Job Requisitions and Offers to Fill Positions

Approve Job Offers While Reviewing Letter Template and Additional Text

Search for Jobs Based on Grade

See Progress of Candidate Job Applications

See Progress of Referred Job Applications

Tracking Candidates' Legislative and Diversity Information

HR Optimization

Transactional Business Intelligence for Talent Management

Learn

Learning Assessment Enhancement

Learning Specializations and Flexfield Enhancements

New Learning Resource DFF's

Learning Record Attribute Sub Status Enhancement

Pricing Information Attributes of the Catalog Item

Dimensions for Outcome of Learning Items

New Learning Resource Dimension - Instructor

New Learning Resource Dimension - Classroom

Recruiting

New Recruitment Subject Area - Recruiting - Setup Details Real Time

Recruiting - Job Application Data Security in Reporting

Recruiting - Job Requisition and Job Offer DFF Support

Talent Review

In Progress Talent Review Meeting Ratings

Succession

Person ID and Person Number Attributes in Succession and Talent Pools Subject Areas

Talent Management

Features under this section are available to all talent applications.

HDL Support Added for Person and Object Notes

Use HCM Extracts and HCM Data Loader to support implementation of General Data Protection Regulation (GDPR) measures with regard to personalized notes data (Anytime Feedback and Contextual Notes) of employees. You can now download, update, and delete notes that are associated with the employees and business objects such as Talent Pools, Succession Plans.

Steps to Enable

Create extract or data loader files in order to add, update or delete data.

Tips And Considerations

You can load valid HTML or plain text as Notes text. When extracting Notes text using HCM Extracts, you get a valid HTML text. You can't load Microsoft files or similar types of files as Notes content.

RESTRICTIONS: You can't upload any new Notes records using HCM Data Loader.  And you can't use HCM Spreadsheet Data Loader (HSDL) to import and export Notes.

Key Resources

For more information, go to the Integrating with HCM guide and review the chapter on Inbound Integrations.

Import/Export Support Added for Person Notes Visibility Settings

You can now copy the Visibility configuration options of Person Notes between environments using the Import/Export features. Copy settings for Anytime Feedback and all types of contextual person notes. After copying, you can manage the Visibility options for Person Notes in the specific customer environment using the setup task, Manage Feedback Visibility similar to how you did in the earlier releases.

Steps to Enable

You must create your import or extract files to use this feature.

Tips And Considerations

NOTE: The default Visibility settings are seeded for Anytime Feedback Notes only.

Key Resources

For details on Exporting and Importing setup data, see Oracle Application Cloud Using Functional Setup Manager guide in the Oracle Help Center:

Questionnaire

Survey employees with our Questionnaires.

Conditional Questions

You can now create questions that appear based on a condition. Based on the respondent's answer to a previous question, you can display another question. For example, for a question such as: Did you receive assistance with this form? When the response is Yes, you can ask another question: Which type of assistance did you receive? When the response is No, the additional question is not asked.

You can create a conditional question by selecting the Display the question conditionally check box. You need to specify the controlling question code and response when defining the conditional question.

This feature is applicable to the mobile-responsive application. In Classic UI, conditional questions will always be displayed. They won’t be displayed based on the answer to a previous question.

NOTE: Both the conditional question and controlling question must exist in the questionnaire in order to display the conditional question.

Creating a Conditional Question

Steps to Enable

You don't need to do anything to enable this feature.

Career and Succession

Career Development

Oracle Fusion Career Development provides tools for workers and managers to manage their career interests and development plan. These tools include:

  • Recommendations on roles based on workers’ qualifications
  • Comparisons to target roles and required development needs for workers
  • Management of roles of interest to the worker
  • Comprehensive development plan for workers to establish development goals and manage development progress

Career Development Redesigned User Experience/Responsive Pages

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be personalized to suit.

Additional Career Development Features Added to Redesigned Pages

Simplify the process for creating or reviewing a development goal in the HCM Cloud application. Apart from the features in the earlier release, most of the remaining features are redesigned and responsive now. Some include:

  • Add Development Goal from the job Role details page
  • Update Target Outcomes on Completed Goals

In the Career Development work area, Careers of Interest region, you can find your current role and future roles. When you click the Role link, you can view the requirements for the role and how your qualifications compare to the role. You can add a development goal for content items where your current proficiency level is below the target proficiency level and for those content items with no proficiency levels listed. The development goal is added to your development plan with the selected role as the development intent and is also displayed in the goals listed for this role.

Add Goal Feature from Role Page

You can update target outcomes on completed goals. To configure the target outcome sections, you must sign as an administrator. Use the Manage Profile Types task. Modify the Person profile type and select the content section to add for Development Goals. You must configure the selected content section in the Edit Content Section page. You can subscribe the section for Development Goals and further configure the selected section according to your requirements. Administrators can add the new profile content sections as target outcomes in development goals. They can also add a comment for each profile content section.

Target Outcomes in a Development Goal

View the target outcomes that were defined for the development goals in the Target Outcomes section. Select the target outcome from the list in to view more details.

If you have corporate internal portals and you want to enable direct navigation from the portals into the Oracle Fusion Applications, make use of the new deep link, (EMP_DEV_GOAL_PAGE) to directly access the My Career Development page in the HCM Cloud application.

Tools> Deep Links> Search for My Career Development link> Paste the URL Into the Desired Location

Steps to Enable

In order to use the Career Development pages, you must enable the following profile options and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

When the Mobile-Responsive Career Development Pages profile option is enabled, the following pages are rendered in the responsive mode:

  • Add Development Goal
  • Update Learning Outcomes

To Add Goal on the Role page and view Target Outcomes in the responsive Career Development pages, you must do the following:

  • Upgrade to Enhanced Talent Profile
  • Enable the following Career Development features in Set Up and Maintenance work area under Career Development features:
    • Target Outcomes
    • Career Development Page
Field Value

HRD_CAREER_DEVELOPMENT_RESPONSIVE_ENABLED

Enables Career Development responsive pages.

HRD_ENABLE_OUTCOMES

Enables target outcomes in Career Development.

Tips And Considerations

  • The deep link will start the responsive pages for the Goal Details page, if the profile options (HCM_RESPONSIVE_PAGES_ENABLED and HRD_CAREER_DEVELOPMENT_RESPONSIVE_ENABLED) for responsive pages are enabled.
  • If the profile options (HCM_RESPONSIVE_PAGES_ENABLED and HRD_CAREER_DEVELOPMENT_RESPONSIVE_ENABLED) for responsive pages are not enabled, the deep link will start the classic Add Development Goal pages.
  • Users can use the deep link to review goal details for themselves.
  • The goal status is not indicative of the completion percentage of the goal. For example, although the goal is in Not started status, the Completion Percentage can be marked as 15. The goal Status and Completion Percentage fields are no longer interlinked. When you update the goal status, the value of the goal completion percentage will not change. Similarly, when you update the value of the goal completion percentage, the value of the goal status will not change.

Key Resources

For more information on creating and enabling the profile options, refer to the following document on My Oracle Support:

  • HCM Responsive User Experience Setup Information- (Document ID 2399671.1)

For more information on personalizing pages, refer to the following:

  • Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications guide.
  • The Developer Relations Page Composer Oracle YouTube channel.

For more information on upgrading to the Enhanced Talent Profile architecture, refer to this document on My Oracle Support:

  • Controlled Availability -- Upgrading Oracle Fusion Profile Management (Document ID 2421964.1)

Talent Review

Oracle Fusion Talent Review is an analytic product enabling your organization to review and evaluate data from the profile, performance, goals, career development, and compensation management solutions.

Talent Review Redesigned User Experience/Responsive Pages

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be personalized to suit.

Talent Review Overview Redesigned

The talent review meetings overview page is redesigned for ease of use and responsiveness on all devices. In this redesigned overview page called the Meetings Overview page, the details you view and the actions you can perform depend on your role.

As an HR specialist, on the Meetings Overview page, you can perform these actions:

  • View a list of talent review meetings for which you are a named facilitator
  • Conduct a meeting
  • Edit a meeting
  • Delete a meeting
  • Copy a meeting
  • Cancel a meeting
  • View the meeting data submission report
  • Manage notes and tasks associated with the meeting

Meetings Overview Page of HR Specialist

Meetings Overview Page of an HR Specialist

As a line manager, on the Meetings Overview page, you can perform these actions:

  • View a list of talent review meetings for which you are a named reviewer
  • Prepare review content
  • Grant access to other managers to who are not named reviewers to review their direct reports

Meetings Overview Page of a Line Manager

Meetings Overview Page of a Line Manager

This table shows the level of detail an HR specialist or a line manager can see on the Meetings Overview page.

Meeting Detail

HR Specialist

Line Manager

Name

Yes

Yes

Status

Yes

Yes

Meeting date

Yes

Yes

Data submission deadline

Yes, if applicable

Yes, if applicable

Data submission progress

Only in expanded mode

No

Meeting submission date

Yes, if meeting has been submitted

No

Business leader’s name

Only in expanded mode

Yes

Configuration status

Only in expanded mode

No

Refer to this table to know the sort options available for HR specialists and line managers.

Sort Option

HR Specialist

Line Manager

Meeting name

Yes

Yes

Meeting date

Yes

Yes

Status

Yes

Yes

Data submission deadline

Yes

Yes

Business leader’s name

Yes

Yes

Meeting submission date

Yes

No

You can also search for or apply filters to locate specific talent review meetings.

Steps to Enable

To enable the responsive Talent Review pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Field

Value

Description

Profile Option Code

ORA_HRR_TALENT_REVIEW_RESPONSIVE_ENABLED

Enables responsive Talent Review pages

NOTE: To access the other responsive pages from Talent Review, you must have enabled the corresponding profile option.

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Tips And Considerations

The pages that appear when you perform these actions for a talent review meeting that are not responsive in this release are:

  • Create or edit a meeting
  • Copy a meeting
  • Manage notes and tasks associated with the meeting

Key Resources

For more information on creating and enabling the profile options, refer to the following document on My Oracle Support:

For more information on personalizing pages, refer to the following:

  • Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications guide.
  • The Developer Relations Page Composer Oracle YouTube channel.

Talent Review Prepare Review Content Redesigned

The talent review Prepare Review Content page is redesigned for ease of use and responsiveness on all devices.

Prepare Review Content Page

Prepare Review Content Page

As a line manager, you can view and edit the ratings of the meeting’s review population on this page. From the Prepare Review Content page, you can access the meeting dashboard to understand how the review population is plotted on the dashboard graph.

Meeting dashboard that plots the review population on the box chart

Meeting Dashboard

As a line manager, you can access a questionnaire from this page to perform the potential assessment of a reviewee.

Potential Assessment page with assessment questions

Potential Assessment Page

You can view the results of your assessment and modify the assessment if you want to.

Potential Assessment – View Results page that shows the assessment score and potential rating

Potential Assessment – View Results Page

As a line manager, you can also access an employee’s notes. You can create notes and edit an existing note created by you.

Notes page in which you can create and edit notes

Notes Page

Steps to Enable

To enable the responsive Talent Review pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Field

Value

Description

Profile Option Code

ORA_HRR_TALENT_REVIEW_RESPONSIVE_ENABLED

Enables responsive Talent Review pages

To access the notes component, you must enable this profile option.

Field

Value

Description

Profile Option Code

HRT_NOTES_RESPONSIVE_ENABLED

Enables working with the Contextual Notes component

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Tips And Considerations

  • The ability to view and edit ratings on the Prepare Review Content page depends on the Profile section level security.
  • On the Prepare Review Content page, you can only view ratings associated with the meeting configuration.
  • The Mobility rating is not displayed in the Prepare Review Content page, by default. Use Page Composer to display this rating in a read-only mode.
  • The ratings that have not been modified within the data submission guideline period are indicated with a circle before them. Review and update these ratings.
  • The ratings page is displayed in a read-only mode after the meeting has started or when the submission deadline date is surpassed.
  • The additional information or instructions are displayed only if they were added during the meeting configuration.
  • You can view the enhanced talent review meeting dashboard only if you have enabled the HRR_NEW_DASHBOARD profile option.

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

For more information on personalizing pages, refer to the following:

  • Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications guide.
  • The Developer Relations Page Composer Oracle YouTube channel.

Competency Filter Changes on the Talent Review Dashboard

Leverage the multiple competency sections that can be configured in the Enhanced Talent Profile. From this release, if you have upgraded to Enhanced Talent Profile, on the talent review meeting dashboard, you can view both the section and the competency names while filtering the talent review meeting population based on person competency. While filtering, you can view only the competencies that have HRMS (Human Resources) subscribed sections.

Competency Filter with Multiple Sections on the Talent Review Meeting Dashboard

Competency Filter with Multiple Sections on the Talent Review Meeting Dashboard

To set up a competency section, use the Manage Profile Types Quick Action available in the Talent group of My Client Groups.

Manage Profile Types Quick Action in Talent group

Manage Profile Types Quick Action

Edit the Person profile in the Manage Profile Types page and then add a competency content section.

Add competency section in Edit Person Profile Type Page

Edit Person Profile Type Page

Select Proficiency Rating Model value set name for Proficiency Rating. Subscribe the newly added competency section to Human Resources.

Add Content Section page in which you define the section properties and subscribers

Add Content Section Page

Steps to Enable

You must use the Manage Profile Upgrade Mapping task to upgrade to Enhanced Talent Profiles.

For the newly created competency section, log in as an administrator user and grant access to the roles that you want to be able to view this new section. Locate the newly added section on the Manage Profile Content Section Access page. Grant Edit access to the roles that you want to manage this competency section.

Manage Profile Content Section Access Page

Refresh the data roles for which you have granted access.

Tips And Considerations

  • If you have enabled the HRR_NEW_DASHBOARD profile option, you can view the enhanced talent review meeting dashboard. If you have not enabled this profile option, you will view the regular talent review meeting dashboard.
  • If you have not upgraded to Enhanced Profiles, you can view only a single section for competency.

Key Resources

For more information on creating and enabling the profile options, see this document on My Oracle Support:

  • HCM Responsive User Experience Setup Information (Document 2399671.1)

For more information on upgrading to the Enhanced Talent Profile, see this document on My Oracle Support:

Deep Link for Talent Review Responsive Pages

Use the new deep links HR_TALENT_REVIEW_OVERVIEW and MGR_ TALENT_REVIEW_OVERVIEW provided in the Deep Links page and easily access the HR specialist and line manager responsive Talent Review overview pages. You can also embed these deep links in your intranet, a custom or third-party application, or in a document so users can quickly access talent review meetings related information.

Deep Links page that shows deep links for accessing the Talent Review Meeting Overview pages

Deep Links Page

Steps to Enable

To access deep links:

  1. Open the main menu.
  2. Go to Tools > Deep Links.
  3. Copy the URL for a deep link.
  4. Paste the URL into the desired location.

Tips And Considerations

  • When accessing a page in HCM Cloud using a deep link, HCM Cloud user security is honored. When single sign-on is used, the deep link navigates users directly to the HCM Cloud sign-in page. When basic authentication is used, users are prompted to enter their HCM Cloud user name and password before navigating to the page.
  • These deep links will open the responsive UIs for the line manager and HR specialist Talent Review overview pages only if the profile options for responsive UI (HCM_RESPONSIVE_PAGES_ENABLED and ORA_HRR_TALENT_REVIEW_RESPONSIVE_ENABLED) are enabled.

Role Information

Many predefined roles including the delivered role Human Capital Management Application Administrator inherit the View Administration Link (FND_VIEW_ADMIN_LINK_PRIV) function security privilege that secures deep links. If you are using this role or other predefined roles with this privilege, then no action is necessary. If you are using custom versions of this role or other roles to which the privilege isn’t already granted, then you must add this function security privilege to your custom roles to use this feature.

For instructions on implementing new functions in existing roles, see this document on My Oracle Support:

Succession Management

Oracle Succession Management helps to create succession plans to replace key personnel. Succession plans identify workers who are ready now, or can develop the necessary skills, for jobs and positions that aren't currently vacant, insuring, a smooth transition and help you to manage candidate development.

Succession Redesigned User Experience/Responsive Pages

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be personalized to suit.

Separate Security Access for Talent Pools

Before this release, users who had access to the Succession Management work area could also access Talent Pools. From this release, the responsive Succession Management and Talent Pools work areas are separate and have different privileges that control their access. Use these new privileges to control access to the new responsive talent pools work area and talent pool actions:

  • Access Talent Pool Overview: Users with this privilege can access the Talent Pools work area.  
  • Create Talent Pool: Users who have this  privilege in addition to the Access Talent Pool Overview privilege can create pools on the Talent Pools overview page or by using the Create Talent Pool Quick Action in My Client Groups.
  • Manage Talent Pool: Users who have this  privilege in addition to the Access Talent Pool Overview privilege can view and edit talent pools in Person Spotlight. They can add members to a pool in Person Spotlight or use the Add to Talent Pool Quick Action. 

Steps to Enable

To enable the responsive Talent Pool overview page, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Field Value

Profile Option Code

HRM_SUCCESSION_RESPONSIVE_ENABLED

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

Role Information

Security Privileges

This table shows the function security privileges that support this feature and the predefined job and abstract roles that inherit them.

Function Security Privilege Name and Code

Role Name

Create Talent Pool

HRM_CREATE_TALENT_POOL_PRIV

Human Resource Specialist

Manage Talent Pool

HRM_MANAGE_TALENT_POOL_PRIV

Human Resource Specialist

Line Manager

Access Talent Pool Overview

HRM_IDENTIFY_TALENT_POOL_MEMBERS_AND_ASSIGN_GOALS_PRIV

Human Resource Specialist

Create Talent Pool and Manage Talent Pool are new in this update. Access Talent Pool Overview is an existing function security privilege that was previously known as Manage Talent Pool Content.

If you are using the predefined job and abstract roles, then no action is necessary. If you are using custom versions of these roles, then you must add these function security privileges to your custom roles to use this feature.

For instructions on implementing new functions in existing roles, refer to this document on My Oracle Support:

Talent Pools Overview Redesigned

The Talent Pools overview page is redesigned for ease of use and responsiveness on all devices. In this redesigned overview page, called the Available Talent Pools page, you as an HR specialist can:

  • View a list of talent pools that you own or have access to
  • Create a new talent pool
  • Make a listed talent pool inactive

Available Talent Pools Page

Available Talent Pools Page

On this page, you can easily identify:

  • Owners of a talent pool
  • Active and inactive talent pools
  • Number of members in a talent pool

You can also search for or apply filters to locate specific talent pools. You can sort the listed talent pools by:

  • Pool name
  • Number of members
  • Last name of the first owner of the pool

Click a talent pool name to view and edit its details. The pool details page is now responsive and easy to use.

Pool details page with three sections: Pool Info, Members, and Owners

Pool Details Page

From this release, talent pools has its own work area. You can no longer access talent pools from the Succession work area. You can access talent pools only from its quick action or deep link. To access the Talent Pools overview page called the Available Talent Pools page, click My Client Groups > Talent Pools Quick Action in Talent group.

Talent Pool Quick Action in Talent group

Talent Quick Actions

You can also access the talent pools work area through its deep links. Click Tools > Deep Links to go to the Deep Links page.

Create talent Pool and Talent Pool Overview deep links

Talent Pool Deep Links

Steps to Enable

To enable the responsive Talent Pool overview page, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Field Value

Profile Option Code

HRM_SUCCESSION_RESPONSIVE_ENABLED

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Tips And Considerations

  • You can enable the Talent Pools Quick Action for line managers by granting them the Access Pools Overview privilege.
  • You can make a talent pool inactive only one at a time.
  • You cannot export talent pool member details to Excel from the responsive talent pool details page.

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

Role Information

Security Privileges

This table shows the function security privileges that support this feature and the predefined job and abstract roles that inherit them.

Function Security Privilege Name and Code

Role Name

Create Talent Pool

HRM_CREATE_TALENT_POOL_PRIV

Human Resource Specialist

Manage Talent Pool

HRM_MANAGE_TALENT_POOL_PRIV

Human Resource Specialist

Line Manager

Access Talent Pool Overview

HRM_IDENTIFY_TALENT_POOL_MEMBERS_AND_ASSIGN_GOALS_PRIV

Human Resource Specialist

Create Talent Pool and Manage Talent Pool are new in this update. Access Talent Pool Overview is an existing function security privilege that was previously known as Manage Talent Pool Content.

If you are using the predefined job and abstract roles, then no action is necessary. If you are using custom versions of these roles, then you must add these function security privileges to your custom roles to use this feature.

For instructions on implementing new functions in existing roles, refer to this document on My Oracle Support:

Succession Planning Overview Redesigned

The Succession Planning overview page in the Succession Planning work area is redesigned for ease of use and responsiveness on all devices. In this redesigned overview page called the Available Plans page, you as an HR specialist can:

  • View a list of succession plans that you own or have access to
  • Create a succession plan
  • Make a succession plan inactive
  • Delete a succession plan

Succession Planning Available Plans Page

Available Plans Page

On the Available Plans page, you can easily identify these details:

  • Plan type
  • Owners of a succession plan
  • Active and inactive succession plans
  • Private succession plans
  • Total candidate count
  • Candidate count by readiness 
  • Number of interim candidates

NOTE: You can view some of these succession plan details only when you expand the succession plan section.

You can also search for or apply filters to locate specific succession plans. You can sort the listed succession plans by:

  • Plan name
  • Plan type
  • Last name of the first owner of the plan
  • Candidate count
  • Number of interim successors

Click a plan name to view and edit the plan details. The plan details page is now responsive and easy to use.

Plan Details page with three sections: Plan Info, Candidates, and Owners

Plan Details Page

In the plan details page, you can:

  • View and edit plan information
  • View candidate readiness
  • View and add candidates and owners
  • Sort candidates

Steps to Enable

To enable the responsive Succession Planning pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Field

Value

Profile Option Code

HRM_SUCCESSION_RESPONSIVE_ENABLED

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Tips And Considerations

  • You can grant managers access to the Succession overview under My Client Groups. But, this is not available to managers by default.
  • You can delete a succession plan or make it inactive only one at a time.
  • These fields that are used for the Incumbent type succession plans are hidden by default:
    • Impact of loss
    • Risk of loss
    • Estimated Remaining Months
    • Reason for Departure

But you can edit the Plan Info or Edit Info section of a succession plan page and display any of the hidden fields by using the expression language (EL) Expression Editor.

  1. Select the Structures tab.
  2. Edit the Plan Type field .
  3. In the Source window, edit the panelformlayout component that includes the hidden fields.
  4. In the Component Properties dialog box, select the Display Options tab.
  5. Click the arrow next to the Visible property, and select Expression Builder.
  6. Add the expression #{bindings.PlanType2.attribute eq 'INCUMBENT'}.
  7. Click OK to close the expression builder.
  8. In the Component Properties dialog box, select the Child Components tab.
  9. Select the check box corresponding to the field that you want to show.
  10. Click Apply and then OK to close the Component Properties dialog box.

NOTE: You have to do these steps on each page (Plan Info section of the Create Succession Plan page, and Plan Info and  Edit Info sections of an existing succession plan page) to view the hidden fields in those pages.

  • You cannot perform these actions in the Succession overview page in this release:
    • Export the succession plan details and candidate details to Excel
    • Access the organization chart
  • You cannot perform these actions in the Succession Management responsive pages in this release:
    • Find the Best Fit candidates
    • Add succession plan candidates to a talent pool

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

For more information on personalizing pages, refer to the following:

  • Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications guide.
  • The Developer Relations Page Composer Oracle YouTube channel.

Deep Links for Talent Pools and Succession Planning Responsive Pages

Use the new deep links SUCCESSION_OVERVIEW and TALENT_POOLS_OVERVIEW provided in the Deep Links page and easily access the responsive Succession Planning overview and Talent Pools overview pages. You can also embed these links in your intranet, a custom or third-party application, or in a document so users can quickly access succession plans and talent pools related information.

Deep Links page that shows the Succession and Talent Pools Overview links

Deep Links Page

Steps to Enable

To access deep links:

  1. Open the main menu.
  2. Go to Tools > Deep Links.
  3. Copy the URL for a deep link.
  4. Paste the URL into the desired location.

Tips And Considerations

  • When accessing a page in HCM Cloud using a deep link, HCM Cloud user security is honored. When single sign-on is used, the deep link navigates users directly to the HCM Cloud sign-in page. When basic authentication is used, users are prompted to enter their HCM Cloud user name and password before navigating to the page.
  • These deep links will open the responsive pages for Succession Planning overview and Talent Pools overview pages only if the profile options for responsive UI (HCM_RESPONSIVE_PAGES_ENABLED and HRM_SUCCESSION_RESPONSIVE_ENABLED) are enabled.

Role Information

Many predefined roles including the delivered role Human Capital Management Application Administrator inherit the View Administration Link (FND_VIEW_ADMIN_LINK_PRIV) function security privilege that secures deep links. If you are using this role or other predefined roles with this privilege, then no action is necessary. If you are using custom versions of this role or other roles to which the privilege isn’t already granted, then you must add this function security privilege to your custom roles to use this feature.

For instructions on implementing new functions in existing roles, see this document on My Oracle Support:

Performance

Goal Management

Oracle Goal Management enables you to transform business objectives into goals across various organization levels, providing a clear line of sight from managers to employees. Business leaders can communicate high-level initiatives which managers can translate into goals for their employees.

Goals Redesigned User Experience/Responsive Pages

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be personalized to suit.

Organization Goals, Goal Plan Sets, and HDL for Target Outcomes in Redesigned Goal Management

Take advantage of the following new Goal Management features that are now available in the redesigned Talent Management Cloud responsive pages:

  • Organization goals
  • Goal plan sets
  • Ability to view performance goals for different assignments
  • HCM Data Loader and HCM Extracts support for goal target outcomes and organization goals

Organization Goals

From this release, organization goal plans are treated as worker goal plans and organization goals are treated as normal worker goals. You no longer have to manage organization goals separately. You can also leverage worker goal plans features such as eligibility profiles.

To mark a goal as an organization goal, select the Organization goal check box when adding a goal.

Organization Goal check box while adding a goal

Add Goal – Organization Goal Check Box

You as an organization owner can manage organization goals in your Goals page. You can identify organization goals by the label Organization Goal below the goal name in your Goals page. The organization goals that you create are automatically shared with your reports.

Image that shows two organization goals

Organization Goals Listed in Goals Page

You can perform all standard goal actions other than the Share Goal action on organization goals.

Your reports can view the organization goals in the Goals Shared with Me section of their goal page. The organization goals are grouped under the sub-heading Organization Goals in this section. 

Image that shows the Goals Shared with Me section. The organization goals are grouped together in the Organization Goals subsection.

Organization Goals Sub-Section in the Goals Shared with Me Section

You as an administrator must run the Migrate Organization Goals process to migrate existing organization goals and goal plans to the responsive version of Goal Management. Before you run this process, ensure that the HRG_GOALS_RESPONSIVE_ENABLED profile option is set to Y. You need to run this process once only. Organization goal plans are migrated as worker goal plans. After migration, the Allow Updates to Goals By value is set to the most permissive value, HR Specialist, Manager and Worker. The organization owners who created the existing organization goals in a given organization goal plan are included in the goal plan’s population. Organization goals are migrated as worker goals with the Organization goal check box value enabled. The organization goals are associated with the same goal plans, which after migration become worker goal plans.

After migrating your organization goals, you need to ensure that the PersonId and AssignmentId attribute values aren't null in the HCM Data Loader (HDL) script when uploading the organization goals. You must extract the newly migrated data and make the required changes before reloading the .dat file using HDL. The extracted data will include the required PersonId and AssignmentId values for the organization goal records.

Later, you can use the worker performance goals Goal.dat file for uploading organization goals by setting the PublishedFlag attribute as Y.

Goal Plan Sets

If you have any existing goal plan sets, you can continue to use these goal plan sets in the responsive Goals Management. However, the Goal Plan Sets feature will not be available by default to new customers and for customers who have not created any goal plan sets in the earlier releases. To enable this feature, you have to create a service request to obtain a key. In the service request, specify both the feature to enable and the hostname of the environment for which you are requesting the key. You then have to enter the key obtained in the HRG_GOAL_PLAN_SET_KEY profile option.

To view goal plan sets assigned to you, navigate to your Goals page and select the review period for which you want to view the goal plan sets. The Goal Plan Set list displays the goal plan sets that are associated with the review period. You can select the goal plan set that you want to view from this list. You can view the goal plans available in the selected goal plan set in the list adjacent to the Goal Plan Set list. Select a goal plan from this list to view the goals available in the goal plan.

An image that shows the goal plan set assigned to Meg for the FY 2019 Review Period. This goal plan set has two goal plans.

Goal Plan Set in Goals Page

You can also view loose goal plans and goals that are assigned to you. The goal plans are sorted by goal plan assignment date in descending order and then by goal plan name in ascending order.

Ability to View Performance Goals for Different Assignments

You can now view performance goals for different assignments on the Goals page of a worker to whom you have access to. 

  1. Select the assignment from the Business Title list.
  2. Select the review period for which you want to view the goals.
  3. If the goal plan set feature is enabled, select the goal plan set and the goal plan.

You can see the corresponding performance goals on the Goals page.

NOTE: From this release, the goal plan name will not include the job assignment name.

Performance Goals of the Selected Job Assignment

HCM Data Loader and HCM Extracts Support for Goal Target Outcomes and Organization Goals

From this release, you can mass upload target outcomes using the HCM Data Loader while uploading goals. You can extend your use of delimited data files for managing goals target outcomes in bulk.

You can also mass upload organization goals using the HCM Data Loader or HCM Spreadsheet Data Loader. Set the value in the PublishedFlag column to Y for organization goals while uploading the spreadsheet.

You can also use HCM Extracts to download target outcomes for user performance goals.

Steps to Enable

  • To view the new features in the Goals responsive pages, you must enable the following Goal related profile option codes and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).
    Profile Option Code Description
    HRG_GOALS_RESPONSIVE_ENABLED Enables Goal Management responsive pages
  • To use organization goals in responsive Goals Management, you must:

    • Ensure that organization owners or managers have the HRG_MANAGE_PERFORMANCE_GOAL_FOR_ORGANIZATION_PRIV goals privilege or the Executive Manager abstract role.
      • Enable this Goals related profile option code.
        Profile Option Code Description
        HRG_ENABLE_ORGANIZATION_GOAL Enables creation and management of organization goals
  • To enable the goal plan set feature, you must:
    • Enable this Goals related profile option code.

      Profile Option Code Description
      HRG_USE_GOAL_PLAN_SET Enables creation and management of goal plan sets
    • Enter the key that you obtained after raising the service request in this profile option code.

      Profile Option Code Description
      HRG_GOAL_PLAN_SET_KEY Activates the goal plan sets feature

To enable any profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.
  • To use target outcomes in redesigned Goal Management, you must have upgraded to Enhanced Talent Profile.

Tips And Considerations

  • Organization owners can assign organization goals to their direct reports. However, they cannot mass assign organization goals to their indirect reports.
  • You can use the Manage Goal Plans task to find and manage organization goal plans that were created in non-responsive Goals Management. However, you can no longer use this task to create new organization goal plans.
  • The changes to organization goals have no impact on Oracle Transactional Business Intelligence (OTBI) reports. You can use the existing OTBI subject area Workforce Goals - Goal Alignments Real Time to view and create goal alignment reports for organization goals created before and after migrating to responsive Goal Management.
  • After migrating to responsive Goal Management, you can't use Microsoft Excel workbook with Oracle ADF Desktop Integration add-in to  upload organization goals.
  • You can use worker goals spreadsheet to upload worker goals for organization owners. Organization owners can then mark the uploaded worker goals as organization goals on their Goals page. 
  • The key to enable the Goal Plan Sets feature differs for different environments. If you use the Goals Management offering in different environments, you have to request different keys for each environment. Specify the hostname of each environment while requesting the keys.

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

For more information on upgrading to the Enhanced Talent Profile architecture, refer to this document on My Oracle Support:

For more information on using HCM Data Loader and HCM Extracts, refer to the Integrating with HCM guide.

Role Information

Security Privileges

This table shows the function security privilege that supports the use of organization goals in responsive Goals Management and the predefined abstract role that inherits this privilege.

Function Security Privilege Name and Code

Role Name

Manage Performance Goal for Organization

HRG_MANAGE_PERFORMANCE_GOAL_FOR_ORGANIZATION_PRIV

Executive Manager

Manage Performance Goal for Organization is an existing function security privilege. If you are using the predefined abstract role, then no action is necessary. If you are using custom versions of this role or other roles to which the privilege isn’t already granted, then you must add this function security privilege to your custom roles to use this feature.

For instructions on implementing new functions in existing roles, refer to this document on My Oracle Support:

Performance Management

Oracle Performance Management supports features and functions for measuring and reporting worker performance.

Check-Ins REST API

Using the Check-Ins REST service, you can search and view check-in documents. You can add and update check-in documents that include questionnaires and attachments in Talent Management in Oracle HCM Cloud.

Steps to Enable

Review the REST service definition in the REST API guides to leverage (available from the Oracle Help Center > Human Capital Management > Talent Management > REST API). If you are new to Oracle's REST services you may want to begin with the Quick Start section.

Make the feature accessible by assigning or updating privileges and/or job roles. Details are provided in the Role Information section below.

Tips And Considerations

NOTE: Currently, you can't use the API for check-in documents that include general discussion topics, performance goal discussion topics, and development goal discussion topics.

Key Resources

For information on REST API's go to the Oracle Help Center for Human Capital Management/Talent Management, then on the left menu select the REST API.

Role Information

The following function security privileges are required for the Check-Ins REST service. For each privilege, this table shows the name and code, the privilege description, and the predefined roles to which the privileges are granted.

Function Security Privilege

Description

Predefined Roles

Bypass Check-In Validation Using REST Service

(HRA_BYPASS_CHECK_IN_VALIDATION_USING_REST)

Allows the user to bypass validation when creating and updating check-in documents using the Check-In Documents REST service.

Human Capital Management Integration Specialist

Use REST Service – Check-In Documents

(HRA_REST_SERVICE_ACCESS_CHECK_IN_DOCUMENTS)

Allows the user to call the GET, POST, PATCH and DELETE methods associated with the Check-In Documents REST service.

Use REST Service Check-In Documents

This duty role is inherited by the predefined Human Capital Management Integration Specialist job role.

Use REST Service – Check-In Documents Read Only

(HRA_REST_SERVICE_ACCESS_CHECK_IN_DOCUMENTS_RO)

Allows the user to call the GET method associated with the Check-In Documents REST service.

Use REST Service Check-In Documents Read Only

This duty role is inherited by the predefined Human Capital Management Integration Specialist job role.

Use REST Service – Questionnaire Lists of Values

(HRT_REST_SERVICE_ACCESS_QUESTIONNAIRE_LOVS_PRIV)

Allows the user to access the Questionnaire Questions  LOV.

Hiring Manager

Recruiter

Use REST Service – Review Periods List of Values

(HRT_REST_SERVICE_ACCESS_REVIEW_PERIODS_LOV)

Allows the user to access the Review Periods LOV and Check-in Templates LOV.

Human Capital Management Integration Specialist

If you’re using the predefined roles, then no action is necessary. If you’re using custom versions of the predefined roles, then you need to grant these privileges to your custom roles to use the Check-Ins REST service.

For information about implementing new functions in existing roles, see the Release 13 Oracle Human Capital Management Cloud Security Upgrade Guide (Document ID 2023523.1) on My Oracle Support.

Performance Redesigned User Experience/Responsive Pages

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be personalized to suit.

Additional Actions on Performance and Career Overviews for My Team

Managers can now easily add check-in documents and request feedback in the Performance Overview and Career Overview pages for My Team.

In the Performance Overview page, use the filters to get the list of employees that you want to see for the selected review period and then click the Action menu and choose the new actions Add Check-In or Request Feedback:

Performance Overview Page

Similarly, in the Career Overview page, managers can choose Add Check-Ins or Request Feedback for individual employees:

Career Overview Page

Steps to Enable

To enable the responsive Performance Overview and Career Overview pages, you must enable the following profile options and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Page Field Value

Performance Overview

Profile Option Code

HRA_PERFORMANCE_RESPONSIVE_ENABLED or HRG_GOALS_RESPONSIVE_ENABLED

Career Overview

Profile Option Code

HRD_CAREER_DEVELOPMENT_RESPONSIVE_ENABLED

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Tips And Considerations

For both of the Performance and Career Overview pages, additional attributes are hidden out of the box and can be enabled using Page Composer. Additional ratings and development goal information is available, but hidden on the Performance Overview page. Additional ratings and succession content is available, but hidden out of the box on the Career Overview page.

  • Only created performance documents will display on the Performance Overview page.
  • The Team Talent page accessed from My Team is not available after customers enable either of the redesigned pages.
  • Manager Administration tasks can be accessed via Quick Actions and the redesigned Performance tab on the Person Spotlight page. 

Key Resources

For more information on creating and enabling the profile options, refer to the following document on My Oracle Support:

For more information on personalizing pages, refer to the following:

  • Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications guide.

  • The Developer Relations Page Composer Oracle YouTube channel.

Evaluate Performance - Manager View

Enhance the performance document manager experience with the Evaluate Performance page. Easily work on performance documents that you are the performance document manager for whether your directs or other employees. Use the filter to display the other employees.

You can filter for the just the tasks assigned to you, and track the completion of evaluation tasks for a single document or across all documents. Use the Action menu to get a list of other actions you can take like Complete or Cancel:

Evaluate Performance - Manager View

If you collapse the Filters, you can view performance documents by their status:

Evaluate Performance Page

Steps to Enable

To enable the new Evaluate Performance page, you must enable both the HRA_EVALUATE_PERFORMANCE_RESPONSIVE_ENABLED profile option and the HCM_RESPONSIVE_PAGES_ENABLED profile option.If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Page Value

Evaluate Performance

HRA_EVALUATE_PERFORMANCE_RESPONSIVE_ENABLED

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Tips And Considerations

  • The Evaluate Performance page is the page that provides access to performance document managers to employees' performance documents who are not in their manager hierarchy. For example if an employee stops reporting to a manager but that original manager is still required to complete the evaluation. The Performance Overview page only displays Talent information to a manager for their direct and indirect reports.
  • The My Manager Evaluations page will not be available after you enable the redesigned page.
  • The My Organization page in Performance Management is not available from the menu after you enable the redesigned pages but can still be accessed via Quick Actions.
  • The task Set Next Period Goals is not supported in responsive pages and will not be available to configure in new templates when responsive pages are enabled.
  • Only created regular performance documents will display in responsive pages. The pages will not display regular performance documents that employees are eligible for but have not yet been created. This simplifies the process for employees and managers who no longer need to go through the process of creating the performance document and confirming the dates and performance document manager are correct.
    •  The start and end dates can be updated in the performance document by the employee or manager, and if required, managers can transfer the performance document to a different performance document manager.
    • HR can now control the process to create performance documents using configuration in the Manage Eligibility Batch Process page or using the Data Loader.
    • Performance manager roles can be created to default the performance document manager to a custom manager type instead of the line manager.

Key Resources

For more information on creating and enabling the profile options, refer to the following document on My Oracle Support:

For more information on personalizing pages, refer to the following:

  • Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications guide.

  • The Developer Relations Page Composer Oracle YouTube channel.

Additional Features for Redesigned Performance on Person Spotlight

A new document status filter and additional manager actions have been added to the redesigned Performance tab on the Person Spotlight.

The performance document status filter lets employees, managers and HR switch between current and completed performance documents. Managers and HR can view canceled performance documents.

Different manager administration actions are available for each status, including actions to bypass the employee self-evaluation or re-edit the submitted manager evaluation:

Performance on Person Spotlight

When Current is selected, the following actions are available if the manager has access:

  • Manage Participant Feedback
  • Print
  • Bypass Self-Evaluation
  • Return to Worker
  • Edit Submitted Manager Evaluation
  • Transfer
  • Complete
  • Cancel

When Completed is selected, the following actions are available if the manager has access:

  • Manage Participant Feedback
  • Print
  • Reopen

When Canceled is selected, managers will only see the value of Canceled if:

  • They have the manager privilege to restore performance documents, or
  • They have the manager privilege to delete performance documents.

When Canceled is selected, the following actions are available if the manager has access:

  • Manage Participant Feedback
  • Print
  • Restore
  • Delete

Steps to Enable

To enable the responsive Performance page, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Field

Value

Profile Option Code

HRA_PERFORMANCE_RESPONSIVE_ENABLED

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Tips And Considerations

Managers can only view canceled performance documents if they have access to actions to perform on canceled documents.

Key Resources

For more information on creating and enabling the profile options, refer to the following document on My Oracle Support:

  • HCM Responsive User Experience Setup Information (Document ID 2399671.1)

For more information on personalizing pages, refer to the following:

  • Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications guide.
  • The Developer Relations Page Composer Oracle YouTube channel.

Performance Document Pages Redesigned

Increase user satisfaction with Performance Document pages that now have the same look and feel on desktop and mobile devices. The redesigned pages are both responsive and easy to use on any device, with a modern look and more conversational language. Clutter-free pages, with just the essential fields, can be configured and personalized to suit your organization's requirements. The redesigned pages are available to employees, managers, HR, and participants.

In the Overall Summary, you can click the Show Feedback link to see feedback:

Overall Summary

You can collapse the overall summary to focus on evaluation topics:

Evaluation Topics Page

You can evaluate performance goals:

Evaluate Goals

Approval History Details

As part of the redesigned performance document, you can now view the following approval history details:

  • The names of the approvers
  • Comments and attachments submitted as part of the approval cycle

Steps to Enable

To enable the responsive Performance Document page, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Field Value

Profile Option Code

HRA_PERFORMANCE_RESPONSIVE_ENABLED

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Tips And Considerations

  • The sequence entered for sections on the Structure tab in the performance template, will still define the position of the Evaluation Topics (Competencies, Performance Goals, Development Goals and Questionnaire) in the responsive performance document. However, the default positions of the Overall Summary and Final Feedback sections cannot be changed using configuration but, if required, can be moved using page composer. The Overall Summary section is now positioned at the top of the performance document, to make the overall rating more prominent. The Final Feedback section is positioned after the Evaluation Topics.
  • The redesigned performance document does not allow minimum weights to be entered directly into the performance document. Minimum weights entered for competencies, performance or development goals added in the performance template will still display in the performance document. Minimum weights entered for competencies in model profiles used to populate the performance document will also still display.
  • The redesigned performance document does not support the optional overall comments enabled by "Participant Role Can Enter Comments Visible to Worker", in the Processing By Role region for the Questionnaire section on the Structure tab of the performance template. If participants are required to provide overall evaluation comments that are visible to employees this can be done by adding the participant role directly to the Overall Summary section.
  • Approvals still in progress when upgrading to the redesigned performance document must be processed via the worklist and cannot be processed in the redesigned performance document. New approvals initiated in the redesigned performance document can be processed via the worklist or the approval banner in the redesigned Performance Spotlight.
  • The redesigned performance document does not support the approval action Request for Information.
  • The Set Goals task in the redesigned performance document is now a truly collaborative task when configured for both employees and managers. When one user updates the performance document they no longer 'lock' the performance document and prevent the other user from making their own updates. Validation will still occur if a user tries to save an update to part of the performance document which has then been updated since the user opened the page. The Share action now just supports the user sending a notification to the other user to inform them they have made updates or have reviewed the performance document content. The Share action is only available for the employee and manager if the corresponding notification is enabled.
  • The redesigned performance document does not support the Set Next Period Goals task.
  • The redesigned performance document does not integrate with Oracle Social Network (OSN).
  • The redesigned performance document does not support 'added by' indicators in concurrent evaluation tasks.
  • The redesigned performance document does not support the 'Copy Employee Comments' function in the manager evaluation.
  • The ability for the manager to bypass the employee self-evaluation has been moved to a row level action available from the redesigned Performance Spotlight and new Evaluate Performance pages.
  • The ability for the manager to edit the manager evaluation again after they have submitted it is moved to a row level action available from the redesigned Performance Spotlight and new Evaluate Performance pages. This can be disabled in the process flow.
  • The manager administration action Return to Worker is moved to a row level action available from the redesigned Performance Spotlight and new Evaluate Performance pages.
  • In the redesigned Manage Participant Feedback page, the HCM common person client side list of values is now used to select participants. This means the ability to choose a participant from the options of Add Peers, Add Matrix Managers, Add Direct Reports and Add Recent is not supported.
  • Feedback requests sent to participants for the redesigned performance document must be processed by participants via the worklist or email notification. In the initial release, the My Feedback Requests page is not available when the redesigned performance document is enabled.
  • In the initial release, the redesigned performance document does not support displaying the full rating descriptions. The short description is available in the list of values when selecting a rating.

Key Resources

For more information on creating and enabling the profile options, refer to the following document on My Oracle Support:

For more information on personalizing pages, refer to the following:

  • Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications guide.

  • The Developer Relations Page Composer Oracle YouTube channel.

Deep Links and Quick Actions for Redesigned Pages in Performance Management

Deep links provide easy navigation directly to a page in the HCM Cloud application. Many deep links are now available for new mobile responsive pages in Performance Management that can be embedded in your intranet, a custom or third-party application, or in a document so users can quickly access performance related information.

The following deep links are now available:

  • Performance Overview
  • Career Overview
  • Evaluate Performance
  • Request Feedback for Me
  • Request Feedback
  • View Feedback for Me
  • View and Provide Feedback
  • Add Check-In Document
  • Add Anytime Document
  • Career and Performance

For a list of all available deep links for mobile responsive and classic, non-responsive pages, go to Tools and then Deep Links in the main menu.

When accessing a page in HCM Cloud using a deep link, HCM Cloud user security is honored. When single sign-on is used, the deep link navigates users directly to the HCM Cloud sign-in page. When basic authentication is used, users are prompted to enter their HCM Cloud user name and password before navigating to the page.

Leverage the new Quick Actions to enable users to easily perform the following tasks:

  • Add Check-In Document
  • Add Anytime Document
  • Evaluate Performance

Quick actions use functional security to determine the actions you can perform. For those actions that require you to select a person, such as Add Anytime Document or Add Check-in Document, data security is evaluated after you select the action. Then you’re presented with a list of people you can act on.

Steps to Enable

To access Deep Links:

  1. Open the main menu.
  2. Go to Tools > Deep links.
  3. Copy the URL for a deep link.
  4. Paste the URL into the desired location.

To configure Quick Actions:

As an administrator, you can configure the Show More page using the Structure menu. You can change the names of the functional groups, enable or disable actions, and change the sequence of the functional groups and actions.

The following prerequisite must be met to use the role-based Quick Actions feature:

  • The Default Home Layout must be set to News Feed to use the enhanced, tab based quick actions. When using a different layout, the original version of quick actions is available as an alternate home page.

Tips And Considerations

The Deep Links page includes deep links for mobile responsive and classic, non-responsive pages. If a mobile responsive and classic deep links exists for the same page, click the links to determine the one to use. Some deep link names include 'NFS', 'RESPONSIVE', 'MY_TEAM' or 'MY_CLIENT_GROUPS' which indicates they're for mobile responsive pages.

Role Information

The delivered role Human Capital Management Application Administrator inherits the privilege View Administration Link (FND_VIEW_ADMIN_LINK) that secures the Deep link menu item.

Learning and Development

Learning Cloud

Oracle Learning Cloud enables you to make a transformational shift in learning delivery. Subject matter experts in your organization can easily publish videos and assemble tutorials to deliver on-demand and social learning. Collaboration features encourage continuous community feedback.

Navigate to Learning Item Type Details Page from Search Results

As an Administrator, you can now drill down to a learning Item of a learning assignment from the top level of the Learners page. Click the hyperlink to open the learning item details page.

NOTE: You cannot click a Learning Assignment that is associated to a legacy or non-catalog Learning Item.

Learning Item Type

Steps to Enable

You don't need to do anything to enable this feature.

Key Resources

Refer to the Learning Assignments section of the Oracle Talent Management Cloud Using Learning guide if you need additional information on learning assignments.

Skillsoft Course Update

In the earlier releases, only Skillsoft content addition within Oracle Learning Cloud were allowed. In this release, you can update Skillsoft content in Oracle Learning Cloud.

When you run the Load and Synchronize Skillsoft Course job, the new and updated courses from Skillsoft are loaded into Oracle Learning Cloud, so that they are available for import. When a Skillsoft item has been updated, the status in Learning Cloud changes to "Modified". You can then choose to Import this change into Learning Cloud. If you select the item and click Import, the changes are applied to the content, courses, and offerings within Learning Cloud.

Skillsoft Course Update

Steps to Enable

Set up the Skillsoft integration prior to running the synchronization processes and importing any items into Oracle Learning Cloud. Once the integration has been set up, Skillsoft updates are reflected in Oracle Learning Cloud.

Key Resources

  • For more information about Skillsoft integration, refer "Skillsoft: Explained" in the Oracle Talent Management Cloud Using Learning guide.
  • For more information on the Load and Synchronize Skillsoft Course job, refer to "Processes in Oracle Learning Cloud: Explained" in the Oracle Talent Management Cloud Using Learning guide.

Primary Classroom and Instructor Defaulted on Instructor-Led Activities

You can now add a Primary Classroom and Primary Instructor to an Instructor-led offering and these values are defaulted on all the activities created under this offering.

Primary Instructor

Steps to Enable

To use the Primary Classroom and Primary Instructor fields, you can set up the default values for these values in the Catalog Resources area. You must first create instructors and classrooms before you can associate them with offerings.

Tips And Considerations

If the Instructor or Training Supplier changes on the course after you save the particular Instructor or Training Supplier to the offering, the default value appears on the activities then the default Instructor remains. If as an admin you go to the Offering page, and change something, other than the Instructor or the Training Supplier, you can save the page without validating that that Instructor is in the Instructor list on the course. The only validation that is done on the Instructor selection is that you can only see the instructors that are allowed based on the user’s data security settings.

Key Resources

For more information on instructors and training suppliers, refer to the Oracle Talent Management Cloud Using Learning guide.

Single Training Supplier for All Offering Types

As an administrator, you can set an offering to default to indicate whether the Course Offerings will have a Training Supplier or an Instructor.

When the type is set as the Instructor or the Training Supplier, the page displays a drop-down list with options based on the type selection.

The default type is Instructor. You can use a second drop-down list to search for Instructors. A pop-up window displays for you to choose the primary offering Instructor.

NOTE: Validate that the list of available Instructors is limited to Instructors that are defined on the parent Instructor tab. If there are no Instructors on the parent Instructor tab, there are no constraints on what instructors can be selected), limited by their DSP.

Single Training Supplier

Steps to Enable

If you plan to define who can teach a course, you should define the values before completing the Training Supplier/Instructor section in the Default Offering Attributes tab. This prevents any errors in configuration.

Add Additional Person Fields to Person Selection Box

You can now assign users to a learning item using their email address and person number. When a learner or a manager search for users to assign to a learning item, an auto-suggest drop-down list displays:

  • First Name
  • Last Name
  • Email address
  • Person number.

You may have users in your environment with the same first and last name. Adding an email adds and person number helps to differentiate individuals.

If the search results provide a large result set, you can use the More action at the bottom of the Search results page to display more individuals. The results of the search display a specific learner, org chart group of the learner, name of an analysis object, or the name of saved learner criteria.

Person Selection Box

If you click the name of the person that is selected in the Assignment, a pop-up window displays their information.

Selection Pop-Up

Steps to Enable

You don't need to do anything to enable this feature.

Search on Multiple Status Values

You can now select multiple status values, or all values when you search for assignments. This new selection criterion allows you to select all assignment statuses or multi-select one or more assignment status that you want to search. Based on the assignment status search criteria, you can view the assignments associated with a specific course, offering, or specialization.

Multiple Status Values

Steps to Enable

You don't need to do anything to enable this feature.

Send Emails to Learners and Managers from Assignment Search Results

As an administrator, you can now select learners and email both learners and their managers. The email client launches a new email message with the To, CC, and Subject fields pre-populated.

You can access this action from the top level learning assignments area within the Manage Learning area of a learning item.

Email Learners and Managers

Steps to Enable

You don't need to do anything to enable this feature.

Add Fields to the HCM Data Loader Offering Object

When you load offerings using HDL, you can now define the Offering Start Date, Offering End Date, Primary Instructor, and Primary Location fields. In the earlier releases, these fields were on the page, but the HDL offering object did not have these fields, some of which were mandatory. Customers had to request data scripts to be run to update the Offering Start Date and Offering End dates after the HDL offering load.

HDL for Offering Fields

Steps to Enable

Create HCM Data Loader files to now load Offering Objects.

Key Resources

Refer the Oracle Human Capital Management Cloud Integrating with HCM guide for more information about working with HDL.

Add Coordinator Fields to Offering and to Alerts

As an administrator, you can now add a Coordinator Offering field to the Offering details page. You can use the Coordinator Offering field in the following scenarios:

  • You can assign an owner to a specific offering. For example, if you have a large department of Learning Administrators, you can create ownerships for specific offerings so Learning Administrators know which offerings they own and they do not update offerings assigned to other Learning Administrators.
  • You can provide one coordinator value to a Learner in scenarios where a Learner has an offering with multiple activities that have different instructors assigned.

Coordinator Fields

Fields related to the Offering Coordinator, Coordinator name, email address, and phone number are included as tokens for alerts to Instructors and Learners.

New Alert Tokens:

Person Name

${offeringCoordinatorName}

Email

${offeringCoordinatorEmailAddress}

Phone Number

${offeringCoordinatorPhoneNumber}

These tokens are available in body of the following Learning Alerts :

  • Learning Cloud Instructor Booking Event Removal
  • Learning Recommended to Learner
  • Offering Activity Definition has Changed for Instructor
  • Offering Definition has Changed

Steps to Enable

You can search and find coordinators that are within their granted privileges. In the Alert composer, there are no steps needed to enable these tokens. The user can use these tokens in the body of the Alert.

Notification Template

Throttling SCORM Calls

As an administrator, you can now optimize how content interacts within Learning Cloud using configuration settings on the SCORM content type.

In the previous versions, some SCORM calls were lost due to multiple SCORM interactions with the browser. Now you can manage these calls to optimize your SCORM content interactions. The SCORM content type settings control how the Oracle Learning Cloud auto-commits changes.

Steps to Enable

You can configure the settings in the SCORM Content details page.

SCORM Settings

You can configure the following settings on the Content Details page:

  • Auto Commit:  Yes - When you choose this option, it means that auto commit is on and you are immediately sending set value calls to the server. This is the setting that Oracle Learning Cloud has prior to R12PB13 and all content that was loaded prior to R12PB13 have this value set to Yes.
  • Auto Commit: No - When this option is chosen, it means that auto-commit is off and you decide when to send set value calls to the server. If it is set to No, the system traverses at the Profile Options to determine when these set value calls should occur.
  • Auto Commit: Default - When this option is chosen, the system traverses the Profile Options to determine how to handle the SCORM content.

You can leverage Profile options to use the same content provider. Profile options are a convenient way to set the auto-commit functionality and then assign it to the specific content. You can set the following Profile Options:

  • WLF_SCORM_AUTO_COMMIT:  When the Auto Commit field is set as Default on the SCORM Content Details page, this profile option determines if auto-commit should be turned on. The valid values are No and Yes.
  • WLF_SCORM_COMMIT_INTERVAL_CNT:  This option specifies the number of SCORM set value calls before committing the calls. Use this option in the following scenarios:
    • When on the SCORM Content Details page, the Auto Commit field is set as Default and WLF_SCORM_AUTO_COMMIT is set to No.
    • When on the SCORM Content Details page, the Auto Commit field is set as No.
  • WLF_SCORM_COMMIT_INTERVAL_SEC: This option specifies the number of seconds between committing SCORM set value calls. Use this option in the following scenarios:
    • When on the SCORM Content Details page, the Auto Commit field is set as Default and WLF_SCORM_AUTO_COMMIT is set to No.
    • When on the SCORM Content Details page, the Auto Commit field is set as No.

SCORM Profile Options

This is the new list of high priority data elements that are used in SCORM calls is as follows:

  • SCORM 1.2:  cmi.core.lesson_status, cmi.core.score.raw
  • SCORM 2004: cmi.completion_status, cmi.score.scaled, cmi.success_status

Recruiting

Recruiting

Oracle Recruiting Cloud provides tools for hiring managers and recruiters to source and nurture candidates, create and manage job requisitions, screen and select candidates, create and manage job offers, and onboard new employees into the organization. It also provides career sites for employees and external candidates to search, discover and apply to jobs using a frictionless application process.

Build More Complex Career Sites

Use tools to build more complex and best-in-class career sites. When you build a career site and configure the pages, the following options are now available:

  • Boxed and full-width pages: You can change the width of the page between the default boxed layout and a full page layout. A boxed layout consists of setting defined boundaries for the main body of the page. Where as the full-width layout uses the entire screen to display elements on the page. 
  • Image as link: You can add a link URL to an image to use the image as a link.
  • Video as background: You can set a video as a splash page background.
  • Video as section background: You can set a video as a section background. The video plays automatically in the background. Sound is off by default
  • CSS class name and ID to elements: You can easily control the element with custom CSS defined in the theme panel.

Steps to Enable

To access the new configuration options:

  1. In the Setup and Maintenance work area, use the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Experience
  • Task: Configure Career Section
  1.  In the Career Sites Configuration page, select a career site and click Edit.
  2. Click the Pages tab.
  3. Select a page and click Edit.
  • For the boxed or full-width page option, click Page Options in the Settings menu.
  • For the image as link option, select Image in the Sections menu.
  • For the video as background option, select Background in the Sections menu.
  • For the video as section background option, select Background in the Sections menu.
  • For the CSS class name and ID to elements option, select an element in the Sections menu.

Increased Control of Campaign Audience

Increase the control of the audience when creating a recruiting campaign.

Your administrator can set up an option to automatically exclude candidates from campaigns who are not recommended to rehire. As a recruiter, you can also exclude these candidates from campaigns.

Your administrator can set up a rule to exclude candidates from campaigns who received a defined number of emails within a specific time period. As a recruiter, you can override this rule by clicking Undo. This feature helps reduce the risk of a candidate developing a negative impression of your organization due to receiving too many emails is a short amount of time.

Option Controlling Audience Who Received Emails

Steps to Enable

You can set an option to automatically exclude candidates from campaigns who are not recommended to rehire.

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Manage Enterprise Recruiting and Candidate Experience Information
  1. In the Campaign Management section, select the option Do not send emails to candidates flagged as do not hire.

You can set an option to exclude candidates from campaigns who have received a certain number of emails within a specific time period.

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Manage Enterprise Recruiting and Candidate Experience Information
  1. In the Campaign Management section, select the option Enable Do Not Send Rule.
  2. Specify the time frame, that is 1 week, 2 weeks, 1 month.

Campaigning to Candidate Pools

As a recruiter, when you create a recruiting campaign, you can select one or more candidate pools as the audience of the recruiting campaign.  You can also select a pool to exclude from the audience criteria.

Candidate Pool as Audience Criteria

You can also create a recruiting campaign from a candidate pool and use that pool as the audience of the campaign. In the candidate pools page, select a candidate pool. In the Actions menu, select Create Campaign.

Creating a Campaign from a Candidate Pool

Steps to Enable

You don't need to do anything to enable this feature.

Support for Campaign Email Templates

Provide recruiters a selection of templates to start as a base or to use without personalization.

Your administrator can create multiple email templates so that you can create visually engaging emails for your recruiting campaigns. Templates are available for each campaign type, that is Respond to Request, Refer Job, Apply to Job.

When you create a campaign, the email template appropriate for your campaign type is available for selection. You can use the email as is, or you can use the design editor to personalize the content.

Steps to Enable

To create a campaign email template:

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Source Candidates
  • Task: Manage Recruiting Campaign Email Templates
  1. Click Add.
  2. Enter a name for the email template.
  3. Select a template. Possible options are: Basic, Multi-Column, Blank.
  4. Select a campaign purpose, that is Respond to Request, Refer Job, Apply to Job.
  5. Click Save.
  6. In the Templates page, locate your template.
  7. In the Actions menu, select Design.
  8. Use the email designer to create the email.

Assessment Results in Candidate Files

View assessment results in candidate files. Search and filter candidates based on assessment results.

A new tab called Screening is available in the candidate file. You can view assessments taken by the candidate. You also have access to assessment results.

When you search for candidates, you can filter search results using new assessment filters:

  • Assessment Package: You can select one or several assessment packages to filter the list.
  • Assessment Status: The following statuses are available: Completed Pass, Completed Fail, Completed.
  • Percentile: Percentage of scores obtained for the assessment within a comparison group. The following values are available: 0-25, 26-50, 51-75, 76-100.

These filters are also available to filter pool members and prospects.

Steps to Enable

You don't need to do anything to enable this feature.

Pipeline Job Requisitions

Use pipeline job requisitions to gather candidates who have the skills, background, and experience your organization is looking for. These candidates can later be added to a standard job requisition for which they can eventually get hired.

Creating a Pipeline Requisition

When you create a job requisition, two requisition types are now available: standard and pipeline. The creation process is similar for both types of requisition. Note that for pipeline job requisitions, a candidate selection process of type pipeline is used.

Create Job Requisition Page

When you view a list of job requisitions, pipeline requisitions are identified as such. You can also filter the list to only display pipeline requisitions.

Creating a Standard Requisition Linked to a Pipeline Requisition

Once a pipeline requisition is created and approved, you can create a standard requisition that is linked to the pipeline requisition. When you create a linked requisition, you have the choice to create it from a template, a position, an existing requisition, or from a blank requisition. The default choice is to create it from an existing requisition and the pipeline requisition is selected by default. You use this standard requisition to hire candidates who were initially gathered on a pipeline requisition. You can have multiple standard requisitions linked to the same pipeline requisition.

Adding a Standard Requisition to a Linked Requisition

Once the pipeline and standard requisitions are created, you can add candidate job applications of a pipeline requisition to a linked standard requisition using the new action Add to Linked Requisition. New job applications are automatically created on the standard requisition and candidates are not asked to apply again to the job requisition. Most of the information of the pipeline job application is copied to the standard job application, except this information:

  • Interactions
  • Screening services results 
  • Answers to prescreening questions
  • Interview feedback

NOTE: Only confirmed job applications can be added to a linked standard requisition.

Candidate Experience

On the candidate self service page, when candidates view their list of job applications, they can see job applications on pipeline requisitions as long as they are active on pipeline requisitions or on one of the standard requisition linked to the pipeline requisition. Job applications on linked requisitions are not displayed.

On the candidate self service page, the following statuses are displayed for job applications on pipeline requisitions:

  • Under Consideration: The candidate has an active job application on the pipeline requisition or on one of the standard requisitions linked to the pipeline requisition.
  • Not Retained: The candidate has job applications on a terminal state (Rejected by Employer or Withdrawn by Candidate) on the pipeline requisition and on all the standard requisitions linked to the pipeline requisition.
  • Offer Accepted: The candidate has a job application on one of the standard requisitions linked to the pipeline requisition. For one of these standard requisitions, the current phase is the HR phase and the current state is not a terminal state (Rejected by Employer or Withdrawn by Candidate).

Steps to Enable

To implement pipeline job requisitions, you first create a candidate selection process of type Pipeline.

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Job Applications
  • Task: Candidate Selection Process Configuration
  1. On the Candidate Selection Process Configuration page, click Create.
  2. Select the Pipeline process type.
  3. Enter a name, a code, and a description.
  4. Configure the process just like any other candidate selection process. Contrary to standard candidate selection processes, the Offer and HR phases are not included in a pipeline process because no hiring occurs.

Optionally, you can select the pipeline candidate selection process in a job requisition template.

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Job Requisitions
  • Task: Manage Job Requisition Template
  1. On the Job Requisition Templates page, click Create.
  2. In the Candidate Selection Process field, select a pipeline process.

A new privilege is available to create pipeline requisitions: Initiate Pipeline Job Requisition. By default, only the Recruiter role is granted this privilege.

Only users with the Add Candidate to Job Requisition privilege can add a job application from a pipeline requisition to a linked hiring requisition.

Rehire Recommendation

See if ex-employees and ex-contingent workers are recommended or not for rehire. This allows you to focus your time on best-quality candidates.

When you conduct a candidate search or review job applications, prospect candidates, and candidate pool members, use the Rehire Recommendation filter to get a list of candidates that were recommended during the HR termination process. Open a candidate file and look in the Personal Information section to see the reason provided if the candidate was not recommended for rehire.

Rehire Recommendation Filter

Watch a Demo

Steps to Enable

You don't need to do anything to enable this feature.

Key Resources

Watch Rehire Recommendation Readiness Training

Interview Management

Schedule, manage, and track interviews with candidates to evaluate their qualifications and work experience and move them through the candidate selection process.

Let’s look at the main steps of creating interviews.

Your administrator creates and manages interview schedule templates. As a recruiter or hiring manager, you create interview schedules based on a template. Then you create interviews for candidates. You can schedule interviews on behalf of candidates, or you can invite candidates to schedule their own interviews. When candidates are invited to schedule their interviews, they receive a notification containing a link to their career site where they can select a time slot that works best for them. Candidates and interviewers are notified when interviews are scheduled. Interviewers can download a calendar attachment to add the interview to their calendar.

Create Interview Schedules

Once a job requisition is in the approval phase or later phases, the Interviews tab appears in the job requisition. The Interviews tab contains a list of interview schedules. If you have the Manage Job Requisition Interview Schedule privilege, you can create interview schedules, take action on existing schedules, view interviews in the interview schedule, take actions on interviews.

List of Interview Schedules in the Interviews Tab

To create an interview schedule:

  1. On the job requisition Interviews tab, click the Add button.
  2. Select an interview schedule template.
  3. Complete the fields to provide all the details required for the interview schedule.
  • Schedule type: The type of schedule is determined by the schedule template you selected in step 2.
  • Location details: The details are copied from the schedule template you selected. You can change the information. Available formats are In Person, Phone, or Web Conference.
  • Pre-schedule and post-schedule details: The details are copied from the schedule template you selected. You can change the information. Pre-schedule details are instructions for candidates before scheduling their interview. Post-schedule details are instructions for the interview such as directions to the interview location, instructions on how to join a web conference. 
  • Interviewer documents: Documents attached to the notification sent to interviewers. You can include a link to the job posting so that the interviewers can refer to the job description, qualifications, or other details. You can include a link to the resume. You can include a .ics attachment so that interviewers can add the interview to their calendar.

Types of Interview Schedules

Once you have associated an interview schedule with a job requisition, interviews can be created. The type of the interview schedule determines when and who can create interviews for candidates:

  • Hiring team managed interview schedules: Members of the hiring team can start creating interviews for specific candidates in the available time slots.
  • Candidate managed interview schedules: As soon as the interview schedule has been moved from Draft to Published state, recruiters can start sending invitations to candidates to schedule their own interviews. 

Hiring Team Schedules Interviews for Candidates

This can be done on both hiring team managed schedules and candidate managed schedules.

To create an interview for a candidate:

  1. Open a job requisition.
  2. Access the list of job applications.
  3. Select a job application.
  4. Click the Interviews tab.
  5. Click Add.
  6. Complete the fields to provide all the details required for the interview such as the date range, the start and end time, the location, and the interviewers. Any user from the database can be an interviewer. It is not limited to users with specific recruiting roles and privileges.

The candidate and interviewers receive an interview notification by email. Interviewers can add the interview meeting to their calendars. If you update or cancel the interview, the candidate and interviewers receive a notification.

Notifications sent to candidates are logged in the candidate's job application Interactions tab.

You can track and take actions on scheduled interviews from the interview schedules shown on the job requisition and from each candidate’s job application. You can cancel interviews, reschedule them, update interviewers.

Invite Candidates to Schedule Their Interviews

You can invite candidates to schedule their own interviews. This can be done with interview schedules of type candidate managed.

To send an invite to candidates:

  1. Open a job requisition.
  2. Access the list of job applications.
  3. Select one or multiple candidate job applications. You can send an interview invite to a maximum of 50 job applications at a time.
  4. In the Interviews tab, use the Send Interview Invite action.

Candidates receive a notification containing a link to their career site where they can schedule the interview. They select a time among the available time slots that have been defined on the interview schedule added to the job requisition. As soon as a candidate selects a time slot, that time slot is no longer available to other candidates invited to the interview. As a recruiter, you can see which time slots were selected by candidates. This information is available in the candidate job application and in the interview schedule of the job requisition.

Candidates can schedule and cancel interviews in internal and external career sites. Candidates can access interview details as long as their job application is still active.

Watch a Demo

Steps to Enable

Create interview schedule templates to help recruiters and hiring managers save time when they create interview schedules for job requisitions. For example, you can specify a commonly-used conference room or location or the URL and dial-in information.

To create an interview schedule template:

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Job Requisitions
  • Task: Manage Interview Schedule Templates
  1. On the Interview Schedule Templates page, click Add.
  2. Enter a schedule title and code. The title could be First Round Phone Interview.
  3. Specify the schedule type either managed by the hiring team or the candidate.
  4. Select the format of the interview that is In Person, Phone, or Web Conference then enter location details for the selected format.
  5. Enter pre-schedule and post-schedule details. Pre-schedule details are instructions for candidates before scheduling their interview. Post-schedule details are instructions for the interview such as directions to the interview location, instructions on how to join a web conference.
  6. Include interviewer documents. Documents are attached to the notification sent to interviewers. You can include a link to the job posting so that the interviewers can refer to the job description, qualifications, or other details. You can include a link to the resume. You can include a .ics attachment so that interviewers can add the interview to their calendar.
  7. Select notification templates to send candidates. Templates provided with the application are selected by default.
  8. Click Save and Close. The template appears on the Interview Schedule Templates page.
  9. Select the Activate Template action to make the template available for selection on job requisitions.

Notifications are sent during the interview process. The following interview notification templates are available in the Recruiting Library. You can use them as is, configure them, or create new ones.

  • Interview Canceled Notification
  • Interview Reminder Notification
  • Interview Scheduled Notification
  • Interview Updated Notification
  • Schedule Interview Notification

Watch a Setup Demo

Key Resources

Watch Interview Management Readiness Training

Contextualized Prescreening Questions

Manage prescreening questions to ease the selection of these questions when recruiters and hiring managers create job requisitions.

Your administrator defines the context and classification of questions in the Question Library. When you create a job requisition, questions available for selection will depend on the context of the job requisition and the classification of the question.

  • Disqualification Questions: These questions are automatically added to a job requisition based on the context of the job requisition. You can’t add nor remove these questions in a job requisition.
  • Prescreening Question Added Automatically: These questions are automatically added to a job requisition based on the context of the job requisition. You can’t add nor remove these questions in a job requisition.
  • Prescreening Question Added by User: You can manually add these questions to a job requisition. The questions must match the context of the job requisition. You can remove these questions from the job requisition. Once there are job applications on the requisition, you can no longer add or remove questions.
  • Interview Feedback: These questions appear in interview feedback questionnaires. They are not available for selection when you manually add questions to a job requisition.

If you change the context of a job requisition, disqualification questions and prescreening questions added automatically are added or removed accordingly. This ensures that only questions matching the context of the requisition are included.

Questions in questionnaires are displayed in this order:

  • Disqualification questions
  • Prescreening questions added automatically
  • Prescreening questions added by the user

Steps to Enable

To enable the feature, you need to configure questions in the Question Library.

When you create a question, you define the context of the question. Available contexts are:

  • Candidate Types
  • Recruiting Organizations
  • Recruiting Locations
  • Job Families
  • Job Functions

When you create a question, you define the classification of the question. Available classifications are:

  • Disqualification
  • Prescreening Question Added Automatically
  • Prescreening Question Added by User
  • Interview Feedback

When you create a prescreening question added automatically or when you change the context of a disqualification question or prescreening question added automatically, job requisitions using these questions are updated accordingly.

When you create a job requisition template, you can add questions to the template. When you manually add a question, only questions matching the following criteria are available for selection:

  • Active questions.
  • Questions with the "Prescreening Question Added by User" classification.
  • Questions matching the context of the requisition template.

Invite Candidates on Requisitions That Are Not Posted

Invite candidates to apply to a job requisition that is not currently visible to other candidates.

In some situations, your organization may not want to publicize that they are looking to fill a position. That could be because they want to fill a high-level position or even a replacement and they want to keep it confidential. In those situations, you can now allow candidates to apply for the job.

When you create a job requisition, a new option is available in the Configuration section: Allow Candidates to Apply When Not Posted. When you set the value to Yes, you can add candidates to the job requisition using the Add Prospect action or the Add to Job Requisition action. Candidates then receive an email containing a link to apply for the job. Candidates are redirected to an external or internal career site depending on the candidate type. If the job requisition is not currently posted, using this link is the only way candidates can apply for the job. Candidates accessing the career site will not find this job in the job list.

Setting to Allow Candidates to Apply When Requisition Is Not Posted

You can change the value of the Allow Candidates to Apply When Not Posted option in all phases of the requisition lifecycle except when the state of the phase is Canceled or Rejected.

Steps to Enable

You don't need to do anything to enable this feature.

Candidate Selection Process Automation

Move job applications automatically in the candidate selection process. Automate the execution of actions in the candidate selection process. Define under which conditions these actions are executed.

Automatic Progression of Candidate Job Applications

As an administrator, when you configure a candidate selection process, you can use the new Move action and configure the phase and state to which job applications are automatically moved. The Move action is available for all phases and states, except:

  • The Rejected by Employer state of all phases.
  • The Withdrawn by Candidate state of all phases.
  • The Offer phase.
  • All states of the Offer phase, except Offer – Accepted.
  • The HR phase.
  • All states of the HR phase.

Move Action in the Candidate Selection Process

When a candidate job application is automatically moved to a phase or state, the current phase and state where the action is triggered is considered as being visited and that information is displayed in the progress history. For example, if the Move action is configured on the New - Reviewed state to automatically move to the Screening - Phone Screen to Be Scheduled, the progress history indicates that the New - Reviewed state was visited and that the current state is now Screening - Phone Screen to Be Scheduled.

Conditional Automated Actions

You can configure actions to be executed automatically as candidate job applications progress in the selection process, but only if specific conditions are met. You can define conditions in all situations where actions can be configured to be executed, that is:

  • When entering phase
  • When leaving phase
  • On events within a phase
  • On states

You can define multiple conditions for the same action, but all conditions must be met for the action to be executed.

The following conditions are available:

  • All requested interview feedback is received
  • An initiated assessment is in error
  • An initiated background check is in error
  • Initiated assessments are complete
  • Initiated assessments are complete, candidate failed some
  • Initiated assessments are complete, candidate passed all
  • Initiated background checks are complete
  • The job application is external
  • The job application is internal

Conditions in the Candidate Selection Process

Events to Execute Actions

You can configure an action to be executed when a specific event occurred while the job application is in a specific phase. Events for which you can configure actions to be executed are:

  • Assessment Updated: This event is triggered when an assessment is updated.
  • Background Check Updated: This event is when a background check is updated. 
  • Interview Feedback Received: This event is triggered every time an interview feedback is received. 

Events for Which to Configure Actions

Steps to Enable

To add the Move action in a candidate selection process:

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Job Applications
  • Task: Candidate Selection Process Configuration
  1. On the Candidate Selection Process Configuration page, create a selection process or select an existing draft process.
  2. Click on a phase or state within a phase.
  3. Select the Move action, then select Add.
  4. Select a phase and a state.

To set conditions in a candidate selection process:

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Job Applications
  • Task: Candidate Selection Process Configuration
  1. On the Candidate Selection Process Configuration page, create a selection process or select an existing draft process.
  2. Click on a phase or state within a phase.
  3. Select the Move action, then select Add.
  4. Select a phase and a state.
  5. Click Continue.
  6. Click Add to add conditions.

To add events to execute actions in a candidate selection process:

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Job Applications
  • Task: Candidate Selection Process Configuration
  1. On the Candidate Selection Process Configuration page, create a selection process or select an existing draft process.
  2. Click on a phase.
  3. Select an event in the Add Event field.

Full Requisition Creation by Hiring Managers

Allow hiring managers to enter all the details when creating job requisitions, instead of only a small subset of the information. When initiating a job requisition, hiring managers go through the same guided process as the recruiters, where all sections and fields are available.

Steps to Enable

To enable this feature, this profile option must be enabled (set to "Y"): IRC_REQ_ALLOW_RULE_CONFIG_CUSTOMIZATION_ENABLED.

When the profile option is enabled, hiring managers can use the full flow and create job requisitions and enter all the required details, just like recruiters.

When the profile is not enabled, hiring managers will continue to see the same small job requisition creation screen as in previous releases.

NOTE: Without this profile option, hiring managers can't create pipeline requisitions or position-based requisitions. 

Contextualization Using Hierarchical Organizations

Where organizations are used, organizations are now considered as part of an organization hierarchy. This applies to the following areas:

  • Contextualization: When determining which objects are valid for a given context.
  • Job requisition and job requisition template lists: The organization selector in the filter panel.
  • Job requisitions and Job requisition templates: The organization selector in the details page.
  • Requisition template selector: When selecting a requisition template for a requisition.
  • Disqualification questions: When adding disqualification questions to a requisition based on a context.
  • Candidate selection process: The organization selector in the context definition. 
  • Recruiting content library: The organization selector in the context definition
  • Career sites: When configuring a career site, the filters to determine which requisitions are posted on the career site.

Steps to Enable

You don't need to do anything to enable this feature.

Talent Community

External candidates can join a talent community to show their interests in an organization. This allows recruiters to contact candidates if jobs are matching their profile.

When external candidates don’t find jobs matching their interests, they can join a talent community to show their interests in an organization. They can create their profile, indicate their preferred location and job family, import their profile from a third party such as LinkedIn and Indeed, or upload a resume. Candidates also have the option to receive news about new job opportunities and marketing communications.

Join a Talent Community in Career Site

When you view a list of candidate pools, talent community pools are identified as such. You can also filter the list by talent community location, talent community job family, and talent community site.

Candidate Pool List

When external candidates join a talent community pool, the information is tracked in the candidate file Source Information section. You can see

  • Source medium: Career Site
  • Source: Talent Community
  • Career Site: The career site where the candidate joined the pool

Steps to Enable

To implement Talent Community, you must first enable the feature. Then, you configure the career site to provide the sign up option to candidates. You also create a job application flow of type Talent Community.

To enable Talent Community:

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Manage Enterprise Recruiting and Candidate Experience Information
  1. In the Talent Community section, select Active.

To configure the Talent Community sign up option in a career site:

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Experience
  • Task: Career Sites Configuration
  1. Select a career site and click Edit.
  2. Under Talent Community Sign Up, specify the following:
  • Display of a sign up button in the job list.
  • Display of a sign up button when no jobs are found.
  • Title and description for the talent community.
  • Label on the button allowing candidates to sign up.

Talent Community Sign Up Parameters

To create a job application flow of type Talent Community:

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Experience
  • Task: Job Application Flow Configuration
  1. Click Create.
  2. In the Application Flow Type field, select Talent Community.
  3. Configure the flow as any other flow.

AddThis Recommended Content Pages

Use AddThis tool on your career site to recommend custom content pages to your candidates.

Using an algorithm, AddThis recommends interesting content pages to candidates based on their browsing history, their interests, or interests of people like them. Let’s say for example that a candidate is looking for a Java Developer job in San Francisco. AddThis could recommended pages on the career site describing the office in San Francisco or a testimonial of an employee having the same job within the company.

Example of AddThis Content

Steps to Enable

To enable the feature:

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Experience
  • Task: Career Sites Configuration
  1. Select a career site and click Edit.
  2. In the general tab, expand the AddThis section.
  3. Copy the inline related posts code from your AddThis dashboard and paste it in the area provided. Inline related posts appear in the job description.

Google Job Search

Post jobs to Google to help candidates find jobs within your organization.

As a recruiter, when you post job requisitions to an external career site, Google is notified that new jobs are available to be posted on Google. Google receives a sitemap containing information on the jobs, reads the file, then crawls the career site to obtain information on new jobs.

When a candidate applies for a job using Google, the following source information is stored on the candidate file:

  • Source medium: Search engine
  • Source name: Google

Steps to Enable

To enable Google Job Search:

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Manage Enterprise Recruiting and Candidate Experience Information
  1. In the Google Job Search section, select Active.

Once Google Job Search is enabled, a scheduled process runs to notify Google that new jobs are available to be posted on Google. The scheduled process is called Maintain Candidates and Job Requisitions for Search. The process runs every 15 minutes.

Request Additional Information

Capture additional information from external candidates once they have applied to a job. For example, you may have additional questions to answers provided by a candidate, more questionnaires to be filled, or documents requiring the consent of a candidate.

As an administrator, you can create a type of flow to capture additional information from external candidates during the candidate selection process. This new flow is called “Request Information”. This flow can contain the same blocks as the other types of flow, except the Contact Information block and the legal disclaimer.

Once the Request Information flow is created, you can add it to specific phases and states within a candidate selection process. When a job application is moved to a specific state within a phase, a notification is automatically sent to candidates.

Request Information Action in Candidate Selection Process

When candidates receive the notification and click the link in the notification, they are redirected to the Request Information Flow. At the same time that the notification is sent, the link to access the flow becomes available in the candidate self service page where candidates can see a request to provide additional information for a job application.  Information provided by candidates is added to their candidate file.

Steps to Enable

To implement this feature, you need to create a job application flow of type Request Information. You then add the flow to specific phases and states within a candidate selection process. You can use the notification to request information as is or you can create a new one. 

To create a job application flow of type Request Information:

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Experience
  • Task: Job Application Flow Configuration
  1. Click Create.
  2. In the Application Flow Type field, select Request Information.
  3. Configure the flow as any other flow.

To add the Request Information flow to a candidate selection process:

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Job Applications
  • Task: Candidate Selection Process Configuration
  1. On the Candidate Selection Process Configuration page, create a selection process or select an existing one.
  2. Select the Request Information action for any state within a phase. Click Add.
  3. Select a flow to request additional information from candidates.

To create a notification to request more information:

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Manage Recruiting Content Library
  1. On the Recruiting Content Library page, click Create.
  2. Enter a name and a code.
  3. In the Category field, select the content type Automated Job Application Request Info Notification.
  4. Enter a subject for the message.
  5. Enter the message text.
  • Use rich text features to format the text.
  • Include tokens to personalize the message so that it is specific to the candidate in the context of the job application.
  • Use this token if you want to add the request information flow: RequestInformationFlowURL.
  • Insert images and logos to align with your organization’s corporate branding.
  1. Click the Translation Editor icon to translate the message subject and message text.

Apply to Multiple Jobs Before Verifying Identity

Candidates can apply to multiple jobs even if their identity is not yet verified.

The number of jobs to which candidates can apply before verifying their identity depends on a limit set by your administrator. Once the limit is reached, candidates can no longer apply to jobs without their identity being verified.

Steps to Enable

You can set the limit of allowed unverified job applications done by unconfirmed candidates. You configure this limit for each career site.

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Manage Enterprise Recruiting and Candidate Experience Information
  1. Enter a value in the Maximum number of unverified job applications option. The default value is 1.

Redraft Job Offers to Make Adjustments

Redraft a job offer if any changes are needed, and create a new offer letter for the candidate to accept again.

There are situations where a candidate accepted a job offer but something changed in the agreement and you need to re-issue a new job offer letter. In these situations, you can use the Redraft Offer action. The job offer is set to the Draft state. You can update the job offer and re-extend it to the candidate. The candidate then accepts the revised offer.

The Redraft Offer action is available for accepted job offers, for the following phases and states:

  • Offer - Accepted
  • Offer - Rejected
  • Offer - Withdrawn by Candidate
  • HR - Rejected (HR must first cancel the pending worker or work relationship)
  • HR - Withdrawn by Candidate (HR must first cancel the pending worker or work relationship)
  • Inactive states Rejected and Withdrawn by Candidate in post-offer custom phases

NOTE: Once the job requisition is closed or canceled, the Redraft Offer action is no longer available.

When a candidate’s job application is in the Offer phase or any custom phase (inactive states) after the Offer phase, the recruiter can redraft the job offer. After the candidate has been moved into the HR phase, both the HR specialist and the recruiter can execute the Redraft Offer action, as long as the candidate’s job application is in the Rejected or Withdrawn by Candidate state.

All versions of accepted job offer letters are retained on the worker’s Document Records page. That includes the PDF of each offer letter as well as the date and time when each offer was accepted.

Steps to Enable

You don't need to do anything to enable this feature.

Manage Job Requisitions and Offers to Fill Positions

Create and manage job requisitions based on positions within the organization. Ensure that each specific job offer matches the open position that a candidate is being hired to fill.

As a recruiter, you can create a job requisition based on a position. Once you select a position, values from the position automatically fill fields in the job requisition.

Create a Job Requisition Based on a Position

When you create a job offer for a candidate, the offer can also be based on a position. The position can be inherited from the job requisition or it can be selected during the offer creation process.

Assignment Info Section

Changes done to a position affect values in the job offer fields. When position synchronization is enabled, values in the job offer are immediately changed if the offer is draft, pending approval, or approved.

Steps to Enable

A new privilege allows users to create a job requisition based on a position: Initiate Position-Based Job Requisition. This privilege is granted by default to the Recruiter and Hiring Manager roles.

Approve Job Offers While Reviewing Letter Template and Additional Text

Approve job offers including which Job Offer Letter Template will be shown to the candidate, and including any additional text that can be inserted into that template.

When you receive a notification to approve a job offer, these fields are now available in the offer letter:

  • Name of the offer letter template
  • Additional Text 1 and Additional Text 2 fields

Steps to Enable

You don't need to do anything to enable this feature.

Search for Jobs Based on Grade

When internal candidates access the Current Jobs work area and search for a job, the list of jobs can be filtered by job grade.

Steps to Enable

You don't need to do anything to enable this feature.

See Progress of Candidate Job Applications

When internal candidates access the Current Jobs work area and click Job Applications, they can see the current progress of all job applications they submitted.

Internal candidates can also use the Withdraw action on a single job application if they no longer want their active job application to be considered. The Withdraw action can't be used for jo applications with a job offer.

Steps to Enable

You don't need to do anything to enable this feature.

See Progress of Referred Job Applications

When internal candidates access the Current Jobs work area and click Referrals, they can see the current states of all referrals that they submitted, as those job applications make progress through the recruiting process. Internal candidates can see the same progress as the person they referred.

Steps to Enable

You don't need to do anything to enable this feature.

Tracking Candidates' Legislative and Diversity Information

Collect legislative and diversity information from both external and internal candidates when they apply for jobs. This helps your organization to maintain compliance with regulations in each country where you hire candidates. It also allows you to monitor and improve your efforts to build a diverse workforce.

Let’s look at the main steps of tracking legislative and diversity information.

Your administrator determines which diversity fields are displayed as optional or required to candidates in each of the countries where hiring is done. The administrator then decides which legislative and diversity blocks to add in any job application flow. Once the configuration is done, you can add the job application flow containing diversity blocks in a job requisition and you select the primary location and alternate locations for the requisition. When you post the job requisition in any of the selected locations, external candidates will see the legislative and diversity questions for the country or countries as they apply for the job.

Diversity Information in the Career Site

External candidates can provide information in these fields, which is stored and reportable for compliance purposes for each job application. Internal candidates are not asked to provide this information when they apply for the same job requisitions. However their current diversity data from their HR file now gets stored in their job applications to support reporting on both internal and external candidates to the same requisitions.

The legislative and diversity information provided by external and internal candidates is not visible to the recruiting team. This sensitive data can’t influence hiring decisions. This new information provided by external candidates becomes available in the appropriate places in the HR file, as soon as the candidate is hired as a worker.

Steps to Enable

To enable the tracking of candidates’ legislative and diversity information, you first need to determine which diversity fields to display as optional or required to candidates in each of the countries where hiring is done. This is done in HCM Experience Design Studio. Then, you need to decide which diversity blocks to add to the job application flow and where the blocks should be placed in the flow.

Prerequisites

  • You must activate a sandbox.
  • You must enable page-level configuration at the Site level.

To select diversity fields:

  1. On your Home page, select My Client Groups > Quick Actions > Show More > Employment > HCM Experience Design Studio.
  2. Select the Transaction Design Studio tab.
  3. In the Transaction Design Studio tab, select the Candidate Job Application Diversity action.
  4. Click Add to add a new rule to display certain diversity fields for certain countries.
  5. Enter rule details such as the name and description and select the country for which the rule applies.
  6. Select which diversity fields should be visible in job requisitions for the selected country. The following fields are available:
  • Date of Birth: use the Personal details data source
  • Ethnicity: use the Ethnicity data source
  • Gender: use the Demographic Info data source
  • Marital Status: use the Demographic Info data source
  • Religion: use the Religion data source
  1. Select whether each visible diversity field should be required for the candidate to fill as they apply for jobs.

Adding Diversity Fields in the Design Studio

Ensure that the lookup values for the diversity fields are correct for each country. These lookups are configured in the Setup and Maintenance work area, using the Manage Person Lookups task. Available lookups are:

  • PER_ETHNICITY
  • PER_RELIGION
  • MAR_STATUS

To add diversity blocks in a job application flow:

  1. In the Setup and Maintenance work area, use the following.
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Experience
  • Task: Job Application Flow Configuration
  1. In the job application flow creation page, configure which blocks to display:
  • Diversity: This block shows any of the 5 diversity fields for job requisitions located in any country (new in this release).
  • Disability: This block shows the U.S. disability form CC-305  for job requisitions located in the United States.
  • Veteran: This block shows the U.S. veteran status field for job requisitions located in the United States.
  1. Add instructions to the blocks to provide specific information to candidates. For example, you may want to indicate that answers are optional, they are confidential, and the recruiting team will not be able to view the answers.

HR Optimization

Transactional Business Intelligence for Talent Management

Oracle 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.

Don’t want to start from scratch building a report or analytics? Check out the library of sample reports for all products on Customer Connect on the Report Sharing Center.

Learn

Learning Assessment Enhancement

We have made it easier to on worker's assessment of the learning items assigned to them.

An offering may have an activity of type Assessment defined. When a learner is assigned that class, they will complete that assessment (or that assignment for that offering).  The learner only completes the assessment once per assignment, but they may be assigned the same offering multiple times (and therefore complete the assessment multiple times).

This feature exposes the Learn-only aspects of assessments and the learner's interactions with those assessments.  

For example, how many times a learner attempted the assessment and what score they received each time. Or, how long they spent, and whether it's started, in progress, complete/passed, or complete/not passed.

The following attributes have been added as part of this enhancement.

Assessment Details in Learning Records Tasks

Sample Analyses

Steps to Enable

You don't need to do anything to enable this feature.

Learning Specializations and Flexfield Enhancements

We have made it quicker to report on learning with the inclusion of specialization-related attributes of the learning items and specialization Developer Flexfields (DFFs).

NOTE: For DFFs to appear in the OTBI pages, the user needs to run the following ESS job "Import Oracle Fusion Data Extensions for Transactional Business Intelligence”.

The Specialization Specific Information folder is added to the subject area.

Steps to Enable

You don't need to do anything to enable this feature.

New Learning Resource DFF's

You will find it easier to report on flexfields related to learning with the addition of DFF's related to learning resources including classrooms, instructors, and training suppliers. The DFFs defined on any resource appear directly under the Learning Resources folder in the learning subject area.

Steps to Enable

You don't need to do anything to enable this feature.

Learning Record Attribute Sub Status Enhancement

We have made it easier to report on learning records with the attribute to report on the sub status of the learning record. For example, an assignment might be in an Active Status but have a sub status of In Progress

Added the following attributes to Learning Real Time subject area:

  • Learning Records - Assignment Status - Sub Status    
  • Learning Records - Assignment Status - Learner Status

Steps to Enable

You don't need to do anything to enable this feature.

Pricing Information Attributes of the Catalog Item

We have made it easier to report on learning items with the addition of information related to the pricing of the learning catalog items. New attributes allow you to report on the price and currency details of the learning item in the Learning subject area.

We have exposed the cost to learner column on the learning record. This feature adds the default cost information for catalog learning items (and non-catalog items).

NOTE: Courses have a minimum and maximum price that can be defined. If both are defined, the Cost value is shown as a range.  

The offering price is shown as the sum of line items used to calculate the item price in self-service.

If the offering does not have a price (and price components) directly applied, the default offering price defined in its parent course is used instead.

Steps to Enable

You don't need to do anything to enable this feature.

Dimensions for Outcome of Learning Items

We have made it easier for you to report on the profile outcome of a learning item. 

Learning Items can be profiled just like people. The same profiling infrastructure is used with Profiles, Content Types, Content Items, etc. These profiles on a Learning Item are called Learning Outcomes, and are modeled using Person Profiles.

For example, Learning Item Java 101 could be associated with Competency: Java Programming Level 1 from the person profile. Then, if a learner successfully completes the Java 101 course, their own person profile would be stamped with the Java Programming competency at Level 1.

Learning Management Real Time subject area has been enhanced to include a new folder named Learning Outcomes with sub folders under it to report on various content types and content items that are associated with the learning item outcome.

Steps to Enable

You don't need to do anything to enable this feature.

New Learning Resource Dimension - Instructor

We have made it easier for you to report on learning resources with the inclusion of instructor details. A dimension is added to report on the instructor details in the Learning subject area. In addition to this, a new folder containing the details related to training suppliers are also available for reporting.

Steps to Enable

You don't need to do anything to enable this feature.

New Learning Resource Dimension - Classroom

You will find it quicker to report on the learning resources in the Learning subject area with the addition of a dimension to report on the classroom and its details. The folder Classrooms Specific Information is added under the Learning Resources dimension. 

Steps to Enable

You don't need to do anything to enable this feature.

Recruiting

New Recruitment Subject Area - Recruiting - Setup Details Real Time

We have made it easier to reporting on recruitment setup data. Recruiting - Setup Details Real Time provides real time information about the recruiting setup. Most of the configuration content can be reported, including job requisition templates, content library items, job application flows, and candidate selection processes. Also, some career site information can be reported, along with the dimensions they serve.

Steps to Enable

Leverage new subject area(s) by adding to existing reports or using in new reports. For details about creating and editing reports, see the Creating and Administering Analytics and Reports book (available from the Oracle Help Center > your apps service area of interest > Books > Administration).

Recruiting - Job Application Data Security in Reporting

We have made it easier for you to improve the security in recruiting subject areas with similar job application data security as introduced in 19A. This includes the restricted phases feature limiting access to job applications through the introduction of the data privilege "Report Candidate Job Application Data".

Steps to Enable

You don't need to do anything to enable this feature.

Recruiting - Job Requisition and Job Offer DFF Support

Make it easier to improve your job requisition and job offer reports by adding descriptive flexfields to them.

Those fields, where activated, are located under:

  • Job Requisition > Job Requisition - Additional Details
  • Job Offer > Job Offer - Basic Information

Steps to Enable

You don't need to do anything to enable this feature.

Talent Review

In Progress Talent Review Meeting Ratings

We have made it easier for you to report on in progress talent review meetings. Now the calibrated ratings in the Workforce Talent -Talent Review Meeting Real Time subject area can be used to report on ratings that have been calibrated before or during the talent review meeting. Previously, the talent review meeting ratings were available only after the meeting was completed. 

Now, analyses created using this subject area render the ratings from not started, in progress, or completed meetings.

Additionally, the Risk of Loss Reason in the Calibrated Risk of Loss folder longer renders data due to the underlying table changes. Instead, use the Manager Assessed Risk of Loss folder or Workforce Profiles – Person Profile Real Time subject area. 

Steps to Enable

You don't need to do anything to enable this feature.

Succession

Person ID and Person Number Attributes in Succession and Talent Pools Subject Areas

We have made it easier for you to report on succession plans and talent pools subject areas with the addition of the attributes Person ID and Person Number related to the plan and pool owners respectively. These changes are across multiple subject areas.

Subject Areas and Dimensions

Subject Area Dimension Attribute
Workforce Succession Management - Job Plans Real Time Owners

1 Plan Owner Person ID

2 Plan Owner Person Number

Workforce Succession Management - Incumbent Plans Real Time

Owner

1 Plan Owner Person ID

2 Plan Owner Person Number

Workforce Succession Management - Position Plans Real Time Owner

1 Plan Owner Person ID

2 Plan Owner Person Number

Workforce Succession Management - Plan Candidates Real Time

Owner

1 Plan Owner Person ID

2 Plan Owner Person Number

Workforce Succession Management Talent Pools Real Time

Talent Pool Owner

1 Pool Owner Person ID

2 Pool Owner Person Number

Steps to Enable

You don't need to do anything to enable this feature.

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