Oracle Talent Management Cloud
What's New
  1. SEPTEMBER MAINTENANCE PACK FOR 19C
  1. Revision History
  2. Overview
  3. Feature Summary
    1. Learning Cloud
        1. HDL Object for Global Access Groups
  1. AUGUST MAINTENANCE PACK FOR 19C
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Learning and Development
    1. Learning Cloud
        1. Local Video Transcoding
        2. Completion Reason Code and Comments for Course and Specialization Completions
        3. New Resource Alert for My Learning Assignments
        4. Ability to Set Course Completion Dates in the Past
        5. Enhance the Ability to Select Learners
        6. Bulk Mark Learners as Complete for Offerings
        7. Update to Global and Local Access Groups User Interface
        8. Use Learning Item Number Prompt When Making Assignments by Analysis Object
        9. Enhanced Access Control for Courses and Specializations
        10. Undo Completed Offering Assignments
        11. Past and Future Course Assignments Dates Allowed with HDL
        12. Prevention of Duplicate Active Offering Assignments with HDL
        13. Ability to Load Midstream Assignments with HDL
  5. HR Optimization
    1. Transactional Business Intelligence for Talent Management
      1. Learning
        1. Dimensions for Prerequisites
  1. Update 19C
  1. Revision History
  2. Overview
  3. Feature Summary
    1. Talent Management
        1. New Visibility Option in Anytime Feedback and Contextual Notes
        2. Disabling Feedback Notifications Based on Context
    2. Questionnaire
        1. Question Answer Code
  4. Career and Succession
    1. Career Development
      1. Career Development Redesigned User Experience
        1. Redesigned User Experience for Career Development Administrators
    2. Talent Review
        1. Defaulting Redesigned Dashboard
      1. Talent Review Redesigned User Experience
        1. Talent Review Dashboard Actions Redesigned
        2. Talent Review Meeting Configuration Redesigned
        3. Talent Review Notes Redesigned
        4. Talent Review Tasks Redesigned
    3. Succession Management
        1. Terminated Talent Pool Members Change
      1. Succession Redesigned User Experience
        1. Delete Talent Pools from Overview
        2. Modifications to Succession Planning Redesigned Pages
        3. Modifications to Talent Pools Redesigned Page
    4. Profile Management
      1. Profile Management Redesigned User Experience
        1. Redesigned User Experience and Administration
  5. Performance
    1. Goal Management
      1. Goals Redesigned User Experience
        1. Redesigned User Experience for Goal Management Administrators
    2. Performance Management
        1. Multiple Competency Type Sections in the Performance Document
        2. Participant Feedback for Others
      1. Performance Redesigned User Experience
        1. Full Rating Descriptions in the Redesigned Performance Document
        2. Administration of Performance Documents Redesigned
        3. Administration of Participant Feedback Redesigned
        4. Performance Document Eligibility Page Redesigned
        5. Process Mass Actions for Performance Documents Page Redesigned
        6. Performance Management Flows Added to HCM Transaction Design Studio
  6. Recruiting
    1. Recruiting
        1. Interview Management Enhancements
        2. Automatically Fill Job Requisitions
        3. Filter Job Applications Using Prescreening Answers
        4. View Pipeline Job Application Content in Linked Requisition
        5. Capture Candidate's Preferred Locations on Job Application
        6. Agency Hiring
        7. Social Media Campaigns
        8. Position-Based Offers Respect Position Open Headcount
        9. Contextualized Recruiter Selector
        10. Additional Questionnaire Library Folders for Recruiting
        11. Configure Search Filters for Candidates
        12. Display Work Locations to Candidates
        13. Update of Email Address by Candidates
        14. Optimized Career Site Template
        15. Duplicate and Replace Career Sites
        16. Candidate Experience Analytics Using JavaScript
        17. Tracking Candidate Activities
        18. Configure Fields Using HCM Experience Design Studio
        19. Changes to Navigation for Managing Job Offers by HR Specialist
  7. HR Optimization
    1. Transactional Business Intelligence for Talent Management
      1. Profiles
        1. Enhanced Talent Profile Person Profile Real Time Subject Area
        2. Enhanced Talent Profile Model Profile Real Time Subject Area
      2. Goals
        1. Goal Completion Percentage Enhanced to Accept Free Text Values
        2. New Dimension to Report on Target Goal Target Outcome
      3. Learning
        1. Enhanced Learning Assessment Dimension
      4. Recruiting
        1. Recruitment - DFF in Job Templates
        2. Recruitment - Support of Position in Recruiting
        3. Recruitment - Apply to Unposted Requisitions
        4. Recruitment - New Facets to Include in Existing Search Logging Reporting
        5. Recruitment - Assessment Reporting

September Maintenance Pack for 19C

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
30 AUG 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

HDL Object for Global Access Groups

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.

HDL Object for Global Access Groups

There is a new object in HDL called GlobalAccessGroupRelation that lets you associate global access groups to existing catalog learning items. Use it to associate a global access group to multiple learning items within the catalog. After the HDL data load, when you view the learning item number in Oracle Learning Cloud, you can see the global access group associated to it, and in order of priority.

Steps to Enable

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

August Maintenance Pack for 19C

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   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

Local Video Transcoding

Completion Reason Code and Comments for Course and Specialization Completions

New Resource Alert for My Learning Assignments

Ability to Set Course Completion Dates in the Past

Enhance the Ability to Select Learners

Bulk Mark Learners as Complete for Offerings

Update to Global and Local Access Groups User Interface

Use Learning Item Number Prompt When Making Assignments by Analysis Object

Enhanced Access Control for Courses and Specializations

Undo Completed Offering Assignments

Past and Future Course Assignments Dates Allowed with HDL

Prevention of Duplicate Active Offering Assignments with HDL

Ability to Load Midstream Assignments with HDL

HR Optimization

Transactional Business Intelligence for Talent Management

Learning

Dimensions for Prerequisites

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.

Local Video Transcoding

Oracle Learning Cloud has updated how video transcoding works for the Oracle Learning Cloud Rich media platform. Video transcoding is now performed by Oracle Learning Cloud, and the functionality is available to everyone with the 19C update. Prior to 19C, a third party vendor handled video transcoding. There is also a new scheduled job included with this enhancement.

Video transcoding is the ability to adapt digital files so that content can be viewed on different playback devices and varying bandwidths. Working like an interpreter, a transcoder translates files to a suitable format for end users. Oracle Learning Cloud transcodes video in up to four different renditions, with target average bitrates of 8100 (1080p), 4600 (720p), 2600 (480p), and 1100 kbps (360p). Learners are automatically served the best quality they are able to view based on their current conditions. For example, if there is network congestion or learners are on a lower-bandwidth network, they automatically receive a lower-bitrate rendition until network conditions improve.

Unlike the previous version of this feature, transcoding is not performed on-demand. Instead, you schedule the Video Transcoding and Processing Job to transcode the video, and to move the video from Pending to Active status.

Scheduled Processes Setup

When you set up this job, you can define the number of videos to process at the same time in the Processing Batch Size field. For example, if you enter 2 in this field, the job processes two videos at the same time. If you have four videos to process, and you’ve entered 2 in this field, Learning Cloud processes two of the four videos. When the first job completes, Learning Cloud processes the next two videos.

NOTE: If you do not enter any number in this field, only one job runs at time. The maximum number you can enter in this field is 5. If you enter a number greater than 5, it is treated as if the number 5 had been entered.

Video Transcoding and Processing Job Running Example

  • Paused – This status usually indicates that this is the parent job. Let’s say you send 2 videos for transcoding. These 2 videos represent the entire parent job. If you indicated that only 2 jobs can run at a time in the Processing Batch Size field, the parent job has an initial status of Paused while its first two child jobs have a status of Running. 
  • Running – This status indicates that these videos are processing.
  • Succeeded – This status indicates that these videos have completed processing successfully. Users can view the transaction job logs when an item is successful.
  • Failed – This status indicates that the video has failed transcoding. Users can view the transaction job logs when an item is successful.

Steps to Enable

To access these processes:

  1. Go to the Scheduled Processes work area available under Tools in the Navigator menu.
  2. Select the job called Video Transcoding and Processing Job.
  3. Indicate the processing batch size.

Tips And Considerations

  • Oracle recommends that you schedule this job to run at least daily if you are uploading videos frequently. However, take into consideration what other jobs are scheduled to run, and at what times. Video transcoding takes up thread resources that you may need to process other jobs, such as Payroll. You may want to schedule this job to run when those high priority jobs are not running.
  • In the past, video transcoding was done automatically so self-service video approvals were received once transcoding was performed. Now that this functionality has been moved to a scheduled job, the approvals are sent based on when the Video Transcoding and Processing job has finished the transcoding. This is a change from 19B, and it may affect when an approver receives the approval notification since it is dependent on the when the job completes the process.

Completion Reason Code and Comments for Course and Specialization Completions

In HSM Data Loader (HDL), you can now include a Completion Reason Code and Comment to the LearningRecord HDL object when loading completed, withdrawn or deleted learning records. These fields were previously available within the Learning Cloud interface, but were missing from HDL.

Refer to the table below for complete information on how to complete the .DAT file fields for upload.

Status

Attribution Type

Reason Code Comments Lov Status Change Type
Complete Person Null Null ORA_WLF_COMPLT_RSN_SPEC N/A
Specialist Required Required

ORA_COMPLT_SPEC

Withdraw Person Required Required

ORA_WLF_WITHD_RSN_ SS

ORA_WITHDRAW_SS

Specialist

ORA_WLF_WITHD_RSN_ SPEC

ORA_WITHDRAW_SPEC
Delete   Required Required

ORA_WLF_REC_DELETE_ RSN_SPEC

ORA_DELETE_SPEC
Active   Null Null   N/A

Steps to Enable

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

Tips And Considerations

The ability to report on these two fields is planned for a future release.

Key Resources

Refer to the chapter called Introduction to "HCM Data Loader" in the guide called “Oracle Human Capital Management Cloud Integrating with HCM” on docs.oracle.com for complete details on using the HCM Data Loader.

New Resource Alert for My Learning Assignments

There is a new, resource alert available for learning assignments. This alert contains example assignment filter expressions, message text with tokens, and communication method expressions that you can change to suit your organization’s needs.

Resource Alert Template

Out of the box, this message is set to do the following:

  • Filter out all assignments created since the last time the alert appeared.
  • Use the learner who has received the assignment as the recipient.
  • Use tokens to pull in values that are specific to the learning assignment.
  • Use conditional messages so that certain text is displayed depending on whether the assignment is required or voluntary.
  • Use examples for conditional messages on assignment type and sub status.
  • Use a looping mechanism that enables looping through an offering in an activity on a specialization.

Steps to Enable

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

Key Resources

For additional infromation:

  • See the section called “Alerts” in the “Using Learning” Guide on docs.oracle.com for instructions on enabling alerts in Learning Cloud.
  • For additional details see the white paper on My Oracle Support called “Configuring Resource Alerts Based on REST in Oracle Learning Cloud” (Document ID 2543297.1).

Ability to Set Course Completion Dates in the Past

You can now set course completion dates to any date in the past. If a learning administrator sets the completion date to a date prior to creation of a course, learners see the most recent version of the course on their transcripts, along with a messages stating that they are viewing the latest version.

Message Displayed When a Learner Views Content Marked as Completed Before the Content Was Created

Steps to Enable

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

Enhance the Ability to Select Learners

The ability to select learners for assignments has been enhanced, and is now faster and easier than in previous versions of Oracle Learning Cloud.

Select Learners

On the Select Learners page, you can see the current selections as you add them from the search results. You can use the Add drop-down list to select learners using various criteria (what you see is dependent on what you are enrolling learners in), or type a learner’s name in the Add a Person box.

Steps to Enable

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

Bulk Mark Learners as Complete for Offerings

You can now mark multiple or all learners as completed for offerings. You can also select which activities in the offering should be marked as completed. Activities that are already marked as completed are not affected. This means that you can mark learners that already have some activities completed, without overwriting existing completion data.

New Mark Activities Complete Option on the Mass Action Drop-Down List

There is a new pop-up window that enables you to set the completion data for each type of activity being marked as completed.

Action Details

You can select the activity types, and set the completion information for each.

Steps to Enable

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

Update to Global and Local Access Groups User Interface

The user interface for creating and editing global or local access groups has been updated. The functionality has not changed, but the fields are presented in a more organized way using tabs.

New Tabbed Interface

There are three new tabs:

  • General information
  • Access Details
  • Advanced Rules

The learner selection window has been updated. See the feature called “Enhance the Ability to Select Learners” for details.

You can now overwrite payment type and pricing separately.

Steps to Enable

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

Key Resources

Refer to the “Access Control” chapter of the “Using Learning” guide on docs.oracle.com for complete details on Access Control.

Use Learning Item Number Prompt When Making Assignments by Analysis Object

You can now initiate a prompt to request admins to enter the specific learning item they want to use when making an assignment using an analysis object. This is useful if you use analysis report criteria containing learning item numbers to assign learning.

This enhancements means you no longer need to create multiple analysis reports using different learning item numbers as criteria for the same set of people. For example, you create an analysis report that has all of the completed learning assignments across all learning item numbers. You can then reuse that analysis to assign Health and Safety 102 to the users who have completed Health and Safety 101. You are prompted to enter the learning item number for Health and Safety 101, and it will filter down the analysis to just those learners who have completed Health and Safety 101.

Learning Item Number as Analysis Filter

Select Is Prompted from the Learning Item Number Column drop-down list when setting up the analysis report. This enables you to use this analysis object to create an assignment for a specific learning item.

Learning Item Number Prompt

The selection method displayed for the selected users is "Analysis with Prompt."

Steps to Enable

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

NOTE: The profile option WLF_RBA_USE_SQL is not available out-of-the-box. You must create it.

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.

Key Resources

Refer to the chapter called “Profile Options for Learning Features” in the Implementing Learning guide on docs.oracle.com for information about learning profile options.

Enhanced Access Control for Courses and Specializations

You can now grant access to courses and specializations to members of learning communities who engage with these learning items from within the learning community. This guarantees access to these items for community members, no matter what the Access Control settings are. Similarly, you can grant access to courses when learners open them through their assigned specializations.

There are two new check boxes on the Default Access page for courses.

New Check Boxes on the Default Access Page for Courses

  • When a Course Is Accessed from the Learning Community, Let the Learning Community Control Access and Visibility - select this check box to indicate that when this course is accessed from a learning community, the access and visibility will be controlled by the access control settings for the community, no matter what the default access control settings are for the course.
  • When a Course Is Accessed from Specialization, Let Specialization Control Access and Visibility – select this check box to indicate that when this course is accessed from a specialization, the access and visibility will be controlled by the access control settings for the specialization, no matter what the default access control settings are for the course.

There is a new check box on the Default Access page for specializations.

New Check Box on the Default Access Page for Specializations

When a Specialization Is Accessed from a Learning Community, Let the Learning Community Control Access and Visibility – select this check box to indicate that when this specialization is accessed from a learning community, the access and visibility will be controlled by the access control settings for the community, no matter what the default access control settings are for the specialization.

Steps to Enable

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

Tips And Considerations

  • Learners with access to courses or specializations because they are members of learning communities will not be able to find those courses and specializations when searching in Self-Service, unless they filter the search based on learning community.
  • Learners who have access to courses because they are assigned to a specialization will not be able to find that course when searching in Self-Service.

Key Resources

Refer to the “Access Control” chapter of the “Using Learning” guide on docs.oracle.com for complete details on Access Control

Undo Completed Offering Assignments

You can now undo completed offering assignments to correct erroneous completions. When you do so, you can select one of the following two statuses:

  • Active - Not Started - If all the activity completions are undone.
  • Active - In Progress - If a portion of the activity completions are undone.

When you undo the completion for an offering, the appropriate status is also applied to course and specialization assignments. For example, when a completed offering assignment is undone and the status is changed to In Progress, the course assignment status is also changed to In Progress.

There are two exceptions to this:

  • If outcomes have been achieved from a completed course, and a course is changed to a non-completed status, the learning outcomes that are associated to this course aren’t removed from learner profiles.
  • If a prerequisite was achieved from a completed course and another assignment was started due to the achievement of this prerequisite, the assignment that has been started will not be affected when the course is changed to a non-completed status.

NOTE: If the undone record has advanced rules configured, the due date isn’t recalculated. Expiration dates (if set), completion dates, and validity date are nulled. If there is an active offering assignment for the same offering and learner, you are prevented from undoing the completion for the record. A warning message similar to the following displays: "This learning record can't be reactivated because it will conflict with record {LEARNINGRECORDNUMBER1}."

You can reset the undo the completion action for an offering assignment that is In Progress. If you reset all of the assignment's activities, the assignment status remains as In Progress for the offering and the course, and the progress changes to 0 / N activities completed.

When you view completed offering assignments from the Learners root level page, or completed assignments from the offering manage learners page, the Manage Activities action is enabled for completed offering assignments.

Manage Activities Action

You can then change any attributes in any row by resetting one or many rows individually. This resets the activity attempt.

The Reset All Activities button on the Manage Activities page is enabled whenever at least one activity row can be be reset. Click it to reset all attempts for all activities.

Reset All Activities

When you click this button, a message displays, prompting you to confirm that you want to continue.

Reset All Confirmation Message

Click Yes to reset all the activities that are allowed to be reset on the page.

Steps to Enable

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

Past and Future Course Assignments Dates Allowed with HDL

You can now load learning records past and future completion dates and assigned on dates for course assignments using HCM Data Loader (HDL). The following rules now apply to learning record start dates and learning record completion dates when loading the LearningRecord HDL object:

  • Learning record completion dates can be any past date, up to current date.
  • Learning record completion dates can’t be future dates.
  • Learning record completions can only be done if the learning record start date is not in the future.
  • Learning record start dates can be future dates if the assignment is not complete

Steps to Enable

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

Key Resources

Refer to the chapter called Introduction to "HCM Data Loader" in the guide called “Oracle Human Capital Management Cloud Integrating with HCM” on docs.oracle.com for complete details on using the HCM Data Loader.

Prevention of Duplicate Active Offering Assignments with HDL

In HCM Data Loader (HDL) there is new validation that prevents additional active offering assignments from being created for learners when an active offering assignment already exists for a course.

Steps to Enable

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

Key Resources

Refer to the chapter called "Introduction to HCM Data Loader" in the guide called “Oracle Human Capital Management Cloud Integrating with HCM” on docs.oracle.com for complete details on using the HCM Data Loader.

Ability to Load Midstream Assignments with HDL

Your legacy Learning Management System (LMS) may have historical data containing future-dated renewals, future-dated assignments, or renewal assignments that were in progress or not yet started. Previously, it wasn’t possible to recreate these scenarios in Oracle Learning Cloud based on how Learning Cloud initiative rules work. With this release, rules have been relaxed in HCM Data Loader (HDL) to enable you to load renewals for initiatives for learning records that are in-flight (active, assigned in the future), and begin the initiative renewal rules once completed.

The following changes have been made to the Learning Record HDL:

  • When renewals enabled in the user interface, and HDL is then loaded:
    • Assignment records can be created when LearningRecordStartDate equals/after Initiative/AssignmentProfile StartDate.
    • Assignment records with a status of Active can be created with LearningRecordStartDate before Initiative/AssignmentProfile StartDate.
    • Learning assignments with a status of Active can be uploaded when RENEWAL OPTION is enabled at Advanced Rules.
  • When renewals are not enabled in the user interface, and HDL is loaded:
    • Assignment records with a status of Complete can’t be created with LearningRecordStartDate after Initiative/AssignmentProfile StartDate.
    • Assignment Record with a status of Active can be created with LearningRecordStartDate before Initiative/AssignmentProfile StartDate.

Steps to Enable

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

Tips And Considerations

The following sections provide solutions for two scenarios.

Not Started Future Assignment

Your legacy LMS may have historical data, but may also have a future-dated renewals, or a future dated assignment that needs to be created, but can’t based on Oracle Learning Cloud initiative rules. In this scenario, a learner has a completed assignment, and a renewal assignment set to start at some future date.

  1. Create an initiative with a dummy destination object, and a start date in the future.
  2. Make sure Learner Reconciliation is not checked.
  3. Save the initiative number and place this initiative number in the Assignment Number column of the .dat file. This associates the learning records with the initiative.
  4. HDL Load:
  • Record 1: Completed - History (when the learner completed it in the past).
  • Record 2: Renewal Assignment from legacy system (future dated based on renewal assignment in legacy system -Not Started).
  1. The Evaluate job runs. This job doesn’t analyze this learner, even though they are not on the dummy destination object, because Learner Reconciliation isn’t checked.
  2. Add a valid destination object to the initiative, and the learner isn’t on the destination object (evaluate/reconciliation run, no change).

NOTE: When editing the initiative and adding a new destination object, the Evaluate job runs automatically, and any learners that are not on the destination object are withdrawn. It is very important to ensure that learners that have midstream assignments created are on the destination object, or their midstream assignments will be withdrawn.

  1. When a learner completes the assignment, the initiative renewal rules are evaluated, and an assignment is created based on the initiative renewal rules.

In Progress/Not Started Assignment

Your legacy LMS may have historical data, but may also have renewal assignments that are current and in progress, or have not been started. In this scenario, a learner has a completed assignment, but also a renewal assignment assigned to start in the past, and is currently in progress or not started.

  1. Create an initiative with a dummy destination object, and a start date in the future.
  2. Make sure Learner Reconciliation is not checked.
  3. Save the initiative number and place this initiative number in the Assignment Number column of the .dat file. This associates the learning records with the initiative
  4. HDL Load
  • Record 1: Completed - History (when the learner completed it in the past).
  • Record 2: Renewal Assignment from legacy system (Current assignment based on renewal assignment in legacy system - In Progress or Not Started).
  1. The Evaluate job runs. This job doesn’t analyze this learner even though they aren’t on the dummy destination object, because Learner Reconciliation isn’t checked.
  2. Add a valid destination object to the initiative, so this learner is on the destination object (evaluate/reconciliation run, no change).

NOTE: Editing the initiative and adding a new destination object causes the Evaluate job to run automatically. Any learners that are not on the destination object are withdrawn. It is very important to ensure that the learners that have midstream assignments created are on the destination object or their midstream assignments will be withdrawn.

  1. When the learner completes the assignment, the initiative renewal rules will be evaluated and an assignment created based on the initiative renewal rules.

Key Resources

Refer to the chapter called "Introduction to HCM Data Loader" in the guide called “Oracle Human Capital Management Cloud Integrating with HCM” on docs.oracle.com for complete details on using the HCM Data Loader.

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.

Learning

Dimensions for Prerequisites

It is now easier for you to report on the prerequisites of a catalog learning item by adding Prerequisites as a new dimension to the Learning Management Real Time subject area. Oracle Learning Cloud allows you to configure courses and specializations with prerequisites using profile items coming from the HCM Cloud Profiles work area. Using prerequisites prevents learners from engaging with a learning item until the requirements of other learning items are met.

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

Prerequisites Subject Area

You can use it to quickly see what Prerequisites are set for learning items.

Set Prerequisites

For example, the course called Programming Basics has a prerequisite competency of Java, and the minimum proficiency is Foundation. Learners missing this prerequisite are blocked from engaging with this course offering until the prerequisite is met.

Similarly, the specialization called Advanced Conflict Management has a prerequisite defined for Competency Conflict Management and proficiency required is Solid. The prerequisite is not mandatory so learners are able to enroll in this specialization even if the prerequisite it not met.

Steps to Enable

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

Key Resources

  • For additional information about subject areas, refer to "Subject Areas for Transactional Business Intelligence in HCM" on docs.oracle.com.
  • For complete details on learning prerequisites, see the chapter called "Prerequisites" in the guide called "Implementing Learning" on docs.oracle.com

Update 19C

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
30 AUG 2019

Performance Management/Redesigned User Experience: Full Rating Descriptions in the Redesigned Performance Document

Updated document. Delivered feature in update 19C.

30 AUG 2019

Recruiting: Changes to Navigation for Managing Job Offers by HR Specialist

Updated document. Delivered feature in update 19C.

26 JUL 2019

Performance Management: Participant Feedback For Others

Updated document. Delivered feature in update 19C.

26 JUL 2019

Performance Management/Redesigned User Experience: Administration of Performance Documents Redesigned

Updated document. Revised feature information.

28 JUN 2019 Questionnaire: Question Answer Code

Updated document. Delivered feature in update 19C.

28 JUN 2019

Performance Management: Multiple Competency Type Sections in the Performance Document

Updated document. Delivered feature in update 19C.

28 JUN 2019

Profile Management/Redesigned User Experience: Redesigned User Experience and Administration

Updated document. Delivered feature in update 19C.

28 JUN 2019

OTBI/Profiles: Enhanced Talent Profile Person Profile Real Time Subject Area

Updated document. Delivered feature in update 19C.

28 JUN 2019

OTBI/Profiles: Enhanced Talent Profile Model Profile Real Time Subject Area

Updated document. Delivered feature in update 19C.

07 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

Talent Management

New Visibility Option in Anytime Feedback and Contextual Notes

Disabling Feedback Notifications Based on Context

Questionnaire

Question Answer Code

Career and Succession

Career Development

Career Development Redesigned User Experience

Redesigned User Experience for Career Development Administrators

Talent Review

Defaulting Redesigned Dashboard

Talent Review Redesigned User Experience

Talent Review Dashboard Actions Redesigned

Talent Review Meeting Configuration Redesigned

Talent Review Notes Redesigned

Talent Review Tasks Redesigned

Succession Management

Terminated Talent Pool Members Change

Succession Redesigned User Experience

Delete Talent Pools from Overview

Modifications to Succession Planning Redesigned Pages

Modifications to Talent Pools Redesigned Page

Profile Management

Profile Management Redesigned User Experience

Redesigned User Experience and Administration

Performance

Goal Management

Goals Redesigned User Experience

Redesigned User Experience for Goal Management Administrators

Performance Management

Multiple Competency Type Sections in the Performance Document

Participant Feedback for Others

Performance Redesigned User Experience

Full Rating Descriptions in the Redesigned Performance Document

Administration of Performance Documents Redesigned

Administration of Participant Feedback Redesigned

Performance Document Eligibility Page Redesigned

Process Mass Actions for Performance Documents Page Redesigned

Performance Management Flows Added to HCM Transaction Design Studio

Recruiting

Recruiting

Interview Management Enhancements

Automatically Fill Job Requisitions

Filter Job Applications Using Prescreening Answers

View Pipeline Job Application Content in Linked Requisition

Capture Candidate's Preferred Locations on Job Application

Agency Hiring

Social Media Campaigns

Position-Based Offers Respect Position Open Headcount

Contextualized Recruiter Selector

Additional Questionnaire Library Folders for Recruiting

Configure Search Filters for Candidates

Display Work Locations to Candidates

Update of Email Address by Candidates

Optimized Career Site Template

Duplicate and Replace Career Sites

Candidate Experience Analytics Using JavaScript

Tracking Candidate Activities

Configure Fields Using HCM Experience Design Studio

Changes to Navigation for Managing Job Offers by HR Specialist

HR Optimization

Transactional Business Intelligence for Talent Management

Profiles

Enhanced Talent Profile Person Profile Real Time Subject Area

Enhanced Talent Profile Model Profile Real Time Subject Area

Goals

Goal Completion Percentage Enhanced to Accept Free Text Values

New Dimension to Report on Target Goal Target Outcome

Learning

Enhanced Learning Assessment Dimension

Recruiting

Recruitment - DFF in Job Templates

Recruitment - Support of Position in Recruiting

Recruitment - Apply to Unposted Requisitions

Recruitment - New Facets to Include in Existing Search Logging Reporting

Recruitment - Assessment Reporting

Talent Management

Features under this section are available to all talent applications.

New Visibility Option in Anytime Feedback and Contextual Notes

Provide a private feedback to a colleague or subordinate using the new visibility option, Only Worker and Me. Only you and the recipient of the feedback will be able to view it. The new visibility option is now available for Anytime Feedback and Contextual Notes.

When you select this option for the ORA_NO_CONTEXT feedback context, you can find this option as Only <WORKER> and me in the Feedback page. You may want to select this option and create a feedback note so that only worker and you can view it.

One More Visibility Option for the Anytime Feedback Note

RESTRICTION: This new option, Only worker and me, is not applicable to all contexts. You can enable this option in ORA_NO_CONTEXT, but you can disable the option for another context such as Talent Review meetings, ORA_TALENT_REVIEW_TYPE. You can always enable it using the Manage Feedback Visibility task in FSM.

Steps to Enable

You can configure the new option using the Manage Feedback Visibility task in Setup and Maintenance. This option is available out of the box only for the Anytime Feedback ORA_NO_CONTEXT context.

Navigate to Setup and Maintenance > Workforce Deployment > Workforce Profiles > Manage Feedback Visibility task

Disabling Feedback Notifications Based on Context

In Manage Talent Notifications, Profile Management, your organization can enable Notifications for the worker and manager, when the worker receives feedback. If you want to avoid sending these feedback notifications to the worker and manager based on the context of the feedback, you now can modify the rule sets for the Notes task in Worklist. For example, you can disable notifications when providing feedback in the context of a talent review meeting. In the Worklist application, you can modify the rule for the context ORA_TALENT_REVIEW_TYPE in the rule set for the Notes task.

Rule Editor for Notes

To change the rule for Notes task:

  1. In the Worklist, select the Administration menu.
  2. Search for Notes notifications task.
  3. From the Task Configuration tab, navigate to the Assignees tab and then to the rule set.
  4. Select the rule to modify and specify the rule.

You can validate the modified rule by using the Validate button.

Steps to Enable

Ensure that the feedback notifications to the worker and manager are enabled in Manage Talent Notifications > Profile Management.

Manage Talent Notifications > Profile Management

Tips And Considerations

  • Notifications are disabled by default for the Talent Review context, ORA_TALENT_REVIEW_TYPE.

Key Resources

For information on Notifications and Approvals, see following topic in Application Help;

  • Disable or Enable Workflow Notifications in the Help Portal

Questionnaire

Survey employees with our Questionnaires.

Question Answer Code

You can now assign your own response codes to the responses that you create in choice-based questions. Assign codes to Questionnaire Templates, Questionnaires, Questions, and Question Answers to organize your setup and to refer to it in other places where enabled.

Assigning the Response Code for a New Question Response

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

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.

Redesigned User Experience for Career Development Administrators

As an administrator, you can now take advantage of the new work area for Development Goals in My Client Groups. You can access and perform administrative tasks of development goals with ease. Make use of the following quick action links to perform your related tasks:

  1. Development Goals
  2. Eligibility Profiles
  3. Development Goals Library
  4. Scheduled Processes for Development Goals
  5. Setup of Development Goals for Mass Assignment

Career Development Work Area in My Client Groups

This table lists the page names that open from the quick actions in the Career Development work area in My Client Groups along with their former names.

Page Now Responsive

Former Name

Development Goals

Administer Development Goals

Eligibility Profiles

Manage Eligibility Profiles

Library of Development Goals

Goal Library

Scheduled Processes for Development Goals

Manage Goal Scheduled Process

Setup of Development Goals Mass Assignment

Mass Assign Goals

Development Goals

The administrator can now administer development goals in the responsive Development Goals page in the Career Development work area.

Development Goals of Workers

Searching is simpler and more powerful now. Various search options are available on this page to help you locate goals with ease. You can search for goals by:

  • Name of the goal
  • Worker names to whom the goals are assigned

When you click Show Filters link, you can use the faceted search. Specify multiple filters such as Goal Status, Department, Business Unit, Location, and so on to narrow down your search for finding specific development goals.

RESTRICTION: Right now, you can do the keyword search by the Starts with function. You can search by the first name of manager or worker but not by their last name, or by the first word in the goal name.

The Sort By list has options to sort the goals alphabetically and by last updated order. In Saved Search, you can save your search criteria and use it later. On the Development Goals page, you can drill down and review the goal details. You can delete one or many goals together.

Setup of Development Goals Mass Assignment

You can now easily create the process for mass assignment of development goals on the responsive Setup of Development Goals Mass Assignment page. This page is available from the quick action links in the Career Development work area.

Setup for Mass Assignment of Development Goals

You can search for mass assignment processes by their names. Click the Show Filters link and you can search by Requester. You can create a process for mass assignment of goals by using the Add button. Else, duplicate an existing process by using the Copy button and then modify the details as required. When creating a process, you can now exclude workers by specifying them in the Exclude Workers region. You can add goals to the process too.

You can’t run or schedule the process in the Setup of Development Goals Mass Assignment page. Similarly, you can’t review the process results in this page.

Creating a Process for Mass Assignment for Development Goals

NOTE: In the Selected Eligibility Profiles region, you can’t preview the eligibility profile, but you can check the eligibility of the person.

After you create a process for mass assignment of development goals, you run or schedule the mass assignment process in the Scheduled Process for Development Goals page, which is available as a quick action link in the Career Development work area of My Client Groups.

Scheduled Processes for Development Goals page

Alternatively, you can schedule the process by navigating to Tools > Scheduled Processes page. You need to specify the process type and process name and submit it. Use the Monitor Process button to review the process status and results.

The quick action links to manage eligibility profiles and development goals library are available in the Career Development work area of My Client Groups so that you can do the related task from your work area itself.

Steps to Enable

To view the new features in the Career Development responsive pages, you must enable the following Career Development related profile option codes and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled this profile option, see the HCM Responsive User Experience Setup Information (Document ID 2399671.1)

Profile Option Code

Description

HRD_CAREER_DEVELOPMENT_RESPONSIVE_ENABLED

Enables Career Development responsive 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.

Tips And Considerations

  • When searching for goals, you can find goals of only those workers whom your security profile allows you to access.
  • You can no longer use a Microsoft Excel workbook with Oracle ADF Desktop Integration add-in to mass upload goals. Use only the HCM Spreadsheet Data Loader or HCM Data Loader to mass upload goals.

Key Resources

For information on Mass Assignment of Development Goals, see Using Career Development Guide in Oracle Help Center

  • Chapter 7, Mass Assignment of Development Goals

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

For information on Displayed and Hidden fields, refer this document on My Oracle Support:

  • HCM Responsive User Experience Setup Information - Profile Options and Displayed Fields (Document ID 2399671.1)

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

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.

Defaulting Redesigned Dashboard

Leverage the redesigned dashboard when navigating to the Talent Review work area. The redesigned dashboard delivered in 18B will be the default dashboard if you don’t have any meetings in your environment or if all the meetings in your environment have the Draft Submit status.

Image that shows the redesigned Talent Review meeting dashboard. The box chart has performance ratings on the x-axis, and potential on the y-axis.

Redesigned Talent Review Meeting Dashboard

The HRR_NEW_DASHBOARD profile option that enables you to use the redesigned dashboard is automatically updated. You will continue to view the new dashboard even if you change this profile option. 

In the redesigned dashboard, you can view the names and photos of the workers in the review population. The actions and display options are conveniently grouped under menus. The Holding Area and the Succession Plans and Talent Pools areas are indicated by icons. Click the corresponding icon to view any of these areas.

If you have meetings and have not set the profile option to enable the new dashboard, then you will view the old version of the dashboard by default.

Image that shows the old Talent Review meeting dashboard

Old Talent Review Meeting Dashboard

Steps to Enable

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

Tips And Considerations

You may view different dashboards by default in different environments depending on whether they have meetings or not and depending on the meeting submission status. Consider that you have some meetings that have been scheduled in your test environment and no meetings in your production environment, and that you have not enabled the redesigned dashboard. You’ll view the old version of the dashboard by default in the test environment. But you’ll view the redesigned dashboard in the production environment.

Key Resources

For more information on the redesigned dashboard, see the TALENT REVIEW DASHBOARD REDESIGNED feature in the 18B What’s New.

Talent Review Redesigned User Experience

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 Dashboard Actions Redesigned

Enhance the user experience by viewing responsive pages for some of the actions on the talent review dashboard. These actions display the responsive page if the corresponding responsive profile option has been enabled:

  • Create Succession Plan
  • Create Talent Pool
  • Notes
  • Person Spotlight
  • Organization Chart

Click Create Succession Plan in the Succession Plans pane to associate a new succession plan with the Talent Review meeting.

Image that shows the Create Succession Plan Option in the Add Menu of the Succession Plans Pane on the Talent Review Dashboard

Create Succession Plan Option in the Add Menu of the Succession Plans Pane on the Talent Review Dashboard

You can’t add any additional candidates for succession plans you create from a Talent Review meeting dashboard.

Image that shows the responsive Create Succession Plan page. This page doesn't have the Candidates section.

Responsive Create Succession Plan Page

Click Create Talent Pool in the Talent Pool pane to associate a new talent pool with the Talent Review meeting.

Image that shows the Create Talent Pool Option in the Add Menu of the Talent Pools Pane on the Talent Review Dashboard

Create Talent Pool Option in the Add Menu of the Talent Pools Pane on the Talent Review Dashboard

You can’t add any additional members to talent pools you create from a Talent Review meeting dashboard.

Image that shows the responsive Create Talent Pool page. This page doesn't have the Members section.

Responsive Create Talent Pool Page

You can now view the responsive Notes page when you select the Add Note action for a reviewee. You can also now view the responsive Person Spotlight page when you select the Show Details action for a reviewee.

Image that shows the actions for a selected reviewee

Show Details and Add Note Actions

You can only view notes created for the worker for that Talent Review meeting.

Image that shows the notes added for the selected reviewee

Example Responsive Notes Page

Image that shows the Person Spotlight that opens when you click Show Details for a reviewee on the Talent Review dashboard

Example Responsive Person Spotlight Page

You can now view the responsive organization chart while conducting a Talent Review meeting. Click the View Organization Chart icon above the meeting dashboard.

View Organization Chart Icon on the Talent Review Meeting Dashboard

Image that shows the responsive Organization Chart page

Responsive Organization Chart Page

Steps to Enable

To enable the responsive pages of this feature, 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, see this 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

Profile Option Code

HRT_NOTES_RESPONSIVE_ENABLED

Enables managing the contextual notes component in responsive pages

Profile Option Code

HRM_SUCCESSION_RESPONSIVE_ENABLED

Enables the responsive Succession Planning and Talent Pool pages

Profile Option Code

PER_DIRECTORY_RESPONSIVE_ENABLED

Enables the responsive organization chart page

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

  • Facilitators can add a note and see notes created earlier for a reviewee for the meeting even if the facilitator doesn’t normally have access to that reviewee’s data.
  • You can’t view notes created for a reviewee for other talent review meetings.

Key Resources

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

Talent Review Meeting Configuration Redesigned

Enhance the user experience with the new meeting configuration page in the Talent Review work area. This redesigned page is both responsive and easy to use on any device.

An image that shows the Meeting Info section of the Create Talent Review Meeting page

Create Talent Review Meeting Page

The Create Talent Review Meeting page and the Edit Talent Review Meeting page are divided into these sections for configuring the meeting details:

  • Meeting Info
  • Review Content
  • Review Participants
  • Population Selection
  • Review Population

Meeting Info Section

Here you specify or edit the general information about the meeting such as the meeting name, the template name, the meeting date, and the data submission deadline.

Review Content Section

Here you can do these actions:

  • Select the ratings that the manager will view while preparing the meeting content.
  • Specify the prior ratings range and data validity guidelines.
  • Select and add succession plans and talent pools to include in the meeting.

An image that shows the Review Content section of the Create Talent Review Meeting page

Review Content Section

Review Participants Section

Here you add or remove meeting participants. You can also specify meeting instructions.

An image that shows the Review Participants section of the Create Talent Review Meeting page

Review Participants Section

Population Selection Section

Here you select the review population for the meeting. You can use any one of these selection methods at a time to add workers to the review population:

  • Find by criteria: You select employees by specifying search criteria.
  • Find in talent pool: You select members of a specific talent pool.
  • Find by analysis: You select employees who are part of an analysis.

NOTE: When you select another population selection method, you can’t view the workers listed for the previously selected method.

An image that shows the selection methods in the Population Selection section of the Create Talent Review Meeting page

Population Selection Section

An image that shows the Population Selection section of the Create Talent Review Meeting page. Direct reports of a specific manager is the criteria used for the search in the image.a

Population Selection Section – Find by Criteria Example

Image that shows a selected talent pool and members of the talent pool

Population Selection Section – Find in Talent Pool Example

Image that shows a selected analysis and workers who are part of the analysis

Population Selection Section – Find by Analysis Example

Review Population Section

Here you can view the employees you searched and added in the Population Selection section.

Image that shows the employees who are added to the review population

Review Population Section Example

You can review the employees listed and remove those who you don’t want to be part of the review population.

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, 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.

Tips And Considerations

  • You can select only one business leader for a meeting.
  • The organization is set to that of the business leader by default.
  • The meeting date is set to the current date by default.
  • The meeting status is set to Not Started by default.
  • The user creating the meeting is set as the facilitator by default. You can add more facilitators.
  • When selecting the review content for the meeting, you can’t select prior meetings to compare ratings.
  • To select the reports of a manager to add to the review population, in the filter pane, first select the manager and then select All reports or Direct reports option from the Workers list. You can use the All reports or Direct reports options only in combination with the Manager filter.

Key Resources

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

Talent Review Notes Redesigned

Enhance the user experience with the new Notes page in the Talent Review work area. This redesigned page is both responsive and easy to use on any device.

An image that shows the notes page of a Talent Review meeting

Notes Page of a Talent Review Meeting

You can create and view notes related to the meeting review population from this page. You can see the count of notes each member of the review population has. To view or add notes, click the Notes link of that member.

You can optionally exclude reviewees who don't have any associated notes. You can filter notes by author and creation date.

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.

Field

Value

Description

Profile Option Code

ORA_HRR_TALENT_REVIEW_RESPONSIVE_ENABLED

Enables responsive Talent Review pages

To enable the responsive Notes page, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option.

Field

Value

Description

Profile Option Code

HRT_NOTES_RESPONSIVE_ENABLED

Enables managing the contextual notes component in responsive pages

If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, see following white paper: HCM Responsive User Experience Setup Information (Document ID 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.

Tips And Considerations

  • You must be explicitly designated as a facilitator, reviewer or a business leader for the meeting to view and manage reviewee notes.
  • Facilitators can view all reviewees associated with the review meeting.
  • Reviewers or the business leader can only view reviewees in their person security profile.
  • Facilitators, reviewers, and the business leader are considered as a Manager for notes visibility.
  • Users can only edit notes that they have authored.
  • You can no longer duplicate notes.
  • You can’t view notes history in a single page in this release. You may be able to do this in a future release.
  • If the responsive Notes profile option isn’t enabled, when you click the View Notes action for a meeting on the overview page, you'll view the nonresponsive Manage Notes and Tasks page. However, if the responsive Tasks profile option is enabled, you can’t view the Tasks section on this page.

Key Resources

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

Talent Review Tasks Redesigned

Enhance the user experience with the new Tasks page in the Talent Review work area. This redesigned page is both responsive and easy to use on any device. If you are a manager or a facilitator, you can manage existing tasks for reviewees of the selected meeting on this page.

An image that shows the tasks for a Talent Review meeting

Tasks Page

You can sort tasks by these values:

  • Last name of the worker (Default sort)
  • Last name of the assignee
  • Task status
  • Task type
  • Due date
  • Descending order of task completion percentage

You can edit tasks even if you aren't the owner of the task. You can do this regardless of the meeting status or task status.

You can also add a new task from this page regardless of meeting status. You can associate a task with any one meeting reviewee only. By default, the manager of the worker associated with the task is the assignee. But you can add other assignees.

You can view the task history for reviewees in read-only mode. Click View Task History in the Action menu to do this.

An image that shows the task history for a reviewee

Task History 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.

Field

Value

Description

Profile Option Code

ORA_HRR_TALENT_REVIEW_RESPONSIVE_ENABLED

Enables responsive Talent Review pages

To enable the responsive Tasks page, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option.

Field

Value

Description

Profile Option Code

HCM_TASK_CONFIGURATOR_RESPONSIVE_ENABLED

Enables responsive Tasks related pages

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).

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

  • Facilitator can view the tasks for all reviewees. They can also create tasks for all reviewees.
  • Managers can only view the tasks for their direct or indirect reports who are part of the review population regardless of who the assignee of the task is. They can only create tasks for workers who report to them.
  • You can no longer duplicate tasks.
  • You can edit completed tasks.
  • The task end date can’t be before the start date.
  • The task completion percentage can’t exceed 100.
  • The View Task History action is not available for tasks that are not associated with any worker.
  • Facilitators can view the task history for all reviewees.
  • Managers can view the task history only for their direct and indirect reports.
  • If the responsive Tasks profile option isn’t enabled, when you click the View Tasks action for a meeting on the overview page, you ll view the nonresponsive Manage Notes and Tasks page. However, if the responsive Notes profile option is enabled, you can’t view the Notes section on this page.

Key Resources

For more information on creating and enabling the profile options, refer to the following 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.

Terminated Talent Pool Members Change

You can now easily identify workers with no active primary assignment when you view or edit a talent pool. These workers have an icon next to their names in the nonresponsive talent pool page.

Image that shows an icon next to names of workers with no active primary assignment

Members with Inactive Assignment in a Talent Pool (Nonresponsive Page)

In the responsive talent pools page, the Inactive assignment label is shown next to the names of terminated workers.

Image that shows the label Inactive assignment for workers with no active primary assignment

Member with Inactive Assignment in a Talent Pool (Responsive Page)

To manage your pools, you can remove these workers from the talent pool or set their member status to inactive.

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, see following white paper: HCM Responsive User Experience Setup Information (Document ID 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.

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

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, Manage Talent Pool, and Access Talent Pool Overview are existing function security privileges. Access Talent Pool Overview 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:

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

Succession Redesigned User Experience

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.

Delete Talent Pools from Overview

You can now delete talent pools that you no longer need. To delete a talent pool, navigate to the responsive Talent Pools overview page. You can access this page from quick actions or deep links. To delete a talent pool, open the corresponding Actions menu and select Delete.

Image that shows the available talent pools. The Actions menu of a talent pool includes the Delete option.

Delete Option in the Actions Menu of the Talent Pools Page

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, see following white paper: HCM Responsive User Experience Setup Information (Document ID 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.

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

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 privilege that supports this feature and the predefined job and abstract roles that inherit it.

Function Security Privilege Name and Code

Role Name

Manage Talent Pool

HRM_MANAGE_TALENT_POOL_PRIV

Human Resource Specialist

Line Manager

Manage Talent Pool is an existing function security privilege. 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: Release 13 Oracle Human Capital Management Cloud Security Upgrade Guide (Document ID 2023523.1)

Modifications to Succession Planning Redesigned Pages

Take advantage of these enhancements available in the redesigned Succession Plans overview page:

  • Viewing responsive organization chart
  • Adding succession plan candidates to talent pools
  • Aligning succession planning Spotlight page with the overview page

On the Succession Plans overview page, click View Organization Chart to view the redesigned Organization Chart page.

Image that shows the View Organization Chart button on the Succession Plans page

View Organization Chart Button on Succession Plans Page

Image that shows the redesigned Organization Chart page of Meg Fitzimmon's organization

Redesigned Organization Chart Page

Select candidates in the Candidates section of the succession plan page and then click Add to Talent Pool to open the Add to Talent Pool page.

Image that shows the Add to Talent Pool button on the Brian Joseph Succession Plan page

Add to Talent Pool Button on a Succession Plan Page

Select the talent pool in which you want to add the candidate on the Add to Talent Pool page.

Image that shows the Add to Talent Pool page

Add to Talent Pool Page

The Succession Planning Person Spotlight page is now aligned with the Succession Plans overview page. These are some details that you can view on the Succession Planning Person Spotlight page as in the Succession Plans overview page:

  • Succession plan status
  • Plan type
  • Privacy details
  • Plan owner
  • Candidate Since date
  • Member Since date

An image that shows the Succession Planning Person Spotlight page of an employee

Succession Planning Person Spotlight Page Example

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.

Field

Value

Profile Option Code

HRM_SUCCESSION_RESPONSIVE_ENABLED

To enable the responsive organization chart page, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option.

Field

Value

Profile Option Code

PER_DIRECTORY_RESPONSIVE_ENABLED

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).

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:

Modifications to Talent Pools Redesigned Page

Manage development goals of talent pool members in the redesigned talent pool page.

Image that shows a development goal associated with a talent pool

Development Goals Section on the Talent Pool Page

You can add a development goal or remove an added goal in the redesigned talent pool page.

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, 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.

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

  • Development goals already associated with a pool aren’t automatically assigned to any new pool member. 
  • When you remove a goal from a talent pool, the goal isn’t automatically removed from the development goals of the pool members.

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 privilege that supports this feature and the predefined job and abstract roles that inherit it.

Function Security Privilege Name and Code

Role Name

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

Manage Talent Pool and Access Talent Pool Overview are existing function security privileges. Access Talent Pool Overview privilege 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:

Profile Management

Oracle Fusion Profile Management provides a common foundation for the Oracle Fusion talent suite of products and other Oracle Fusion applications to retrieve, insert, and update talent profile information. Profile Management also supports the HR specialists, line managers, matrix managers, and employees in performing critical HR talent functions. Managing people and job profiles, career planning functions, managing, and tracking talent data can be also done through Profile Management.

Profile Management Redesigned User Experience

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.

Redesigned User Experience and Administration

Enhancements made in Talent Profile Management include changes to the user experience and to talent profile administration.

Profile Management’s presentation of the person profile and talent ratings has been enhanced to provide a more engaging and responsive interface design. The new user experience enables features to be presented on both mobile and web pages. The interfaces are simple, intuitive and are written in a more conversational language.

The enhanced Skills and Qualifications UI displays more details about a person’s skills and qualifications. Content section security secures user access to the various sections and associated data.

Enhanced Talent Profile Skills and Qualifications

The new Talent Ratings UI displays the delivered talent ratings, for example, Performance Rating, Potential Rating, and Risk of Loss. Content section security secures user access to the various delivered talent ratings. The aggregate security privilege, View Talent Ratings, is required to gain access to the new Talent Ratings UI.

Enhanced Talent Profiles Talent Ratings

The Profile Management administration enhancements provide increased product performance and extensibility. The enhanced solution introduces content templates that represent the talent content (for example, Competencies, Certificates, Skills, and Awards) required to support the Oracle Talent Management Suite. Each content template includes unique attributes. These content templates can be used and reused to create the content sections necessary to capture talent data. The templates can be used to design both person and model talent profiles.

Other new features for this release include:

Migration and Mapping Tool: Administrators can migrate the classic Profile Management setup and profile user data using the new Enhanced Talent Profile Mapping Tool. The mapping tool is an integral part of the upgrade as it is specifically designed to support the administrator through the mapping and data migration steps.

Profile Upgrade Mapping Tool

The Manage Profile Upgrade Mapping: Define Person Profile Mapping page of the mapping tool lists the content sections currently configured as part of the Person Profile Type. The list in the Define Person Profile Mapping page will include predefined content sections and potentially customer-defined content sections. The Talent ratings content sections will not be displayed or will need to be mapped in the Define Person Profile Mapping page; Talent Ratings will be migrated automatically by the migration process. The Manage Profile Upgrade Mapping: Define Person Profile Mapping page also presents details about the individual sections that have been configured.

Descriptive Flexfields: Extend profile content sections with the newly supported user-defined descriptive flexfields (DFFs). Add and configure these DFFs within the content section properties for each content section.

Competency History and Fit Analysis: View in your profile or in the employees' profile the history of competency ratings and the competency fit analysis of employee proficiencies ratings versus job role target proficiencies. 

Competency Fit

Best Fit Optimization: Administrators are able to run the Manage Best Fit Batch Process ESS job through the Scheduled Process UI to improve best fit performance for Career Development Mobile Responsive Recommended Roles. Administrators are able to:

  • Schedule when to run the process based on run options, for example: As Soon as Possible, or Using a Schedule.
  • Run full jobs or incremental jobs.
  • Set up notifications and/or manage a recipient and the condition for notification (on success, on warning, or on error).
  • Set up process options such as language, territory, time zone, number/time/date formats and currency.

Target Outcomes: Profile Management maintains the requirements for configuring target outcomes that are necessary to measure the success of a task or project defined as part a goal or learning activity. Goal Management, Career Development, and Oracle Learning Cloud are all consumers of the Profile Management library of skills and credentials for providing applicable outcomes.

New Model Profile Type: We added a Prerequisite Profile Type. This additional model profile type supports profile type requirements. The Prerequisite Profile Type allows an administrator to configure the required prerequisites that can be used to define prerequisites for a learning activity when using Oracle Cloud Learning.

Steps to Enable

Upgrading your operations to the new Enhanced Talent Profile is currently optional. If you don’t upgrade, you can continue using the classic Profile Management.

The Enhanced Talent Profile Management requires you to migrate your profile data. For information about how to upgrade to the enhanced Talent Profile Management, see Upgrading Oracle Fusion Profile Management (Doc ID 2421964.1)

Tips And Considerations

  • The enhanced interfaces are available in the Career and Performance functional grouping from the Home page navigation.
  • A person’s skills and qualifications will continue to be available in the Skills and Qualifications User Interface (UI) and a person’s talent ratings will now be available in the Talent Ratings UI.
  • The content sections defined on the Person Profile Type are the content sections that can be selected when configuring the model profile types. This association ensures that person-model reporting and gap analysis is achievable.
  • Talent Profile administrators will have access to the following Profile Management administration tasks:
    • Manage Profile Types
    • Manage Item Catalog
    • Manage Rating Models
    • Manage Model Profiles
  • Career of Interests is now included in Career Development.
  • Career and Work Preferences are now included in Career Development.
  • The Competency Fit Chart (Spider Graph) is provided in a text based format under each competency and compares the proficiency rating against the target proficiency rating.
  • To use target outcomes in redesigned Goal Management, you must have upgraded to the enhanced Talent Profile Management.

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

The functional privilege that grants access to the Manage Profile Upgrade Mapping task, which becomes available once the profile option is enabled, is the Manage Talent Profile Upgrade Mapping (HRT_MANAGE_PROFILE_UPGRADE_MAPPING). This functional privilege is granted to the Workforce Profile Administration Duty (ORA_HRT_WORKFORCE_PROFILE_ADMINISTRATION_DUTY). This duty role is granted to the Human Capital Management Application Administrator job role (ORA_HRC_HUMAN_CAPITAL_MANAGEMENT_APPLICATION_ADMINISTRATOR_JOB).

  • Human Capital Management Application Administrator
    • Workforce Profile Administration Duty
      • Manage Talent Profile Upgrade Mapping

You can use the Human Capital Management Application Administrator job role to access the Mapping task or map the Workforce Profile Administration Duty to any role to have Profile Management Administration privileges.

To check, log in as a Security Manager, go to the Security Console, select Roles, and search for the Human Capital Management Application Administrator Job Role (ORA_HRC_HUMAN_CAPITAL_MANAGEMENT_APPLICATION_ADMINISTRATOR_JOB). Under the Role Name, enter Workforce Profile and this should provide you with the list of the Duty Roles. You should be able to see the Workforce Profile Administrator Duty Role (ORA_HRT_WORKFORCE_PROFILE_ADMINISTRATION_DUTY).

In addition, the Manage Profile Upgrade Mapping task can only be accessed using the Search Profiles UI; therefore, the role should have access to the Search Talent Profile functional privilege (HRT_SEARCH_TALENT_PROFILE). This functional privilege is granted to the Workforce Profile Specialist Duty (ORA_HRT_WORKFORCE_PROFILE_SPECIALIST_DUTY). This duty role is granted to the Human Resource Specialist job role (ORA_PER_HUMAN_RESOURCE_SPECIALIST_JOB).

  • Human Resource Specialist
    • Workforce Profile Specialist Duty
      • Search Talent Profile

You can use the Human Resource Specialist job role to access the Search Profiles UI or map the Workforce Profile Specialist Duty to any role to have access to the mapping task and other Profile Management setup tasks in the Search Profiles UI.

To check, log in as a Security Manager, go to the Security Console, select Roles, and search for Human Resource Specialist Job Role, select ORA_PER_HUMAN_RESOURCE_SPECIALIST_JOB, and under the Role Name, enter Workforce Profile and it should provide you with the list of the Duty Roles. You should be able to see Workforce Profile Administrator Duty Role (ORA_HRT_WORKFORCE_PROFILE_SPECIALIST_DUTY).

Release 13 security enhancements will continue to be supported for seeded content sections that are migrated to the Profiles upgrade. Therefore, once seeded content sections are migrated, the security setup pre-migration will persist after the upgrade. In the case of existing customer-defined content sections that are mapped to a template and a new content section is created, you will need to configure security for that newly created content section after the upgrade.

In addition, content section security secures user access to the various delivered talent ratings. The aggregate security privilege, View Talent Ratings, is required to gain access to the new Talent Ratings page.

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

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.

Redesigned User Experience for Goal Management Administrators

As an administrator, you can now take advantage of the new Goals landing page to easily access and perform administrative tasks of performance goals. This landing page has quick links that you can use to perform your tasks. To open this landing page, click My Client Groups > Goals.

Performance Goals Landing Page for Administrators

Goals Landing Page for Administrators

Some pages that open from the quick actions available on the landing page have been made responsive. This table lists these pages along with their former names.

Page Now Responsive

Former Name

Performance Goals

Administer Worker Goals

Setup of Performance Goals Mass Assignment

Mass Assign Goals

Goal Plans

Manage Goal Plans

Performance Goals

You can now easily manage performance goals in the responsive Performance Goals page. On the administrator Goals landing page, click Performance Goals to open the Performance Goals page.

Various search options are available on this page to help you easily locate goals. You can search for goals by their names or the name of the workers to whom the goals are assigned. You can use the faceted search filters to locate specific goals. You can also sort the goals displayed.

Image that shows performance goals of workers reporting to the selected manager

Performance Goals of Workers Reporting to the Selected Manager

If the organization goals feature is enabled, you can find goals by their type: individual worker goals and organization goals.

Image that shows organization goals of a specific organization owner

Locating Organization Goals of a Specific Organization Owner

You can save your search criteria and use it later.

On the Performance Goals page, you can perform these goal actions:

  • Cancel a goal
  • Delete a goal 
  • Transfer an organization goal to another organization owner

NOTE: While transferring an organization goal to another organization owner, you can override the start and target completion date of the transferred goal.

Setup of Performance Goals Mass Assignment

You can now easily configure the mass assignment process of performance goals on the responsive Setup of Performance Goals Mass Assignment page. You can access this page from the administrator landing page.

You can search for mass assignment processes by their name. You can also use the different filters available in the faceted search panel to search particular processes. By default, this filter and sort option is applied when you navigate to the Setup of Performance Goals Mass Assignment page:

  • Review Period filter: The review period with the latest start date
  • Sort option: Last updated date in descending order

Image that shows the Setup of Performance Goals Mass Assignment page. This image shows some mass assignment processes created for a particular review period.

Setup of Performance Goals Mass Assignment Page

Click Add to create a new mass assignment process.

Image that shows the Add Mass Assign Goals Process page

Add Mass Assign Goals Process Page

The mass assignment process page has these sections:

  • Details: You can specify the mass assignment process name, review period, goal plan to assign and optionally the requester name here. You can also exclude workers who have not been assigned the goal plan from the mass assignment. When you specify a requester, you can select if the mass assignment is for direct reports, indirect reports, or all reports of the requester.
  • Selected Eligibility Profile: You can optionally add eligibility profiles to ensure that workers who satisfy the eligibility profiles are assigned the performance goals.
  • Included Workers: You can add workers who your security profile allows you to access.
  • Excluded Workers: You can specify workers who you do not want to be included in the mass assignment process.
  • Goals: When you have not specified any requester, you can add new goals including library goals for the mass assignment. When you specify a requester, you can add the requester’s goals. You can specify goal weights if the selected goal plan is configured to use goal weights.

NOTE: If the goal plan enforces the 100% sum validation rule, a warning message that the worker goals will be assigned the specified weight even if it violates the validation rule is displayed.

You can also copy an existing mass assignment process and edit it to create a new mass assignment process. To edit a mass assignment process, click the process name.

You can’t schedule mass assignment processes from the Setup of Performance Goals Mass Assignment page. Use Tools > Scheduled Processes or the Scheduled Process for Performance Goals quick action on the administrator Goals landing page to schedule the mass assignment processes.

Goal Plans

You can now easily manage goal plans in the responsive Goal Plans page. On the administrator Goals landing page, click Goal Plans to open the Goal Plans page.

Image that shows the Goal Plans page. In this image, the page lists the goal plans for a selected review period.

Goal Plans Page

As in the other responsive pages, you have various search options to locate specific goal plans. You can search goal plans by their name. You can also use the filters in the faceted search pane to search goal plans by these criteria:

  • Review period
  • Status
  • Goal plans with and without weights

You can manage the assignees of a goal plan or delete all the goal plan assignees. On the goal plan Actions menu, click Manage Assignees to view the Assignees page. This page also has various search options to find assignees.

Image that shows the Assignees page. This page has some filters that you can use to search workers.

Assignees Page

Click Add on the Goal Plans page to create a new goal plan.

Image that shows the Add Goal Plan page

Add Goal Plan Page

Click a goal plan name to view and edit the goal plan. These goal plan fields or attributes aren’t displayed by default, but you can use Page Composer to display them:

  • Descriptive flexfields
  • External ID
  • Subtype

You can’t schedule goal plan assignment processes from the Goals Plans page. Use Tools > Scheduled Processes or the Scheduled Process for Performance Goals quick action on the administrator Goals landing page to schedule the goal plan assignment processes.

Steps to Enable

To view the new features in the Goals responsive 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).

Profile Option Code

Description

HRG_GOALS_RESPONSIVE_ENABLED

Enables Goal Management responsive pages

To use organization goals in responsive Goals Management, you must do these:

  • Enable the following Goals related profile option code.
    Profile Option Code Description

    HRG_ENABLE_ORGANIZATION_GOAL

    Enables creation and management of organization goals

  • Ensure that organization owners or managers have the HRG_MANAGE_PERFORMANCE_GOAL_FOR_ORGANIZATION_PRIV goals privilege or the Executive Manager abstract role.

To enable the goal plan set feature, you must:

  • Enable the following 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 the following profile option code.
    Profile Option Code Description

    HRG_GOAL_PLAN_SET_KEY

    Activates the goal plan sets feature

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.

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

  • The Pending Goal Plans quick action is not displayed by default on the administrator Goals landing page. Use Page Composer to display this quick action. It is recommended that you use the Transaction Console for managing goal plans pending approval.
  • Date validations no longer apply for any goal action.
  • Keyword search in the Performance Goals page shows only worker and goal names that start with the entered characters.
  • When searching worker goals, you can find only approved goals.
  • When searching goals, you can find goals of only those workers whom your security profile allows you to access.
  • You can no longer use a Microsoft Excel workbook with Oracle ADF Desktop Integration add-in to mass upload goals. Use only the HCM Spreadsheet Data Loader or HCM Data Loader to mass upload goals.
  • When managing goal plans and goal plan sets or when mass assigning goals, you can no longer preview eligibility profiles. But you can check the eligibility of an individual worker.
  • The Excluded Workers section in the Add Mass Assign Goals Process page is not visible by default. Use Page Composer to display this section.
  • Run the Upgrade Goals process to migrate the existing mass assign process data. You can then use the Setup of Performance Goals Mass Assignment page to manage these processes.
  • You can’t review the results of mass assignment of goals in the redesigned Setup of Performance Goals Mass Assignment page. But you can verify the goal assignment on the Performance Goals page.

Key Resources

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

For information about displayed and hidden fields, refer to this document on My Oracle Support:

  • HCM Responsive User Experience Setup Information - Profile Options and Displayed Fields (Document ID 2399671.1)

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

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.

Multiple Competency Type Sections in the Performance Document

You can now include multiple competency sections in performance documents to allow different groups of competencies to be evaluated separately. For example, you can configure one competency section to be populated with competencies for the employees job profile and another competency section to be populated with organization competencies.

Job and Organization Competencies in a Performance Template

Each competency section can be configured differently to determine who sees it and whether it is rated. If additional competency sections are rated, these will be considered in the overall rating if it's calculated, and can be weighted as required.

In the Section Processing region, select the section type as profile content and then the profile competency section name, which is based on the Competencies Template that was defined in the new Enhanced Talent Profile Management.

The multiple competency sections can be selected from the Evaluation Topics on the performance document overview page. 

Job and Organization Competencies

Steps to Enable

  • You can only add multiple competency type sections if you have enabled the Enhanced Talent Profile Management. For information about how to upgrade to the enhanced Talent Profile Management, see Upgrading Oracle Fusion Profile Management (Doc ID 2421964.1) on My Oracle Support.
  • You must define competency sections using the Competencies Template in Enhanced Talent Profile Management.

Participant Feedback for Others

A Participant Feedback for Others region was added to the redesigned Performance Spotlight page. The new region allows employees to see requests they have received to provide feedback as a participant on other employees performance documents. Employees can use the filter to see pending, incomplete, or complete requests. Select the performance document name to access the performance document and provide feedback.

Performance on Person Spotlight with Participant Feedback for Others Region

This region replicates the My Feedback Requests page available in the classic pages.

Steps to Enable

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

Performance Redesigned User Experience

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.

Full Rating Descriptions in the Redesigned Performance Document

You can now show or hide the full rating descriptions in the redesigned performance document. The full descriptions for each rating can be viewed in the overall summary, section and item regions as shown below: 

Full Descriptions in the Redesigned Performance Document

The ratings descriptions display by default, but you can hide them using Page Composer.

Steps to Enable

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

Key Resources

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.

Administration of Performance Documents Redesigned

Simplify the administration of performance documents for the HR Specialists using a consolidated application page that has the same look and feel on desktop and mobile devices. The redesigned page is both responsive and easy to use on any device, with a modern look and more conversational language. This redesigned page is for HR to administrate performance documents.

As an HR specialist, you can perform the following actions on performance documents:

  • Search and view
  • Create 
  • Complete 
  • Reopen 
  • Cancel 
  • Restore 
  • Delete 
  • Transfer 
  • Move tasks back 
  • Move tasks forward 
  • Change the task due date
  • Search and view overdue tasks 
  • Send reminder notifications for overdue tasks 
  • Send email notifications

Administrator's Performance Documents Work Area

Steps to Enable

To enable the responsive 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_ADMIN_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.

Enabling this profile option enables all four redesigned pages: Performance Documents, Participant Feedback, Performance Document Eligibility, and Process Mass Actions for Performance Documents.

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

  • In the responsive pages, the responsibility for creating regular performance documents is with HR instead of managers or employees.
  • In the Performance Document search page, you must select a Review Period, a Performance Document, and then an Employee, Manager or Department to start the search. 
  • Actions are only available if all of the selected rows are eligible for that action. For example, Delete is only available if all rows selected are canceled performance documents. 
  • The current task must be selected to enable the action to Move Task Forward.
  • Overdue task must be selected to enable the action to Send Email for Overdue Task.
  • Only performance documents with a status of completed can be reopened. Canceled performance documents must be restored.
  • The HR administration page Monitor Missing Performance Documents is not available after enabling the redesigned page. Customers can use OTBI to create their own reports for HR to identify any missing performance documents they have not created. 
  • When the Performance Documents responsive page is enabled, the following pages are not available: 
    • Search for My Organization Performance Documents
    • Create Performance Documents
    • Send Email Notification
    • Transfer Performance Documents
    • Change Due Date
    • Update Performance Tasks
    • Cancel Performance Documents
    • Delete Performance Documents
    • Complete Performance Documents
    • Reopen Performance Documents
    • Restore Performance Documents
    • Monitor Late Tasks in Performance 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)

Role Information

Existing functional security privileges provide access to this page and features. This table identifies the function security privileges and the predefined job role to which they're granted.

Function

Privilege Name

Privilege Code

Job Role

Search for performance documents

Search for My Organization Performance Documents

HRA_SEARCH_FOR_MY_ORGANIZATION_PERFORMANCE_

DOCUMENTS

Human Resource Specialist

Create performance documents

Create Performance Document

HRA_CREATE_PERFORMANCE_DOCUMENT

Human Resource Specialist

Send email notifications

Send Performance Document E-Mail Notifications

HRA_SEND_PERFORMANCE_DOCUMENT_EMAIL_NOTIFICATIONS

Human Resource Specialist

Complete performance document

Complete Worker Performance Document

HRA_COMPLETE_WORKER_PERFORMANCE_DOCUMENT

Human Resource Specialist

Reopen performance documents

Reopen Performance Document

HRA_REOPEN_PERFORMANCE_DOCUMENT

Human Resource Specialist

Cancel performance documents

Cancel Worker Performance Document

HRA_CANCEL_WORKER_PERFORMANCE_DOCUMENT

Human Resource Specialist

Restore performance documents

Restore Performance Document

HRA_RESTORE_PERFORMANCE_DOCUMENT

Human Resource Specialist

Delete performance documents

Delete Worker Performance Document

HRA_DELETE_WORKER_PERFORMANCE_DOCUMENT

Human Resource Specialist

Transfer performance documents

Transfer Performance Document

HRA_TRANSFER_PERFORMANCE_DOCUMENT

Human Resource Specialist

Move tasks back

Reset Worker Performance Evaluation Status

HRA_RESET_WORKER_PERFORMANCE_EVALUATION_STATUS

Human Resource Specialist

Move tasks forward

Reset Worker Performance Evaluation Status

HRA_RESET_WORKER_PERFORMANCE_EVALUATION_STATUS

Human Resource Specialist

Send reminder notifications for overdue tasks

Monitor Performance Evaluation Section Step Late Tasks

HRA_MONITOR_PERFORMANCE_EVALUATION_SECTION_STEP_

LATE_TASKS

Human Resource Specialist

Change the task due date

Monitor Performance Evaluation Section Step Late Tasks

HRA_MONITOR_PERFORMANCE_EVALUATION_SECTION_STEP_

LATE_TASKS

Human Resource Specialist

Administration of Participant Feedback Redesigned

The Participant Feedback consolidated application page is redesigned for ease of use and responsiveness on all devices. In the redesigned page, as an HR specialist, you can perform the following actions on employees' performance documents:

  • View the participants who have provided feedback.
  • Change the participant feedback due date.
  • Delete participant feedback

Participant Feedback

Steps to Enable

To enable the responsive 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_ADMIN_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.

Enabling this profile option enables all four redesigned pages: Performance Documents, Participant Feedback, Performance Document Eligibility, and Process Mass Actions for Performance Documents.

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

  • The HR administration pages: Delete Participant Feedback and Change Due Date are not available after enabling the redesigned page.
  • In the Participant Feedback search page, you must select a Review Period, a Performance Document, and then a Participant, Employee, Manager, or Department to start the search.
  • Actions are only available if all of the selected rows are eligible for that action.

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)

Role Information

A new function security privilege provides access this feature. This table identifies the function security privilege and the predefined job role to which it's granted.

Function

Privilege Name

Privilege Code

Job Role

Change participant feedback due date

Change Performance Document Due Dates

HRA_CHANGE_PERFORMANCE_DOCUMENT_DUE_DATES

Human Resource Specialist

Delete participant feedback

Delete Participant Feedback

HRA_DELETE_PARTICIPANT_FEEDBACK

Human Resource Specialist

If you're using the predefined IT Security Manager job role, then no action is necessary. If you're using a custom version of the IT Security Manager job role, then you must add the new privilege to your custom role to manage HCM exclusion rules. For information about adding new roles and privileges to custom roles, see the Release 13 Security Upgrade Guide on My Oracle Support (Document ID 2023523.1

Performance Document Eligibility Page Redesigned

The new Performance Document Eligibility page is redesigned for ease of use and responsiveness on all devices. In the redesigned page, as an HR specialist, you can:

  • Search for and view employees' eligibility for performance documents.
  • Change existing eligibility or add new eligible performance documents.

Performance Documents Eligibility

Steps to Enable

To enable the responsive 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_ADMIN_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.

Enabling this profile option enables all four redesigned pages: Performance Documents, Participant Feedback, Performance Document Eligibility, and Process Mass Actions for Performance Documents.

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

  • The HR administration page Determine Worker Eligibility for Performance Documents is not available after enabling the redesigned page.
  • In the Performance Document Eligibility search page, you must select an Employee, Manager or Department to start the search.

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 2399671.1)

Role Information

A new function security privilege provides access to this feature. This table identifies the function security privilege and the predefined job role to which it's granted.

Privilege Name

Privilege Code

Job Role

Manage Worker Eligibility

HRA_MANAGE_WORKER_ELIGIBILITY

Human Resource Specialist

 If you're using the predefined IT Security Manager job role, then no action is necessary. If you're using a custom version of the IT Security Manager job role, then you must add the new privilege to your custom role to manage HCM exclusion rules. For information about adding new roles and privileges to custom roles, see the Release 13 Security Upgrade Guide on My Oracle Support (Document ID 2023523.1)

Process Mass Actions for Performance Documents Page Redesigned

The new Process Mass Actions for Performance Documents page is redesigned for ease of use and responsiveness on all devices. In the redesigned page, as an HR specialist, you can:

  • View submitted mass action processes. 
  • Query processes by submission or completion date.
  • Mass create, complete, cancel, and delete performance documents.
  • Mass print performance documents.

Process Mass Actions for Performance Documents

Steps to Enable

To enable the responsive 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 ID 2399671.1).

Field Value

Profile Option Code

HRA_PERFORMANCE_ADMIN_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.

Enabling this profile option enables all four redesigned pages: Performance Documents, Participant Feedback, Performance Document Eligibility, and Process Mass Actions for Performance Documents.

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

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)

Role Information

A new function security privilege provides access to this feature. This table identifies the function security privilege and the predefined job role to which it's granted.

Function

Privilege Name

Privilege Code

Job Role

View Submitted Mass Action Processes

Process Mass Actions For Performance Documents

HRA_MASS_PROCESS_PERFORMANCE_DOCUMENTS

Human Resource Specialist

Add process for Cancel Performance Documents

Cancel Worker Performance Document

HRA_CANCEL_WORKER_PERFORMANCE_DOCUMENT

Human Resource Specialist

Add process for Complete Performance Documents

Complete Worker Performance Document

HRA_COMPLETE_WORKER_PERFORMANCE_DOCUMENT

Human Resource Specialist

Add process for Create Performance Documents

Create Performance Document

HRA_CREATE_PERFORMANCE_DOCUMENT

Human Resource Specialist

Add process for Delete Performance Documents

Delete Worker Performance Document

HRA_DELETE_WORKER_PERFORMANCE_DOCUMENT

Human Resource Specialist

Add process for Print Performance Documents

Print Performance Document

HRA_PRINT_PERFORMANCE_DOCUMENT

Human Resource Specialist

If you're using the predefined IT Security Manager job role, then no action is necessary. If you're using a custom version of the IT Security Manager job role, then you must add the new privilege to your custom role to manage HCM exclusion rules. For information about adding new roles and privileges to custom roles, see the Release 13 Security Upgrade Guide on My Oracle Support (Document ID 2023523.1

Performance Management Flows Added to HCM Transaction Design Studio

We have improved the experience for users by adding Performance Management flows to the HCM Transaction Design Studio. You can configure and control the display of sections and fields in these flows:

  1. Performance Management
  2. Performance Document
  3. Check-In Document

You can configure rules as shown below:

HCM Experience Design Studio

For actions that include different regions, you will see the Show or Hide Regions section. The actions, regions and attributes supported are:

  1. Performance Management
  • Performance Spotlight region
    • Anytime Documents Region
    • Performance Documents Region
    • Check-Ins Region
    • Review Period switcher
    • Business Title switcher
  • Performance and Anytime Documents List
    • Sort Toolbar
    • Manager Name and Rating
    • Employee Rating
    • Performance Document Dates
    • Current Task
    • Task Completion
  • Manage Participant Feedback page
    • Participant Requirement
  1. Performance Document
  • Performance Document Overview
    • Flexfield Region
    • Attachment Region
  • Competencies List
    • Add
    • Delete
  • Performance Goals List
    • Add
    • Delete
    • Goal Description
    • Category
    • Success Criteria and Additional Details
    • Goal Comments
  • Development Goals List
    • Add
    • Delete
  1. Check-In Document
  • Performance Goal Discussion Topics
  • Development Goal Discussion Topics
  • Questionnaire for worker role
  • Questionnaire for manager role
  • General discussion topics

Steps to Enable

The delivered Human Capital Management Application Administrator inherits the privilege Access HCM Transaction Configurator (HRC_ACCESS_HCM_TRANSACTION_CONFIGURATOR) which gives access to the Transaction Design Studio in the HCM Experience Design Studio. To access HCM Experience Design Studio, enable a sandbox and then edit your pages at the Site level.

To access the page:

  1. Navigate to the My Client Groups homepage tab.
  2. Click on Show More under the quick links.
  3. In the Employment group of actions, find HCM Experience Design Studio.

Key Resources

For more information, see the HCM Experience Design Studio/ Transaction Design Studio go to My Oracle Support for the following document:

  • Transaction Design Studio – What It Is and How It Works (Document 2504404.1)

Role Information

The delivered Human Capital Management Application Administrator role inherits the privilege Access HCM Transaction Configurator (HRC_ACCESS_HCM_TRANSACTION_CONFIGURATOR) required to use the HCM Experience Design Studio.

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.

Interview Management Enhancements

Hiring teams and candidates have more control over the interview scheduling process with enhanced interview schedule settings and candidate actions.

New interview schedule template settings and candidate actions allow for hiring teams to decide how much control candidates have over their interviews. Options like candidate rescheduling and controls around when and how frequently candidates can make changes to scheduled interviews provide the flexibility that hiring teams need when managing interviews. In addition to new settings, candidate facing interview details can now be translated in multiple languages at the interview schedule template and interview schedule levels and candidates can receive calendar attachments to remind them of their scheduled interview.

ENHANCEMENTS FOR RECRUITERS

Send Invites to Reschedule Interviews

You can use the Send Invitation to Reschedule action on candidate managed schedules when you are on the Interviews list or viewing the details of an interview. Candidates receive a notification containing a link to access their career site where the can reschedule their interview.

Delete Interview Schedules from Requisitions

You can use the Delete Schedule action to delete the interview schedule on a job requisition when no interviews exist on that schedule.

Translate Interviews

You can use Translate Schedule action to translate interview schedule templates and interview schedules. You can translate these fields: 

  • Schedule title
  • Pre-schedule Details
  • Post-schedule Details

Enter Notes for Candidates

In interview details, you can use the Notes to Candidate field to add notes to candidates to provide, for example, additional interview specific info for the candidate.

Edit Settings of Interview Schedules

You can edit settings for interview schedules. These settings are available in the Settings section of the interview schedules and can also be defined on interview schedule templates.

Settings of Interview Schedules

ENHANCEMENTS FOR CANDIDATES

Schedule Interviews from the Career Site

Candidates can schedule their interviews directly on external and internal career sites. When candidates are on the Jobs page, they can use the Schedule Interview action for requisitions for which they were invited to schedule an interview.

Reschedule Interviews

Candidates can reschedule their interviews on external and internal career sites when the schedule permits it. When candidates view a scheduled interview, they can use the Reschedule Interview action.

The Reschedule Interview action is displayed to candidates if:

  • The setting Candidates can reschedule is enabled.
  • The setting Candidate limit on rescheduling is enabled and has not been reached.

Cancel Interviews

Candidates can cancel their interviews on external and internal career sites. When candidates view a scheduled interview, they can use the Cancel Interview action.

The Cancel Interview action is displayed to candidates if:

  • The setting Candidates can cancel is enabled.

Schedule Interviews on Same Day

Same day scheduling means candidates can schedule an interview on the same day they are viewing the interviews on the interview scheduling page. For example, if a candidate gets an interview invitation today, the candidate can see interviews available today.

This type of scheduling is available to candidates if:

  • The setting Candidates can schedule on same day is enabled.

See Future Interviews

Candidates can see interviews in the future for a set number of weeks or months if the setting Candidates can see future interviews is enabled.

Change Interviews at Last Minute

Candidates can’t make changes to the interview within a set number of hours before the interview if the setting Candidates can’t make last-minute changes is enabled.

Download Attachments to Update Calendar

When candidates receive a notification for scheduled or updated interviews, they can click a link to download a calendar attachment (.ics) to add or update the interview to their calendar. The .ics sent to candidates is controlled by the same setting as the one for interviewers.

Watch a Demo

Steps to Enable

To configure settings for interview schedules:

  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. 
  3. Select the desired type of interview schedule: hiring team manager or candidate managed.
  4. In the Settings section, configure the settings:

Hiring Team Managed Settings

Candidate Managed Settings

Candidates can cancel    

Candidates can reschedule

Candidates can’t make last-minute changes – Hours Before Interview

  • Select the number of hours before an interview when candidates can no longer make changes.

Candidates can cancel

   

Candidates can schedule on same day

Candidates can see future interviews - Interview Visibility

  • Select the number of weeks or months of the interview schedule to which candidates have access to when scheduling an interview.
 

Candidate limit on rescheduling – Reschedule Limit

  • Indicate the number of time the candidate can reschedule an interview.
 

Candidates can’t make last-minute changes – Hours Before Interview

  • Select the number of hours before an interview when candidates can no longer make changes.

New interview notification templates are available in the Recruiting Library. You can use them as is, configure them, or create new ones.

  • Interview Reschedule Notification
  • Invite to Schedule Interview Notification

Watch a Setup Demo

Key Resources

Watch Interview Management Readiness Training

Automatically Fill Job Requisitions

You can automatically change the status of a job requisition to "Filled" once the number of hired candidates matches the number of openings on the job requisition.

When you create a job requisition, enable the Automatically Fill Requisition option available in the Configuration section.

Configuration Section with Automatically Fill Requisition Option

A job application is considered to be "hired" once it reaches the HR phase.

When you enable the Automatically Fill Requisition option on a job requisition, the requisition won’t be filled automatically if it has job applications in the following status:

  • Offer - Pending Approval
  • Offer – Extended or later in the selection process (but not in the HR phase) which includes:
    • Offer - Accepted
    • Custom phases after the Offer phase, but not the terminal states Rejected by Employer, Withdrawn by Candidate. (Job applications in terminal states don’t prevent automatic filling)

When a job requisition is automatically filled:

  • Active job applications are moved to the "Rejected by Employer" state of the phase they are currently in.
  • The job requisition is automatically unposted from all career sites.
  • The job requisition is automatically unposted from all job boards.
  • A notification is sent to all members of the hiring team to inform them that the requisition is filled.

Steps to Enable

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

Filter Job Applications Using Prescreening Answers

You can filter the list of job applications to show only those where a specific answer was provided for a prescreening question.

When you view a list of job application, use this filter: Question and Answer. The filter displays questions with all possible answers.

Question and Answer Filter

The Question and Answer filter shows the following questions and responses:

  • Questions from the internal prescreening questionnaire of the current requisition.
  • Questions from the external prescreening questionnaire of the current requisition.
  • Questions with responses of type Single Choice.
  • Questions with responses of type Multiple Choice.

Steps to Enable

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

View Pipeline Job Application Content in Linked Requisition

You can view content that was captured on a job application for a pipeline requisition while viewing the job application on a linked requisition.

All the information gathered on a pipeline job application is available directly in the linked job application, whether the information was gathered before or after the candidate was added to a linked requisition. This applies to info in the following tabs:

  • Screening    
  • Prescreening    
  • Feedback    
  • Interactions

For example, when you are on the Interactions tab of a job application for a linked requisition, you can select to display interactions from the linked job application or from the pipeline job application.

Steps to Enable

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

Capture Candidate's Preferred Locations on Job Application

Candidates can select preferred locations when applying for a job.

Preferred locations displayed to candidates are based on work locations and posting locations defined in the job requisition:

  • If the requisition has one work location, only that work location is displayed to candidates. 
  • If the requisition has multiple work locations, all work locations are displayed to candidates.
  • If the requisition has no work locations, posting locations are displayed to candidates.

Candidates can select a maximum of 3 locations. The selection of work locations is optional.

As a recruiter, when you view the list of job applications for a requisition, you can filter the list based on the preferred locations selected by candidates during the application process. You can also view preferred locations selected by the candidate within the candidate job application, in the Preferences section.

Steps to Enable

You need to add the Preferred Locations block to a job application flow of type Apply. The block is only available for external job application flows. You can add the block to any section.

  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. On the Job Application Flows page, click Create.
  2. In the Application Flow Type field, select Apply.
  3. Configure the flow as any other flow.
  4. When creating a version of the flow, add the Preferred Locations block.

Agency Hiring

You can invite agencies to submit candidates for specific requisitions.

In the job requisition Posting tab, a Staffing Agents section is available. Click the Agent selector to access the Agents page. This is where you can add one or more agents to the job requisition. You can select agents who match the country and job family of the requisition. When you select an agent, you can see useful metrics about the agent:

  • Number of Invitations to Submit Candidates: Number of job requisitions to which the agent was invited to submit candidates.
  • Percentage of Successful Job Applications: Percentage of candidates who were offered a job out of the job applications the agent submitted.
  • Average Time to Offer Phase: Average time required for the agent to source candidates through to the Offer phase.

Once you have selected agents, click the Invite Agents button to send agents an invitation to submit candidates for the job requisition.

When a candidate is referred by an agency, the information is tracked in the candidate file Source Information section. You can see:

  • Source medium: Agency Referral
  • Source: Name of the agency that submitted the candidate.

Agency Portal

Staffing agents have access to an agency portal where they can perform several tasks such as submitting candidates for a requisition, creating candidate profiles, viewing their referrals, viewing job applications of talent sourced by the agency.

Agency Portal

The agency portal is organized into four areas:

  • Invitations: Agents can view job requisitions for which they were invited to submit candidates. Agents can click the Submit Candidate button to submit a candidate for a requisition. The list of candidates available for selection are candidates not already submitted for the requisition and candidates who were sourced by the agency for a specific period of time. Candidates are added to the requisition as prospects.
  • Talent: Agents can view the list of candidates sourced by the agency. Agents can click the Add button to create a candidate profile. When saving the information entered about the candidate, a check is done to verify if the candidate already exists in the agency database.  If no duplicate is found, the agent can continue the creation process. An email is sent to the candidate to inform them that a profile was created. The candidate accesses the candidate self service area of the career site to review their profile and make changes, if any.
  • Referrals: Agents can view candidates they referred and their status.
  • Job Applications: Agents can view job applications for talent sourced by their agency.

Steps to Enable

You can add an agency as an approved third-party entity and associate one or more agents to it so that recruiters can invite agents to submit candidates to agency-enabled requisitions.

To create an agency:

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Source Candidates
  • Task: Manage Recruiting Agencies
  1. On the Manage Agencies page, click Add.
  2. On the Details page, enter the following info:
  • Agency Name
  • Main Contact
  • Agency Email
  • Referral Type: Person specific or job specific.
  • Contract Type: Transactional, Contingent, Retainer.
  • Exclusivity Length:
  1. Click Save and Close.

To add agents to the agency:

  1. On the Manage Agencies page, click the agency you just created.
  2. In the Agents section, click Add.
  3. On the Details page, enter the following info:
  • First Name, last name, and email of the agent.
  • Job Family
  • Responsible Location
  1. Click Save and Close.

Social Media Campaigns

You can create and manage social media posts with personalized landing pages as part of a recruiting campaign. This allows you to widen the target audience of engaged candidates.

Create a Post and a Landing Page

You create a social media post so that you can engage possible candidates on social media.

During the creation process, you can create a simple landing page based on the parent email. With this landing page, you can provide more information than the social media channel allows, capture channel metrics, and capture contact information from social media candidates.

  1. Open a recruiting campaign.
  2. Click the Social Media tab.
  3. Click Add.
  4. On the Posts page, enter a name for the post and select a channel for your post. Possible options are: 
  • Facebook
  • Twitter
  • LinkedIn
  • Other
  1. Select a landing page or create a new one.
  2. Enter a URL to an image.
  3. Enter an external description for the landing page.
  4. Select a career site where the post will appear.
  5. Click Save.

If you selected to create a landing page, you are taken to the landing page editor. This is where you can select the email previously created for the campaign so that you keep the same branding and consistency.

The editor also allows to add elements to the page such as headline, paragraph, text, image, button, job list. If you add the Capture Candidate Info element, you will be able to capture basic information from candidates who visit the landing page so that they may join the talent community.

Once the post and landing page are ready, you need to activate the post. When the post is activated, a URL is generated. It is used to provide analytic metrics about the post.

Capture Basic Analytic Metrics

When candidates click the Join Talent Community button on the landing page, the application captures their visit. You get basic metrics from the social media posts and can evaluate the effectiveness of each post and channel.

In the recruiting campaign, click the Overview tab. Metrics are displayed in the Social Media Metrics section.

Steps to Enable

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

Position-Based Offers Respect Position Open Headcount

For position-based offers, you can move candidates forward through the lifecycle if the position has sufficient open headcount to accommodate a new worker as of the offer's intended start date.

An offer can only progress if the job requisition and associated position have room for another candidate. Here are the situations where the openings on the requisition and headcounts on the position are checked:

  • When you submit a job offer for approval, there is a check to see if there is still room in both the requisition’s openings and the position’s headcount.
  • When you extend a job offer to a candidate, there is a check to see if there is still room in both the requisition’s openings and the position’s headcount.
  • When you use the Move to HR action for a new hire or rehire candidate, the HR specialist will have to process them differently depending upon whether or not there is still room in the position’s headcount.
  • When the HR specialist progresses candidates from HR - To Be Processed, the normal constraints will be applied for these preselected HR actions, including checking whether there is still room in the position’s headcount.

NOTE: In previous releases, the check was only done on the requisition’s openings when you were extending a job offer to a candidate.

It is possible to configure the application to fully control how to manage requisitions and offers to fill positions.

  • Number of Incumbents Validation: This setting controls whether or not a position’s headcount is enforced across your organization. When disabled, the headcount of the position is never checked to see if there is still room.
  • Allow Overlap: This option is available for each position to control whether or not extra people can be hired when the position’s headcount limit has been reached.
  • Communicate Job Offers Ignoring Requisition Limits: This privilege allows Recruiting users to hire more candidates than the number of openings on the requisition.

Steps to Enable

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

Contextualized Recruiter Selector

When you use the Recruiter selector, the window displays recruiters that were recently selected and your recruiting representatives.

Recruiter Selector

Steps to Enable

To enable the feature, you need to create a profile option. Profile options are used to manage page settings and application behavior:

  1. In the Setup and Maintenance work area, go to Manage Profile Options task.
  2. On the Manage Profile Options page, click Add.
  3. On the Create Profile Option page, provide the following info:
  • Profile Option Code: Enter IRC_REQ_ALLOW_SMART_LIST_LOV_ENABLED.
  • Profile Display Name: Enter a name.
  • Application: Enter Recruiting.
  • Module: Enter Recruiting.
  • Start Date: Enter a date.
  1. Click Save and Close.
  2. Once the Manage Profile Options page, search for the newly created profile option and select it.
  3. In the Profile Option Levels section, do the following:
  • In Enabled, select the levels at which you want to enable the profile option.
  • In Updateable, select the profile level at which you want implementers to have update privileges. Leave the check box deselected if you don't want the implementers to modify the profile values (they appear in read-only mode).
  1. Click Save and Close.

You now need to set profile option values:

  1. In the Setup and Maintenance work area, go to the Manage Administrator Profile Values task.
  2. On the Manage Administrator Profile Values page, search for and select the profile option you just created.
  3. In the Profile Values section, click Add. A new row is added for you to specify the following conditions:
  • Profile Level: Specify the level at which the profile value is to be set. If the profile value applies to the entire site, select Site.
  • Product Name: If you select Product as the profile level, select a product and specify the associated profile value.
  • User Name: If you select User as the profile level, select the user name and specify the associated profile value.
  • Profile Value: Select or enter the value corresponding to the selected profile level.
  1. Click Save and Close.

Additional Questionnaire Library Folders for Recruiting

Manage questionnaires into different folders to facilitate the selection of relevant questionnaires for recruiters.

As an administrator, when you are in the Manage Questionnaires page and select Recruiting in the Subscriber field, the following folders are available to organize your questionnaires:

  • Prescreening (previously named Job Application Questionnaires): This folder contains all questionnaires created automatically for job requisitions.
  • Interview Feedback: Use this folder to put all questionnaires related to interview feedback.
  • Job Application Flow: Use this folder to put all questionnaires that are meant to be used in a job application flow.

Manage Questionnaires

Steps to Enable

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

Configure Search Filters for Candidates

As an administrator, you can configure which search filters are visible to candidates on career sites.

Search filters you can configure are:

  • Locations
  • Work Locations
  • Titles
  • Categories
  • Posting Dates

Steps to Enable

To enable search filters on 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. On the Career Sites Configuration page, click Edit next to a career section.
  2. Go to the General tab.
  3. In the Search Filters section, select desired search filters. 
  4. Click Preview to see how filters will be displayed to candidates.

Tips And Considerations

The Work Locations search filter is available as a configurable option but it will not appear to candidates on the career site. This filter is driven by the Elastic Search feature which is not fully available in update 19C.

Display Work Locations to Candidates

You can display detailed work location address to candidates on career sites.

If you add a work location to a job requisition, this becomes the location of the job available to candidates.

  • If the job requisition has at least one work location, the posting location is displayed on the job list and on job details page below the job title, and the work location is displayed on the job details page in the Job Information section.
  • If the job requisition has no work location, the posting location is displayed on the job list and below the job title and in Job Information section on job details page.

Candidates can search for jobs based on jobs posting locations. They can view the work locations of a job requisition in the Job Information section. If work locations were not added to the requisition, posting locations are displayed.

Steps to Enable

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

Tips And Considerations

Due to elastic search not being available in 19C, functionalities are limited.

Update of Email Address by Candidates

Candidates can update their email address when editing their personal information on the candidate self service page.

When a candidate enters a new email address, the email address is verified to ensure its format is valid. Once the email is changed, a message is sent to the new email address and the candidate must click the link in the message to confirm the new email address. Once the new email address is confirmed, it replaces the old one.

Steps to Enable

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

Optimized Career Site Template

As a career site administrator, use the new Minimal template to give your career site a refreshed look and feel. The new template provides the following functionalities:

  • Clean user interface, stronger and well prioritized information architecture which provides better experience and easier-to-read layouts for candidates.
  • Optimized for mobile devices, which provides the same responsive and smooth experience on devices of all size.
  • Support of right to left (RTL) languages.
  • Category-based search to facilitate job search. 
  • The hamburger menu contains Manage Profile, header links, I'm an employee link, language selector.
  • Simplified configuration. Better structure, consistency, and unification of styles and components reduce the number of colors and used elements.
  • The favorite jobs component has a new style. It's an overlay with titles and locations of jobs that were pinned. The favorite jobs icon is visible in the header, next to the hamburger menu.
  • Search bar is configurable.
  • Quick filters are available below the search bar.

Steps to Enable

The configuration of career sites is done in the Setup and Maintenance work area:

  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Experience
  • Task: Configure Career Site

Duplicate and Replace Career Sites

As an administrator, you can duplicate and replace career sites to easily manage styling and functionality of your sites without disruption to live environments.

Steps to Enable

To duplicate 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. On the Career Sites Configuration page, click the configuration menu next to a career section.
  2. Click Duplicate.

The new career site is created and the configuration is the same as the original career site. The duplicated career site has the same name as the original site. The code is also identical except that (Copy) is added to the code. You can modify the name and code by clicking the Edit option. The duplicate career site has a unique URL.

To replace a career site with another:

  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. On the Career Sites Configuration page, click the configuration menu next to a career section.
  2. Click Replace.

The new career site can be accessed with the same URL as the original site. All functional and visual setup is copied from the other site.

Candidate Experience Analytics Using JavaScript

As an administrator, you can add custom JavaScript to career sites to enable third party analytics tools.

Steps to Enable

To add JavaScript to 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. On the Career Sites Configuration page, click Edit in the configuration menu.
  2. Go to the Theme tab.
  3. Expand the Custom JavaScript section.
  4. Add JavaScript.
  5. Select the option Enable custom JavaScript.

Tracking Candidate Activities

Build user profiles for candidates visiting your career sites so that their interactions are remembered across visits.

The following candidate activities are tracked on the career sites:

  • Jobs pinned by a candidate.
  • Job searches performed by a candidate. The keyword search and location search are stored.

Steps to Enable

To enable the tracking of candidate activities, the cookie consent must be enabled on the career site and the candidate must accept the cookie consent.

  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. On the Career Sites Configuration page, click Edit next to a career section.
  2. Go to the General tab.
  3. In the Cookie Consent Message section, enter the cookie consent message, the cookies policy, and the text appearing on the accept button and decline button.
  4. Click Preview to see how the cookie consent message will be displayed.
  5. Select the Enable cookie consent message option once the content is final.

Configure Fields Using HCM Experience Design Studio

Use HCM Experience Design Studio to configure which sections and fields are visible in job requisitions and offers, and which fields are optional or mandatory.

You can configure sections and fields for the following actions:

  • Create Job Requisition
  • View and Edit Job Requisition
  • Create and Edit Job Offer
  • View Job Offer in Job Application
  • View and Manage Job Offer
  • Candidate Job Application Diversity

Steps to Enable

To configure fields in HCM Experience Design Studio:

Prerequisites

  • You must activate a sandbox. (Settings and Actions Menu > Manage Sandboxes)
  • You must enable page editing at the Site layer. (Settings and Actions Menu > Edit Pages)

Steps:

  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. Select an action. For example, Create Job Requisition.
  4. Click Add to add a new rule to display certain fields.
  5. Enter rule details such as the name and description. 
  6. You can select a role for which the rule applies. If you don’t select a role, the rule applies to all roles.
  7. In the Show or Hide Regions section, select which sections are visible. 
  8. In the Page Attributes section, select a region in the drop-down. Then select which fields are visible and which ones are required to be filled.
  9. Click Save and Close.

Changes to Navigation for Managing Job Offers by HR Specialist

Users with the standard HR Specialist role must often go to a list of candidates who have accepted new job offers, in order to manually process the internal mobility candidates, or to troubleshoot any errors from creating pending worker records for external candidates. 

Previously this processing was done on the Recruiting Job Offers tab in the New Person work area. This work area is being phased out. 

Recruiting Job Offers Tab in the New Person Work Area

To access all the same functionalities, the HR specialist will now use the new quick action Manage Job Offers.

New Quick Action Manage Job Offers

The HR specialist will reach the Job Offers page listing candidates who have all accepted their job offers. Depending on their state, these candidates can be processed to become workers in the appropriate ways. The Job Offers page and all its actions are accessible with search and filters for both mobile device and desktop usage.

List of Candidates for HR Specialists

Steps to Enable

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

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.

Profiles

Enhanced Talent Profile Person Profile Real Time Subject Area

Improve your reporting on the Person Profile Real Time subject area with features from the new and enhanced architecture. These changes and new attributes can only be used when Profile Management responsive pages are enabled.

Customers using the classic Profile Management pages will see these new attributes in the subject area and can even add them to the reporting, however the report will not pull the data, because data entry is only available using the responsive pages.

With this enhancement some of the performance issues reported by customers have also been addressed. The subject area has been enhanced with additional attributes and a few of the existing attributes have been changed to source the data from different database columns. Also, the column names for a few attributes have been modified.

The consolidated list of changes are listed here:

Dimension Name

New/Modified Attributes

Licenses and Certifications

Actual Completion Date

 

Certification URL

 

Other Establishment

 

Last Renewal Date 

 

License or Certificate Name

 

License or Certificate Name

 

Certificate Number

 

Original Issue Year

 

Section ID

 

Status

Person Profile/Competencies (modified)

Assessment Year

 

Average Calculated Rating

 

Average Calculated Score

 

Behaviors

 

Competency

 

Evaluation Comments

 

Personal Interest Level

 

Performance Rating

 

Performance Rating Model

 

Proficiency Rating

 

Proficiency Rating Model

 

Review End Date

 

Review Start Date

 

Section ID

Person Profile/Degrees (modified)

Academic Standing

 

Area of Study

 

Awarding Body

 

City

 

Degree

 

Description

 

Duration

 

Duration Units

 

Education Level

 

Education Level Completed

 

Education URL

 

Faculty or Department

 

Highest Education Level

 

Part Time

 

Section ID

 

Summary of Activities

 

Title

Honors and Awards

Completion Date

 

Date Awarded

 

Description

 

Honor or Award Name

 

Honor URL

 

Issue Year

 

Honor or Award

 

Organization

 

Section ID

 

Type of Award

Person Profile/Languages

Comments

 

Evaluated On

 

Evaluation Location

 

Evaluation Type

 

Language

 

Required

 

Section ID

Person Profile/Memberships (modified

Affiliation or Professional Body

 

Current Volunteer

 

Description

 

Internal Organization

 

Monthly Time Commitment

 

Organization URL

 

Position End Date

 

Position Start Date

 

Affiliation or Professional Body Name

 

Section ID

 

Title or Position Held

 

Volunteer Cause

Person Profile/Performance Ratings (modified)

Other Performance

 

Section ID

Person Profile/Potential (modified)

Other Potential Rating

 

Section ID

Person Profile/Previous Employment (modified)

Additional Information

 

Company URL

 

Department or Division or Post

 

Direct Reports

 

Employer City

 

Employer Country

 

Employer Phone

 

Employer State or Province

 

Full Time or Part Time

 

Internal

 

Job Title

 

Other Compensation

 

Reason for Leaving

 

Responsibilities

 

Starting Compensation

 

Section ID

Person Profile/Risk of Loss (modified)

Other Risk

 

Section ID

Person Profile/Special Projects (modified)

Billable

 

Business Unit

 

Comments

 

Project Completion Date

 

Customer Name

 

Project Category

 

Project Description

 

Project Manager

 

Project Name

 

Project Name

 

Project Role

 

Project Start Date

 

Project URL

 

Section ID

Person Profile/Talent Score (modified)

Other Comments

 

Section ID

 

Source

Person Profile/Work Requirements (modified

All Locations

 

Comments

 

First Excluded Location

 

Second Excluded Location

 

Third Excluded Location

 

Fourth Excluded Location

 

Length of Willing to Relocate

 

Pay Range

 

First Preferred Location

 

Second Preferred Location

 

Third Preferred Location

 

Fourth Preferred Location

 

Relocation Reason

 

Section ID

Steps to Enable

These changes and new attributes can only be used when Profile Management responsive pages are enabled. To use these attributes you will need to enable the profile option for Profile Management. For more information, see Upgrading Oracle Fusion Profile Management (Doc ID 2421964.1).

Tips And Considerations

The existing OTBI dimensions have been modified with the addition of the new attributes that are being used as part of the enhanced Talent Profile Management.

Key Resources

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

Role Information

  • Role: Human Resources Analyst
    • Duty Roles: FBI_WORKFORCE_PROFILE_TRANSACTION_ANALYSIS_DUTY
      • Inherits: BI_Consumer role FBI_TRANSACTION_ANALYSIS_GENERIC_DUTY (these are for privileges to subject areas and common dimensions)
    • Duty Roles: ORA_FBI_WORKFORCE_PROFILE_TRANSACTION_ANALYSIS_DUTY_HCM (this is for data security)
    • Duty Roles: BI_Author

Enhanced Talent Profile Model Profile Real Time Subject Area

Improve your reporting on the Model Profile Real Time subject area with features from the new and enhanced architecture. These changes and new attributes can only be used when Profile Management responsive pages are enabled.

Customers using the classic Profile Management pages will see these new attributes in the subject area and can even add them to the reporting, however the report will not pull the data, because data entry is only available using the responsive pages.

With this enhancement some of the performance issues reported by customers have also been addressed. The subject area has been enhanced with additional attributes and a few of the existing attributes have been changed to source the data from different database columns. Also, the column names for a few attributes have been modified.

The consolidated list of changes are listed here:

Dimension Name

New/Modified Attributes

Competencies

Competency Name

 

Description Extended Text

 

Importance

 

Maximum Proficiency Level

 

Maximum Proficiency Rating Model

 

Minimum Proficiency Level

 

Minimum Proficiency Rating Model

 

Required

 

Section ID

 

Section Name

Criticality

Job or Position Risk Comments

 

Job or Position Risk

 

Requires Succession Planning

 

Rating Model

 

Section ID

 

Section Name

Degrees

Degree

 

Degree Name

 

Graduation Required

 

Major

 

Required GPA

 

Required

 

School

 

School Name

 

Section ID

 

Section Name

Honors

Establishment

 

Establishment Name

 

Honor or Award

 

Honor or Award Name

 

Required

 

Section ID

 

Section Name

 

Title

Languages

Able to Teach

 

Able to Translate

 

Language

 

Language Name

 

Reading

 

Required

 

Section ID

 

Section Name

 

Speaking

 

Writing

Certifications

Country

 

Establishment

 

Establishment Name

 

Licenses and Certifications

 

Licenses and Certifications Name

 

Section ID

 

Section Name

 

State

 

Title

 

Required

Memberships

Affiliation or Professional Body

 

Current Membership Required

 

Establishment

 

Establishment Name

 

Membership

 

Required

 

Section ID

 

Section Name

 

Title or Position Held

Work Requirements

Domestic Travel Frequency

 

Full Time Equivalent

 

International Travel Frequency

 

International Travel Required

 

Pay Range

 

Section ID

 

Section Name

 

Domestic Travel Required

 

Willing to Relocate

 

Work Days

 

Work Duration Months

 

Work Duration Years

 

Work Hours

Steps to Enable

These changes and new attributes can only be used when Profile Management responsive pages are enabled. To use these attributes you will need to enable the profile option for Profile Management. For more information, see Upgrading Oracle Fusion Profile Management (Doc ID 2421964.1).

Tips And Considerations

The existing OTBI dimensions have been modified with the addition of the new attributes that are being used as part of the enhanced Talent Profile Management.

Key Resources

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

Role Information

  • Role: Human Resources Analyst
    • Duty Roles: FBI_WORKFORCE_PROFILE_TRANSACTION_ANALYSIS_DUTY
      • Inherits: BI_Consumer role FBI_TRANSACTION_ANALYSIS_GENERIC_DUTY (these are for privileges to subject areas and common dimensions)
    • Duty Roles: ORA_FBI_WORKFORCE_PROFILE_TRANSACTION_ANALYSIS_DUTY_HCM (this is for data security)
    • Duty Roles: BI_Author

Goals

Goal Completion Percentage Enhanced to Accept Free Text Values

We have simplified reporting on the goal completion percentage across the workforce goals subject areas. You can use the values that are entered by the workers instead of the existing standard set of look up values for the percentage.

The subject areas and dimensions which reflect this change are listed here:

SUBJECT_AREA

PRESENTATION_TABLE

PRESENTATION_COLUMN

Workforce Career Development - Development Goal Overview Real Time 

Development Goal Version

Completion Percentage

Workforce Career Development - Development Goal Overview Real Time

Development Goals

Completion Percentage

Workforce Goals - Goal Alignments Real Time

Organization Goals - Additional Attributes

Completion Percentage

Workforce Goals - Goal Alignments Real Time

Performance Goals - Additional Attributes

Completion Percentage

Workforce Goals - Goal Status Overview Real Time

Goal Management Process Details

Completion Percentage

Workforce Goals - Goal Status Overview Real Time

Development Goals - Additional Attributes 

Completion Percentage

Workforce Goals - Goal Status Overview Real Time

Performance Goal Version

Completion Percentage

Workforce Goals - Goal Status Overview Real Time

Performance Goals - Additional Attributes

Completion Percentage

Workforce Goals - Goal Tasks Real Time

Goal Task Details

Completion Percentage

Workforce Goals - Goal Tasks Real Time

Development Goals - Additional Attributes

Completion Percentage

Workforce Goals - Goal Tasks Real Time

Performance Goals - Additional Attributes

Completion Percentage

Workforce Goals - Goal Tasks Real Time

Task Name

Completion Percentage

Workforce Goals - Target Outcomes Real Time

Development Goals - Additional Attributes

Completion Percentage

Workforce Goals - Target Outcomes Real Time

Performance Goals - Additional Attributes

Completion Percentage

Steps to Enable

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

New Dimension to Report on Target Goal Target Outcome

We have made it easier for you to report on goal target outcomes with the addition of a new reporting dimension, Target Outcomes New in Workforce Goals - Target Outcomes Real Time, which allows you to report on target outcomes stored in the talent profile. This new dimension synchronizes the data captured by the integration of the enhanced Goal Management Target Outcome feature and the enhanced Talent Profile.

NOTE: The 'Target Outcomes New' dimension will, by default, be available in your OTBI subject area but only renders relevant target outcome data if you are using the Goal Management Target Outcome feature and the enhanced Talent Profile. For customers that have not opted in to the new enhancement related to the talent profile, the existing dimension 'Target Outcomes' will continue to render data.

Steps to Enable

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

Learning

Enhanced Learning Assessment Dimension

We have made it easier for you to report on the assessment of learning record tasks. You can report on all of the responses given by a learner for an assessment (for a learning record) using these attributes:

These attributes return all of the responses given by a learner for an assessment (for a learning record).

Name

Description

Notes

"Assessment Details"

"Response Attempt Number"

 

Indicates the 'index' of the response, or how many times the learner attempted to respond, starting with 1.  

"Response Created Date Time"

 

The timestamp when the response was created (when the learner started to respond).

"Response Submission Date"

 

The timestamp when the response was submitted (when the learner clicked the Submit button).

NOTE: Only the answers where the learner clicked "Submit" are available in BI Answer. If the learner simply clicked 'Save and Close' on the assessment, that is not sufficient.

Steps to Enable

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

Recruiting

Recruitment - DFF in Job Templates

We have made it easier for you to create job requisition template reports with the addition of descriptive flexfields.

Steps to Enable

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

Recruitment - Support of Position in Recruiting

We have made it easier for you to report on job requisitions, job requisition templates and job offers by incorporating the position associated with them into your reports.

Steps to Enable

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

Recruitment - Apply to Unposted Requisitions

We have made it easier for you to report on recruitment with the inclusion of the attribute related to the job requisition visibility to candidates on careers sites.

Steps to Enable

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

Recruitment - New Facets to Include in Existing Search Logging Reporting

We have made it easier for you to incorporate new candidate search facets into your compliance search log reports.

Steps to Enable

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

Recruitment - Assessment Reporting

We have made it easier for you to report on recruiting third party integration capabilities with the new assessment content dimensions.

Steps to Enable

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