Cloud Readiness / Oracle Talent Management Cloud
What's New
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  1. APRIL MAINTENANCE PACK FOR 21A
  1. Revision History
  2. Overview
  3. Feature Summary
    1. Recruiting
        1. Show Acknowledgement Text After Candidates Accept Offers
        2. Check for Errors while Extending Job Offers
        3. Automatically Extend Job Offers
  1. MARCH MAINTENANCE PACK FOR 21A
  1. Revision History
  2. Overview
  3. Feature Summary
    1. Learning Cloud
      1. OTBI
        1. Learning Record Subject Area is Now Generally Available
  4. Recruiting
    1. Recruiting
        1. Candidate Duplicate Check in Move to HR
        2. Automatically Extend Job Offers
  1. FEBRUARY MAINTENANCE PACK FOR 21A
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Learning and Development
    1. Learning Cloud
        1. LinkedIn Integration Available via Profile Option
        2. New eLearning Player is Now Available via Profile Option
        3. Enhanced Enrollment Summary for Managers
        4. Related Materials Enhancement
        5. Search Functionality Modifications
      1. Learning Cloud Replaced or Removed Features
        1. Classic Pages for Manager and Learner
  5. Recruiting
    1. Recruiting
        1. Move Job Applications to Different States in Offer Phase Using HCM Data Loader
        2. Input Field for Year in Application Flow
  6. HR Optimizations
    1. Transactional Business Intelligence for Talent Management
      1. Learning Cloud
        1. Learning Records Real Time Subject Area: Additional Columns
        2. Learning Records Real Time Subject Area: Reorganized Folder Structure
      2. Learn OTBI Replaced or Removed Features
        1. OTBI Learning Management Subject Area
  7. IMPORTANT Actions and Considerations
  1. Update 21A
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Career and Succession
    1. Career Development
        1. Job Alerts for Careers of Interest
        2. Alert for Changes to Job Model Profile Associated with Careers of Interest
        3. Configure Comments and Attachments for Development Plan Approval Transaction
    2. Talent Review
        1. Matrix Management Support in Talent Review
        2. Suspended Assignment Support in Talent Review
    3. Succession Management
        1. Talent Pools Dedicated Menu Item
        2. View Incumbents of Job and Position Succession Plans
        3. HDL and HCM Extract Support for Succession Alert Attributes
        4. Design Studio Support for Adding Flex Fields to Succession Plans and Talent Pools
        5. Suspended Assignment Support in Succession Management
        6. Suspended Assignment Support in Talent Pools
    4. Profile Management
        1. Improvements to Evaluator Type Setup for Competency Content Sections
        2. REST Service for Worker Talent Ratings
      1. Profiles Replaced or Removed Features
        1. Classic Talent Profile Management Removed
  5. Performance
    1. Goal Management
        1. Enhanced Goal Plan Sort
        2. Disable Comments and Attachments in Approval Requests
        3. Request Feedback on a Performance Goal
        4. Enabling Performance Goals Contextual Notes Using Design Studio
    2. Performance Management
        1. Add Participants for Feedback in Performance Documents Enhancements
        2. Automate Transferring Performance Documents to Employee's New Managers
        3. Reopen Submitted Participant Feedback in Performance Documents
        4. Control Who Provides Ratings and Comments in Performance Documents
        5. Manage Check-Ins by HR Specialists
        6. Improve Access to Additional Information for Evaluations
        7. Display Company-Defined Names for Manage Participant Feedback Task
        8. Performance Document Approval Enhancements
  6. Learning and Development
    1. Learning Cloud
        1. Incident Management Enhancements
      1. Learning Replaced or Removed Features
        1. Access Deny Rules No Longer Respected
        2. Removing Old Browse Catalog Experience
        3. Removing Legacy User Experience
  7. Recruiting
    1. Recruiting
      1. Candidate Experience
        1. Keep Me Signed In
        2. Internal Job Alerts: Job Preference
        3. Improved Job Search User Experience
        4. Filter Jobs by Organizations
        5. Enhanced Job Application Progress Bar
        6. Inline Tax Credit Assessment
      2. Candidates and Candidate Job Applications
        1. Configure Interactions in Notifications
        2. Automatically Send Interview Invitations
        3. Attachments for Job Offers and Document Records
        4. Mark Apply Flow Attachments as Required
        5. LinkedIn Recommended Matches
      3. Candidate Selection Process
        1. Enhanced Candidate Search
      4. Job Requisitions
        1. Verification of Candidates in Social Media Campaigns
        2. Default Job Requisition Short Description from Profile
        3. Automatically Unpost Job Requisitions
        4. Enhanced Job Sharing for External Career Sites
      5. Job Offers
        1. Check and Merge Duplicates After Job Offers
  8. HR Optimizations
    1. Transactional Business Intelligence for Talent Management
      1. Goals
        1. Reporting on Organization Goal Alignments - Employee
      2. Feedback
        1. Note Details Visibility Changes
      3. Profiles
        1. Person Profile Real Time Enhanced to Report on Establishment Based Attributes
      4. Talent Review OTBI Removed or Replaced Features
        1. Attributes Removed in Talent Review Meeting Real Time
      5. Succession
        1. Alert Attributes in Succession Subject Areas
      6. Recruiting
        1. Reporting on the Maximum Number of Candidates Per Interview Time Slot
        2. Reporting Using the Created from Position Flow Attribute
        3. Reporting Using New Job Requisition Attributes
  9. IMPORTANT Actions and Considerations
  10. Controlled Availability

April Maintenance Pack for 21A

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 Product Feature Notes
26 MAR 2021     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 (21A, 21B, 21C, and 21D)
  • 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 in Release Readiness under Human Capital Management or via the Oracle Help Center under Cloud Applications > Human Capital Management.

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 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.

Features Delivered Disabled = Action is needed 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*

Recruiting

Show Acknowledgement Text After Candidates Accept Offers

Check for Errors while Extending Job Offers

Automatically Extend Job Offers

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.

Show Acknowledgement Text After Candidates Accept Offers

Candidates can be shown a short text immediately after they accept their job offer. The text is configured in the Content Library. It's used to acknowledge the candidate's acceptance, or to suggest next steps for external and internal candidates after they agree to take a new job.

You can use this feature to configure a short acknowledgement or any quick instructions to candidates who just decided to accept a job offer. If your company wishes to acknowledge the candidate's decision or provide any suggestions, these can be mentioned here right after the candidate's acceptance. Subsequent times when the candidate returns to view their accepted offer letter or download the PDF file of their offer letter, this acknowledgment text is no longer shown.

Steps to Enable

You configure this acknowledgement text in the Recruiting Content Library, in the category Job Offer Post-Offer Text:

  1. In the Setup and Maintenance work area, go to:
    • Offering: Recruiting and Candidate Experience
    • Functional Area: Recruiting and Candidate Experience Management
    • Task: Recruiting Content Library
  2. On the Recruiting Content Library page, click Create.
  3. On the Create Content Item page, enter the following information:
    • Name
    • Code
    • Category: Job Offer Post-Offer Text
    • Visibility: A content item can be used for internal postings, external postings, or both.
    • Start Date: Date and time when the item is available for use. You can select a time zone.
    • Start on Activation: The content item becomes current as soon as it's made active.
  4. In the Content field, enter the text which the candidates will see immediately after they have accepted their job offers in self-service. You can enter a maximum of 50,000 characters.

Tips And Considerations

Rich text features are available in the Content Library to format the text for external candidates' visibility, but for internal candidates only plain text is supported.

Check for Errors while Extending Job Offers

Check to see if any errors occurred after you selected the Extend Job Offer action for a candidate’s job application. When a recruiting user tries to extend a job offer to a candidate, there are a few reasons why this action may not succeed. The same problems can also prevent an offer from being automatically extended when the candidate selection process tries to extend the job offer using an automated progression. These errors can prevent the candidate’s job application from reaching the status Offer – Extended, so it will remain in the status Offer – Approved.

In prior releases, selecting the action Extend Offer either extended the candidate’s job offer immediately, or else any error was displayed immediately to the user. Now when that action has been selected, either by a user or automatically, a banner appears on the job application’s Offer tab telling all users that the job application is in the process of being extended. If a user tries to extend this offer again while this action is underway, a message explains that it's already being extended. After this action succeeds, the Offer tab stops showing the banner and the job application’s status becomes Offer – Extended.

However if this Extend Job Offer action can't be finished successfully, users who visit the Offer tab no longer see the banner, and the job application remains in its prior status, Offer – Approved. Any errors that occurred are shown in the section named Errors on the Offer tab. For instance, it’s possible that the offer letter template was disrupted in the Content Library or in BI Publisher, so the candidate’s offer letter can't be created. Or for example the requisition or position associated with the offer may have recently become filled, so there is no further room for this candidate. If these problems can be addressed then the user can try again to extend the offer to the candidate from the menu action.

After any user or process has started extending a job offer, all users can see a banner telling them that this is underway. If any errors prevent the offer from being extended, all users can see the details of what happened. 

Steps to Enable

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

Automatically Extend Job Offers

Job offers can be extended automatically to candidates once the offers have been approved.

When the candidate selection process of a job requisition is configured to extend offers automatically, offers are extended automatically to candidates when their job applications reach the Offer – Approved status.

NOTE: Offers are extended automatically even when enough hires have been made on the requisition to match the number of openings. You could use a fast formula condition to prevent automatically extending an offer based on the number of hires on the requisition.

With this feature, the process is faster as recruiters no longer have to extend offers manually.

Steps to Enable

You can configure the candidate selection process to automatically extend job offers to candidates when their job applications reach the Offer – Approved status. You can also set a delay as to when to extend offers.

A new action is available: Extend Offer. You can only add this action to the Approved state of the Offer phase.

  1.  In the Setup and Maintenance work area, go to:
    • Offering: Recruiting and Candidate Experience
    • Functional Area: Candidate Job Applications
    • Task: Candidate Selection Process Configuration
  2. On the Candidate Selection Process Configuration page, click a process.
  3. On the process page, click the Offer phase.
  4. In the States for Phase: Offer section, select the Approved state.
  5. Select the Extend Offer action in the Actions menu, and select Add.
  6. Define the delay in number of hours before extending the offer automatically. If you enter 0, the action is performed immediately. When an offer is set to be extended with a delay, a message is displayed to users viewing the offer, providing the date and time when the offer will be automatically extended. When the delay has expired, the offer is extended only if it hasn't been modified by a user. For example, if the recruiter redrafts the offer, the offer won't be extended automatically once the delay has expired. If after the redraft the offer is approved again, a new automatic extend will be scheduled.
  7. Click Continue.
  8. As for other actions, you can define conditions that must be met for the Extend Offer action to be performed.
  9. Enter a unique name for the action.
  10. Click Save and Close.

When the Extend Offer action is triggered, a scheduled process is run and the action is performed based the configured delay.

Tips And Considerations

You can add multiple Extend Offer actions to a candidate selection process. This allows you to extend offers using different conditions and configurations.

If you enable the Bypass Extending Offer option, the Extend Offer action isn't available.

An error may occur when the Extend Offer action is triggered automatically or manually. The job application won't reach the Offer - Extended status; it will remain in the Offer -  Approved status until you can resolve the error and retry the Extend Offer action manually. You can view any errors in the Offer tab of the job application.

March Maintenance Pack for 21A

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 Product Feature Notes
30 APR 2021

Learning Cloud

Enhanced eLearning Course Player is now Generally Available

This features has been removed.
26 MAR 2021 Learning Cloud Learning Record Subject Area is now Generally Available

Updated document. Feature delivered in update 21A March Maintenance Pack.

26 MAR 2021

Learning Cloud

Enhanced eLearning Course Player is now Generally Available

Updated document. Feature delivered in update 21A March Maintenance Pack.

26 FEB 2021     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 (21A, 21B, 21C, and 21D)
  • 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 in Release Readiness under Human Capital Management or via the Oracle Help Center under Cloud Applications > Human Capital Management.

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 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.

Features Delivered Disabled = Action is needed 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*

Learning Cloud

OTBI

Learning Record Subject Area is Now Generally Available

Recruiting

Recruiting

Candidate Duplicate Check in Move to HR

Automatically Extend Job Offers

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.

OTBI

Learning Record Subject Area is Now Generally Available

Take note that beginning with this release, you no longer have to log a service request to enable the Learning Record Subject Area feature.

You no longer need to log a service request to enable this feature.

Steps to Enable

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

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.

Candidate Duplicate Check in Move to HR

As an administrator, you can configure whether or not candidates get checked for duplicates as they move into the HR phase of the recruiting lifecycle, depending on the enterprise’s definition of duplicates and depending on how much personal information is gathered from candidates.

Three options are provided in the new Recruiting setting Duplicate Check in Move to HR.

  1. None - no duplicate validation

This option preserves the current behavior and never check any candidates for duplicates when the action Move to HR happens. After this move, external candidates will automatically appear as pending workers and their job application will be in status HR - Processing in Progress unless any errors occurred, just like in prior releases.

  1. Use person creation duplicate check setting for all candidates

This option enables all external candidates to be checked against workers and ex-workers in the system, seeking whether they may be a duplicate before creating them as a new pending worker. Any possible duplicates found will be based on some combination of name, birth date, gender, or national identifier as configured in the Enterprise setting Person Creation Duplicate Check. If any potential duplicates are identified, the candidate’s job application will move into the status HR – Error During Processing and the user must decide how to proceed for this candidate.

Anyone who has the same name as the candidate may be considered a potential duplicate if the job application didn’t collect their birth date and national identifier, depending on your configuration in the Enterprise setting. Almost all of that setting’s possible configurations yield better results when these two personally-identifiable values are available in the candidate’s record. So without these values, this Recruiting value “Use person creation duplicate check for all candidates” may yield a larger number of false-positive duplicates for the candidate, which the user would need to evaluate for merging their records.

NOTE: If the Enterprise setting Person Creation Duplicate Check itself is configured with the None value, then no duplicate checking will be performed for any candidates as they move to the HR phase, even if the Recruiting setting Duplicate Check in Move to HR is configured to Use person creation duplicate check for all candidates.

  1. Use person creation duplicate check setting only for candidates with date of birth and national identifier

This option checks for duplicates among workers and ex-workers in the system only if the candidate’s birth date and national identifier were gathered while applying for the job.

Candidates who weren’t given the opportunity to provide this information, or who left one or both of these fields blank, won't be checked for duplicates. They will simply move to the HR phase and appear as pending workers, with their job application in status HR - Processing in Progress unless any errors occurred, just like in prior releases.

Candidates who do have information in both fields will be checked as they move to the HR phase. Any possible duplicates found will be based on some combination of name, birth date, gender, or national identifier as configured in the Enterprise setting Person Creation Duplicate Check. If any potential duplicates are identified, the candidate’s job application will move into the status HR - Error During Processing and the user must decide how to proceed for this candidate.

It’s probable that a current or former worker who was identified as a potential duplicate due to the candidate’s matching national identifier could indeed be the same person. Configuring this value for the Recruiting setting will likely yield fewer but higher-quality possible matches as candidates move into the HR phase, and the user may well decide to merge their records in most cases.

NOTE: If the Enterprise setting Person Creation Duplicate Check itself is configured with the None value, then no duplicate checking will be performed for any candidates as they move to the HR phase, even if the Recruiting setting Duplicate Check in Move to HR is configured to Use person creation duplicate check only for candidates with date of birth and national identifier.

Customers who use update 21A in its initial release may see more external candidate job applications arriving in the status HR – Error During Processing after they move into the HR phase. This is because all external candidates by default are checked for duplicates according to the existing configuration in the Enterprise setting Person Creation Duplicate Check. Now this new Recruiting setting Duplicate Check in Move to HR allows customers to decide whether none, all, or some of their candidates participate in that check.

  1. Recruiting setting value "None - no duplicate validation"

The benefit of this configuration is to keep the hiring process consistent across releases, so you can adopt new capabilities on your own schedule. After upgrading to this monthly maintenance pack, this option will be the default configuration for Recruiting users. It preserves the behavior of Oracle Recruiting release 20D and prior.

Choosing this configuration means that all external candidates’ job applications will move forward into the HR phase as before, without being compared to any workers or ex-workers and without going into the status HR – Error During Processing due to any data similarities that may exist. No new burdens are placed on the users who must investigate and resolve candidate processing errors.

In short, this configuration option provides consistent behavior with Recruiting 20D and prior releases.

  1. Recruiting setting value "Use person creation duplicate check setting for all candidates"

This configuration is the same as the default behavior of the initial release 21A, before this setting became available. The benefit of this option is to reduce rework of hiring the same person twice, by checking all external candidates to find duplicate records before the pending worker creation begins. Every candidate who has any potential duplicates, as defined by the Enterprise setting Person Creation Duplicate Check, will go into the status HR – Error During Processing for the users to examine as they complete each hiring process.

In short, this configuration reduces rework in pending worker creation by presenting users with every possible duplicate record, as defined in the Enterprise setting.

  1. Recruiting setting value "Use person creation duplicate check setting only for candidates with date of birth and national identifier"

The benefit of this configuration is to reduce downstream rework of detecting candidates’ duplicates, but to balance this by ensuring that users are also not overly burdened with too many false-positive errors in the recruiting process.

Choosing this configuration ensures that only candidates with sufficient personal info get checked for duplicates as they move to the HR phase. These candidates who provided their date of birth and national identifier will be matched only to worker and ex-worker records with values very similar to their own, depending on the configuration of the Person Creation Duplicate Check, rather than being matched to a longer list of possible duplicates who merely have similar names. This yields fewer and higher-quality matches when these candidates do move into the status HR – Error During Processing, which is where users need to resolve errors before continuing each hiring process. Any candidates who didn’t provide their birth date and national identifier won't be checked for duplicates as they move to the HR phase, so this subset of candidates will never arrive in the status HR – Error During Processing for this reason.

In short, this configuration option provides more granular control in adopting the new feature, to place less burden on users who are responsible for processing external candidates.

Steps to Enable

Here's how to enable the Enterprise setting Person Creation Duplicate Check:

  1. On your Home page, go to My Client Groups > Quick Actions > Show More.
  2. Click Manage Enterprise HCM Information.
  3. In the Enterprise Information section, configure the setting Person Creation Duplicate Check.

Here's how to enable the Recruiting setting Duplicate Check in Move to HR section:

  1. In the Setup and Maintenance work area, go to:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Enterprise Recruiting and Candidate Experience Information
  1. Go to the Duplicate Check in Move to HR section.
  2. Choose any of the 3 options.
  • None – no duplicate validation
  • Use Person Creation Duplicate Check setting for all candidates
  • Use Person Creation Duplicate Check setting only for candidates with date of birth and national identifier

Automatically Extend Job Offers

Job offers can be extended automatically to candidates once the offers have been approved.

When the candidate selection process of a job requisition is configured to extend offers automatically, offers are extended automatically to candidates when their job applications reach the Offer – Approved status.

NOTE: Offers are extended automatically even when enough hires have been made on the requisition to match the number of openings. You could use a fast formula condition to prevent automatically extending an offer based on the number of hires on the requisition.

With this feature, the process is faster as recruiters no longer have to extend offers manually.

Steps to Enable

You can configure the candidate selection process to automatically extend job offers to candidates when their job applications reach the Offer – Approved status. You can also set a delay as to when to extend offers.

A new action is available: Extend Offer. You can only add this action to the Approved state of the Offer phase.

  1.  In the Setup and Maintenance work area, go to:
    • Offering: Recruiting and Candidate Experience
    • Functional Area: Candidate Job Applications
    • Task: Candidate Selection Process Configuration
  2. On the Candidate Selection Process Configuration page, click a process.
  3. On the process page, click the Offer phase.
  4. In the States for Phase: Offer section, select the Approved state.
  5. Select the Extend Offer action in the Actions menu, and select Add.
  6. Define the delay in number of hours before extending the offer automatically. If you enter 0, the action is performed immediately. When an offer is set to be extended with a delay, a message is displayed to users viewing the offer, providing the date and time when the offer will be automatically extended. When the delay has expired, the offer is extended only if it hasn't been modified by a user. For example, if the recruiter redrafts the offer, the offer won't be extended automatically once the delay has expired. If after the redraft the offer is approved again, a new automatic extend will be scheduled.
  7. Click Continue.
  8. As for other actions, you can define conditions that must be met for the Extend Offer action to be performed.
  9. Enter a unique name for the action.
  10. Click Save and Close.

When the Extend Offer action is triggered, a scheduled process is run and the action is performed based the configured delay.

Tips And Considerations

You can add multiple Extend Offer actions to a candidate selection process. This allows you to extend offers using different conditions and configurations.

If you enable the Bypass Extending Offer option, the Extend Offer action isn't available.

An error may occur when the Extend Offer action is triggered automatically or manually. The job application won't reach the Offer - Extended status; it will remain in the Offer -  Approved status until you can resolve the error and retry the Extend Offer action manually. You can view any errors in the Offer tab of the job application.

February Maintenance Pack for 21A

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 Product Feature Notes
30 APR 2021 Recruiting Move Job Applications to Different States in Offer Phase Using HCM Data Loader

Updated document. Revised feature information.

26 MAR 2021 Learning Cloud Search Functionality Modifications

Updated document. Revised feature information.

26 Feb 2021 Learning Cloud Classic Pages for Manager and Learner

Updated document. Revised feature information.

29 JAN 2021     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 (21A, 21B, 21C, and 21D)
  • 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 in Release Readiness under Human Capital Management or via the Oracle Help Center under Cloud Applications > Human Capital Management.

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 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.

Features Delivered Disabled = Action is needed 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*

Learning and Development

Learning Cloud

LinkedIn Integration Available via Profile Option

New eLearning Player is Now Available via Profile Option

Enhanced Enrollment Summary for Managers

Related Materials Enhancement

Search Functionality Modifications

Learning Cloud Replaced or Removed Features

Classic Pages for Manager and Learner

Recruiting

Recruiting

Move Job Applications to Different States in Offer Phase Using HCM Data Loader

Input Field for Year in Application Flow

HR Optimizations

Transactional Business Intelligence for Talent Management

Learning Cloud

Learning Records Real Time Subject Area: Additional Columns

Learning Records Real Time Subject Area: Reorganized Folder Structure

Learn OTBI Replaced or Removed Features

OTBI Learning Management Subject Area

>>Click for IMPORTANT Actions and Considerations

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.

LinkedIn Integration Available via Profile Option

Add LinkedIn Learning content to Oracle Learning Cloud. When you enable this integration, you can import a single course at a time, or bulk load multiple courses. Upon import, an automatic process runs in the background to create content, courses, offerings, and activities associated with the content in Oracle Learning Cloud.

NOTE: This feature is enabled using a profile option.

With this integration customers can add and access their LinkedIn Learning Content from Oracle Learning Cloud.

Steps to Enable

  1. Setup in LinkedIn Learning

You need to have an account with LinkedIn Learning before you can enable this feature. LinkedIn Learning should provide you with the following information:

  • Client ID
  • Shared Key (Client Secret)

You can access this information via the API Application Provision tab within LinkedIn Learning.  This information is required to enable the integration with Oracle Learning Cloud.

API Application Provision Tab

Within LinkedIn Learning you also need add your Oracle Learning Cloud POD to the allowlist via the Playback Integration tab. Contact your LMS administrator for your hostname(s). Do not include protocols (e.g. http:// and https://) or port. Click the + symbol to add host names.

Ex: abc.us.oraclecloud.com

Playback Integration Tab

IMPORTANT: Make sure the AICC integration settings are enabled prior to performing the synchronization steps below. When you enable AICC integration, LinkedIn Learning will send course completion and course progress (%) back to your LMS. If present, the AICC launch URL is provided with the learning asset. This value is used to initiate course completion tracking in AICC-compliant systems. The value is only included in the response when the requestor has AICC enabled in their LinkedIn Learning admin settings.

Add LinkedIn Learning API Application

If you plan to use more than one environment, request that LinkedIn Learning provide you with a unique LinkedIn Learning server account for each environment. Having separate servers prevents data updates from becoming out of sync across environments.

  1. Setup in Oracle Learning Cloud

The following are the high-level steps you need to follow to enable LinkedIn Learning within Oracle Learning Cloud:

  1. Enable LinkedIn Learning via the LinkedIn Learning external provider profile option.
  2. Enable LinkedIn Learning for the appropriate users by granting them the Manage External eLearning Content security permission.
  3. Enable the LinkedIn Learning integration for Learning Cloud.
  4. Synchronize Oracle Learning Cloud with the LinkedIn Learning library.
  5. Import LinkedIn Learning content to the catalog. This import creates LinkedIn Learning content, courses, offerings and activities within the catalog
  1. Ensure That the LinkedIn Learning Profile Option is Enabled

Create the profile option: 

  • Task: Manage Profile Options
  • Profile Option Code: WLF_EXT_PROVIDER_LINKEDIN
  • Profile Display Name: Enable LinkedIn Integration
  • Profile Option Levels: At Site level, select the Enabled and Updatable check boxes.

Set the Profile Option Value:

  • Task: Manage Administrator Profile Values
  • Profile Option Code: WLF_EXT_PROVIDER_LINKEDIN
  • Profile Display Name: Enable LinkedIn Integration
  • Set the profile option value at site level to “Y" to enable this feature
  1. Ensure That the AICC Enable External Player Option is Enabled
  • Task: Manage Administrator Profile Values
  • Profile Option Code: ORA_WLF_ELEARNING_AICC_ENABLE_EXTERNAL_PLAYER
  • Profile Display Name: Enable AICC External eLearning Player
  • Set the profile option value at site level to “Y" to enable this feature.
  1. Set Up the LinkedIn Learning Integration within Oracle Learning Cloud

You must enable LinkedIn Learning before you can begin using it with Learning Cloud. Once enabled, and you have obtained the LinkedIn Learning security privilege, you are able to see the Import External Content option and LinkedIn Learning as a valid content provider in Import External Content.

  1. In the My Client Group area, click Learning.
  2. Click Setup.
  3. Click External Providers.
  4. Click Configure next to LinkedIn.
  5. Select the Enabled check box.
  6. Enter the Client ID. You obtain this information from LinkedIn.
  7. Enter the Client Secret (Shared Key). You obtain this information from LinkedIn.
  8. Click Validate. This runs a quick validation to ensure that Oracle Learning Cloud and LinkedIn Learning integration has been set up correctly.
  9. Once the success message displays, click Save and Close.
  1. Enable LinkedIn Learning for Users

The appropriate users must have the Manage External eLearning Content security privilege before they can see the see the Import External Content option in the Add Content drop-down list on the Catalog Resources page.

  1. Synchronize Oracle Learning Cloud with the LinkedIn Learning Library

To ensure that LinkedIn Learning data is up-to-date within Learning Cloud, you must periodically run the Load and Synchronize External Course Data job. The job is responsible for loading the available courses from the external content providers into Oracle Learning Cloud so that they are available for import. In addition to loading the metadata to allow for search, it will load the sync status from the provider. Oracle recommends that you schedule this job to run daily. You can also run it on demand, if force synchronization is required.

After you run the Load and Synchronize External Course Data jobs from the Scheduled Processes work area, a status displays for each course.

  • New - indicates that this is a new course, and it was not imported.
  • Modified - indicates that a course has been imported, but has changed on LinkedIn.
  • Current - indicates a course is in sync with LinkedIn and has been imported.
  • Removed - indicates that a course was imported as "Not entitled" from LinkedIn. Oracle Learning Cloud doesn't support deletion, so you must manually delete courses, offerings, and activities associated with removed content.
  1. Import LinkedIn Learning Library items into Oracle Learning Cloud

You must import LinkedIn Learning content into Oracle Learning Cloud to create learning items in the Oracle Learning Cloud catalog. 

  1. In the My Client Groups work area, click Learning.
  2. On the Catalog Resources page, click the Content tab. 
  3. Click Add Content.
  4. Select Import External Content.
  5. Search for and select the LinkedIn Learning content you want to import.
  6. Click one of the following:
    • Import - to import a single item
    • Import All - to import all selected items
  7. When the "You are about to create a course, offering, and activity for this LinkedIn Learning asset. Do you want to continue?" message displays, click Yes

Catalog Resources

The courses are imported, and remain in Import Requested status until the import process completes. You can find them by selecting Import Requested from the Import Status drop-down list in the search area. The content remains in this status until the Import LinkedIn Learning Content job completes. This job runs automatically in the background, and creates content, courses, offerings and activities for the imported LinkedIn Learning content.

NOTE: Ensure that users are not importing LinkedIn Learning content at the same time as the Load and Synchronize External Course Data job. 

Import External Content

New eLearning Player is Now Available via Profile Option

Use the enhanced eLearning course player with Oracle Learning Cloud. The new eLearning player is a pure HTML player. It supports the completion of online content, and interacts well with browser buttons, such as Back and Reload.

NOTE: This feature is enabled with a profile option.

This feature ensures that learners don't lose the progress they have made in their learning content, or put the player in a state where it can't resume because it lost its variables that were in memory.

Steps to Enable

  1. Enable the New Profile Option.
  • Task: Manage Administrator Profile Values
  • Profile Option Code: ORA_WLF_BYPASS_PROXY_KEY
  • Profile Display Name: Bypass ROHS Proxy Key
  • Set the profile option value at site level to “Y" to enable this feature.

NOTE: If you used this feature during the early adopter/controlled availability phase, and you set the profile option called ORA_WLF_LEARN_ELEARNING_PLAYER_KEY, you should disable it and use the new profile option mentioned above.

  1. Configure the ORACLE.ADF.VIEW.ALLOWED_ORIGINS profile to be consistent with this article: MOS article: "Valid Value For 'ORACLE.ADF.VIEW.ALLOWED_ORIGINS'. To Avoid Fetching Data Issue In Fusion Applications" (Document ID 2571613.1). This allows communication from the HTML-based eLearning player hosted on the Akamai content server ORACLE.ADF.VIEW.ALLOWED_ORIGINS. The Akamai content server hostname is typically your Fusion hostname with all the periods (.) replaced with dashes (-) and ".akamaized.net" appended at the end. For example, if the Fusion hostname is https://DOMAIN.us.oraclecloud.com, the Akamai host would be 'self'  https://DOMAIN-us-oraclecloud-com.akamaized.net.

Tips And Considerations

If you see a blank screen or content can't be found, run the ESS Job called Learn Migration. For data correction, Execute all the data fixes.

Enhanced Enrollment Summary for Managers

View enrollment details for your team members by clicking the View Enrollment button next to each learning item for which team members are enrolled. The new button replaces the View Details link..

New Button on the My Team Page

This feature enhances the user experience.

Steps to Enable

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

Related Materials Enhancement

Attach URLs in the Related Materials section for learning items.

Add URLs as Attachments

This feature enhances the ability of the administrator to attach different kinds of attachments.

Steps to Enable

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

Search Functionality Modifications

Be among the first to use the new search functionality modifications. When this feature is enabled, you'll notice improved performance, better relevancy ranking and improved self service search user experience. This functionality is available to existing customers via a profile option that can be set in Update 21A beginning in February 2021. New customers environments will be auto-provisioned with the functionality.

The search functionality has been modified to include the following:

  • Improved search performance.
  • Improved relevancy ranking.
  • Resolved navigation issues when scrolling through multiple pages of search results using the Load More action.
  • Stop Words - Administrators can now configure distinct stop words for titles and descriptions. Stop words are words that you want to be ignored when users search the self-service catalog.
  • Search Data Security - Custom data security no longer controls learning item access.
  • Catalog search now only shows results based on access groups, and not based on learning assignments.
  • Ability to search by learning item number is now performed on the learner landing page, and has been removed from the search results facets.

Improved Performance

The search algorithm was modified to improve performance. Prior to this enhancement, the search functionality used what was called a "fuzzy match" in the last step of the search algorithm. This caused a reduction in performance, and didn't improve relevancy, so it was removed.

Improved Relevancy Ranking

The search algorithm was refined so that results are returned quickly, and with higher relevancy. The most relevant search results are at the top of the list, with each subsequent result having slightly lower search relevancy. When a user performs a search using a phrase or word, the title matches are ranked higher than description or syllabus matches. The search algorithm may use "stemming", which means search results contain words with the same linguistic root. For example, a query on the term “speak” also includes all items that contain "speak", "speaks", "spoke", and "spoken".

If the keyword is a single word, the search relevancy ranking is as follows:

  1. Exact word match in the title
  2. Exact word match in the description
  3. Stemmed word match in the title

If the keyword is a phrase, the search relevance ranking is as follows:

  1. Exact phrase match in the title only
  2. Exact word match in the title only
  3. Exact phrase match in the description only
  4. Stemmed phrase match in the title only
  5. Stemmed word match in the title only
  6. Exact word match in the description only

When a user searches using a learning item number, the results return learning items based on the exact match with the learning item number.

Resolved Navigation Issues When Scrolling Through Multiple Pages of Search Results

The Load More action, used when navigating through a list of learning items in the search results page, has been enhanced. When a user clicks Load More at the bottom of the search results page, a result set for the next 25 records is quickly loaded.

Stop Word Functionality

Use stop words to exclude specific words when searching the self-service catalog. Once this modified search functionality feature is enabled, a new tab called Catalog Search Tuning is enabled under Setup.

Catalog Search Tuning

Stop Words Background Processing

When this new search functionality is enabled, the Rebuild Learning Item Stop Word Index ESS job is automatically scheduled to run every 5 minutes. This is an incremental job that works when a learning item is created or updated. This means that when an admin creates items like courses, specializations, etc. they will become discoverable to learners after this job runs.

IMPORTANT: If the new search functionality is not enabled, and an admin tries to manually run the Rebuild Learning Item Stop Word Index job, it will end in warning status.

Whenever the stop words list is modified, you must manually run the Rebuild Learning Item Stop Word Index job using the Process Pending Stop Words option.

Disable Stop Words

Stop words can be disabled by learning administrators by clearing (unchecking) the relevant check boxes.

View Seeded Stop Words

Regardless of whether the Enable User Defined Learning Item Stop Words check box is selected, you can click View Seeded Title Stop Words to view the seeded list stop words for the selected language. This link opens the following Oracle doc: https://docs.oracle.com/en/database/oracle/oracle-database/19/development.html. In the Oracle Text section of that page, scroll to the section called Text Reference and open either the PDF or HTML version of the guide. Refer to the chapter called "Oracle Text Supplied Stoplists."

View Seeded Title Stop Words

Stop Words Feature Information

  1. View Seeded Title Stop Words: On the Catalog Search Tuning page, click View Seeded Title Stop Words to view the list of seeded Title Stop Words.

View Seeded Title Stop Words

  1. Edit Title Stop Words: On the Catalog Search Tuning page, select the Enable User Defined Learning Items Title Stop Words check box to enable the feature. Click Edit Title Stop Words to manage the list of Title Stop Words.

Edit Title Stop Words

  1. Edit Description Stop Words: On the Catalog Search Tuning page, select the Enable User Defined Learning Items Description Stop Words check box to enable the feature. Click Edit Title Stop Words to manage the list of Description Stop Words.

Edit Description Stop Words

Custom Data Security and Assignments Do Not Grant Learning Item Access

Access Control with the new search functionality modifications: With the new search modifications, custom data security and assignments no longer override learning item access during self service search. Prior to these modifications, self-service access could be controlled by a combination of access control types, evaluated in the following priority order:

  • Data Security – This is longer evaluated with the new search modifications. Prior to this search modification data security (View Catalog Learning Items in Self-Service) would trump all the other types of access. Previously, the View Catalog Learning Items in Self-Service data security deferred access to access group and assignment record configuration on the learning item, unless the default condition was modified. This data security policy is no longer applied to self-service catalog searches at all. If through data security learners don’t have the authority to view the learning item, they will not be able to view the learning item and the other access control types are not evaluated.
  • Assignment Records - This is no longer evaluated with the new search modifications. Prior to this search modification, assignments would trump access groups. If a learner had access to an item, and they have a required or voluntary assignment, then the access record control type does not need to be evaluated.
    • Required or Voluntary Assignment – If a learner has a required or voluntary assignment then they can access the learning item even though they are not granted access via an access group.
    • Recommended by an Administrator - If a learner has a recommended assignment, then they can access the learning item even though they are not granted access via an access group. Recommended assignments by the learner’s manager or via Self-Service recommendations do not override access records.
  • Access Groups - If a user doesn't have access to a learning item because the learning item is set to a deny rule (View mode = no access), then they will not have access to the learning item.

Search by Learning Item

You can search by learning item number on the learner landing page. It has been removed from the search results page.

NOTE: Removal of the learning item number facet from search results page is only applicable if the new search functionality has been enabled.

Search by Learning Item Number

Search Results Facets

The objective of this feature is to improve the performance, relevancy ranking, and the overall self-service search user experience.

Steps to Enable

Step 1. Set the Profile Value

  • Task: Manage Administrator Profile Values
  • Profile Option Code: ORA_WLF_LEARNING_ITEM_LISTING_SEARCH_MODE
  • Profile Display Name: Learning Item Listing Search Mode
  • Set the profile option value at site level to “V3" (Note: uppercase “V”) to enable this feature.

Step 2. Run the Optimize Learning Text Indexes job manually (select Yes), so that the the database index is created.

Step 3. For the Autosuggest functionality to work with the new search, all learners would need to be granted the Use REST Service - Learning Catalog List of Values functional privilege. This privilege has been included in the Learner REST Duty Role since 20A.

Key Resources

Regardless of whether User Defined Learning Item Stop Words is enabled, users can click View Seeded Title Stop Words to view the seeded list stop words for the selected language linked to Oracle doc here: https://docs.oracle.com/en/database/oracle/oracle-database/19/development.html. In the Oracle Text section of this page, scroll to the section called Text Reference and open either the PDF or HTML version of the guide. Refer to the chapter called "Oracle Text Supplied Stoplists."

Learning Cloud Replaced or Removed Features

From time to time, Oracle replaces existing features with new features, or removes existing features.

Replaced features may be put on a path of removal, the features below will let you know what update you will have to have moved to the newer feature. As a best practice, you should move to the newer feature as soon as possible for full support and to stay up with the latest updates that the product offers.

Any feature that is removed, will have an Update in which that feature is no longer available. Please make necessary plans to move off the feature by the Update indicated, as it will no longer be available.

Classic Pages for Manager and Learner

Take note that the classic pages for manager and learner will be discontinued in Update 21B. If you have not yet migrated to responsive pages, a message displays on the administrator dashboard to warn you that you haven't enabled the responsive profile option.

Warning Message

This feature alerts the admin that they need to migrate to responsive pages..

Steps to Enable

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

Tips And Considerations

To make the message go away, and to ensure that your users have uninterrupted access to your pages after 21B, enable responsive pages.

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.

Move Job Applications to Different States in Offer Phase Using HCM Data Loader

You can move job applications to different states in the Offer phase or a custom phase between the Offer and HR phases using HCM Data Loader.

The following moves are supported in the Offer phase.

From Phase - State To Phase - State

Pre-Offer Phase - State in Pre-Offer Phase

Offer - To be created

Offer - Draft

Offer - To Be Created

Offer - Rejected by Employer

Offer - Withdrawn by Candidate

Offer - Draft

Offer - Draft

Offer - Rejected by Employer

Offer - Withdrawn by Candidate

Offer - Pending Approval

Offer - Draft

Offer - Approval Rejected

Offer - Draft

Offer - Rejected by Employer

Offer - Withdrawn by Candidate

Offer - Approved

Offer - Extended - If Extend Bypass indicator is not checked. (Note: On moving an offer to the Extended state, the offer is extended to candidate and notified.)

Offer -  Accepted:  If Extend Bypass indicator is checked.

Offer - Draft

Offer - Rejected by Employer

Offer - Withdrawn by Candidate

Offer - Extended

Offer - Rejected by Employer

Offer - Withdrawn by Candidate

Offer - Accepted

Offer - Accepted

Offer - Rejected by Employer

Offer - Withdrawn by Candidate

Post-Offer Phase, State (this is any customer-configured post-offer phase)

Offer - Rejected by Employer

Offer - Draft if offer exists

Offer - To Be Created if offer doesn’t exist

Offer - Withdrawn by Candidate

Offer - Draft if offer exists

Offer - To Be  Created if offer doesn’t exist

HCM Data Loader can now move job applications to different states of the Offer phase in bulk, not just one at a time.

Steps to Enable

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

Tips And Considerations

 On moving an offer to extended state, offer is extended to candidate and notified.

Input Field for Year in Application Flow

External candidates can enter a year in applications flows using an input field instead of a drop-down menu.

Date Input Field

This helps external candidates to more easily enter a date.

Steps to Enable

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

HR Optimizations

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 Cloud

Learning Records Real Time Subject Area: Additional Columns

Use the additional columns that have been added to the Learning Records Real Time Subject Area under:

  • Activity Sequencing Details
  • Self Paced Activity Details
  • Learning Status
  • Learning Activity Information
  • Learning Activity Attempt Information

NOTE: All new columns listed under /Root/Completion Information/Completion Details/Activity Sequencing Details/Activity Completion Predecessor and /Root/Completion Information/Completion Details/Activity Sequencing Details/Activity Section Completion Predecessor are related to the Sequencing functionality, which is currently in controlled availability as part of the early adopter program. See the Update 20C Talent Management What's New for the feature New Subject Are for Workforce Learning - Learning Records Real Time under the heading Transactional Business Intelligence for Talent Management for details.

The following is a list of the additional columns.

Additional Columns

Additional Columns

Additional Columns

Additional columns have been added for more flexibility.

Steps to Enable

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

Learning Records Real Time Subject Area: Reorganized Folder Structure

Take note that for the Learning Records Real Time Subject Area, some columns have been moved to different folder locations so that they are organized in a more meaningful way.

NOTE: If you have any existing analysis reports using any of these columns, be sure to update your report structure to take the reorganization into account. If you don't, reports that contain one or more columns from this list will not run properly and will result in errors. If this happens, remove the column from the report, and then re-add it from the new folder location.

Reorganized Folder Structure

Reorganized Folder Structure

Reorganized Folder Structure

Reorganized Folder Structure

The folders are better organized.

Steps to Enable

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

Learn OTBI Replaced or Removed Features

From time to time, Oracle replaces existing features with new features, or removes existing features.

Replaced features may be put on a path of removal, the features below will let you know what update you will have to have moved to the newer feature. As a best practice, you should move to the newer feature as soon as possible for full support and to stay up with the latest updates that the product offers.

Any feature that is removed, will have an Update in which that feature is no longer available. Please make necessary plans to move off the feature by the Update indicated, as it will no longer be available.

OTBI Learning Management Subject Area

Be aware that the Learning Management subject area is being replaced by the Learning Record subject area. The Learning Management Subject Area will eventually be removed in a future release, and the removal will be communicated in future What’s New document. You are advised to avoid using the Learning Management subject area going forward. If you have used it in any of your current OTBI reports etc., you will need to rewrite them.

The new Learning Record subject area comes with enhanced functionality.

Steps to Enable

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

IMPORTANT Actions and Considerations

REPLACED OR REMOVED FEATURES

From time to time, Oracle replaces existing Cloud service features with new features, or removes existing features. When a feature is replaced the older version may be removed immediately or at a future time. As a best practice, you should use the newer version of a replaced feature as soon as the newer version is available.

Product Removed Feature Target Removal Replacement Feature Replaced In Additional Information

Learning Cloud

Classic Pages for Manager and Learner 21B

Manager and Learner Pages Redesigned

20C You will need to move forward with responsive pages to stop the messages to move to responsive.

Learning Cloud

DEP: OTBI Learning Management Subject Area TBD  

The Learning Management Subject Area will eventually be removed in a future release, and the removal will be communicated in future What’s New document. Customers should start moving to the Learning Record subject area.

Learning Cloud Removing Old Browse Catalog Experience 21B

Enhanced Browse Catalog Button

20C See the feature for steps needed to take before 21B.

Learning Cloud

Removing Legacy User Experience 21B Responsive User Pages 20C

See the feature for steps needed to take before 21B.

Learning CLoud Access Deny Rules No Longer Respected 21B N/A   See feature for replacement.

_________________________

ORACLE HAS DECOMMISSIONED THE HCM CLASSIC SIMPLIFIED USER INTERFACE IN UPDATE 20B

The new and redesigned HCM Responsive User Experience has been available and promoted as our standard since Update 18B. If you are still using the older HCM Classic Simplified User Interface, you must begin transitioning to the HCM Responsive User Experience, as these older pages will no longer be supported.

For information on the Responsive features, see the HCM Common What's New for Update 18B and 18C. The redesigned features are under a heading for Redesigned User Experience and have groupings by product. Features that have come out from 19A onwards will be in their respective solutions: HCM Common, Global Human Resources, Talent Management, Workforce Management and Workforce Rewards What's News. The feature will be under their product headings. You can open one these solutions such as Workforce Rewards and you will see tabs on the left to easily let you open the different releases to view the responsive features.

For consolidated information on generic setup information you can refer to My Oracle Support Document ID 2399671.1 - HCM Responsive User Experience Setup Information.

Highlights of New User Interface:

We’ve taken the employee and manager self-service pages to the next level by redesigning them to look and behave the same on desktop and mobile devices. We’ve also changed the look and feel of the pages to provide a better experience for end users.

Pages and messages look more modern and use simpler, more conversational language so that you can more easily read and understand content across all devices. The pages are clutter-free and clean and display only those fields that are required to complete the task. You can personalize the pages and add more fields that are hidden by default. For most self-service tasks, you’re asked what you want to do, and the task is broken down into a series of steps based on your choice.

_________________________

KNOWN ISSUES / MONTHLY AND STATUTORY MAINTENANCE PACK

Oracle publishes a Known Issues document for every Update to make customers are aware of potential problems they could run into and the document provides workarounds if they are available.

Oracle also publishes Maintenance Pack and Statutory Maintenance Pack documentation of bugs that are fixed in the monthly or statutory patching.

To review these documents you must have access to My Oracle Support:

Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1)

Update 21A

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 Product Feature Notes
26 MAR 2021 Recruiting / Candidate Experience Internal Job Alerts: Job Preference

Updated document. Revised feature information.

26 MAR 2021

Recruiting / Job Requisitions Enhanced Job Sharing for External Career Sites

Updated document. Revised feature information.

26 Feb 2021 Goal Management Request Feedback on a Performance Goal

Updated document. Revised feature information.

26 Feb 2021

Performance Management Performance Document Approval Enhancements

Updated document. Revised feature information.

26 Feb 2021

Profile Management Improvements to Evaluator Type Setup for Competency Content Sections

Updated document. Revised feature information.

26 Feb 2021

Talent Review Matrix Management Support in Talent Review

Updated document. Revised feature information.

26 Feb 2021

Recruiting / Candidate Experience

Enhanced Job Application Progress Bar

Updated document. Revised feature information.

26 Feb 2021

Recruiting / Job Offers

Check and Merge Duplicates After Job Offers

Updated document. Revised feature information.

29 JAN 2021 Profile Management Improvements to Evaluator Type Setup for Competency Content Sections

Updated document. Revised feature information.

29 JAN 2021

Recruiting/ Job Offers Check and Merge Duplicates After Job Offers

Updated document. Revised feature information.

29 JAN 2021

Recruiting /Candidate Experience Improved Job Search User Experience

Updated document. Revised feature information.

18 DEC 2020 Learning Cloud/Replaced or Removed Features Access Deny Rules No Longer Respected

Updated document. Delivered feature in update 21A.

18 DEC 2020

Performance Management Performance Document Approval Enhancements

Updated document. Delivered feature in update 21A.

18 DEC 2020

Recruiting/Candidates and Candidate Job Applications LinkedIn Recommended Matches

Updated document. Delivered feature in update 21A.

18 DEC 2020

Succession Management Suspended Assignment Support in Talent Pools

Updated document. Delivered feature in update 21A.

18 DEC 2020

Talent Review Suspended Assignment Support in Talent Review

Updated document. Delivered feature in update 21A.

04 DEC 2020     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 (21A, 21B, 21C, and 21D)
  • 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 in Release Readiness under Human Capital Management or via the Oracle Help Center under Cloud Applications > Human Capital Management.

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 in the body or title of the email.

Feature Summary

Column Definitions:

Features Delivered Enabled

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.

Features Delivered Disabled = Action is needed 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
(Features 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.

Action is Needed BEFORE Use by End Users
(Features 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*

Career and Succession

Career Development

Job Alerts for Careers of Interest

Alert for Changes to Job Model Profile Associated with Careers of Interest

Configure Comments and Attachments for Development Plan Approval Transaction

Talent Review

Matrix Management Support in Talent Review

Suspended Assignment Support in Talent Review

Succession Management

Talent Pools Dedicated Menu Item

View Incumbents of Job and Position Succession Plans

HDL and HCM Extract Support for Succession Alert Attributes

Design Studio Support for Adding Flex Fields to Succession Plans and Talent Pools

Suspended Assignment Support in Succession Management

Suspended Assignment Support in Talent Pools

Profile Management

Improvements to Evaluator Type Setup for Competency Content Sections

REST Service for Worker Talent Ratings

Profiles Replaced or Removed Features

Classic Talent Profile Management Removed

Performance

Goal Management

Enhanced Goal Plan Sort

Disable Comments and Attachments in Approval Requests

Request Feedback on a Performance Goal

Enabling Performance Goals Contextual Notes Using Design Studio

Performance Management

Add Participants for Feedback in Performance Documents Enhancements

Automate Transferring Performance Documents to Employee's New Managers

Reopen Submitted Participant Feedback in Performance Documents

Control Who Provides Ratings and Comments in Performance Documents

Manage Check-Ins by HR Specialists

Improve Access to Additional Information for Evaluations

Display Company-Defined Names for Manage Participant Feedback Task

Performance Document Approval Enhancements

Learning and Development

Learning Cloud

Incident Management Enhancements

Learning Replaced or Removed Features

Access Deny Rules No Longer Respected

Removing Old Browse Catalog Experience

Removing Legacy User Experience

Recruiting

Recruiting

Candidate Experience

Keep Me Signed In

Internal Job Alerts: Job Preference

Improved Job Search User Experience

Filter Jobs by Organizations

Enhanced Job Application Progress Bar

Inline Tax Credit Assessment

Candidates and Candidate Job Applications

Configure Interactions in Notifications

Automatically Send Interview Invitations

Attachments for Job Offers and Document Records

Mark Apply Flow Attachments as Required

LinkedIn Recommended Matches

Candidate Selection Process

Enhanced Candidate Search

Job Requisitions

Verification of Candidates in Social Media Campaigns

Default Job Requisition Short Description from Profile

Automatically Unpost Job Requisitions

Enhanced Job Sharing for External Career Sites

Job Offers

Check and Merge Duplicates After Job Offers

HR Optimizations

Transactional Business Intelligence for Talent Management

Goals

Reporting on Organization Goal Alignments - Employee

Feedback

Note Details Visibility Changes

Profiles

Person Profile Real Time Enhanced to Report on Establishment Based Attributes

Talent Review OTBI Removed or Replaced Features

Attributes Removed in Talent Review Meeting Real Time

Succession

Alert Attributes in Succession Subject Areas

Recruiting

Reporting on the Maximum Number of Candidates Per Interview Time Slot

Reporting Using the Created from Position Flow Attribute

Reporting Using New Job Requisition Attributes

>>Click for IMPORTANT Actions and Considerations

Controlled Availability

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

Job Alerts for Careers of Interest

Subscribe to job alerts for your careers of interest and get automatically notified about internal job openings.

You can do this in the Career Outlook section of your Career Development page. From the Actions menu of the role in your Careers of Interest section, select Subscribe to Job Alert.

The image shows the Careers of Interest sub section of the Career Development page. The Subscribe to Job Alert action is shown for the Software Development Manager role.

Subscribe to Job Alert Action in Careers of Interest

You can also subscribe to job alerts on the Role Details page. Click the Subscribe to Job Alert button on this page.

The image shows the role details page of the Software Development Manager role.

Subscribe to Job Alert Button on the Role Details Page

If you are no longer interested in a role, you can unsubscribe from the job alerts.

Enable employees to easily access job opportunities related to their career aspirations and help your organization to fill positions with internal candidates and retain talent.

Steps to Enable

To enable employees to subscribe to job alerts, as administrators you need to use Transaction Design Studio.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Career Development.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Data Source list of the Available Attributes section, select Careers of Interest.
  8. To allow employees to subscribe to job alerts in the Careers of Interest section, change the Job Alert Subscription attribute value to Visible.
  9. Click Save and Close.
  10. From the Action list, select Career Development Job Profile Details.
  11. Add a rule.
  12. Enter the basic details.
  13. From the Region list of the Page Attributes section, select Job Details.
  14. To allow employees to subscribe to job alerts in the role details page, change the Job Alert Subscription attribute value to Visible.
  15. Click Save and Close.

Tips And Considerations

  • Note that when you remove a job from your careers of interest, the job alert you subscribed for is automatically unsubscribed.
  • If the job code associated with the job profile that you subscribed to changes, you need to unsubscribe from and then subscribe to the job alert again.
  • Any changes you make to job alert preferences using Oracle Recruiting Cloud isn’t reflected in Career Development application.
  • When new jobs are available for your careers of interest, you receive the job alert notification for the matching open jobs if these criteria are met:
    • You have subscribed to the job alert.
    • You have the Access Internal Candidate Experience function security privilege.
    • The posting visibility for the open jobs is Internal or Internal and External.
    • The job status is Open.
    • Job codes are associated with job model profiles.

Key Resources

For more information on using the Transaction Design Studio, refer to these resources:

  • Chapter 24, HCM Experience Design Studio in the Implementing Talent Management Base guide.
  • The Transaction Design Studio -What It Is and How It Works (Document 2504404.1) on My Oracle Support

Role Information

You need to have the Access Internal Candidate Experience function security privilege to view the role details page.

If you’re using this role or other predefined roles with this privilege, then no action is necessary. If you are using custom versions of this role or other roles to which the privilege isn’t already granted, then you must add this function security privilege to your custom roles to use this feature.

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

  • Release 13 Oracle Human Capital Management Cloud Security Upgrade Guide (Document ID 2023523.1).

Alert for Changes to Job Model Profile Associated with Careers of Interest

Get notified when changes are made to the role requirements for your careers of interest. This notification helps you to review any additions, deletions, or updates to the job model profile and reassess how you meet the role requirements.

You can see changes to these content sections in the notification:

  • Role Details
  • Accomplishments
  • Certifications
  • Competency
  • Education
  • Honors
  • Language
  • Membership
  • Projects
  • Skills
  • Work Requirements

The image shows a notification that indicates that a degree has been deleted for the Software Development role. It also shows that the description and responsibilities have been updated.

Sample Notification for Job Role Changes

Proactively manage your career development and pursue your careers of interest by receiving timely updates about changes to the role requirements. You can reassess your training needs and plan your career growth.

Steps to Enable

To notify employees about changes in job model profiles included in their careers of interest, as an administrator you need to do these tasks:

  • Enable the Job Profile in interest list change notification option.
  1. Navigate to the Setup and Maintenance work area.
  2. Search for and select the Talent Notifications task.
  3. Go to the Profile Management tab.
  4. Enable the Job Profile in interest list change notification.
  • Enable the Job Model Profile Changed Template alert template.
  1. Go to Tools > Alerts Composer.
  2. Search for and select the Job Model Profile in Careers of Interest Change Alert alert.
  3. Enable the Job Model Profile Changed Template alert template.

Configure Comments and Attachments for Development Plan Approval Transaction

Use Transaction Design Studio as administrators to enable or disable the Comments and Attachments section that is part of the development plan approval flow.

When you disable the Comments and Attachments section, users aren't directed to add comments and attachments and can submit their development plan for approval in one step. After submission, they see a banner message which informs them that the submission is in progress or approval is in progress.

Reduce time taken to submit development plans for approval if your users usually don’t add comments or attachments.

Steps to Enable

To disable or enable the Comments and Attachments section, as administrators you need to use Transaction Design Studio.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Career Development.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Region list of the Page Attributes section, select Career Development.
  8. Configure the visibility of the Comments and Attachments section:
  • To hide the Comments and Attachments section, change the Comments and Attachments attribute value to Not visible.
  • To show the Comments and Attachments section, change the Comments and Attachments attribute value to Visible.
  1. Click Save and Close.

Tips And Considerations

When you set the Comments and Attachments attribute value to Not visible, the Comments and Attachments section isn’t shown when users submit the development plan for approval. But remember that this section isn’t hidden in the other approval flows such as approver requesting for more information, approver editing the development plan, or approver rejecting the approval request.

Key Resources

For more information on using the Transaction Design Studio, refer to these resources:

  • Chapter 24, HCM Experience Design Studio in the Implementing Talent Management Base guide.
  • The Transaction Design Studio -What It Is and How It Works (Document 2504404.1) 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.

Matrix Management Support in Talent Review

You can now include matrix managers as reviewers in a talent review meeting provided your administrator or HR specialist has enabled including matrix managers in the talent review meeting configuration.

If you usually include matrix managers in your talent review meetings, we recommend that you enable matrix management in the talent review template.

Matrix managers when preparing review content can also rate their dotted line reports who are part of the review population of the meeting. They need to have edit profile content section access security permissions to rate their dotted line reports. Matrix managers can easily identify their dotted line reports when preparing the review content. 

The image shows the Prepare Review Content page for a Talent Review meeting. In the image, the dotted line report is highlighted.

Dotted Line Reports Included in Prepare Review Content Page

NOTE: If a person is both a direct report and a dotted line report, the Dotted line report label isn’t shown for that person.

Matrix managers can also submit the potential assessment for their dotted line reports if they have relevant Talent Profiles security access. When they submit their ratings, the name of the matrix manager is stored as the source of the ratings in Talent Profiles.

Matrix managers can add new tasks for their dotted line reports. They can view these tasks of their dotted line reports.

  • Tasks they have created for their dotted line report
  • Tasks that have been assigned by other reviewers or facilitators to them
  • Tasks for which they aren’t the owner or assignee.
The image shows the Tasks page of a dotted line report.

View Tasks for Dotted Line Report

Matrix managers can view notes created for their dotted line reports. They can also create notes. They need to use the View Notes action on the Prepare Review Content page to do this.

NOTE: Matrix managers can’t use the View Notes action on the overview page to create notes.

The image shows the Notes page of a dotted line report.

Notes of Dotted Line Report

On the Talent Review meeting dashboard, matrix managers can perform these actions:

  • Search for a specific person.
  • Select a dotted line report and perform any action available in the Actions list. Note that their privileges determine the actions they can perform or the pages or data they can see.
  • Use display options. But note that the risk of loss and impact of loss information they view depends on their security access permissions assigned in Talent Profiles.
  • Change views.
  • Filter the persons in the review population.
  • Move persons to and from the holding area.
  • View the organization chart.
  • Switch to the table view and enter ratings. Note that their Talent Profiles security permissions determine the ratings that they can see or edit.
  • Add their dotted line reports to a succession plan or talent pool that they can access.
  • Create a succession plan or talent pool if they have the privilege to do so.
The image shows a meeting for which matrix management is enabled. The Actions menu is shown for a dotted line report. Display options for age and risk of loss are enabled..

Actions for Dotted Line Reports

Ensure a comprehensive review of your employees by allowing matrix managers to rate the performance of their dotted line reports.

Steps to Enable

  • Enable matrix management in the Talent Review template.
  1. In the Setup and Maintenance work area search for and select the Configure Talent Review Dashboard Options task.
  2. Create or edit an existing template.
  3. Select the Include matrix managers as reviewers check box.
  4. Save your changes.

The image shows a Talent Review meeting template page. The check box for including matrix managers is highlighted.

Include Matrix Managers as Reviewers Check Box in Template

  • Enable including matrix managers in the talent review meeting.

NOTE: You need to perform these steps only if matrix management isn't enabled in the Talent Review template on which the meeting is based.

  1. Create a talent review meeting.
  2. In the Review Participants section, ensure that the Include matrix managers as reviewers check box is selected.
  3. Submit your meeting configuration after you have configured the meeting.

The image shows the Review Participants section of a Talent Review meeting configuration page.

Include Matrix Managers as Reviewers Check Box in Meeting

NOTE: When you enable matrix management in the talent review template, the Include matrix managers as reviewers check box is by default enabled in the Review Participants section of the Create Talent Review Meeting page. If you don’t want matrix managers to be included in the meeting, you can clear this check box. Also, note that even if your administrator hasn’t enabled matrix management in the talent review template, you can still include matrix managers in the meeting by selecting the Include matrix managers as reviewers check box in the Review Participants section of the Create Talent Review Meeting page.

Tips And Considerations

  • Matrix managers receive notification when the talent review meeting in which they are included is scheduled or updated.
  • When preparing review content, matrix managers need to have the relevant profile security permissions to view their dotted line reports.
  • As a system administrator, you can set a value for the Matrix Manager attribute in the meeting configuration using HCM Data Loader or HCM Spreadsheet Data Loader when you create a Talent Review meeting or update an existing meeting.
  • As a system administrator, you can extract the matrix manager configuration setting using HCM Extracts.

Suspended Assignment Support in Talent Review

You can now include people with suspended primary assignments in a talent review in any of these Talent Review roles:

  • Facilitators
  • Business leaders
  • Review participants
  • Members of the review population

Let’s consider two employees whose assignments have been suspended: Kathi Law and Ross Taylor.

The image shows the assignment changes of Kathi Law. Her current assignment status is Suspended - Payroll Eligible.

Suspend Assignment Page of Employee with Software Developer Job

The image shows the assignment changes of Ross Taylor. His current assignment status is Suspended - Payroll Eligible.

Suspend Assignment Page of Employee with Vice President Job

This image shows Ross Taylor added as a business leader.

The image shows the Meeting Info section of a Talent Review meeting. A suspended employee is added as the business leader.

Suspended Employee as Talent Review Meeting Business Leader

This image shows Kathi Law as a facilitator of a Talent Review meeting.

The image shows the Meeting Info section of a Talent Review meeting. A suspended employee is added as a facilitator.

Suspended Employee as Talent Review Meeting Facilitator

This image shows Ross Taylor added as a review participant.

The image shows the Review Participants section of a Talent Review meeting. A suspended employee is added as a participant.

Suspended Employee as Review Participant

When adding employees to the review population, facilitators can use the new filter that enables them to filter by the assignment status. This enables facilitators to view active employees or suspended employees.

The image shows suspended employees who satisfy the search criteria used to select employees for adding to the review population.

Assignment Status Filter

Managers can also grant review access to managers with suspended assignments. This image shows Ross Taylor as a manager who the line manager can grant access to.

The image shows the Grant Access page.

Grant Access to Suspended Manager

Include employees with suspended assignments in your talent review cycle and enhance your talent review process.

Steps to Enable

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

Tips And Considerations

  • In prior releases, you could see the Inactive assignments label for review participants and members of the review population who were suspended after they were included in the talent review. Since you are now allowed to add any employee with a suspended primary assignment to a talent review, such labels are no longer shown.
  • When filtering people to include in the review population, you can’t use only the Assignment Status filter. You need to use it after selecting other filters such as manager or location.
  • You can’t use the Assignment Status filter with the filter used to filter direct reports and all reports.
  • You can use HCM Data Loader or HCM Spreadsheet Data Loader to add employees with suspended primary assignments as Talent Review facilitators, business leaders, participants, or members of the review population. You can also HCM Data Loader or HCM Spreadsheet Data Loader to remove the details of suspended employees from a Talent Review meeting.
  • When you use HCM Extracts to download Talent Review meeting data, the details of the suspended employees are also included.

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.

Talent Pools Dedicated Menu Item

As HR Specialists, use the new Talent Pools menu item to quickly go to the Talent Pools work area. You can now navigate to the Talent Pools page in these ways:

  • On the Home screen, go to My Client Groups > Talent Pools.

The image shows the Talents Pools app in My Client Groups.

Talent Pools App in My Client Groups

  • Go to Navigator > My Client Groups > Talent Pools.

The image shows the Talent Pools menu item available in the Navigator.

Talent Pools Menu Item in My Client Groups Section of Navigator

Navigate to the Talent Pools overview page quickly and manage your talent pools.

Steps to Enable

To view the Talent Pools menu item in My Client Groups, 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 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

Note that the Talent Pools quick action won’t be available in a future release.

Role Information

You now need to have the Access Talent Pool Overview function security privilege to access the Talent Pools overview page and use these talent pool related deep links.

  • Edit Talent Pool (TALENT_POOL,EDIT)
  • Responsive Create Talent Pool (TALENT_POOL,CREATE)
  • Responsive Talent Pools Overview (TALENT_POOLS_OVERVIEW,NONE)

View Incumbents of Job and Position Succession Plans

You can view the incumbents who currently have the same job or position as defined in the Job and Position type succession plans. You can see this information on these pages:

  • Succession Overview page
  • Succession Planning tab of person spotlight
  • Incumbents section of the succession plan

NOTE: You can only see the incumbents that you have access to.

The succession plan attributes such as business unit and department if specified determine the incumbents who are in the same position or job.

The image shows the Succession Overview page. The information for a Job type and a Position type succession plan are shown. You can see the names of the first three incumbents for the Jib type plan.

Incumbents’ Information on the Succession Overview Page for Job and Position Plans

The image shows the Succession Planning tab of Pooja Kapoor's person spotlight page.

Incumbents’ Information on the Succession Planning Tab of Person Spotlight for a Job Plan

On the Succession Overview page and person spotlight, you can see the names of three incumbents and if there are more, you see their count.

The image shows the Incumbents section of a private Job type succession plan created for the Software Development Senior Manager job.

Incumbents Section

You can initially see 10 incumbents in the Incumbents section, but you can load more. The incumbents are listed in alphabetical order of their last names.

The incumbents’ information is refreshed when you perform any of these actions:

  • Click Refresh in the Incumbents section.
  • Edit the plan, change the Plan info details, and click OK.
  • Add or edit candidates and save and close the succession plan.
  • Add or edit owners and save and close the succession plan.

Enhance your succession planning by viewing the incumbents who have the same job or position as defined in the succession plan. You get a better idea of the candidates that you can include in the succession plan.

Steps to Enable

You need to run the Succession Plan Incumbents process at least once to view the list of incumbents for existing succession plans.

Tips And Considerations

  • As administrators use Transaction Design Studio to hide the Incumbents section and the incumbents listed on the Succession Overview page.
  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Succession Plans.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Data Source list of the Available Attributes section, select Plan Info.
  8. Set the value of the Incumbents attribute to Not visible.
  9. Click Save and Close.
  • The Incumbents section isn’t displayed for Incumbent type succession plans.
  • You can view the incumbents list for inactive succession plans also.
  • You won’t see incumbents who have an inactive assignment listed in the incumbents’ information or section.
  • The incumbents’ information isn’t listed when you view the maximized succession plan pane on the Talent Review dashboard.

Key Resources

For more information on using the HCM Experience Design Studio, refer to these resources:

  • Chapter 24, HCM Experience Design Studio in the Implementing Talent Management Base guide.
  • The Transaction Design Studio -What It Is and How It Works (Document 2504404.1) on My Oracle Support

HDL and HCM Extract Support for Succession Alert Attributes

Extend your succession plan data loading capabilities with the new alerts related attributes when using HCM Data Loader or HCM Spreadsheet Data Loader. You can upload these alerts related attributes:

  • Enable Alert for Candidate Moving to Plan Role: Determines whether the notification alert should be sent when a candidate moves to the role of the succession plan.
  • Enable Alert for Candidate Moving to a Role Different From the Plan Role: Determines whether the notification alert should be sent when a candidate moves to a role that's different from the role in the succession plan.
  • Enable Alert for Incumbent Changing Role: Determines whether the notification alert should be sent when the plan incumbent's role changes. You can set a value for this only for Incumbent type succession plans.
  • Incumbent Role Change: Indicates whether the job role has changed for the incumbent of a succession plan.
  • Candidate Succession Status Code: The code of the candidate succession status to display. The values that you can enter are NULL, ORA_HRM_MOVED_TO_DIFF_ROLE, ORA_HRM_SUCCESSOR. The default value is NULL.
  • Show Succession Status: Determines whether the succession status of the candidate is displayed in the banner. If the value is ‘Yes’, the banner is displayed if the candidate changes roles, regardless of whether or not the new role is the incumbent's role.

You can also retrieve the alerts related data of succession plans when using HCM Extracts.

Bulk-load succession plan alerts related data using HCM Data Loader or HCM Spreadsheet Data Loader and save time. Retrieve succession plan data including alerts related information in bulk using HCM Extracts.

Steps to Enable

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

Tips And Considerations

You can upload the alerts attributes for inactive succession plans also. But note that the application won’t trigger any alerts for inactive plans.

Design Studio Support for Adding Flex Fields to Succession Plans and Talent Pools

Enable flex fields in succession plans and talent pools using Transaction Design Studio (TDS). You can use TDS to enable flex fields for plan details, plan candidates, pool details and pool members.

The image shows some flexfields in the Edit Info section of the Software Development Senior Director Public Plan.

Descriptive Flexfields in Edit Plan Info

The image shows flexfields in the Candidates section of the Software Development Senior Director Public Plan.

Descriptive Flexfields in Candidates Section

The image shows some flexfields in the Pool Info section of the Leadership Training talent pool.

Descriptive Flexfields in Edit Pool Info

The image shows some flexfields in the Members section of the Leadership Training talent pool.

Descriptive Flexfields in Members Section

Include company-defined attributes with ease by enabling descriptive flexfields using Transaction Design Studio. You can provide additional information about succession plans or talent pools using these flexfields.

Steps to Enable

As administrators use Transaction Design Studio to show or hide the descriptive flexfields for succession plans.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Succession Plans.
  5. Add a rule.
  6. Enter the basic details.
  7. To show or hide the descriptive flexfields in the Plan Info section:
    1. From the Data Source list of the Available Attributes section, select Plan Info.
    2. Set the value of the Plan Info Descriptive Flexfields attribute to Visible or Not visible to show the flexfields or hide them.
  8. To show or hide the descriptive flexfields in the Candidates section:
    1. From the Data Source list of the Available Attributes section, select Candidates.
    2. Set the value of the Plan Candidates Descriptive Flexfields attribute to Visible or Not visible to show the flexfields or hide them.
  9. Click Save and Close.

As administrators use Transaction Design Studio to show or hide the descriptive flexfields for talent pools.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Talent Pools.
  5. Add a rule.
  6. Enter the basic details.
  7. To show or hide the descriptive flexfields in the Pool Info section:
    1. From the Data Source list of the Available Attributes section, select Pool Info.
    2. Set the value of the Pool Info Descriptive Flexfields attribute to Visible or Not visible to show the flexfields or hide them.
  8. To show or hide the descriptive flexfields in the Members section:
    1. From the Data Source list of the Available Attributes section, select Members.
    2. Set the value of the Pool Members Descriptive Flexfields attribute to Visible or Not visible to show the flexfields or hide them.
  9. Click Save and Close.

Key Resources

For more information on using the HCM Experience Design Studio, refer to these resources:

  • Chapter 24, HCM Experience Design Studio in the Implementing Talent Management Base guide.
  • The Transaction Design Studio -What It Is and How It Works (Document 2504404.1) on My Oracle Support

Suspended Assignment Support in Succession Management

You can now add employees who have a suspended primary assignment as incumbents, owners, or candidates to a succession plan.

In this example, an employee whose primary assignment status is Suspended - Payroll Eligible. This image shows the Suspend Assignment page on the spotlight page.

This image shows the Suspend Assignment Page of Shreyas Iyer. You can see the summary of changes and the Assignment details.

Suspend Assignment Page

Assume that you are the HR Specialist, you can add the person as a candidate to any succession plan that you have access to. In this image, you see that they are added as a candidate to the succession plan.

This image shows the Candidates Section of an Incumbent type succession plan. The employee with suspended assignment is highlighted.

Candidates Section of a Succession Plan

You can also create a succession plan with the person as the incumbent.

The image shows the Plan Info section of the Create Succession Plan page.

Create Succession Plan Page

Extend your succession planning by including incumbents or candidates whose primary assignment is suspended.

Steps to Enable

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

Tips And Considerations

You can also use HCM Data Loader or HCM Spreadsheet Data Loader to add employees with suspended primary assignments as succession plan owners, candidates, or incumbents.

Suspended Assignment Support in Talent Pools

You can now include people with suspended primary assignments as a member or an owner of a talent pool.

Let’s now consider an employee Pooja Kapoor who has a suspended primary assignment.

The image shows the Suspend Assignment page of Pooja Kapoor. The current assignment status is Suspended - Payroll Eligible.

Suspend Assignment Page of Employee

You can add this employee as the owner of a new or an existing talent pool.

The image shows the Create Talent Pool page in which the suspended employee is selected as a new owner.

Add Suspended Employee as Talent Pool Owner

You can add the suspended employee as a member of a talent pool.

The image shows the Leadership Training talent pool page in which the suspended employee is selected as a new member.

Add Suspended Employee as Talent Pool Member

Include employees with suspended primary assignments in your talent pools and increase employee engagement.

Steps to Enable

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

Tips And Considerations

  • In prior releases, you could see the Inactive assignments label for talent pool members who were suspended after they were added to the pool. Since you are now allowed to add any employee with a suspended primary assignment as a pool member, such labels are no longer shown.
  • You can use HCM Data Loader or HCM Spreadsheet Data Loader to add employees with suspended primary assignments as talent pool owners or members. You can also HCM Data Loader or HCM Spreadsheet Data Loader to remove the details of suspended employees from a talent pool.
  • When you use HCM Extracts to download talent pool data, the details of the suspended employees are also included.

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.

Improvements to Evaluator Type Setup for Competency Content Sections

We’ve improved the user experience when setting up and using evaluator types for competency content sections for talent profiles. A competency always carries an evaluation type, regardless of whether the Admin has chosen to hide it or show it in the content section. That means that different evaluator type settings can be created for different competency content sections.

Additionally, we made it more intuitive for end users to enter competency ratings against different evaluator types on the Skills and Qualifications page. Admins can hide or show the evaluator type field on the Skills and Qualifications page. When the Evaluator Type is hidden, the default evaluator type for the roles defined in the Person Profile Type Content Section will be used when an employee or manager create a competency. For HR, it will default to the Official evaluator type.

If the Content Section evaluator type setup is hidden, then the defaults or any settings created by the Admin user prior to 21A will apply. The defaults are based on the role or the application that contributes a competency rating:

  • Employee: SELF
  • Manager: SUPERVISOR
  • HR Admin: OFFICIAL
  • Goal Management: GOAL
  • Career Development: GOAL
  • Performance Management: SUPERVISOR
  • Learning: LEARNING

The evaluator type settings are based on system defaults or in the case of employee and manager, it will be based on the default defined by the Admin in content section setup.

On the Skills and Qualifications page, a new selection option in the View By drop down enables users to see All evaluator types, or select only one (like Official) that they have access to and want to see.

Navigation

View By filter defaults to

Me > Career and Performance > Skills and Qualifications page

Self

My Team > My Team > search for a person > Skills and Qualifications page

Supervisor

My Client Groups > Profiles > search for a person > Skills and Qualifications page

Official

During the set up for Evaluator Type List of Values, Admin users can choose the same setting for the Employee Default and the Manager Default radio buttons. For example, both can be chosen as Official for the Evaluator Type.  A new warning message appears that says employees and managers will be able to modify the same competency. 

An evaluator type must be configured for each section that uses the competency template. Admin users can display or hide the evaluator type, but once the evaluator type is set and a competency section is created for it, the evaluator type can no longer be changed by the user. 

If the Admin user decides to show evaluator types:

  • If there are profile items created for a competency section, Admin users cannot change evaluator type settings. These settings will be read-only so they can view them.
  • Permissioned end users can filter by evaluator type to view ratings from different evaluators.
  • When adding or updating a competency rating, end users can see, and in some cases, enter an evaluator type value of their own, based on what's allowed in the settings created by the Admin for the content section.

We’ve made it easier and more intuitive for Administrators and users set up and use evaluator types for competency content sections for talent profiles.

Steps to Enable

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

Tips And Considerations

  • When records are added to the Skills and Qualifications page by other applications like Goal Management, Performance Management, or Learning, there is no option to edit those records.
  • Note that if there is existing profile item data for the section, Admins can only see the List of Values in read-only mode:

Existing Values Are Read-Only

Key Resources

For more information about using enhanced talent profiles, see the:

  • Upgrading Oracle Cloud HCM Profile Management documents on My Oracle Support (Document ID 2421964.1).

REST Service for Worker Talent Ratings

Now you can use the talentRatings REST Service to insert and update worker talent ratings in Profile Management.

The new REST API provides easy real-time integration with Oracle Cloud Talent Management to manage worker talent ratings.

Steps to Enable

Review the REST service definition in the REST API guides, available from the Oracle Help Center > your apps service area of interest > REST API. If you're new to Oracle's REST services you may want to begin with the Quick Start section.

Key Resources

For more information about the talentRatings API, see the REST API for Oracle HCM Cloud guide on the Oracle Help Center.

Role Information

Aggregate Privilege Method Assigned To Job Role

Use REST Service - Talent Ratings Read Only

ORA_HRT_REST_SERVICE_ACCESS_TALENT_RATINGS_RO_PRIV

GET and DESCRIBE

Human Capital Management Integration Specialist

ORA_HRC_HUMAN_CAPITAL_MANAGEMENT_INTEGRATION_SPECIALIST

Use REST Service - Talent Ratings

ORA_HRT_REST_SERVICE_ACCESS_TALENT_RATINGS_PRIV

GET, POST, PATCH, DELETE, and DESCRIBE

Human Capital Management Integration Specialist

ORA_HRC_HUMAN_CAPITAL_MANAGEMENT_INTEGRATION_SPECIALIST

Use the Profile Content Section Access page to grant view and edit access to individual content sections to various roles. 

Profiles Replaced or Removed Features

From time to time, Oracle replaces existing features with new features, or removes existing features.

Replaced features may be put on a path of removal, the features below will let you know what update you will have to have moved to the newer feature. As a best practice, you should move to the newer feature as soon as possible for full support and to stay up with the latest updates that the product offers.

Any feature that is removed, will have an Update in which that feature is no longer available. Please make necessary plans to move off the feature by the Update indicated, as it will no longer be available.

Classic Talent Profile Management Removed

Classic Talent Profile Management has been removed as of this update. You are required to upgrade to the responsive Enhanced Talent Profile Management version as soon as possible, if you haven't already done so.

If you are still using Classic Talent Profile Management, you will only see the Profile Upgrade Mapping task under the My Client Groups > Profiles work area:

Profile Upgrade Mapping task

Enhancements made in Profile Management include changes to the user experience and to talent profile administration. The enhancements address many challenges highlighted by customers and users and will better support the expanding market requirements for managing talent profiles.

Steps to Enable

You are required to upgrade to the responsive Enhanced Talent Profile Management version as soon as possible, if you haven't already done so. For more information, see the Upgrading Profile Management guide on My Oracle Support: (Document ID 2421964.1)

Key Resources

For more information, see the Upgrading Profile Management guide on My Oracle Support: (Document ID 2421964.1)

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.

Enhanced Goal Plan Sort

As administrators, you can show or hide the performance goal sort options according to your business needs. You need to use Transaction Design Studio to do this.

As Goal Management users, you now can sort goals in a goal plan by these additional options if your administrator has enabled them:

  • Display sequence
  • Weight ascending and descending
  • Goal status in this order:
  1. Not Started
  2. In Progress
  3. Completed
  4. Cancelled
  • Target completion date: Latest to Oldest or Oldest to Latest
  • Completion Percentage ascending and descending

NOTE: The default sort option is Display sequence. You can see the completion percentage sort option only if your administrator has enabled the Completion Percentage attribute in the Basic Info section of the goal. You can see the weight related sort options only if weights are enabled for the goal plan.

The image shows the Goals page of Sanjeev Kumble. The sort options available for a goal plan is also shown.

Goal Sort Options

You can also set the sequence in which you want to see the goals in a goal plan. Your administrator needs to enable this feature using Transaction Design Studio. Use the Edit Sequence action to specify the order in which you want to see the goals in the goal plan.

NOTE: The Edit Sequence action is disabled if approvals are pending for the goal plan or if the goal plan is in Draft state.

On the Display Sequence page, order the goals in the sequence you want them to be displayed in the goal plan.

The image shows the Display Sequence page that lists 10 goals.

Display Sequence Page

Display only the sort options that your users use. Locate goals in a goal plan easily by using the additional sort options. Edit the sequence of goals and focus on the goals that you want to work on first.

Steps to Enable

To configure the sort options for goals in a goal plan, use Transaction Design Studio as an administrator.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Performance Goal Details.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Region list of the Page Attributes section, select Worker Goals in Goal Plan.
  8. To show the sort options, set any of these attributes to Visible. To hide the sort options, set the attributes to Not visible:
  • Completion Percentage Sort Options
  • Goal Name Sort Options
  • Goal Status Sort Option
  • Goal Weight Sort Options
  • Last Updated Sort Options
  • Target Completion Date Sort Options
  1. Click Save and Close.

NOTE: The sort options for goal name and last update date are visible by default.

To allow users to edit the display sequence of goals, use Transaction Design Studio as an administrator.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Performance Goal Details.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Region list of the Page Attributes section, select Worker Goals in Goal Plan.
  8. To allow editing the display sequence of goals, set the Edit Display Sequence attribute to Visible. To disable editing of the display sequence, set the attribute to Not visible.
  9. Click Save and Close.

Tips And Considerations

  • The display sequence that’s set for your goals is retained until the sequence is changed.
  • The display sequence that’s set for your goals remains the same in all user navigations.

Disable Comments and Attachments in Approval Requests

Use Transaction Design Studio as administrators to enable or disable the Comments and Attachments section that is part of the performance goal plan approval flow.

When you disable the Comments and Attachments section, users aren’t directed to add comments and attachments when they submit their goal plan for approvals. They instead see a banner message which informs that their changes are being submitted for approval.

Reduce time taken to submit goal plans for approval if your users usually don’t add comments or attachments.

Steps to Enable

To show or hide the Comments and Attachments sections, as administrators you need to use Transaction Design Studio.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Performance Goal Details.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Data Source list of the Available Attributes section, select Basic Info.
  8. To show the section to the users, set the corresponding attribute to Visible:
  • Comments: Attribute for the Comments section
  • Attachments:: Attribute for the Attachments section

NOTE: To hide the sections, set the attributes to Not Visible. By default, these attributes are set to Not Visible.

  1. Click Save and Close.

Key Resources

For more information on using the Transaction Design Studio, refer to these resources:

  • Chapter 24, HCM Experience Design Studio in the Implementing Talent Management Base guide.
  • The Transaction Design Studio -What It Is and How It Works (Document 2504404.1) on My Oracle Support

Request Feedback on a Performance Goal

You can now request feedback for your performance goals or for the goals of people who report to you if your administrator has enabled this. To enable this, your administrator needs to do these tasks:

  • Enable the Request Feedback action using Transaction Design Studio.
  • Create a feedback template for performance goals.

The Goals page now has a feedback section in which you can view the feedback requested for the goal.

The image shows the Feedback section for the Bring Customer Satisfaction Levels to 90% goal.

Feedback Section of Goal Page

To request feedback for your goals

  1. Go to your Goals page.
  2. Select the goal plan that has the goal for which you want to request feedback.
  3. Open the goal.
  4. Click Add in the Feedback section of the goal page.
  5. Specify these details on the Request Feedback for Me page:
  • People whose feedback you want. You can also opt to share the feedback with your manager.
The image shows the Request Feedback for Me page. Three users are included in the Who do you want to ask? section.

Who Do You Want to Ask Section of the Request Feedback for Me Page

NOTE: You can share feedback with your manager even for private goals.

  • Any additional questions you want to add for the selected goals.

NOTE: You can see the questions that are part of the feedback template but you can’t edit them.

The image shows the What do you want to ask Section of the Request Feedback for Me Page. The selected goal is listed along with the feedback questions.

What Do You want to Ask Section of the Request Feedback for Me Page

  • The date by when you need the feedback and an optional message for the person you are requesting feedback from.
The image shows the When do you need it Section of the Request Feedback for Me page.

When Do You Need It Section of the Request Feedback for Me Page

  1. Click Submit.

You can identify the goal for which you requested feedback by its Feedback Requested label.

The image shows the Feedback Requested Label for a goal on the employee's Goals page.

Feedback Requested Label

You can see the feedback details in the Feedback section of the goal.

You can also check the status of your feedback requests in the Feedback Requests About Me section of your Feedback page.

The image lists three persons whose feedback the employee has requested in the Feedback Requests About Me Section of the employee's Feedback page.

Feedback Requests About Me Section of Feedback Page

To request feedback for a person who reports to you

  1. Go to the Goals page of the person.
  2. Select the goal plan that has the goal for which you want to request feedback.
  3. Open the goal.
  4. In the Feedback section, click Add.
  5. On the Request Feedback page, specify these details:
  • The persons whose feedback you are requesting
  • Additional questions apart from those on the standard performance goal feedback template
  • Due date for the feedback
  • Optional message for the persons whose feedback you are requesting
  • You can also choose to share the feedback with the team member you are requesting the feedback for.
The image shows the Request Feedback for Ravi Chouhan page.

Request Feedback for Team Member Page

  1. Click Submit.

You can see the Feedback Requested label for the goal for which you requested feedback.

The image shows the Feedback Requested label for a goal of Ravi Chouhan.

Feedback Requested Label for Team Member’s Goal

You also get a notification when the feedback request is sent.

The image shows the Feedback Request Sent notification that includes the goal name, the requester's name, and the due date.

Feedback Request Sent Notification

To provide feedback for performance goals

When someone requests your feedback for a performance goal, you get a notification. The notification lists the goals for which you need to provide feedback and the due date.

  1. Open the notification.
The image shows the Feedback Requested notification that includes the goal name and the message sent by the requester.

Feedback Requested Notification

  1. Click Provide Feedback to provide feedback.

You see the feedback requests in the Feedback Requests About Others section of your Feedback page with these details:

  • Due date for the feedback
  • Who requested the feedback and when
  • Goal name
The image shows the Feedback Requests About Others Section of the Feedback page.

Feedback Requests About Others Section of Feedback Page

  1. Click the feedback link.
  2. On the Performance Goal Feedback page, provide your feedback and click Submit.
The image shows the Questionnaire section of the Performance Goal Feedback page.

Performance Goal Feedback Page

To see feedback provided for your goals

When someone provides feedback for your performance goal, you receive a notification. The notification lists the name of the person who provided the feedback, goal name, the name of the person who requested the feedback, and the date the feedback was provided. Click View Feedback to view the feedback.

The image shows the Feedback Provided notification for a performance goal.

Feedback Provided Notification

You see the Performance Goal Feedback page with the feedback and request details. You can print the feedback if you want to.

The image shows the Questionnaire section of the Performance Goal Feedback page of the employee.

Performance Goal Feedback Page

To send a feedback revision request

As HR specialists with the Administer Requested Feedback aggregate privilege, you can request revision for completed feedback requests. The person who submitted the request for feedback and the person who you are asking to revise the feedback will receive a notification about the revision request.

  1. Use the Revise action for the feedback request on the Feedback page of the person.
The image shows the Feedback Requests About Employee section. The Revise action is shown in the Action menu of a feedback.

Revise Action for Feedback

  1. On the Revise Performance Goal Feedback page, optionally enter a message and submit the feedback revision request.

Thw image shows the Request Details and Message sections of the Revise Performance Goal Feedback page.

Revise Performance Goal Feedback Page

To revise feedback provided

  1. You get notified about feedback revision requests. Open the notification and view the request details.
The image shows the Feedback Revision Requested notification that includes the goal name, the requester's name, and the message sent by the requester.

Feedback Revision Requested Notification

  1. Click Revise Feedback.
  2. Update the feedback given and click Submit.

To delete feedback requests for your team member’s goal

As an HR specialist with the Administer Requested Feedback aggregate privilege, you can delete the feedback request for the goal of any person you have access to regardless of the status of the feedback request. You can delete the feedback request in these ways.

  • Go to the Feedback page of the person and use the Delete action of the feedback request.
The image shows the Delete action for a feedback request in the Feedback Requests About Employee section of the Feedback page.

Delete Action on Feedback Page

  • Open the goal page, and in the Feedback section use the Delete action of the feedback request.
The image shows the Delete action in the Feedback Section of a goal page of an employee.

Delete Action in Feedback Section of Goal Page

Leverage the Request Feedback feature for performance goals and improve productivity. Request feedback about your performance goals and improve your performance. Provide feedback for goals and help your reports to align with the organizational objectives.

Steps to Enable

To allow users to request feedback for performance goals, as administrators you need to use Transaction Design Studio.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Performance Goal Details.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Region list of the Page Attributes section, select Worker Goals in Goal Plan.
  8. Set the Feedback Requests attribute to Visible.
  9. Click Save and Close.

To create a feedback template for performance goals:

  1. Go to My Client Groups > Performance.
  2. Select Feedback Templates.
  3. On the Feedback Templates page, click Add. You see the Create Feedback Template page.
  4. Specify these details:
  • Name of the template
  • Status as Active.
  • Template type as Performance Goal Feedback
  • Attributes to share in the feedback request
  1. Click Save and Close.

Tips And Considerations

  • You can request feedback only if an active performance goal feedback template exists.
  • You can request feedback only for goals that you can update.
  • You can request feedback for private goals.
  • When assignment level security is enabled, manager can see only the requested feedback on goals for assignments that they can access and those that have been shared with them.
  • You can’t edit any feedback that’s submitted until an HR specialist revises the feedback request.
  • Managers can’t view feedback requests for a private goal.
  • Managers can’t delete feedback given for an employee's goal.

Key Resources

For more information on using the Transaction Design Studio, refer to these resources:

  • Chapter 24, HCM Experience Design Studio in the Implementing Talent Management Base guide.
  • The Transaction Design Studio -What It Is and How It Works (Document 2504404.1) on My Oracle Support

Role Information

If you have any custom employee roles, then you need to do these steps:

  1. Ensure that the Performance Management Worker (ORA_HRA_PERFORMANCE_MGT_WORKER_DUTY) duty role is added to the custom employee role.
  2. Use the Manage Data Roles and Security Profiles task to regenerate the grants for the custom employee role.

Important: You need to perform these steps for all custom employee roles irrespective of whether the Request Feedback feature is enabled or not. Else, employees with the custom role can’t view their Goals page.

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

  • Release 13 Oracle Human Capital Management Cloud Security Upgrade Guide (Document ID 2023523.1)

Enabling Performance Goals Contextual Notes Using Design Studio

If your administrator has enabled contextual notes in Transaction Design Studio, you can view the Notes section for a performance goal. You can add notes regarding the goal and configure the visibility of the note. You can edit an existing note.

The image shows the Notes section in the Bring Customer Satisfaction Levels to 90 percent

Notes Section

Enable employees to add notes for performance goals and help them to explain clearly the objectives of the goal.

Steps to Enable

As an administrator use Transaction Design Studio to show the Contextual Notes section for a goal.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Performance Goal Details.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Region list of the Page Attributes section, select Worker Goals in Goal Plan.
  8. Set the Notes attribute to Visible.
  9. Click Save and Close.

Key Resources

For more information on using the Transaction Design Studio, refer to these resources:

  • Chapter 24, HCM Experience Design Studio in the Implementing Talent Management Base guide.
  • The Transaction Design Studio -What It Is and How It Works (Document 2504404.1) on My Oracle Support

Performance Management

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

Add Participants for Feedback in Performance Documents Enhancements

Simplify the user experience to search for and select participants to provide feedback in an employee's performance documents. Search for multiple participants or select from the following lists:

  • Worker's peers
  • Worker's matrix managers
  • Worker's directs reports
  • Suggestions

If there's only one participant role to select, then the application defaults to this one.

Managers and HR specialists can now select participants to provide feedback for an employee's performance document from a list of suggested participants based on who they selected previously.

The HR specialist uses Transaction Design Studio to configure the Performance Document page.

  1. Select the Performance Document action, then the Add Participants region.
  2. Select Visible for the following attributes:
  • Current Participants
  • Add Person
  • Suggestions
  • Peers
  • Direct Reports
  • Matrix Managers
  • Assignment Name
  • Person Number
  • Assignment Number
  1. Save the rule for the region and attribute with the Performance Document as the parameter.

Help managers and HR specialists save time and make it easier to select who provides feedback for an employee's performance document by setting up this feature.

Steps to Enable

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

Key Resources

For more information on using Transaction Design Studio, refer to this resource:

  • Personalization Using Transaction Design Studio, Chapter 3 of the Implementing Performance Management guide.

Automate Transferring Performance Documents to Employee's New Managers

When an employee’s manager changes, you can set up this feature to automatically transfer any open performance documents from the old manager to the new manager. Set up the new Auto Transfer Performance Documents to New Manager profile option so that it checks the following every time there's a manager change with an effective date of today, earlier, or in the future:

  • Who's the old manager? If there are multiple manager changes on the same day, then the application checks who the manager is at the time of processing. It doesn't process all old manager records on the same day.
  • If the employee has any performance documents that are not started or in-progress and the old manager was the performance document manager. The application doesn't process completed or cancelled performance documents.

Performance Management uses HCM Events to record every manager change. If the application finds any performance documents that meet the criteria, then they will transfer them to the new manager. A notification is sent for each performance document the application transfers.

Take advantage of this functionality and schedule the Transfer Performance Documents with Manager Change ESS process to run daily. It checks whether any changes to the recorded manager have been processed or not for the system date or earlier and whether they've been cancelled or corrected. It transfers performance documents from the old manager to the new manager regardless of manager type. A notification is sent for each performance document the application transfers with the Worker role.

Save time by setting up this feature to automatically transfer the open performance documents from an old manager to the new manager, rather than doing it all manually.

Steps to Enable

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

Profile Value

Profile Option Code

ORA_HRA_AUTO_TRANSFER_PERF_DOCS

Profile Display Name Auto Transfer Performance Documents to New Manager

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

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Set the profile option value to Y in the Profile Value field at Site Level.
  4. Click Save and Close.

Schedule the Transfer Performance Documents with Manager Change ESS process to run daily. It checks whether any changes to the recorded manager have been processed or not for the system date or earlier and whether they've been canceled or corrected. It transfers performance documents from the old manager to the new manager regardless of manager type.

Tips And Considerations

If you don't want any old performance documents to transfer to the new manager, then make sure you set them to Completed before you enable the profile option.

If an employee has other in-progress performance documents which are managed by another manager who's not changing, for example, a matrix manager or HR specialist, then these performance documents aren't impacted by the manager change.

The application purges any data older than 180 days which is saved as a result of the HCM Events.

Reopen Submitted Participant Feedback in Performance Documents

Facilitate participants who want to provide additional input in an employee’s performance document by allowing them to reopen submitted feedback. The feature is available to HR Specialists, and if you enable, for workers, managers, and participants as well.

Participant Feedback Region Displaying the New Check Boxes: Worker Can Reopen Submitted Feedback, Manager Can Reopen Submitted Feedback, and Participant Can Reopen Submitted Feedback

Enable the feature for workers by using the new check box Worker can reopen submitted feedback under the Worker can track participant feedback status in the Participant Feedback region in the Process Flow page.

Enable the feature for managers by using the new check box Manager can reopen submitted feedback under the Manager can track participant's check box in the Participant Feedback region in the Process Flow page.

Enable the feature for HR specialists by using the new check box Participant can reopen submitted feedback under the Manager can track participant's check box in the Participant Feedback region in the Process Flow page.

Workers and managers can use this feature to reopen a participant's submitted feedback so they can continue to edit it. Participants can use it to reopen their own submitted feedback to edit.

Give HR specialists, managers, and workers the opportunity to provide more feedback for participants even after the feedback has been submitted.

Steps to Enable

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

Tips And Considerations

You can only take advantage of this feature if the Manage Participant Feedback task isn't complete. Remember that you won't be able to use new Worker can reopen submitted feedback check box if the process flow is in use. If you use this new configuration, it doesn't affect when the Manage Participant Feedback task is complete and feedback can't be provided and actions can't be performed.

You can enable notifications from the My Client Groups work area to send notifications when the participant feedback is reopened. From your home page go to My Client Groups> Talent Notifications> Performance.

This feature applies to responsive pages only.

Control Who Provides Ratings and Comments in Performance Documents

HR specialists can now configure these sections in a performance template so that you can choose which roles can provide item ratings and item comments in employee performance documents:

  • Performance Goals
  • Development Goals
  • Profile Content

Here's what you need to know for HR specialists to control who provides item comments and item ratings in these sections without using configuration:

  • Use the new Comments region in the Performance Template Structure tab under Item Processing to select the new Enable item comments check box.
  • Use the new Not Allowed value in the Item Comments and Item Ratings columns under Processing by Role for these sections in the Performance Template Structure tab.
  • If you select the Not Allowed value in both columns, then that role can't enter item comments or item ratings in the performance document.
  • In the Item Comments and Item Ratings columns, if you select Optional With Warning, Optional Without Warning, or Required for a role, then that role can enter item comments and item ratings in the performance document with existing validation.

HR specialists can also configure these sections in a performance template so that you can choose which roles can provide section ratings and section comments in employee performance documents:

  • Performance Goals
  • Development Goals
  • Profile Content
  • Overall Summary
  • Worker Final Feedback (section comments only)
  • Manager Final Feedback (section comments only)

Here's what you need to know for HR specialists to control who provides section comments and section ratings in these sections without using configuration:

  • Use the new Not Allowed value in the Section Comments and Section Ratings columns under Processing by Role for these sections in the Performance Template Structure tab.
  • If you select the Not Allowed value in both columns, then that role can't enter section comments or section ratings in the performance document.
  • In the Section Comments and Section Ratings columns, if you select Optional With Warning, Optional Without Warning, or Required for a role, then that role can enter section comments and section ratings in the performance document with existing validation.

Take control over who can provide ratings and comments in performance documents without using page composer. Expand or restrict the roles who have access to and can provide ratings and comments in performance documents.

Steps to Enable

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

Tips And Considerations

If the performance template is in use, then it's still possible to exclude a role from providing ratings or comments. If item ratings or comments were previously entered by a role, but then updated so the role is excluded from providing them, then the application retains the ratings and comments data but doesn't display them in the performance document.

This configuration doesn't affect whether the role can view item comments and ratings, and section comments and ratings from other roles. These are controlled by the Share Comments and Share Ratings check boxes.

Manage Check-Ins by HR Specialists

HR specialists can now edit the basic details of a check-in, add and delete topics, or delete the actual check-in document. They can:

  • Change the review period
  • Edit the check-in name
  • Edit the check-in date
  • Change the check-in manager
  • Delete the check-in
  • Add and delete discussion topics

You can have one role, the HR specialist, manage check-in documents for the entire organization. Human resources can intervene to manage a check-in document when the worker or manager cannot make required changes.

Steps to Enable

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

Key Resources

For more information on using check-in documents, refer to these resources:

  • Chapter 1 of the Using Performance Management guide
  • Chapter 16 of the Implementing Performance Management guide

Role Information

This functionality is available to the HR Specialist with the privilege ORA_HRA_MANAGE_CHECK_IN_DOCUMENT.

Improve Access to Additional Information for Evaluations

If you want to see more information about an employee who you're evaluating to help with your evaluation, then you can configure the performance template to display these items:

  • Participant feedback (performance goals, development goals, and competencies)
  • Interim feedback (performance goals, development goals, and competencies)
  • Notes (performance goals and development goals)
  • Writing assistant feedback suggestions (competencies)
  • Writing assistant development tips (competencies)
  • Performance rating descriptions (performance goals, development goals, and competencies)
  • Proficiency level descriptions (competencies)

Set up these items to display in the new Additional Info region of the item you're evaluating. For example, you can see the additional information and feedback provided on a performance goal directly under where you enter ratings and comments, which makes it easier for you to reference rather than scrolling to the bottom of the page. Simply expand the Additional Info region under the ratings and comments for the goal or competency of the person you're evaluating.

Go deeper on the Goal Details page to see all the information about a goal directly from the Evaluate Pages using the goal name. Key goal attributes are available to display directly on the evaluate pages using Transaction Design Studio.

The HR specialist uses Transaction Design Studio to configure the Evaluate Development Goals and the Evaluate Performance Goals pages.

  1. Select the Performance Document action, then the Evaluate Pages region.
  2. Select Visible for the following attributes:
  • Development Goal Category
  • Development Goal Success Criteria
  • Development Goal Comments
  • Performance Goal Category
  • Performance Goal Success Criteria
  • Performance Goal Comments
  1. Save the rule for the region and attribute with Performance Document as the parameter.

By improving the access to additional information for an evaluation, you can also decrease the time it takes to complete because you don't have to waste time and effort by scrolling to see the relevant info.

Steps to Enable

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

Tips And Considerations

It's a good idea to review any configurations you've made to the additional information region because you may need to do them again.

Key Resources

For more information about Transaction Design Studio, refer to the following topic in the Implementing Performance Management guide:

  • How you Configure Performance Pages Using Transaction Design Studio

Display Company-Defined Names for Manage Participant Feedback Task

Now for the Manage Participant Feedback task, you can see company-defined names for employees and managers. Employees will see the company-defined names on the Employees Performance page. Managers will see them on both the Employees Performance and the Evaluate Performance pages.

Task Sequence and Names Page

The company-defined names you define in the Process Flow now display to employees and managers even when different roles access the same page.

Increase understanding of the Manage Participant Feedback task using different company-defined names for employees and managers. The names you define in the Process Flow now display to employees and managers even when different roles access the same page.

Steps to Enable

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

Performance Document Approval Enhancements

HR specialists can configure an approval rule for performance documents to use the current assignment hierarchy instead of the primary assignment in a hierarchy. So if they submit a performance document on an employee’s non primary assignment for approval, it’s routed using the non primary assignment hierarchy. With assignment level security, a manager can submit a performance document for approval. The approver can access the employee's performance document if the employee is in their assignment security profile. Route multiple level approvals for performance documents using the manager's current or primary assignments. If a performance document has multiple levels of approval and the approvers have multiple assignments, then you can route approvals for performance documents using the assignment hierarchy for the employee being evaluated or you can route them using the manager's primary assignments.

Approval Rules for Performance Documents

If multiple AoRs exist, HR specialists can use parallel approvals in an approval rule to send approval requests to multiple participants at the same time. Only the first person to respond needs to process the approval.

Set up approval rules for more control over who can approve performance documents using assignment level security.

Steps to Enable

Here’s how you can configure the performance document approvals so that the approval notifications go to the relevant assignment’s manager of the employee instead of the primary assignment manager:

  1. Click Tools > Transaction Console in the Home page.
  2. Click Approval Rules.
  3. Search Approve Performance Document and click edit to configure approval rules.
  4. Select the relevant component from the chain of approval.
  5. Set the Approval Chain Of field to Requester and set assignment type to Use current assignment hierarchy. Note: When you pick "Requester" in the Approval Chain of field, the application assumes that this means the "performance document manager". So, the approval will be routed to the performance document manager's manager.

Tips And Considerations

Any approvals submitted before assignment security is enabled will also have assignment security applied to them.

Key Resources

For more information about assignment-level security, see the 21A HCM Common What's New feature: Secure Access for Workers with Multiple Assignments.

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.

Incident Management Enhancements

Use the new enhancements for incident management:

  • Configure incident management approval rules using the Transaction Console (HCM Rules builder).
  • Incident management notifications are now configured using BIP templates. Previously, these used classic templates.

Incident Management on the Transaction Manager Rules Page

Incident Management notifications were previously using classic templates.

Classic Template

Incident Management notifications are now configured using BIP templates.

BIP Template

NOTE: These BIP Templates can't be edited and duplicated, because they aren't accessible to learn administrators in the user interface.

Learn administrators are able to configure approval rules for Incident Management, and BIP templates offer an enhanced user experience.

Steps to Enable

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

Key Resources

Refer to the Oracle Talent Management Analyze and Report page on the Oracle Help Center for detailed information on BIP reporting.

Learning Replaced or Removed Features

From time to time, Oracle replaces existing features with new features, or removes existing features.

Replaced features may be put on a path of removal, the features below will let you know what update you will have to have moved to the newer feature. As a best practice, you should move to the newer feature as soon as possible for full support and to stay up with the latest updates that the product offers.

Any feature that is removed, will have an Update in which that feature is no longer available. Please make necessary plans to move off the feature by the Update indicated, as it will no longer be available.

Access Deny Rules No Longer Respected

Be aware that the No Access option in the View Mode drop-down list for global and local access groups, will be removed in Update 21B.

No Access Option for the View Mode Drop-Down List

If you created instances of access rules for global or local access groups prior to Update 21A that contain the No Access selection, you should begin revising them now, so that they use only positive access rules before update 21B.

NOTE: If you create new access rules containing the No Access option after Update 21A, the No Access setting will not be respected.

  • If the Access Group View Mode is set to No Access, and learners do not have a corresponding learning assignment record, then they will not be able to search for the learning item in self-service catalog search. This is an example of the deny rule (View Mode =no access) no longer being respected on an access group (global or local).
  • It will still be possible to hide learning items from a group of people in the self-service catalog search by setting the default view mode to have a deny rule (View mode = No Access) and create access groups (global, local, or ad-hoc) with Details or Summary view mode for a group of people to access.

Let's say that your Marketing Department does not have access to a finance course, but the Finance Department needs to have access to it. On the finance course, the default access should be set to View Mode = No Access, and an access group on the Finance Course is created to have View Mode = Details/Summary for the Finance Department.

To set this up:

  1. At the finance course level > Manage Default Access > View Mode = No Access. This ensures the entire organization does not have access to this course.
  2. Create a local access group on the finance course for the finance department, and include all the finance team members added to it, and set View Mode = Details or Summary.

This feature is aimed at enhancing the performance of search function.

Steps to Enable

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

Removing Old Browse Catalog Experience

Be aware that the Deprecated Old Browse Catalog option on the Self-Service tab in Setup will no longer be displayed in the product beginning with release 21B. The New Browse Catalog By option will be selected by default. You should prepare for this in 21A, and have a plan to build out the catalog browsing experience for 21B based on one or more of the following browse category experiences:

  • Featured Learning enables users to browse the catalog based on learning items that have been featured. Courses, specializations and communities can be featured in the Learning Catalog using the Add To Featured button.
  • Highest Rated enables users to browse the learning catalog based on all learning items they have access to view, and that are rated with a rating of 2.5 or higher.

  • Categories enables users to browse the learning catalog based on the community taxonomy setup by the administrator.

Please review the Steps to Enable section below for each of these browse catalog experiences, so that you are prepared when this feature if enabled by default in 21B.

When you click Browse Catalog when new browse catalog by option is enabled, the Featured Learning, Highest Rated, and community categories are displayed.

Browse Catalog Self Service Experience

The enhanced Browse Catalog button on the My Learning page lets learners search for learning by Featured Learning, Highest Rated, and Community Categories. It helps them to quickly find learning by walking through the catalog, or by using user-defined community categories. It also allows learning departments to set up browsing taxonomies that are custom to their business needs.

Steps to Enable

  1. Enhanced Browse Button Setup: The Administrator needs to “Configure Browse learning Catalog” under Setup. Navigation: My Client Groups > Learning > Setup > Self Service Tab > Configure Browse Learning Catalog
  • Deprecated Old Browse Catalog: refers to the old browse catalog experience, this experience will no longer be available in 21B.
  • New Browse Catalog by: This will be the default selection in 21B. When the check boxes are enabled in setup then the browse catalog features will display to the user when they select the Browse Catalog button.
  • Disable Browse: The Browse Catalog button is not displayed to the learner in the user interface.

Configure Browse Learning Catalog

  1. Featured Learning Setup:

You should plan on what learning items you want to feature within the browse catalog experience. Featured learning is learning that you want to market to users, putting them front and center during the browse experience. When administrators select a course in the learning catalog, they can then click the Add to Featured button to add the learning item as a "Featured Learning Item". The learning item will appear as such to users in the browse experience.

Navigation: My Client Groups > Learning > Learning Catalog > Courses.

Add to Featured

  1. Category Community Setup:

You should plan on what community taxonomy you want to build in order to categorize your learning catalog, and the impact this will have in the browse experience. Administrator communities can now be classified in three different types:

  1. Category
  2. Topic
  3. Official

Category and Topic Communities are new, and have been created to categorize the entire learning catalog, similar to, how items are categorized on Amazon.com. Category and Topic Communities are the foundation to segment the Learning Catalog, and to provide users with a way to browse by this category and topic segmentation.

Learning Administrator creates a Category Community

Navigation: My Client Groups > Learning > Learning Catalog > Communities > Create > Category Community

Community Taxonomy Creation

Add other communities to the catalog of the Category Community. Navigation: Navigation: My Client Groups > Learning > Learning Catalog > Communities > Click on the category community name > Catalog Tab > Add learning Item.

Add to Catalog

  1. Highest Rated

You should communicate to users that they can rate learning items, so that when the highest rated browse experience is activated there will be relevant data presented. Users can rate learning items once they have an active, completed or withdrawn assignment. In communities, only members can rate learnings. Only self-service learning items (videos and tutorials) can be rated from the learning catalog. All other learning can be rated from the enrollment detail page. When users browse by Highest Rated, they see all learning items that they have access to view, and that have a rating of 2.5 or higher.

Self Service Ratings

Key Resources

Refer to the 20C What's New item called Enhanced Browse Catalog Button for information on this feature.

Removing Legacy User Experience

Be aware that a warning message will be displayed at the top of the page in the Learning Administrator Work Area if the Responsive User Experience is not enabled in 21A.

All customers are advised to set up responsive pages, as the legacy pages will cease to exist starting in 21B.

The Responsive User Experience is a much better user experience than the legacy user experience.

Steps to Enable

Follow instructions on how to enable Responsive pages in the Migrating Oracle Learning Cloud to Responsive User Experience executive brief on My Oracle Support.

Key Resources

For instructions on how to enable Responsive pages refer to the following Executive Brief on My Oracle Support:

  • Migrating Oracle Learning Cloud to Responsive User Experience (Document ID 2649721.1)

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.

Candidate Experience

Keep Me Signed In

External candidates can now be signed in instantly when they go to a career site to schedule interviews, provide more information, view offers, or apply to another job.

When the feature is enabled, a new option is available on the verification screen of the external career sites: Keep me signed in.

Keep Me Sign In Option

On the career site header, there is a new visual indicator for a signed in user. Candidates can easily access profile management or sign out. 

Visual Indicator of Signed In User

With this new feature, candidates stay signed in and no longer need to have their identity verified each time they visit a career site.

Steps to Enable

To enable the feature:

  1. In the Setup and Maintenance work area, go to:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Enterprise Recruiting and Candidate Experience Information
  1. Go to the section Keep Me Signed in for External Candidates.
  2. Select Active.
  3. Enter the number of days to remain signed in.

The clock restarts every time the candidate visits the career site within the validity period. When signing in on the same browser within the validity period, the candidate doesn’t need to confirm their identity again.

Note that even though the candidate is signing in within the validity period, there is a mandatory sign in 180 days after the initial verification. Let's say for example that the number of days to remain signed in is configured as 30 days. The candidate signs in on January 1st and selects the option Keep me signed in. When the candidate comes back within 30 days, the clock will restart to add another 30 days of validity period. If the candidate visits the career site within the validity period, the clock will restart each time. However 180 days past January 1st, the candidate will be forced to confirm their identity again using a verification code. The candidate will be able to select the Keep me signed in option again.

Internal Job Alerts: Job Preference

Internal candidates can now select jobs while defining their job preferences under Current Jobs (Me > Current Jobs > Job Alerts).

Job Selection in Job Preferences

Internal candidates can also subscribe to receive alerts for careers appearing in the Career Development's Careers of Interest (Me > Career and Performance > Career Development > Careers of Interest). When job requisitions are posted, internal candidates will receive a notification which contains links to job postings and to the job search list under Current Jobs.

When recruiters configure a talent community pool, they can define one or more jobs in the talent community parameters when at least one internal candidate type has been selected. Internal candidates are automatically added to the pool based on their job preferences.

NOTE: The Job field in the Pool Info section was removed.

Job Selection in Talent Community Pool

With these new features, internal candidates have an additional option in their job alerts' preferences to find jobs they're interested in applying to with the new job selector. Talent community pools have been enhanced to automatically add internal candidates to pools based on the jobs they've selected in their job alerts' preferences.

Steps to Enable

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

Key Resources

For more information on internal job alerts and how to configure them, see these topics in the Implementing Recruiting guide:

  • Job Alert for New Job Opportunities
  • Enable Job Alert for Internal Candidates

Improved Job Search User Experience

In the minimal splash page template, tags were added for used search filters. External candidates can now see the applied filters for a given job search results list. Applied filters are shown in the top of the list. To remove filters, they can click Clear Filters to clear the selected filters, or they can click the remove icon next to each filter to remove each filter individually.

Search Filters

With this new feature, the search experience is more intuitive for external candidates.

Steps to Enable

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

Filter Jobs by Organizations

External candidates can now filter job search results by organizations.

With this new feature, candidates have more options to filter jobs.

Steps to Enable

By default, the Organizations filter is disabled. Here’s how you can enable it:

  1. In the Setup and Maintenance work area, go to:
  • 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 the Organizations filter. 

Tips And Considerations

Oracle Search must be enabled for this feature.

Enhanced Job Application Progress Bar

When external candidates apply for a job or provide additional info, a progress bar is displayed to show the status of their application or of the info they provided. The following info is displayed:

  • Your profile information is being saved.
  • Your application is being submitted
  • Your info is being submitted

Message Displayed for Profile Information Being Saved

Message Displayed for Application Being Submitted

Message Displayed for Info Being Submitted

This new feature provides a more engaging candidate experience by showing details about job application progress.

Steps to Enable

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

Inline Tax Credit Assessment

External candidates can fill their inline tax credit assessments before they submit their job applications. When the assessment is completed and is successful on the partner portal, the partner returns the candidate back to the application flow to complete and submit the assessment. Assessment results are visible to recruiters once the job application is submitted.

This new feature increases the probability that job applications have completed tax credit assessments. It also makes the process more reliable and it allows to see more eligible candidates.

Steps to Enable

The partner must enable inline assessment.

You need to add the Tax Credits block in a job application flow of type Apply. You can add the Tax Credits block anywhere in the flow.

Tax credit must be configured in the job requisition.

Key Resources

For details on how to create a job application flow, refer to the topic called Create a Job Application Flow in the Implementing Recruiting guide on the Oracle Help Center.

Candidates and Candidate Job Applications

Configure Interactions in Notifications

As an administrator, when you create or edit a notification in the Recruiting Content Library, you can decide if the notification will be logged in the Interactions tab of the candidate profile. When you enable the feature, you can define which content of the interaction will be captured using tokens and you can also translate the content.

Capture Notification Configuration

This new feature provides more flexibility to control what notification is logged within the interactions area. It also enhances discoverability to automatic notifications that have failed due to the candidate's failure to provide an email or phone number for SMS messages. 

Steps to Enable

To enable interactions:

  1. In the Setup and Maintenance work area, go to:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Recruiting Content Library
  1. On the Recruiting Content Library page, click Create.
  2. On the Create Content Item page, complete fields as usual.
  3. In the Interaction section, select the option Capture Interaction. Enter interaction content.

Automatically Send Interview Invitations

Interview invitations can now be sent automatically to candidates when their job applications reach a given point in the candidate selection process.

When the feature is configured by your administrator, a new section called Automated Interview Invitation is available in the Interviews tab of a requisition.

Automated Interview Invitation Section in the Interviews Tab

You first need to create and publish one or multiple candidate managed interview schedules for the job requisition. Then, you can assign a candidate managed interview schedule to the phases/states and events of the candidate selection process for which the automated interview invitation was added. An invitation is automatically sent to candidates if there are available slots in the schedule when the job application reaches the defined phase/state or the event occurs, while the condition defined by the administrator is met.

NOTE: The manual action Send Interview Invite is still available even if automated interview invitations have been configured.

When you create a candidate managed interview schedule for a job requisition, you can now indicate if you want to send a reminder notification to the interview schedule creator when the schedule has a low number of available interview openings. You can also send a reminder notification when the schedule is full. The number of available interview openings can decrease when candidates are scheduling interviews, but also due to time passing (interview openings now being in the past).

Reminders for Interview Schedule Openings

With this new feature, the interview process is faster and the workload for recruiters is reduced.

Steps to Enable

You can configure a candidate selection process so that an interview invitation is sent automatically to candidates when their job applications reach a given point in the candidate selection process. A new action is available: Send Interview Invite.

  • You can add the action to all phases except the HR phase. You can’t add it to terminal states of all phases (Rejected by Employer, Withdrawn by Candidate).
  • You can add the action to phase-level events, including when entering or leaving a phase.
  • You can define conditions which must be met for the action to be performed.

Send Interview Invite Action

You can configure the notifications that are sent when there are a few available openings on the interview schedule and also when the schedule is full. These two notifications are available in the Alerts Composer:

  • IRC_Intrv_Schedule_Low_Openings
  • IRC_Intrv_Schedule_No_Openings

The scheduled process which needs to run for the reminder notifications to be sent is:

  • Send Interview Reminder Notification

Key Resources

For details on how to add actions to a candidate selection process, refer to the topic called Create a Candidate Selection Process in the Implementing Recruiting guide on docs.oracle.com.

Attachments for Job Offers and Document Records

Job offers can have attachments that are intended for internal viewers. These files or links are attached while drafting the offer and are visible to all users including the hiring manager, the offer team, and any approvers who will review the offer. These attachments are not shared with candidates.

Attachments in Offer

All attachments from the recruiting process that are visible to candidates now get stored in the person’s Document Records after their hire or transfer process is successfully completed. This includes all attachments that candidates provided as they applied to the job and all attachments that were shared with them in their job offer.

Attachments in Document Record

The benefits of this new feature for the hiring team is that they can share info which helps them to draft the offer accurately and consistently. They can get the offer approved quickly, by explaining or justifying anything they feel is relevant.

The benefits of this new feature for the candidates is that all the info that’s candidate-facing moves forward when the candidate moves forward to be hired or transferred into their new assignment. Keeping every category of attachment provided by the candidate gives a rounded picture of the candidate’s skills, interests, or intentions as they applied for this new job. And if the company or hiring team provided any instructions or guidance or commitments to the candidate in their job offer, these attachments too get preserved in the worker’s record in case they need to be double-checked in the future to clarify intentions or assignments.

Steps to Enable

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

Mark Apply Flow Attachments as Required

As an administrator, you can define which attachments are required from external candidates during their application process. Candidates need to provide these attachments to submit their job applications.

This feature is available for the three types of flow: Apply, Request Information, Talent Community.

Here are the blocks where you can mark attachments as being required.

Supporting Documents: This block has options to indicate which types of documents are required from candidates: resume, cover letter, URL. By default, none of the options are selected. When an option is selected, candidates must attach a document in the given category.

Attachments in the Supporting Documents Block

Miscellaneous Documents: This block has an option to indicate whether miscellaneous documents are required from candidates. By default, the option isn’t selected. When the option is selected, candidates must attach at least 1 document in the given block.

Attachments in the Miscellaneous Documents Block

With this new feature, you're now able to precisely define which documents are mandatory in the application process. This makes the process smoother and improves candidate's experience.

Steps to Enable

You need to define which attachments are required by candidates in the Supporting Documents and Miscellaneous Documents blocks of job application flows.

Key Resources

For details on how to create a job application flow, refer to the topic called Create a Job Application Flow in the Implementing Recruiting guide on the Oracle Help Center.

LinkedIn Recommended Matches

LinkedIn's Recommended Matches are candidate recommendations tailored to your open job, and are optimized based on your feedback. If you have the LinkedIn Recruiter System Connect enabled, you can review the Recommended Matches who match your job description from job requisition details menu. 

LinkedIn Recommended Matches

LinkedIn's Recommended Matches widget provides the ability for the user to initiate specific actions such as:

  • Not Interested - Ability to specify that they are not interested in the displayed member.
  • Save to Job - Ability to 1-Click Export Candidates' Stub Profile information as a prospect for specific job requisition.
  • Save and InMail - Ability to 1-Click Export Candidates' Stub Profile information as a prospect for specific job requisition and send an InMail. 

For every job requisition sent to LinkedIn using Recruiting System Connect integration, LinkedIn automatically presents a stream of matches and recommended candidates from across its network for recruiter users to rate and reach out to. With Recommended Matches, users can:

  • Access the best candidates for a posted job requisition, even if they haven’t actively applied to it yet.
  • Reach out to matches they think are a good fit, and save them as prospects (similar to 1-Click Export) within Oracle Recruiting. 
  • Get better matches over time as the algorithm learns from selected preferences.

Steps to Enable

Recruiter System Connect (RSC) is a prerequisite for Recommended Matches and must be fully integrated and implemented to enable Recommended Matches, and is enabled by default.

If for any reasons you want to disable the Recommended Matches, contact Oracle Support.

Candidate Selection Process

Enhanced Candidate Search

When you search for candidates, you can now search using Skill (from Candidate Details), License (from Experience) and Candidate Number (from Keyword Search). Skill and License fields are also available as auto-suggested fields from Keyword Search. 

Search using Skill

Skill Search Option in Candidate Details

Search using License

License Search Option in Experience

You can also search for candidates using a dynamic filter on Location, Source, Pool, Language, License, Job, Degree, Company, and Assessment Package facets. When the desired location isn't available in the first 10 values that are shown, simply start searching for the value and add it to the list of values to filter from. 

Candidate Search Using Location Dynamic Filter

Candidate Search by Adding a Dynamic Location

With this new feature, the efficiency in discovering candidates is highly increased. 

Steps to Enable

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

Tips And Considerations

A maximum of 5 additional search values (for a total of 15 values when available) can be added at any time to a search facet. You can always remove a value and add others to these dynamic values. 

Job Requisitions

Verification of Candidates in Social Media Campaigns

When candidates join a talent community from a social media campaign, they’re now asked to indicate whether they want to use their email or phone number to confirm their identity. Depending on the choice made, the candidate will receive an email or SMS containing a 6-digit verification code. The candidate will enter the code on the talent community page and click the Verify button.

Talent Community Verification Process

This new feature uses the same verification process as the one used for career sites. 

Steps to Enable

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

Default Job Requisition Short Description from Profile

When you create a job requisition using a job or position, the short description can now be defaulted from the job or position. 

If the feature is enabled, the internal short description and external short description of the requisition will be defaulted to the value of the "Profile Description" field of the profile associated to the job or position used for the requisition creation if such a profile is associated.

This new feature reduces the amount of information that hiring managers and recruiters need to provide when creating a job requisition. With this new feature, it's no longer required to manually enter a short description for job requisitions.

Steps to Enable

A new profile option is available to define if the short description must be defaulted from the profile when creating a requisition using a job or position: ORA_IRC_REQ_DEFAULT_SHORT_POSTING_DESC_FROM_PROFILE_DESC_ENABLED

This option is turned off by default to preserve the existing behavior.

  1. In the Setup and Maintenance work area, search for the task Manage Administrator Profile Values.
  2. On the Manage Administrator Profile Values page, search for the profile option code ORA_IRC_REQ_DEFAULT_SHORT_POSTING_DESC_FROM_PROFILE_DESC_ENABLED.
  3. Set the profile value to Yes.
  4. Click Save and Close.

Automatically Unpost Job Requisitions

When you create or update a job requisition, you can specify if the requisition will be automatically unposted from career sites. A new field called Automatically Unpost Requisition is available in the Configuration section. You can unpost the requisition from the internal career site, the external career sites, or both. Once you’ve decided to automatically unpost the requisition, you need to select the condition when the unpost will happen using the new field called Automatically Unpost Condition.

NOTE: If a job requisition is currently not posted, it won't be possible to post it if the automatic unpost condition is currently met.

Options Automatically Unpost Requisition and Automatically Unpost Condition in Job Requisition

The new fields to unpost requisitions are also available in job requisition templates.

With this new feature, you no longer need to manually unpost job requisitions when a given number of job applications has reached a given point in the candidate selection process.

Steps to Enable

The new fields Automatically Unpost Requisition and Automatically Unpost Condition aren't displayed by default in job requisitions. You need to make them visible using Transaction Design Studio.

You can create fast formulas and use them as conditions for job requisitions. A new fast formula type is available: Recruiting Job Requisition.

To create a fast formula of type Recruiting Job Requisition:

  1. In the Setup and Maintenance work area, search for the Fast Formulas task.
  2. On the Fast Formulas page, select Create in the Actions menu.
  3. On the Create Fast Formula page, enter a name for the formula. For the Type field, select Recruiting Job Requisition. Complete the other fields as needed.
  4. Click Continue.
  5. Enter formula details in the Formula Text section.
  6. Click Compile.
  7. Click Save.

When this scheduled process is run, the system checks if the automatic unpost condition is met:

  • Publish Job Requisitions

Key Resources

For more information on how to display fields using Transaction Design Studio, refer to this topic in the Implementing Recruiting guide on Oracle Help Center:

  • How You Configure Recruiting Pages Using Transaction Design Studio

For more information on fast formulas, refer to this chapter in the Implementing Recruiting guide on Oracle Help Center:

  • Fast Formulas for Recruiting

Enhanced Job Sharing for External Career Sites

Open Graph tags were added to job details page. When you share the URL of a job posted on an external career site with social platforms such as LinkedIn or Twitter, the job title, the external job description, and image (logo) are now shared.

Job Title, Description and Logo Shared on Social Platform

With this new feature, more engaging content is shared with social platforms.

Steps to Enable

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

Tips And Considerations

The career site’s desktop logo is used when jobs are shared in social channels. For optimal experience when sharing job links in social media sites the logo should have an aspect ratio of 1.9:1.

Job Offers

Check and Merge Duplicates After Job Offers

After a candidate accepts a job offer and is moved to the HR phase, a check can be automatically done to verify if this external candidate is a duplicate of any person in the system, including workers, ex-workers, contingent workers, and ex-contingent workers.

In the earlier phases of the recruiting process, candidates can be compared against all other candidates to see if they’re a duplicate. After the job offer is accepted, candidates are often asked to provide more personal and unique information about themselves, such as their date of birth, their gender, or their national identifier like the U.S. social security number. Now, this unique information can be used to check for any potential duplicates after the job offer is accepted,during the action Move to HR.

If the candidate matches the configurable criteria to be considered a duplicate of one or more people in the system, their job application will now go into the status HR - Error During Processing, instead of automatically being transformed into a pending worker and going into the status HR – Processing in Progress. You’re notified that there’s a possible duplicate of the candidate, and you'll need to decide whether any of them really are the same person.

If you do determine that one of these proposed people really is the same person as the candidate, you can select that duplicate and proceed by merging the candidate file into the person record. The candidate’s new up-to-date information gets added into the record of that selected person, as well as all of the candidate's job applications. Then the current job offer that the candidate already accepted gets immediately recreated as the new offer for that selected person. You review the offer to make sure it’s still appropriate and make any necessary adjustments, now that you know that the person getting this offer is a current worker or ex-worker rather than a brand new candidate. As soon as you submit the offer, the offer moves forward again, with the option of getting a new approval and getting the person’s re-acceptance, or just going into the hands of the HR specialists who will create the new assignment for the existing person.

If you decide that nobody on the list of potential duplicates is really a match with your candidate, then the HR specialist can proceed with hiring them through the Manage Job Offer page by taking the action Process Now or Add Pending Worker as originally intended.

This new feature prevents users from creating incorrect duplicate records in the system. It avoids rework to manually retype the promised offer from the initial candidate to the correct existing person. 

Steps to Enable

Here are the steps to enable this feature.

You need to ensure that the setting Person Creation Duplicate Check is configured. This setting is already used to find duplicates when HR specialists are directly hiring new employees, entering new contingent workers, or importing new records. Now it also governs checking duplicates of Recruiting candidates, during the action Move to HR.

The setting shows a list of values: some are more strict, others are more inclusive, and one performs no duplicate check at all. By default, potential duplicates are defined as anyone with the same first initial and last name and the same birth date, or anyone with the same national identifier.  

  1. On your Home page, go to My Client Groups > Quick Actions > Show More.
  2. Click Manage Enterprise HCM Information.
  3. In the Enterprise Information section, configure the setting Person Creation Duplicate Check.

For more information on this setting, you can refer to the following topic in the Implementing Global Human Resources guide: How Person Records Are Matched

Tips And Considerations

Before you enable this feature, consider asking your candidates to provide more personal information like date of birth and national identifier, perhaps in a later part of the application process after the offer has been extended. Gathering this unique information will allow the system to find better matches while moving the candidate to HR. Consider the default setting: first initial and last name and the same birth date, or the same national identifier. When comparing with candidates whose birth date or national identifier are left blank, this default setting will find a high number of potential duplicates: everyone with the same first initial and last name as the candidate.

Also note that a separate profile option, National Identifier Uniqueness Validation Mode, is available to check the uniqueness of national identifier and thereby prevent tracking the same person twice with duplicate national ID numbers. This doesn't affect candidates as they enter their own information in Recruiting or as recruiters enter it for them, and candidates may not be asked to provide any national ID at all. However this setting does affect the creation of workers and ex-worker records. A candidate who has provided a non-unique national identifier can't proceed out of Recruiting successfully, if this setting is enabled. And if their national identifier is added only at the point of creating the pending worker, this record cannot be saved nor converted to a worker if the number is not unique. For more information on this setting, you can refer to the following topic in the Implementing Global Human Resources guide: How National Identifiers Are Validated

Role Information

By default, users with a custom role based on the standard Recruiter role can check for duplicate candidates, merge candidates, and recreate offers. Users with roles based on the default Hiring Manager role can check duplicates but they can't merge candidates nor recreate offers. 

HR Optimizations

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.

Goals

Reporting on Organization Goal Alignments - Employee

Prior to this release, workers were unable to report on their own goal alignments with the organization goals using the Workforce Goals - Goal Alignments Real Time. Only the Line managers or HR Analysts were able to report on the worker goals and the corresponding organization goal alignments.

The security on the Organization Goals folder is modified for the workers to report on their goal alignments.

Enhance your reporting on goal alignments of worker goals with the organization goals.

Steps to Enable

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

Feedback

Note Details Visibility Changes

The visibility attribute in the Feedback Notes subject area no longer displays the name of the worker who can view the feedback. This change is applicable to "Feedback Notes Details"."Visibility" attribute from "Workforce Profiles - Feedback Notes by Recipient Real Time"

The existing and new changes are displayed in the table below

Visibility Code Visibility (Existing Display Style) Visibility (Modified in 21A)

MANAGERS_AND_SUBJECT

Managers and Worker < Person Name>

Managers and Worker

SUBJECT

Only Worker and Me < Person Name>

Only Worker and Me

As of this release, OTBI reports will no longer display the worker’s name in the visibility option.

Steps to Enable

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

Profiles

Person Profile Real Time Enhanced to Report on Establishment Based Attributes

Enhance your reporting on profiles data with the addition of new attributes related to establishments. This enhancement is done to support the Enhanced Profiles changes. The following attributes are added to the respective folders:

Subject Area(s) Dimension

Attribute added

Workforce Profiles - Person Profile Real Time

Workforce Profiles - Model Profile Real Time

Degrees

School (New)

Honors and Awards

Educational Establishment Name (New)

Licenses and Certifications

Establishment (New)

Memberships

Educational Establishment (New)

With this enhancement you have to modify your analyses to point to the new attributes, if you are using Enhanaced Profiles.

Steps to Enable

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

Talent Review OTBI Removed or Replaced Features

Attributes Removed in Talent Review Meeting Real Time

The following attributes have been removed from Workforce Talent Review - Talent Review Meeting Real Time:

  • Review Talent Data > Notes > Note Type Code
  • Review Talent Data > Notes > Note Type

We have removed these attributes because they are not supported in the application any longer.

Steps to Enable

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

Succession

Alert Attributes in Succession Subject Areas

Enhance your reporting in the succession subject areas with the addition of attributes that allows you to report on the alerts that have been configured for each succession plan if the candidate or incumbent's role has changed in the assignment record.

The enhancements to the subject areas are listed below:

Subject Area Folder

Attributes

Workforce Succession Management - Plan Candidates Real Time

Workforce Succession Management - Job Plans Real Time

Workforce Succession Management - Position Plans Real Time

Succession Plan Details

  1. Send Alerts when Candidates Move to the Plan Role
  2. Send Alerts When Candidates Move to Roles That are Different from the Plan Role
  3. Send Alerts when Candidates Move to the Plan Role Code
  4. Send Alerts When Candidates Move to Roles That are Different from the Plan Role Code

Workforce Succession Management - Incumbent Plans Real Time

Succession Plan Details

  1. Send Alerts when Candidates Move to the Plan Role
  2. Send Alerts When Candidates Move to Roles That are Different from the Plan Role
  3. Send Alerts when Candidates Move to the Plan Role Code
  4. Send Alerts When Candidates Move to Roles That are Different from the Plan Role Code
  5. Send Alerts When the Incumbent Changes Roles
  6. Send Alerts When the Incumbent Changes Roles Code

Use these attributes to report on the alerts that are setup for the succession plans based on the candidate or incumbent's role change in the assignment record.

Steps to Enable

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

Recruiting

Reporting on the Maximum Number of Candidates Per Interview Time Slot

The field Maximum Number of Candidates per Slot is now available in the Interview Schedule > Time Slot folder of the Recruiting - Recruiting Real Time subject area. 

With this new field, you can count the number of possible candidates for each time slot of the various interview schedules.

Steps to Enable

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

Reporting Using the Created from Position Flow Attribute

The field Requisition Creation Source is now available in the Job Requisition > Job Requisition – Basic Information folder of the Recruiting - Recruiting Real Time subject area. 

With this new field, you can report on job requisitions created directly from a position.

Steps to Enable

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

Reporting Using New Job Requisition Attributes

New attributes were added to the requisition and requisition template dimensions.

Recruiting - Recruiting Real Time:

  • Job Requisition > Job Requisition - Template > Requisition Template Type
  • Job Requisition > Job Requisition - Configuration > Automatically Open Requisition for Sourcing
  • Job Requisition > Job Requisition - Configuration > Delay Before Posting Expires
  • Job Requisition > Job Requisition - Hiring Team > Collaborator type

Recruiting - Setup Real Time:

  • Job Requisition Template > Job Requisition Template - Basic Information > Requisition Template Type
  • Job Requisition Template > Job Requisition Template - Basic Information > Requisition Template Name
  • Job Requisition Template > Job Requisition Template - Configuration > Automatically Open Requisition for Sourcing
  • Job Requisition Template > Job Requisition Template - Configuration > Delay Before Posting Expires
  • Job Requisition Template > Job Requisition Template - Hiring Team > Collaborator type
  • Job Requisition Template > Job Requisition Template - Posting Description > External Description ID
  • Job Requisition Template > Job Requisition Template - Posting Description > Internal Description ID

With these new attributes, you can know the type of requisition template used, if the option to automatically open requisition for sourcing was used, the duration before a posting expires, and the description ID pointing to the description from the library.

Steps to Enable

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

IMPORTANT Actions and Considerations

REPLACED OR REMOVED FEATURES

From time to time, Oracle replaces existing Cloud service features with new features, or removes existing features. When a feature is replaced the older version may be removed immediately or at a future time. As a best practice, you should use the newer version of a replaced feature as soon as the newer version is available.

Product Removed Feature Target Removal Replacement Feature Replaced In Additional Information
Profile Management Classic Talent Profile Management Removed 21A

Mandatory Upgrade to Enhanced Talent Profile in 20A

19D

For more information, see the Upgrading Profile Management guide on My Oracle Support: (Document ID 2421964.1)

Learning Cloud Removing Old Browse Catalog Experience 21B

Enhanced Browse Catalog Button

20C See the feature for steps needed to take before 21B.

Learning Cloud

Removing Legacy User Experience 21B Responsive User Pages 20C

See the feature for steps needed to take before 21B.

Learning CLoud Access Deny Rules No Longer Respected 21B N/A   See feature for replacement.
OTBI for Talent Review Attributes Removed in Talent Review Meeting Real Time 21A N/A    

_________________________

ORACLE HAS DECOMMISSIONED THE HCM CLASSIC SIMPLIFIED USER INTERFACE IN UPDATE 20B

The new and redesigned HCM Responsive User Experience has been available and promoted as our standard since Update 18B. If you are still using the older HCM Classic Simplified User Interface, you must begin transitioning to the HCM Responsive User Experience, as these older pages will no longer be supported.

For information on the Responsive features, see the HCM Common What's New for Update 18B and 18C. The redesigned features are under a heading for Redesigned User Experience and have groupings by product. Features that have come out from 19A onwards will be in their respective solutions: HCM Common, Global Human Resources, Talent Management, Workforce Management and Workforce Rewards What's News. The feature will be under their product headings. You can open one these solutions such as Workforce Rewards and you will see tabs on the left to easily let you open the different releases to view the responsive features.

For consolidated information on generic setup information you can refer to My Oracle Support Document ID 2399671.1 - HCM Responsive User Experience Setup Information.

Highlights of New User Interface:

We’ve taken the employee and manager self-service pages to the next level by redesigning them to look and behave the same on desktop and mobile devices. We’ve also changed the look and feel of the pages to provide a better experience for end users.

Pages and messages look more modern and use simpler, more conversational language so that you can more easily read and understand content across all devices. The pages are clutter-free and clean and display only those fields that are required to complete the task. You can personalize the pages and add more fields that are hidden by default. For most self-service tasks, you’re asked what you want to do, and the task is broken down into a series of steps based on your choice.

_________________________

KNOWN ISSUES / MONTHLY AND STATUTORY MAINTENANCE PACK

Oracle publishes a Known Issues document for every Update to make customers are aware of potential problems they could run into and the document provides workarounds if they are available.

Oracle also publishes Maintenance Pack and Statutory Maintenance Pack documentation of bugs that are fixed in the monthly or statutory patching.

To review these documents you must have access to My Oracle Support:

Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1)

Controlled Availability

The following is a list of Controlled Availability features that are being offered by our Controlled Availability Program.

NOTE: These features are not generally available for all customers at this time. These are only available through the Controlled Availability Program and will require approval to become a part of the features program. To be a part of these programs you will be required to participate in testing and providing feedback. Some programs may require other participation as well.

Not to worry if you don't have to time to be a part of these early stage programs. You can uptake this feature when it is generally available for all customers. When these features are available for all customers you will see the features under their product headings as usual.

We invite you all to browse through the list of features to see if there are any features you are interested in implementing in advance of the features scheduled release. The table below will provide information on signing up for features. Please sign up soon, as these programs have limited availability and some are designed for specific types of customers.

The table below gives you a brief description of the features available and how to sign up. Some features are bigger than others, so for more information there may be a What's New describing the feature in more detail below this table.

We look forward to hearing your thoughts and ideas as you participate the Controlled Availability programs!

Product Feature Name Feature Description Type of Customer Needed to Test How to Sign Up Controlled Availability Release Is the Program Still Open?

Learning Cloud

New Reconciliation ESS Jobs

Use the new Learning Cloud ESS jobs to expand and reconcile recommendation assignments and access groups.  These new jobs have been created to replace the Evaluate person IDs for Assignment Rule and the Reconcile Dynamic Assignments for recommendations and Reconcile Access Groups.  These are the two new jobs:

  • Process User Access - This job expands access groups destinations.
  • Process Recommendation - This job expands assignment destinations and populates learning recommendation based on eligible users.  By splitting the Recommendation and Learning Records jobs into two different jobs gives the customer the ability to reconcile at different cadences.

Customers must be:

  • Live with HCM
  • Using Responsive pages
  • Using or willing to setup Newsfeed

You will need to log a Service Request (SR) in My Oracle Support to request to be part of this program. Please see the What's New in 20D for details to include in the SR.

20C

Yes

Learning Cloud

Sequencing and Completion Criteria for Activities Within a Specialization

Be among the first to try sequencing for specializations. You can indicate the order in which the sections and activities in a specialization are to be completed, and you can define completion criteria for them as optional or required.

See the What's New in 20D for more details.

Customers must be:

  • Live with HCM
  • Using Responsive pages
  • Using or willing to setup Newsfeed
  • Using mass Processing

You will need to log a Service Request (SR) in My Oracle Support to request to be part of this program. Please see the What's New in 20D for details to include in the SR.

20C August Update

Yes

Learning Cloud

Learning Planning

Learning Planning allows learning departments to identify and disposition learner training needs, culminating in a set of learning assignments. Learning Plans may or may not be executed at some future date; a non-executed plan is sometimes referred to as a simulation.

Customers must be:

  • Live with HCM

You will need to log a Service Request (SR) in My Oracle Support to request to be part of this program.

19D Yes

Learning Cloud

Next Generation Search Engine

Be among the first to use the next generation search engine. When this feature is enabled, you will notice faster response times, and quality search results, especially for large learning catalogs.

This feature enables you to effectively search the learning content very quickly, and with high quality search results.

See the What's New in 20D for more details.

Customers must be:

  • Live with HCM

You will need to log a Service Request (SR) in My Oracle Support to request to be part of this program. Please see the What's New in 20D for details to include in the SR.

20C August Update

Yes

Learning Cloud

Learning Record Subject Area

Use the new subject area: Workforce Learning - Learning Records Real Time to configure learning record related analysis objects. This new subject area will replace the Learning Records folder in Workforce Learning - Learning Management Real Time.

Customers must be:

  • Live with HCM

You should log a Service Request

20C

No, as of March 21A the program is now closed this will be generally available in 21B.
Recruiting

Job Recommendations based on Job

Through advanced AI and Machine Learning technology, recommends similar jobs based on a specific job requisition.

Customers must be:

  • Live with HCM

You will need to log a Service Request (SR) in My Oracle Support to request to be part of this program and be approved. Please Tag the SR with "OR-Jobs2Job"

21A Yes

Recruiting

Job Recommendations based on Candidate

Through advanced AI and Machine Learning technology, recommends similar jobs based on candidate profile.

Customers must be:

  • Live with HCM

You will need to log a Service Request (SR) in My Oracle Support to request to be part of this program and be approved. Please Tag the SR with "OR-Jobs2Candidate"

21A Yes

Recruiting

Best Fit Candidates

Automatically optimize candidate matches with the highest suitable candidates to reduce time-to-fill and improve overall pipeline quality.

Customers must be:

  • Live with HCM

You will need to log a Service Request (SR) in My Oracle Support to request to be part of this program and be approved. Please Tag the SR with "OR-BestCandidates"

20C Yes