Cloud Readiness / Oracle Talent Management Cloud
What's New
Expand All


  1. JUNE MAINTENANCE PACK FOR 21B
  1. Revision History
  2. Overview
  3. Feature Summary
    1. Recruiting
        1. Job Sharing For External Career Sites – Disable Sharing Logo
  1. MAY MAINTENANCE PACK FOR 21B
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Learning and Development
    1. Learning Cloud
      1. eLearning
        1. eLearning Player Completion Processing Improvements
      2. Learning Catalog
        1. Self-Service Browse Catalog Changes
        2. Branding and Trailer Video Enhancements for Courses and Specializations
        3. Translation Editor for the Syllabus Field
        4. No Access View Mode Option Removed from Access Groups
      3. Approvals
        1. Learning Request Approvals Support in Transaction Console
        2. Incident Management Notifications
      4. Background Processing
        1. Recommendation Initiatives Processing Changes
        2. User Access Background Processing Changes
        3. Skipped Recommendations and Access Groups Records
        4. Batch Mode Options for Learner Selection Criteria Evaluation
      5. External Providers
        1. Multi-Select Support in Import External Content
        2. LinkedIn Learning External Provider Changes
      6. HCM Mobile Offline Learning
        1. Conversations in HCM Mobile Offline Learning
  5. Recruiting
    1. Recruiting
        1. Collect Additional Candidate Legislative Details
        2. Collect Ethnicity and Race Info from External Candidates
        3. Move to Oracle Search
  6. Controlled Availability
    1. Controlled Availability Features
        1. Administrator Faceted Person Search
  1. Update 21B
  1. Revision History
  2. Overview
  3. Feature Summary
    1. Talent Management
        1. HCM Experience Design Studio Support For Career & Goals and Performance Overview Pages
  4. Career and Succession
    1. Career Development
        1. Bypass Approvals for Specific Development Goal Conditions
        2. Define Expiration Policies for Development Goal Approvals
      1. Career Development Replaced or Removed Features
        1. Administrator Tasks Removed From Classic Career Development
    2. Talent Review
        1. Talent Review Task Notifications
        2. Additional Matrix Management Support in Talent Review
        3. Talent Review Dashboard Display Option Configuration
      1. Talent Review Replaced and Removed Features
        1. Administrator Tasks Removed From Classic Talent Review
    3. Succession Management
        1. HDL/HSDL and HCM Extracts Support for External Succession Candidates
      1. Succession Replaced or Removed Features
        1. Administrator Tasks Removed From Classic Succession Management
    4. Profile Management
        1. Improvements to LinkedIn Profile Import
  5. Performance
    1. Goal Management
        1. Bypass Approvals for Specific Performance Goal Subprocesses
        2. Enhanced User Capability for Requesting Feedback on Multiple Goals
        3. Define Expiration Policies for Performance Goal Approvals
      1. Goals Replaced or Removed Features
        1. Administrator Tasks Removed From Classic Goal Management
    2. Performance Management
        1. Control Matrix Manager Participant Selection For Performance Documents
        2. Filter When Mass Printing Performance Documents
        3. View All Employee Performance Documents In A Review Period
        4. Sort Options When Managing Participant Feedback For Performance Documents
        5. Provide Reasons For HR Specialist Administration Actions
      1. Perfomance Replaced or Removed Features
        1. Administrator Tasks Removed From Classic Performance Management
  6. Learning and Development
    1. Learning Cloud
      1. eLearning
        1. Clone Specific Catalog Resources on Production to Test
        2. Force Load and Synchronize External Course Data
      2. Manager Self-Service and Employee Self-Service
        1. Access to Self-Service Pages
  7. Recruiting
    1. Recruiting
      1. Candidate Experience
        1. Show Acknowledgement Text After Candidates Accept Offers
        2. Enhanced Job Application Progress Bar
        3. Limited Number of Miscellaneous Attachments
        4. LinkedIn Company Connections
      2. Candidates and Candidate Job Applications
        1. Automatically Confirm Completed Job Applications
        2. Candidate Duplicate Check in Move to HR
        3. Removal of Candidate Search for Hiring Manager Role
      3. Candidate Selection Process
        1. Application Flow Information Available in Fast Formulas for All Request for Information Statuses
        2. Automatically Move Job Applications Based on Interview Status
        3. Configure Interview Schedules Using Transaction Design Studio
        4. Delayed Processing of Automated Actions at Beginning of Candidate Selection Processes
        5. Skill Recommendations for Candidates
      4. Job Requisitions
        1. Manage Job Requisition Interview Schedule Before Job Formatting Phase
      5. Job Offers
        1. Automatically Extend Job Offers
        2. Offer Salary Can Vary Based on Compensation Zone
        3. Perform Global Changes from Offers Using Flow "Local and Global Transfer"
        4. Autocomplete Rules for Recruiting Business Objects
      6. Screening Services
        1. Manually Initiate and Cancel Screening Services
  8. HR Optimizations
    1. Transactional Business Intelligence for Talent Management
      1. Talent Review
        1. New Attributes to Talent Review Meeting Real Time
        2. Matrix Managers in Talent Review Meeting
      2. Goals
        1. Shared Flag Enhancement in Goals Subject Areas
      3. Performance
        1. Lock Manager Share Task in Performance Subject Areas
        2. Enable/Disable Comments for Performance Document Items
      4. Learning
        1. Learning Records Real Time Subject Area: Reorganized Folder Structure
        2. Learning Records Real Time Subject Area: Additional Columns
        3. Learning Records Real Time Subject Area: Learning Evaluation Attributes
        4. Learning Records Real Time Subject Area: Flexfield Attributes
      5. Learning / OTBI Replaced or Removed Features
        1. Learning Record Subject Area is now Generally Available
      6. Recruiting
        1. Reporting on Job Offer Based on Person Security Profile
        2. Reporting on Automatically Unpost Requisitions
  9. IMPORTANT Actions and Considerations
  10. Controlled Availability
    1. Controlled Availability Features
        1. Time to Hire
        2. Find Similar Candidates

June Maintenance Pack for 21B

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
25 MAY 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

Job Sharing For External Career Sites – Disable Sharing Logo

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.

Job Sharing For External Career Sites – Disable Sharing Logo

When you share jobs on social media platforms, the job title, external job description, and image (logo) are normally shared. In case your logo doesn’t meet social networks’ standards, you can now disable logo sharing.

With this feature, you can ensure correct look and feel of your jobs on social media even in cases when your logo isn't aligned to social media standards.

Steps to Enable

A new profile option is available to disable logo sharing when a job is shared to social media: ORA_IRC_CE_JOB_SHARE_IMAGE_DISABLED

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_CE_JOB_SHARE_IMAGE_DISABLED.
  3. Set the profile value to Y.
  4. Click Save and Close.

May Maintenance Pack for 21B

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
25 JUN 2021 Learning Cloud/eLearning eLearning Player Completion Processing Improvements

Updated document. Revised feature information.

30 APR 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

eLearning

eLearning Player Completion Processing Improvements

Learning Catalog

Self-Service Browse Catalog Changes

Branding and Trailer Video Enhancements for Courses and Specializations

Translation Editor for the Syllabus Field

No Access View Mode Option Removed from Access Groups

Approvals

Learning Request Approvals Support in Transaction Console

Incident Management Notifications

Background Processing

Recommendation Initiatives Processing Changes

User Access Background Processing Changes

Skipped Recommendations and Access Groups Records

Batch Mode Options for Learner Selection Criteria Evaluation

External Providers

Multi-Select Support in Import External Content

LinkedIn Learning External Provider Changes

HCM Mobile Offline Learning

Conversations in HCM Mobile Offline Learning

Recruiting

Recruiting

Collect Additional Candidate Legislative Details

Collect Ethnicity and Race Info from External Candidates

Move to Oracle Search

Controlled Availability

Controlled Availability Features

Administrator Faceted Person Search

Learning and Development

Learning Cloud

Oracle Learning Cloud is a skills driven learning platform that enables employees, teams and organizations to develop the most relevant set of skills. Oracle Learning combines informal and formal learning, from internal catalog and external learning sources into a single platform to provide learners with a single, unified learning experience.

eLearning

eLearning Player Completion Processing Improvements

Take note that there is now additional support in the eLearning player that ensures that learner progress is sent to Oracle Learning Cloud, even when learners close the eLearning player by using the browser window's controls instead of the controls provided in the eLearning player or the content.

For example, if a learner doesn't close the eLearning Player using the player's Save and Close button, or a Close button provided in the content, the browser still sends the final completion update to Oracle Learning Cloud, and the learner’s assignment is completed.

Steps to Enable

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

Tips And Considerations

This enhancement also addresses issues caused by changes to Google Chrome Version 80+ and later due to Google's deprecation of cross-site requests during page closing. For additional information, visit https://www.chromestatus.com/features/4664843055398912.

Key Resources

Learning Catalog

Self-Service Browse Catalog Changes

Be aware that the enhanced Browse Catalog feature, first introduced in Update 20C, is now the only self-service browse mode. Beginning with the May Maintenance Pack for 21B, the ability to browse the entire learning catalog as a flat list is not supported. The newer browsing functionality provides learners a more intuitive browsing experience.

Disable Browse Mode no Longer Available

If you haven't already enabled the Browse Catalog feature, self-service browsing will be disabled, and no Browse button will display.

No Browse Button Displays if You Haven't Enabled the New Feature

Steps to Enable

The steps for enabling and using the Browse Catalog button were provided in the feature called Enhanced Browse Catalog Button in the Talent Management What’s New document for Update 20C.

Branding and Trailer Video Enhancements for Courses and Specializations

Be aware that for compatibility with future releases, branding image and trailer video components have been replaced in the edit course and specialization pages with the same components used in community branding images. Trailer videos no longer need to be published as self-service videos. Instead they are uploaded directly while editing a course or specialization. 

Branding Image and Trailer Videos

Steps to Enable

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

Tips And Considerations

To take advantage of the forward compatibility, run the Learn Migration Job with the Rich Media Migration option selected. This updates all existing branding images (also known as Cover Art). 

Rich Media Option for the Learn Migration Job

When you run this job, any existing trailer videos will be removed from courses and specializations. If you don't run this job, branding images will still render in self-service for now, but will not work in a later release.

NOTE: If you enabled the Responsive User Experience prior to 21B, you still need to perform this task. If you are enabling the responsive user experience along with the 21B update, this task is also necessary. 

The ability to add trailer videos to catalog items via HDL is no longer supported.

Key Resources

  • For complete details on migrating to the Responsive User Experience, refer to the document called "Migrating Oracle Learning Cloud to Responsive User Experience", located on My Oracle Support (Document ID 2649721.1).

Translation Editor for the Syllabus Field

Use the translation editor for the Syllabus field when editing courses, offerings, and specializations. This feature enhances the translation capabilities for learning administrators so they no longer need to change their session language to define the syllabus text in other languages.

Previously, this editor was only available for the Title, and Short Description fields. This feature has now been enabled on the following pages:

  • Edit Course: General Information page

  • Edit Offering Description page

  • Edit Specialization Description page

Steps to Enable

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

No Access View Mode Option Removed from Access Groups

Take note that the No Access view mode option for access groups is no longer supported. This means that it's no longer possible to create access groups that deny access to learning items at the access group level.

When you edit existing access groups configured with this view mode, you can't save changes until the View Mode is changed to Details, or Summary view.

No Access View Mode Option No Longer Available

To prevent learning item access for a subset of users, the item’s default access view mode must be set to No Access, and then you can enable access to those users using Details or Summary mode on access groups.

Steps to Enable

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

Tips And Considerations

If you want to grant access to only a specific set of learners:

  1. At the learning item level, set Default Access to No Access. (Learning item > Learner tab > Manage Default Access > Under Self-Service Settings > View Mode = No Access.) This ensures that no one has access to the learning item.
  2. Create an access group, and grant the access with the View Mode called Summary/Details View to the specific learners who need to have access to the learning item. This ensures that only this group of learners are given access to the learning item.

Key Resources

  • Refer to the feature called Access Deny Rules No Longer Respected documented in the Talent Management What's New document for Update 21A.

Approvals

Learning Request Approvals Support in Transaction Console

Use the Approvals Transaction Summary page in the Transaction Console to view the status and history of learning request approval transactions. This enhancement lets administrators use the Transaction Console instead of the BPM Worklist to configure, monitor, and troubleshoot learning request approval transactions.

Transaction Manager

In addition to the Approve and Reject actions, the standard set of HCM approval actions are now supported for the Learning Request approval process. Also, when a learning administrator performs either the Bypass and Approve, or the Bypass and Reject action on a learning record in Learning Cloud, the associated approval transaction will be updated accordingly.

NOTE: Remember to configure the Synchronize Notifications in the Global Header with Workflow Tasks job in order to update the global header notifications with the latest task status. More details about this job can be found in the Implementing Global Human Resources guide, located on Oracle Help Center.

Steps to Enable

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

Key Resources

  • For a list of standard actions, refer to the chapter called "Actions and Statuses for Workflow Tasks " in the guide called Oracle Applications Cloud Using Common Features located on the Oracle Help Center.
  • For information on configuring the Synchronize Notifications in the Global Header with Workflow Tasks job refer to the Implementing Global Human Resources guide, located on the Oracle Help Center.

Incident Management Notifications

Use the new set of notifications enabled for incident reporting transactions. These notifications further enhance the Incident management enhancement feature that was released in Update 21A.

The new notifications are:

  • FYI Notification to submitter on submission 

  • FYI Approval Notification to submitter when the content is Approved or Rejected

  • FYI Notification to assignees when the content is Approved

  • FYI Notification to content owner when the content is Rejected

Steps to Enable

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

Key Resources

  • Refer to the Update 21A Talent Management What's New for the feature called Incident Management Enhancements for additional information.

Background Processing

Recommendation Initiatives Processing Changes

Use the new scheduled process to expand and reconcile learning recommendation initiatives independently from required or voluntary learning initiatives. This process simplifies the task of scheduling background processes for learning recommendation reconciliation, because it performs the tasks of both the current Evaluate Person IDs for Assignment Rule, and the Reconcile Dynamic Assignments scheduled processes, but only for learning recommendation initiatives.  You no longer need to coordinate the run times for these processes, because they are coordinated by the Process Learning Recommendations process itself. This process also replaces the Generate a List of People from Analysis Report  process, which is currently submitted upon creation or editing learning recommendation initiatives.

NOTE: The scheduled processes called Evaluate Person IDs for Assignment Rule, and Reconcile Dynamic Assignments must remain on their own independent schedule to reconcile required and voluntary learning initiative. This enhancement is only applicable for learning recommendation initiatives reconciliation.

When enabled, a new section called Learning Recommendation Processing displays on My Client Groups > Learning > Background Processing tab. This is where the runtime characteristics of recommendation initiative creation and reconciliation can be controlled.

Background Processing Tab

Configuration Options for Recommendation Initiative Scheduled Reconciliation

These options provide the ability to control the maximum number of parallel threads the background processing can use.

  • Maximum Number of Parallel Reconciliation Jobs - controls the number of threads used by this process when submitted on a recurring schedule. It’s equivalent to the batch size input parameter in the existing job called Reconcile Dynamic Assignments, and should be set to at least 2. The optimal number depends on the number of recommendation initiatives, and the frequency they are being reconciled. The setting determines the number of learner selection criteria that will be evaluated in parallel, and then the number of recommendation initiatives that will be reconciled in parallel. Using more than one thread reduces the overall time to reconcile all your recommendation initiatives.
  • Maximum Number of Parallel Threads per Reconciliation Job -  controls the number of child threads used to process distinct learner selection criteria per recommendation initiative, and number of threads updating recommendations in the system. Consider increasing this setting if you use multiple selection criteria for a single recommendation initiative (for example, you have defined a recommendation initiative that is selecting learners using more than one analysis report), or you foresee a significant change in the learner population on a regular basis. This value can be increased to further reduce the execution time.

IMPORTANT: The maximum number of parallel threads used during scheduled reconciliation is determined by multiplying these two settings. Customers need to evaluate their total thread capacity on their environment to ensure they do not over-extend the system and interfere with other scheduled processes that may be running.

Configuration Options for Recommendation Initiative Expansion

These options provide the ability to control when expansion of a recommendation initiative occurs, and the maximum number of threads the background processing can use in parallel if expanded immediately.

  • Process access immediately after user saves changes option - controls if expansion occurs immediately when a recommendation initiative is created, edited or manually reconciled from the application user interface. This provides you with an additional level of control so that you don't flood the system during normal business hours, while still allowing admins to create the required recommendation initiatives. If you don't select this, the recommendation initiative is only processed upon the next scheduled reconciliation.
  • Maximum Number of Parallel Expansion Jobs - controls the maximum number of recommendation initiative that will be expanded in parallel, should there be multiple created, edited or manually reconciled via the user interface around the same time. This only applies if the option to expand immediately is selected. Consider increasing this setting when many recommendation initiatives are being created in a short amount of time.
  • Maximum Number of Parallel Threads per Expansion Job - controls the number of learner selection criteria per recommendation initiative to process in parallel, and also the number of child threads created to write or update recommendations in the system. Consider increasing this setting when creating recommendation initiatives with many thousands of people.

IMPORTANT: The maximum number of parallel threads used during immediate expansion, if enabled, is determined by multiplying these two settings. You need to evaluate your total thread capacity on your environment to ensure you do not over-extend the system and interfere with other scheduled processes that may be running.

Steps to Enable

Set the profile option.

Manage Administrator Profile Values

  • Task: Manage Administrator Profile Values
  • Profile Option Code: ORA_WLF_ENABLE_PROCESS_RECOMMENDATIONS_KEY
  • Profile Display Name: Enable batch processing for recommendations
  • Set the profile option value at site level to “Y" Schedule ‘. Process Learning Recommendations’ at your preferred cadence

NOTE: When enabled, the Evaluate Person IDs for Assignment Rule job will no longer evaluate learner selection criteria used only by recommendation initiatives (but is still required to reconcile learning initiatives).

User Access Background Processing Changes

Use the new Process User Access job to expand and reconcile access groups. This job replaces the Process Access Groups scheduled process, and provides additional configuration options for processing access groups. Process User Access is a background process that simplifies the expansion and reconciliation of access groups. It performs the evaluation and reconciliation tasks via a single scheduled process, and provides additional configuration options providing more control on thread utilization on an environment. 

NOTE: The older Process Access Groups job will be removed in a future release.

This new process simplifies the task of scheduling background processes for access group reconciliation, because it performs the tasks of both the current Evaluate Person IDs for Assignment Rule, and the Process Access Groups  scheduled processes. You no longer need to coordinate the run times for these processes, as they are now coordinated by the Process User Access process itself. This process also replaces the Generate a List of People from Analysis Report process, which was previously submitted upon creation or editing an access groups.

NOTE: The Evaluate Person IDs for Assignment Rule scheduled process must remain on its own independent schedule to reconcile required and voluntary learning initiative. It is still required for the Reconcile Dynamic Assignments process. This enhancement is only applicable for access group reconciliation.

When enabled, a new section called Learning Access Processing displays in My client Groups > Learning > Background Processing tab. This is where the runtime characteristics of access group creation and reconciliation can be controlled.

Background Processing Tab

CONFIGURATION OPTIONS FOR ACCESS GROUP SCHEDULED

These options provide the ability to control the maximum number of parallel threads the background processing can use:

  • Maximum Number of Parallel Reconciliation Jobs - controls the number of threads used by this process when submitted on a recurring schedule.  It’s equivalent to the batch size input parameter in the existing job  called Process Access Groups, and should set to at least 2 or the existing batch size setting used for Process Access Groups. The setting determines how many learner selection criteria will be evaluated in parallel, and then how many access groups will be reconciled in parallel. Using more than one thread reduces the overall time to reconcile all your access groups.
  • Maximum Number of Parallel Threads per Reconciliation Job - controls the number of child threads used to process distinct learner selection criteria per access group and number of threads updating access records in the system. Consider increasing this setting if you use multiple selection criteria for a single access group (for example, you have defined an access group that selects learners using more than one analysis report), or you foresee a significant change in the learner population on a regular basis. This value can be increased to further reduce the processing time.

IMPORTANT:  The maximum number of parallel threads used during scheduled reconciliation is determined by multiplying these two settings. Customers need to evaluate their total thread capacity on their environment to ensure they do not over-extend the system and interfere with other scheduled processes that may be running.

CONFIGURATION OPTIONS FOR ACCESS GROUP EXPANSION

These options provide the ability to control when expansion of an access group occurs, and the maximum number of threads the background processing can use in parallel if expanded immediately.

  • Process access immediately after user saves changes - controls if expansion occurs immediately when an access group is created, edited or manually reconciled from the application user interface.  This provides customers with an additional level of control so that they don't flood the system during normal business hours, while still allowing admins to create the required access groups. If you don't select this, the access group is only processed upon the next scheduled reconciliation.
  • Maximum Number of Parallel Expansion Jobs - controls the maximum number of access groups that will be expanded in parallel, should there be multiple access groups created, edited or manually reconciled via the user interface around the same time. This only applies if the option to expand immediately is selected. Consider increasing this setting when many access groups are being created in a short amount of time.
  • Maximum Number of Parallel Threads per Expansion Job - controls the number of learner selection criteria per access group to process in parallel, and also the number of child threads created to write or update access records in the system. Consider increasing this setting when creating access groups with many thousands of people

IMPORTANT: The maximum number of parallel threads used during immediate expansion, if enabled, is determined by multiplying these two settings. You need to evaluate your total thread capacity on your environment to ensure that you don't overextend the system, and interfere with other scheduled processes that may be running.

Steps to Enable

  1. Set the profile option. 

Set the Profile Option

  • Task: Manage Administrator Profile Values
  • Profile Option Code: ORA_WLF_ENABLE_PROCESS_USER_ACCESS_KEY
  • Profile Display Name: Enable batch processing for user access.
  • Set the profile option value at site level to “Y".
  1. Cancel the scheduled process ‘Process User Access’. If this job remains scheduled, it will no longer perform any tasks when the profile option is set as per above.
  2. Schedule ‘Process Access Groups’ at your preferred cadence.

NOTE: When enabled, "Evaluate Person IDs for Assignment Rule” job will no longer evaluate learner selection criteria used only by access groups (but is still required to reconcile learning initiatives)

Skipped Recommendations and Access Groups Records

Search for recommendations and access group records that were not successfully created. When the creation or reconciliation of recommendation initiatives and access groups occurs, Oracle Learning generates the relevant recommendations or access records for the defined learner selection criteria. If these records can't be created for some reason, that information is now captured by the system. Administrators can use the Search Skipped Assignments feature to identify which records were not successfully created, and understand why, so that corrective action can be taken.

Reason Codes

NOTE: Most of the reason codes are specific to learning record creation issues, and are supported only as part of the Activity Sequencing controlled availability program. A few reason codes apply to the processing of learning records and access groups when their respective enhancements in this release are enabled.

Steps to Enable

To use this enhancement, you must enable the following features above:

  • Process Learning Recommendations scheduled process (Described in "Recommendation Initiatives Processing Changes" in this What's New document.)
  • Process User Access scheduled process (Described in "User Access Background Processing Changes" in this What's New document.)

Batch Mode Options for Learner Selection Criteria Evaluation

Reduce the time it takes to evaluate initiative and access group learner selection criteria like analysis reports by using new batch mode options.

If you have a lot of selection criteria to process during scheduled initiative and access group reconciliation, this new configuration option decreases overall processing time by grouping the selection criteria into batches based on the last runtime, allowing the reconciliation process to complete more quickly. This new setting is most effective for customers who use many analysis objects as selection criteria for learning initiatives or access groups.

This enhancement applies to:

  • Evaluate Person IDs for Assignment Rule scheduled process
  • Process Learning Recommendations scheduled process (Described in "Recommendation Initiatives Processing Changes" in this What's New document.)
  • Process User Access scheduled process (Described in "User Access Background Processing Changes" in this What's New document.)

Steps to Enable

To enable this feature, set the profile option:

  • Task: Manage Administrator Profile Values
  • Profile Option Code: ORA_WLF_ASSIGN_MASS_PROCESS_ORDER
  • Profile Display Name: Define assignment destination processing order.
  • Set the profile option value at site level to LAST_RUNTIME.

Manage Administrator Profile Values

Tips And Considerations

If you have scheduled Evaluate Person IDs for Assignment Rule without specifying a batch size, this enhancement will not provide any value because the selection criteria are evaluated serially in a single thread. You should also consider increasing the batch size to at least 2 or 3 (or more depending on the capacity for your environment) in order to benefit from this enhancement and generally decrease total runtime.

External Providers

Multi-Select Support in Import External Content

Choose to import a subset of an external provider’s content using multi-select. This enhancement lets you selectively choose the content that you want to import.

  • Administrators can select multiple titles from the staging area.
  • The Import button is enabled when one or more titles are selected, and none are in Import Requested or Current status.

  • Clicking the Import button sets all the selected titles to Import Requested status, and submits the import background process.

Steps to Enable

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

LinkedIn Learning External Provider Changes

Take note that you no longer need to create the WLF_EXT_PROVIDER_LINKEDIN profile option for use with LinkedIn Learning. LinkedIn now appears on the External Providers page automatically.

This enhancement ensures that the LinkedIn Integration is easier to set up.

Steps to Enable

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

Tips And Considerations

If you created the profile option in 21A (or as part of the Early Adopter program), you can now delete it, as it's no longer needed nor relevant.  

Key Resources

  • For complete details on the setup of the LinkedIn Integration, refer to the feature called LinkedIn Integration Available Via Profile Option in the Talent Management What's New document for Update 21A.
  • For information about configuring the IP allowlist to prevent access blockage between Fusion and LinkedIn, refer to the document called "Oracle Fusion Learning Cloud: Completion Status Does Not Update in Oracle Learning Cloud After Learner Completes Training From an External Provider" located on My Oracle Support (Document ID 2770767.1).

HCM Mobile Offline Learning

Conversations in HCM Mobile Offline Learning

View conversations and like counts on the specialization details page, and in selected offering details pages in the HCM Mobile Offline Learning app. The enhancement makes it easier for learners to view conversations offline.

This information is available in view-only mode.

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.

Collect Additional Candidate Legislative Details

Collect additional candidate legislative details as per your organization business needs. You can configure your own legislative flexfields such as Person Legislative Attributes (PER_PERSON_LEGISLATIVE_DFF) and configure job application flows to capture additional legislative details from a candidate.

With this feature, you can collect additional legislative details from a candidate as per your organization business needs. This additional information is made available seamlessly as part of employee details once a candidate is hired.

Steps to Enable

You need to perform these steps to enable the feature.

Step 1: Configure the descriptive flexfield called PER_PERSON_LEGISLATIVE_DFF.

  1. In the Setup and Maintenance work area, go to:
    • Offering: Recruiting and Candidate Experience
    • Functional Area: Workforce Information
    • Task: Manage Person Descriptive Flexfields
  2. Select and configure PER_PERSON_LEGISLATIVE_DFF.

Configuration of the Descriptive Flexfield

Step 2: Configure the Candidate Application Diversity and Disability action in Transaction Design Studio to define a rule to display Global Segments by checking required and visible attributes for specific flexfield attributes. 

Prerequisites:

  • You need to activate a sandbox and page editing at the Site layer. (Settings and Actions Menu > Edit Pages > Activate a sandbox)
  1. On your Home page, go to My Client Groups > Quick Actions > HCM Experience Design Studio.
  2. Click the Transaction Design Studio tab.
  3. Select the action Candidate Application Diversity and Disability.
  4. Click Add to create and configure a rule to display certain flexfields for certain countries.
  5. In the Basic Details section, enter the name, description, and any countries for which the rule applies.
  6. In the Page Attributes section select Additional Person Legislative Attributes.
  7. Click the Edit icon.
    • Flexfield Content Code: Select Global Data Elements.
    • Flexfield Attributes: Select a global segment and specify your preferences for Required and Visible.
  8. Click Done.
  9. Click Save and Close.

Creation of Rule to Display Global Segments

Tips And Considerations

Only Global Data Elements are enabled for rendering to candidates and collecting person legislative attributes.

Collect Ethnicity and Race Info from External Candidates

Collect ethnicity and race information from external candidates who apply on job requisitions posted in the United States. The two-question format is used, requiring two distinct responses.

The first question is about the ethnicity category. External candidates indicate if they're Hispanic or Latino which is defined as a Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin, regardless of race.

In the second question, external candidates select the races they identify with. Possible options are:

  • American Indian or Alaska Native
  • Asian
  • Black or African American
  • Native Hawaiian or Other Pacific Islander
  • White

Ethnicity and Race Questions

With this feature, you can collect candidate ethnicity and race information for compliance and reporting.

Steps to Enable

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

Tips And Considerations

Candidate ethnicity and race information isn't rendered to recruiters, hiring managers, and collaborators. However, the information collected is available for reporting and to the HR users.

Move to Oracle Search

Use Oracle Search, the new default search technology engine for Oracle Recruiting Cloud. 

Existing Oracle Recruiting Cloud customers moving to Oracle Search in 21B if you have been using:

  • Oracle Search in 21A and have upgraded to 21B:
    • There is nothing to do and there is no impact on the overall functionality.
  • SemSearch in 21A and got upgraded to 21B:
    • You need to run the scheduled process Load and Index TCA Geographies and wait for it to complete.

NOTE: For existing customers using SemSearch in 21A: The incremental indexing scheduled process Maintain Candidates and Job Requisitions for Search that is scheduled to run before the upgrade will trigger the scheduled processes Load and Index Job Requisitions and Load and Index Candidates. This will take care of the full indexing of job requisitions and candidates respectively.

NEW CUSTOMERS ACTIVATING ORACLE SEARCH IN 21B

New customers who are starting to use Oracle Search in Oracle Recruiting Cloud 21B need to:

  • Run the scheduled process Load and Index TCA Geographies and wait for it to complete.
  • Run the scheduled process Load and Index Job Requisitions and wait for it to complete.
  • Run the scheduled process Load and Index Candidates and wait for it to complete.

When these three scheduled processes are complete, schedule the incremental indexing scheduled process Maintain Candidates and Job Requisitions for Search at a 15-minute frequency. This incremental process will index any new job requisition, candidate, and geography entities that are added going forward.

This is an infrastructure change to continue search innovation within Oracle Recruiting Cloud. 

Steps to Enable

Run the scheduled processes as described above.

Tips And Considerations

  • During the release upgrade, the scheduled process Maintain Candidates and Job Requisitions for Search will go into a paused status. Don't cancel this process. The Load and Index Candidates and Load and Index Job Requisitions scheduled processes will be spawned during that time. Don't cancel these processes.
  • The incremental scheduled process Maintain Candidates and Job Requisitions for Search typically takes about 10 minutes to complete. The recommended frequency to run this process is every 15 minutes.
  • Customers need to run a full indexing process only when there are issues during search and when Oracle Support advises them to do so. When running a full indexing process, make sure to cancel any current incremental scheduled processes (parent and child processes included). You can then run the full indexing scheduled processes Load and Index Candidates and Load and Index Job Requisitions and wait for them to complete to schedule the incremental process Maintain Candidates and Job Requisitions for Search.

US GOVERNMENT ENVIRONMENT CUSTOMERS

If you're a US Government environment customer, once your environments are updated to 21B, you must immediately disable Oracle Search to revert to SemSearch. To do so, follow these steps:

NOTE: If existing customer environments weren't configured to use Oracle Search, customers should follow the same steps to revert back to SemSearch.

Prerequisites:

  • You need the Recruiting Administrator role (ORA_PER_RECRUITING_ADMINISTRATOR_JOB) to perform the below steps.
  • You need to cancel the scheduled process Maintain Candidates and Job Requisitions for Search if it has been scheduled to run periodically (Navigation Menu > Tools > Scheduled Processes). Note that only the user who scheduled the process can cancel it.

You first need to change the profile option that will disable Oracle Search as the search engine for Oracle Recruiting Cloud.

  1. Go to the Setup and Maintenance work area.
  2. Click the Tasks icon on the right-hand side and click the Search option.
  3. Search for the task Manage Administrator Profile Values.
  4. Click the task name.
  5. Search for the profile option code IRC_ELASTIC_SEARCH_ENABLED. The Profile Value is “Y”. Change it to “N” to disable Oracle Search.
  6. Click Save and Close.

Next, you need to schedule the incremental indexing process Maintain Candidates and Job Requisitions for Search to index any new requisitions, candidates, and geography entities created in the system.

  1. Go to the Scheduled Processes work area (Navigation Menu > Tools > Scheduled Processes).
  2. Schedule a new process for Maintain Candidates and Job Requisitions for Search to run every 15 minutes. When you click the Advanced button, there is an option to control the frequency of the job.

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

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

Administrator Faceted Person Search

The 'Search Person' tab under Add Person action used in Assign, Initiative, and Access Groups has been enhanced.

Customers must be:

  • Live with HCM
  • Using Responsive pages

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

21B Yes
Recruiting

Vanity URL

You can use a customer branded URL to host external career sites. All career sites will be hosted under the same vanity domain.

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-Vanity-URL"

21B Yes

Recruiting

Vanity Email

You can use a vanity email to send email communication to external candidates. Vanity Email is used to brand the "from email" for all external candidate communications.

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-Vanity-Email"

21B

Yes

Recruiting

Time to Hire

Recruiters can use the Time to Hire feature to get estimates about the time it will take to make a first hire for a job requisition. The Time to Hire feature uses artificial intelligence (AI) and machine-learning algorithms to estimate the time for a first hire, based on previous similar job requisitions.

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-Time-To-Hire"

21B

Yes

Recruiting

Skill Recommendations to Candidates

When external candidates apply for a job, skills are recommended to them based on their job title, experience, and skills using Artificial Intelligence (AI) algorithms.

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-Skills-Candidates"

21B Yes

Recruiting

Find Similar Candidates

Similar candidates are found using Artificial Intelligence (AI) algorithm using a variety of parameters such as job title and experience. The Similar Candidates feature is available for candidates, prospects, and candidate pool members.

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 with "OR-Similar-Candidates"

21B

Yes

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

Controlled Availability Features

Features under this heading are under the Controlled Availability Program. The features are here to provide more information than what the table provides.

NOTE: These features are not generally available to customers and customers need to be approved to use these features.

Administrator Faceted Person Search

Be among the first to use the new faceted person search experience when selecting learners on the create assignment, initiative, or access groups pages. The enhanced Person Search and Select page offers a superior search experience because there are new search facets to filter the data.

Faceted Person Search

The list of facets include:

  • Person Number
  • Department
  • Job
  • Manager Name
  • Business Unit
  • Country
  • Location
  • Primary Email
  • System Person Type
  • Town or City
  • Effective as of Date (allows you to search for people who existed and were active on a specific date)

This feature is only available through the Controlled Availability Program at this time, which requires approval in order to join. Once approved, you will be required to participate in testing, and to provide feedback. Some programs may require other participation as well.

Steps to Enable

To enable this feature you need to log a Service Request (SR).

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

You must be:

  • Live with HCM
  • Using Responsive User Experience pages.

Update 21B

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
25 JUN 2021 Goal Management Bypass Approvals for Specific Performance Goal Subprocesses

Updated document. Revised feature information.

25 MAY 2021 Important Actions and Considerations IMPORTANT Actions and Considerations

Updated document. Revised feature information.

25 MAY 2021 Recruiting / Candidate Experience LinkedIn Company Connections

Updated document. Feature delivered in update 21B.

25 MAY 2021 Recruiting / Job Offers Autocomplete Rules for Recruiting Business Objects

Updated document. Revised feature information.

30 APR 2021 Talent Management HCM Experience Design Studio Support For Career & Goals and Performance Overview Pages

Updated document. Feature delivered in update 21B.

30 APR 2021

Goal Management Enhanced User Capability for Requesting Feedback on Multiple Goals

Updated document. Revised feature information.

30 APR 2021

Learning Cloud Clone Specific Catalog Resources on Production to Test

Updated document. Revised feature information.

30 APR 2021

Recruiting/ Candidate Selection Process Automatically Move Job Applications Based on Interview Status

Updated document. Revised feature information.

30 APR 2021

Recruiting / Job Offers

Offer Salary Can Vary Based on Compensation Zone

Updated document. Revised feature information.

30 APR 2021

Recruiting / Job Offers

Autocomplete Rules for Recruiting Business Objects

Updated document. Revised feature information.

30 APR 2021

Controlled Availability

Controlled Availability Features

Updated document. Revised feature information.

26 MAR 2021

Recruiting / Candidate Experience

Show Acknowledgement Text After Candidates Accept Offers

Updated document. Feature delivered in update 21B.

26 MAR 2021 Goal Management Enhanced User Capability for Requesting Feedback on Multiple Goals

Updated document. Feature delivered in update 21B.

26 MAR 2021 Learning Cloud Force Load and Synchronize External Course Data

Updated document. Feature delivered in update 21B.

26 MAR 2021 Controlled Availability Controlled Availability

Updated document. Revised feature information.

05 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*

Talent Management

HCM Experience Design Studio Support For Career & Goals and Performance Overview Pages

Career and Succession

Career Development

Bypass Approvals for Specific Development Goal Conditions

Define Expiration Policies for Development Goal Approvals

Career Development Replaced or Removed Features

Administrator Tasks Removed From Classic Career Development

Talent Review

Talent Review Task Notifications

Additional Matrix Management Support in Talent Review

Talent Review Dashboard Display Option Configuration

Talent Review Replaced and Removed Features

Administrator Tasks Removed From Classic Talent Review

Succession Management

HDL/HSDL and HCM Extracts Support for External Succession Candidates

Succession Replaced or Removed Features

Administrator Tasks Removed From Classic Succession Management

Profile Management

Improvements to LinkedIn Profile Import

Performance

Goal Management

Bypass Approvals for Specific Performance Goal Subprocesses

Enhanced User Capability for Requesting Feedback on Multiple Goals

Define Expiration Policies for Performance Goal Approvals

Goals Replaced or Removed Features

Administrator Tasks Removed From Classic Goal Management

Performance Management

Control Matrix Manager Participant Selection For Performance Documents

Filter When Mass Printing Performance Documents

View All Employee Performance Documents In A Review Period

Sort Options When Managing Participant Feedback For Performance Documents

Provide Reasons For HR Specialist Administration Actions

Perfomance Replaced or Removed Features

Administrator Tasks Removed From Classic Performance Management

Learning and Development

Learning Cloud

eLearning

Clone Specific Catalog Resources on Production to Test

Force Load and Synchronize External Course Data

Manager Self-Service and Employee Self-Service

Access to Self-Service Pages

Recruiting

Recruiting

Candidate Experience

Show Acknowledgement Text After Candidates Accept Offers

Enhanced Job Application Progress Bar

Limited Number of Miscellaneous Attachments

LinkedIn Company Connections

Candidates and Candidate Job Applications

Automatically Confirm Completed Job Applications

Candidate Duplicate Check in Move to HR

Removal of Candidate Search for Hiring Manager Role

Candidate Selection Process

Application Flow Information Available in Fast Formulas for All Request for Information Statuses

Automatically Move Job Applications Based on Interview Status

Configure Interview Schedules Using Transaction Design Studio

Delayed Processing of Automated Actions at Beginning of Candidate Selection Processes

Skill Recommendations for Candidates

Job Requisitions

Manage Job Requisition Interview Schedule Before Job Formatting Phase

Job Offers

Automatically Extend Job Offers

Offer Salary Can Vary Based on Compensation Zone

Perform Global Changes from Offers Using Flow "Local and Global Transfer"

Autocomplete Rules for Recruiting Business Objects

Screening Services

Manually Initiate and Cancel Screening Services

HR Optimizations

Transactional Business Intelligence for Talent Management

Talent Review

New Attributes to Talent Review Meeting Real Time

Matrix Managers in Talent Review Meeting

Goals

Shared Flag Enhancement in Goals Subject Areas

Performance

Lock Manager Share Task in Performance Subject Areas

Enable/Disable Comments for Performance Document Items

Learning

Learning Records Real Time Subject Area: Reorganized Folder Structure

Learning Records Real Time Subject Area: Additional Columns

Learning Records Real Time Subject Area: Learning Evaluation Attributes

Learning Records Real Time Subject Area: Flexfield Attributes

Learning / OTBI Replaced or Removed Features

Learning Record Subject Area is now Generally Available

Recruiting

Reporting on Job Offer Based on Person Security Profile

Reporting on Automatically Unpost Requisitions

>>Click for IMPORTANT Actions and Considerations

Controlled Availability

Controlled Availability Features

Time to Hire

Find Similar Candidates

Talent Management

Features under this section are available to all talent applications.

HCM Experience Design Studio Support For Career & Goals and Performance Overview Pages

Easily control which talent attributes are available in the Career Overview and the Goals and Performance Overview pages using HCM Experience Design Studio. Select the Goals and Performance action, and under the My Team region you can now see these attributes:

  • Attributes set to visible by default:
    • Last Updated Performance Rating
    • Performance Goals
    • Performance Documents
    • Check-Ins
    • Anytime Documents
    • Potential
  • Attributes set to not visible by default:
    • Risk of Loss
    • Impact of Loss
    • N Box
    • Talent Score
    • Development Goals

Select the Career Overview action, and under the My Team region you can now see these attributes which are all set to visible by default, except for Check-Ins:

  • Potential
  • Development Goals
  • N Box
  • Risk of Loss
  • Impact of Loss
  • Succession Plans
  • Talent Score
  • Candidate Plans
  • Talent Pools
  • Check-Ins

Hide or display attributes gives you the flexibility to control the data which appears on the page.

Steps to Enable

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

Tips And Considerations

Even though you can control which talent attributes are available, the data is still secured. So only those managers who have the security to access the data in the attributes will be able to see it.

Key Resources

See the Personalization Using Transaction Design Studio chapter in the Implementing Performance Management guide for more information.

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

Bypass Approvals for Specific Development Goal Conditions

As administrators, in Transaction Console, you can now selectively bypass approvals for some development goal transactions. You can do this without modifying any autoapproval or manual approval rule.

When you expand the Approve Development Goal rule in the Approval Rules tab of Transaction Console, you can see these subprocesses which can be enabled for bypassing approvals:

  • Add Shared Colleague Goal: For employee adding a development goal that’s shared by a colleague to their development plan
  • Add Shared Manager Goal: For employee adding a goal that’s shared by their manager to their development plan
  • Goal Share Action: For employee sharing their development goal with others
  • Manage Private Goals: For any private development goal transaction such as add, update, copy, delete, complete, or make inactive or active

The image shows the expanded Approve Development Goal rule in the Approval Rules tab of Transaction Console

Development Goal Subprocesses for Selective Bypass

When you enable Bypass Approvals for any of the subprocesses, the corresponding development goal transaction is automatically approved. Users who do these transactions won’t see any approval banners nor receive notifications. For example, if you enable Bypass Approvals for the Add Shared Manager Goal subprocess, approvals aren’t triggered when any employee adds a development goal that’s shared by their manager to their development plan.

If you enable or disable Bypass Approvals for the parent Approve Development Goal rule, Bypass Approvals is automatically enabled or disabled for all the subprocesses. Note that you can’t enable or disable Bypass Approvals for the Remaining Goal Actions subprocess. This only reflects the Bypass Approvals setting of the parent Approve Development Goal rule.

Enhance the development goal approval process by selectively bypassing approvals for some development goal transactions according to your organizational needs.

Steps to Enable

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

Tips And Considerations

  • When you enable bypass approvals for the subprocesses, development goal transactions that were in the draft state and pending approvals state will continue through the approval flow and ignore the new partial bypass setting. Additionally, users can’t perform any of the subprocesses that have been enabled for bypass on goals that are in the draft state.

Key Resources

  • For more information about Transaction Console, see Chapter 13 "Notifications and Approvals, How You Manage HCM Approval Transactions" on the Implementing Talent Management Base guide

Define Expiration Policies for Development Goal Approvals

As administrators, you can set expiration policies for approval work flow of development goals to ensure that approvals are complete within a specific time frame. You can set a due date, expiration policy, or both.

If you set a due date, before the due date, the current assignee is reminded to take action. Even after the due date passes, the task doesn't expire. The assignee, and any approvers after them, can still act on the task.

But if you set expiration policies, the task can expire based on your settings. After you set an expiration policy, the development plan is withdrawn from the approval flow. The development plan is no longer locked and the user who submitted the development plan changes can review the development plan, update, and resubmit it for approval.

Ensure that your development goal approvals are completed within a specified time frame and enable employees to continue to work on their development goal plan.

Steps to Enable

  1. In the Setup and Maintenance work area, search for and select the Manage Task Configurations for Human Capital Management task.
  2. In BPM Worklist, on the Task Configuration tab, search for and select the CareerDevApproveGoal task.
  3. Click the Edit task icon in the Tasks to be configured toolbar.
  4. Open the Deadlines subtab.
  5. Set a due date, if needed.
  6. Set the expiration policy as indicated in these steps:
    1. Expand the Expiration Settings section.
    2. To ensure that all approvals are done within a certain time frame, select Task Level.
    3. Enter a duration and optionally select the Exclude Saturday and Sunday check box.
    4. Leave the Expire only option selected.
  7. Click the Commit task icon in the Tasks to be configured toolbar.

The image shows the Deadlines subtab of the CareerDevApproveGoal task.

BPM Worklist-Task Configuration Tab

Key Resources

  • For more information about defining due dates and expiration policies for workflow tasks see Chapter 12, "Notifications and Approvals: Define the Due Date and Expiration Policies for Workflow Tasks", in the Implementing Talent Management Base guide.

Career Development 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.

Administrator Tasks Removed From Classic Career Development

If you haven't already, then it's time to switch to the responsive pages in Career Development. From this release, you won’t be able to use classic features because we no longer support them.

Your administrators won’t be able to use these links if you continue to use classic Career Development:

  • Development Goal Library
  • Scheduled Processes for Development Goals
  • Setup of Development Goals Mass Assignment

They can only view these links:

  • Development Goals
  • Eligibility Profiles

The image shows a warning message that the user is using a decommissioned version of the product.

Administrator’s Career Development Page When Responsive Career Development Isn’t Enabled

You must migrate to the responsive version of the product now.

Responsive user interfaces have these advantages:

  • Consistent user experience across HCM products
  • Optimized features for mobile devices
  • Improved performance

After migration, you can also take advantage of these additional features that are available only in responsive Career Development:

  • Redesigned Career Development and Administrator Pages: Access information easily on the improved Career Development and Explore Roles pages. The Career Outlook section now displays Current Role and Careers of Interest sections. Employees can use the Explore Roles button in the Career Outlook section to view the Explore Roles page. Administrators can manage development goals with ease.
  • Mark as Inactive or Delete HR Assigned Development Goals: Administrators can allow managers and employees to mark as inactivate or delete a development goal that has been assigned by HR specialists.
  • Addition of Target Outcomes of Any Type: You're no longer restricted to just the three types of default target outcomes. You can define your own target outcomes in the Person Profile content sections. You can then add one or more of these target outcomes to a development goal in the responsive version of Career Development.
  • HCM Approvals for Development Goals: Goal Approvals is replaced with standard HCM Approvals experience. You can set up goal approval rules or bypass approvals in Transaction Console according to the needs of your organization.
  • Related Learning for Role: When exploring roles, employees can view related learning items associated with the content item provided the learning items exist.
  • Open Jobs for a Role: When exploring roles, employees can view open jobs for the role. They can click on the job name to view additional job details and then apply for the job.
  • Associate Learning with a Development Goal: Your administrators can enable the Learning section for development goals where employees can select learning items and add them to their development goal.
  • Responsive Development Goal Library Page: The redesigned page supports multiple measurements, tasks and target outcomes, additional sort options and filters such as legal entity, business unit, department, and job family. You can edit library goal translations in a supported language.
  • Open Jobs Related to Careers of Interest: Employees can see the count of open jobs in the Careers of Interest section of their Career Development pages. They can click on the job name to view additional job details and then apply for the job.
  • Job Alerts for Careers of Interest: Employees can subscribe to job alerts for their careers of interest and get automatically notified about internal job openings.
  • Alert for Changes to Job Model Profile Associated with Careers of Interest: Configure alerts to notify employees when changes are made to the role requirements for their careers of interest.

Leverage the responsive features of Career Development and enhance the career planning and growth of your employees.

Steps to Enable

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

Tips And Considerations

  • If you want to continue to use classic Career Development, you can request an exception by logging a Service Request and providing a good business justification. If the exception is approved, you will be able to use classic Career Development for this release. But you will need to migrate to responsive Career Development by 21C.
  • You need to migrate to Enhanced Talent Profile Management to do these actions in responsive Career Development:
    • Use target outcomes.
    • View current role, recommended roles, or roles in Explore Roles pages.
  • You can’t use Excel spreadsheet loaders to load development goals. Use HCM Data Loader or HCM Spreadsheet data loader instead.
  • The Favorite Colleagues feature is currently not supported in responsive Career Development. We will replace this with the Career Ambassadors feature which is part of the product roadmap.

Key Resources

Talent Review

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

Talent Review Task Notifications

Help your employees to complete their Talent Review related tasks in these ways:

  • Notify them of new tasks assigned or tasks that they now own.
  • Remind them of tasks that are due in a specified number of days.

 As an administrator, use the Talent Review Tasks Alert templates in Alerts Composer to configure these alerts related to Talent Review tasks:

  • Notification for New Task Owner: Notification to employees added as an owner for a task of a Talent Review meeting
  • Notification for New Task Assignee: Notification to employees added as an assignee for a task of a Talent Review meeting
  • Notification of Aggregated Tasks for Owner: Aggregated notification sent to new owners of all tasks of a Talent Review meeting in which they have been added as an owner in the specified number of days
  • Notification of Aggregated Tasks for Assignee: Aggregated notification sent to new assignees of all tasks of a Talent Review meeting in which they have been added as an assignee in the specified number of days
  • Reminder Notification for Task Due: Notification to task assignees that a task is due in the specified number of days

NOTE: By default, all alerts are disabled.

The image shows the Talent Review Tasks Alert Templates in Alert Composer

Alerts Composer – Talent Review Tasks Alert Templates

SEND INDIVIDUAL TASK NOTIFICATIONS TO NEW TASK OWNERS AND ASSIGNEES

New task owners receive a notification if both of these are enabled in Alerts Composer:

  • The Talent Review Tasks Alert templates
  • The Notification for New Task Owner template

The image shows a sample alert notification for new task assignees

Sample Alert Notification Received by New Task Assignee

Also for existing tasks, when a person is added as an owner or an assignee, notifications are sent only if the task status isn’t Complete or the completion percentage of the task is less than 100.

SEND AGGREGATED NOTIFICATION OF TASKS TO OWNERS AND ASSIGNEES

The users in your organization may not want to receive a notification every time they’re added as an owner or assignee to a task. In this case, you can opt to send a notification that lists all the tasks that the person is assigned or made an owner for a meeting in a single notification. You need to run the Send Notification for Talent Review Tasks process to send such notifications. To run this process, you need to have the Run Global HR Processes (PER_RUN_HR_PROCESSES_PRIV) function security privilege.

To send an aggregated notification of tasks:

  1. Go to Tools > Alerts Composer.
  2. Search for and select the Talent Review Tasks Alert template.
  3. Ensure that it’s enabled.
  4. To send an aggregate notification to task owners:
    1. Disable the Notification for New Task Owner template.
    2. Enable the Notification of Aggregated Tasks for Owner template.
  5. To send an aggregate notification to task assignees:
    1. Disable the Notification for New Task Assignee template.
    2. Enable the Notification of Aggregated Tasks for Assignee template.
  6. Click Save and Close.
  7. Go to Tools > Scheduled Processes.
  8. Search for and run the Send Notification for Talent Review Tasks process.
  9. Specify the number of days in the past that the process needs to check for new task assignees or owners.
  10. Schedule the process according to your organization’s needs.
  11. Submit the process.

The image shows the Process Details dialog box of the of Send Notification for Talent Review Tasks process.

Process Details of Send Notification for Talent Review Tasks Process

After the process is complete, you can check these details in the log file:

  • Person ID of the employees who were notified and their role for the task
  • Meeting with which the task is associated
  • Number of notifications sent

This images shows the sample log file of the Send Notification for Talent Review Tasks process. The Person ID, User role, and the meeting title are shown for each notification.

Sample Log File of the Send Notification for Talent Review Tasks Process

Employees who have been added as an owner or made an assignee in the specified past days receive an aggregated notification of the tasks for each meeting.

The image shows the aggregated notification received by a task assignee for for three tasks of a Talent Review meeting.

Sample Aggregated Notification for Tasks of a Meeting Received by Task Assignee

The image shows the aggregated notification received by a task owner for for three tasks of a Talent Review meeting.

Sample Aggregated Notification for Tasks of a Meeting Received by Task Owner

Note that if the person has been added as an owner or an assignee for tasks of more than one meeting in the specified days, the person will receive separate notifications for each meeting.

SEND TASK ASSIGNEE A REMINDER WHEN TALENT REVIEW TASK IS COMING DUE

You may want to send a reminder to task assignees before the tasks are due. This helps the assignees to prioritize their work and complete their tasks. To send task reminders, you need to run the Send Reminder for Talent Review Tasks That Are Due process. You can run this process only if you have the Run Global HR Processes (PER_RUN_HR_PROCESSES_PRIV) function security privilege.

To send task reminders to assignees:

  1. Go to Tools > Alerts Composer.
  2. Search for and select the Talent Review Tasks Alert template.
  3. Ensure that it’s enabled.
  4. Ensure that the Reminder Notification for Task Due template is enabled.
  5. Click Save and Close.
  6. Go to Tools > Scheduled Processes.
  7. Search for and run the Send Reminder for Talent Review Tasks That Are Due process.
  8. Specify the number of days before the task due date that the process needs to check for.
  9. Schedule the process according to run according to your organization’s needs.
  10. Submit the process.

The image shows the Process Details dialog box of the Send Reminder for Talent Review Tasks That Are Due Process.

Process Details of Send Reminder for Talent Review Tasks That Are Due Process

After the process is complete, you can check these details in the log file:

  • Person ID of the employees who were notified
  • The task due date
  • Meeting with which the task is associated
  • The task title
  • Number of notifications sent

The image shows the sample log file of the Send Reminder for Talent Review Tasks That Are Due process. The Person ID of the person assigned the task, due date, meeting and task titles are shown for each task.

Sample Log File of the Send Reminder for Talent Review Tasks That Are Due Process

The image shows a task reminder notification, which has a View Tasks button.

Sample Task Reminder Notification

Note that task owners aren’t notified about tasks that are due.

Send notifications to task owners and assignees and ensure that tasks associated with Talent Review meetings are complete.

Steps to Enable

Ensure that the Talent Review Tasks Alert template is enabled in Alerts Composer.

Tips And Considerations

  • If the task is deleted after the notification is sent, when you click the View Task button in the notification, you’re still taken to the Tasks page, but you can’t see the task on the page.
  • If you’re added as both an owner and an assignee for a task, you will get 2 notifications.
  • The notification has the task details and usually a View Task button. When you click this button, you’re taken to one of these pages depending on your role in the meeting:
    • Tasks page of the meeting in My Client Groups tab: If you’re a meeting facilitator.
    • Tasks page of the meeting in My Team tab: If you’re a business leader or a reviewer for the meeting. If you’re a business leader, but don’t have access to the associated worker of the task, you can’t see the name of the associated worker in the Tasks page.
  • Owners or assignees who aren’t meeting facilitators, reviewers, or a business leader can’t see the View Task button in the notification.

Key Resources

  • For more information on using Alerts Composer, refer to the Alerts Composer chapter in the Implementing Talent Management Base guide.

Additional Matrix Management Support in Talent Review

Take advantage of the additional features that support matrix management in Talent Review.

When preparing review content, managers can filter the employees listed to view their direct and indirect reports, dotted line reports, or all reports.

This image shows the Prepare Review Content page. The Display list has 3 options: Direct and indirect reports, Dotted line reports, All reports.

Display Filter on Prepare Review Content Page

Line managers can now grant access to matrix managers of employees who report to them so that the matrix managers can also review and rate the employees.

The image shows the Reviewers section of the Grant Access page. The managers to grant access are shown in the list.

Grant Access Page

Line managers can search for a matrix manager who isn’t already included as a participant and add the matrix manager to the list of delegated reviewers. The matrix manager receives a notification that they have been added as a reviewer. After the matrix manager is granted access, the matrix manager can do any action that a meeting reviewer does.

A line manager can also remove a matrix manager on the Grant Access page and prevent the matrix manager from reviewing employees who report to the line manager.

Matrix managers can view notes created for their dotted line reports using any of these navigations:

  • My Team > Talent Review > Select meeting > View Notes action

The image shows the Notes page of a Talent Review meeting. A dotted line reports has 1 note for the meeting.

Meeting Notes Page

  • My Team > Talent Review > Select meeting > Prepare Review Content action> View Dashboard > Select dotted line report > Add Notes

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

Notes Page Seen for Add Notes Action from Dashboard

When the facilitator conducts the meeting, the facilitator can filter the review population by their reporting relationship.

The image shows a Talent Review meeting dashboard. The Manager filter is applied. The Reporting Relationship filter is enabled.

Reporting Relationship Filter on the Meeting Dashboard

The image shows a Talent Review meeting dashboard after applying the Reporting Relationship filter.

Meeting Dashboard after Applying Reporting Relationship Filter

Note that you can view the Reporting Relationship filter only if these conditions are met:

  • Matrix managers are included in the meeting
  • You selected a manager who has dotted line reports included in the meeting in the Managers filter

Include matrix managers as reviewers and enhance your talent review process.

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 reviewer's check box.
  4. Save your changes.

The image shows the Talent Review Template page.

Include Matrix Managers as Reviewers Check Box in Template

Enable including matrix managers in the talent review meeting:

  1. Create a talent review meeting based on the template in which matrix management is enabled.
  2. In the Review Participants section, select the Include matrix managers as reviewer's check box.
  3. Submit your meeting configuration after you have configured the meeting.

The image shows the Review Participants section.

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 reviewer's 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 reviewer's check box in the Review Participants section of the Create Talent Review Meeting page.

Tips And Considerations

  • If you select a manager in the Managers filter but don’t select a reporting relationship, then on the Talent Review meeting dashboard, you see only people who have the selected manager as their line manager.
  • Managers can’t see the Reporting Relationship filter on the participant dashboard that they open when preparing review content.

Talent Review Dashboard Display Option Configuration

Configure the shapes or colors you want to display on the Talent Review dashboard when facilitators select the Risk of Loss, Impact of Loss, and Mobility display options. As an administrator, use the Preferred Display Option attribute in the Display Options section of a template to configure whether you want to show colors or shapes for the Risk of Loss, Impact of Loss, and Mobility analytic options. You can also specify the colors or shapes to use for each analytic value.

The image shows the Display Options section of a Talent Review template. For the Risk of Loss analytic, Colors is the preferred display option. For Impact of Loss analytic, Shapes is the preferred display option.

Display Options Section

This way facilitators can view consistent shapes or colors for each analytic rating value. For example if you selected Colors as the Preferred Display Option for the Risk of Loss rating and then selected the red color for the High value, then in all meetings that are created based on the template, the facilitator will always see high Risk of Loss ratings indicated by the red color.

The image shows a meeting dashboard. Risk of Loss is indicated by colors and Impact of Loss by shapes.

Selected Display Options on the Meeting Dashboard

Note that if you don’t select a preferred display option for the ratings or specify the color or shape to use for a rating level, then the system randomly assigns the color or shape shown in the meeting. So, a facilitator may see a high Risk of Loss in red once and may see the same rating value in green the next time.

Enhance user experience by showing consistent colors or shapes for the display options on the Talent Review meeting dashboard for every meeting created from the same template.

Steps to Enable

  1. In the Display Options section of the Talent Review Template page, select the preferred display option for the Risk of Loss, Impact of Loss, and Mobility analytic ratings.
  2. For each analytic value, select the color or shape to use.
  3. Save your changes.

Tips And Considerations

  • You can’t select a color or shape for the No value and Secured analytic values. The system assigns colors or shapes for these analytic values.
  • You can select the same color or shape for different analytic values.
  • If you enter a preference for an analytic, but do not enter any shapes or colors, the system assigns the shapes or colors to show on the dashboard.
  • You can specify the same preference for more than one analytic. But note that on the dashboard, only the preference for the first selected analytic option is honored. For example, if you select Colors as the preferred display option for both Risk of Loss and Impact of Loss analytics in the template and then select the Risk of Loss display option first on the dashboard, then only the color preferences that you selected for this are shown. The colors specified for Impact of Loss analytic values is ignored.

Talent Review Replaced and 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.

Administrator Tasks Removed From Classic Talent Review

If you haven't already, then it's time to switch to the responsive pages in Talent Review. From this release, you won’t be able to use classic features because we no longer support them.

If you continue to use classic Talent Review, your HR specialists can’t create Talent Review meetings. They will see a message that directs them to migrate to responsive Talent Review.

The image shows the Talent Review Overview page. The create icon isn't available.

Warning Message on Talent Review Facilitator Overview Page

You must migrate to the responsive version of the product now.

Responsive user interfaces have these advantages:

  • Consistent user experience across HCM products
  • Optimized features for mobile devices
  • Improved performance

After migration, you can also take advantage of these additional features that are available only in responsive Talent Review:

  • Filter talent review meetings by various criteria and locate the meeting that you want to manage or conduct.
  • View notes and tasks on dedicated pages.
  • Add meeting notes. In Classic Talent Review, you could only add notes for members of the review population of talent review meetings.
  • Use the Spotlight link when you're preparing review content to get even more info on the person.
  • Use the Talent Review Meeting Submission scheduled process to submit talent ratings while preparing content for Talent Review meetings. This process is triggered when the number of members in the review population exceeds or is equal to the submission process threshold specified in the meeting template.
  • Create a talent review super user who can access all talent review meetings in your organization.
  • Enable matrix management and leverage these actions:
    • Include matrix managers as reviewers in a talent review meeting.
    • Allow managers to filter the employees listed to view their direct and indirect reports, dotted line reports, or all reports when preparing review content.
    • Grant review access to matrix managers.

Leverage the responsive features of Talent Review and ensure a comprehensive review of your employee’s performance.

Steps to Enable

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

Tips And Considerations

  • You can no longer access the Talent Review work area using the Talent Review Quick Action. Use the Talent Review tile in My Client Groups tab instead.
  • The Talent Review dashboard isn’t responsive. But you can view responsive pages when you perform actions on the employees displayed in the dashboard.

Key Resources

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.

HDL/HSDL and HCM Extracts Support for External Succession Candidates

Use the Succession Plan External Candidate business object to upload external candidate data in HCM Data Loader. You can also create a HCM Data Spreadsheet Loader spreadsheet template based on the Succession Plan External Candidate business object to upload external candidate details.

You must include these attributes for external candidates when creating external candidates:

  • ExternalCandidateId: ID of the external candidate that uniquely identifies the candidate
  • EmailAddress: Email address of the external candidate
  • LastName: Last name of the external candidate

You can upload external candidates into a plan using the Succession Plan business object only if the external candidate data is already available in the system. You need to upload the ExternalCandidateId attribute of the external candidate. You can also upload other attributes such as these attributes:

  • CandidateRanking: The candidate ranking compared to the other candidates
  • CandidateReadiness: The perceived ability of a candidate to assume the job or position defined in the succession plan
  • EmergencySuccessor: Indicates if the candidate as one of the top candidates who can immediately assume the job or position defined in the succession plan

You can also delete data of multiple external candidates using HCM Data Loader or HCM Data Spreadsheet Loader. But note that you need to remove the external candidates from the succession plans they’re included as candidates before you can delete them.

Extend your succession plan candidate data loading abilities by bulk uploading external candidate data using HCM Data Loader or HCM Data Spreadsheet Loader.

Steps to Enable

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

Key Resources

  • For more information on using HCM Data Loader and HCM Data Spreadsheet Loader, refer to the HCM Integrations and Data Loading guide.

Succession 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.

Administrator Tasks Removed From Classic Succession Management

If you haven't already, then it's time to switch to the responsive pages in Succession Management. From this release, you won’t be able to use classic features because we no longer support them. Your HR specialists won’t be able perform these tasks if you continue to use classic Succession Management.

  • Create a new succession plan.
  • Create a new talent pool.

They will instead see a message that directs them to migrate to responsive Succession Management.

The image shows the Succession Planning page. The create icon isn't available.

Warning Message on Succession Plans Tab

The image shows the Talent Pools tab. In the Search Results section, the create icon isn't available.

Warning Message on Talent Pools Tab

You must migrate to the responsive version of the product now.

Responsive user interfaces have these advantages:

  • Consistent user experience across HCM products
  • Optimized features for mobile devices
  • Improved performance

After migration, you can also take advantage of these additional features that are available only in responsive Succession Management:

  • Leverage the separate work area of talent pools. Use the Talent Pools tile available in the My Client Groups tab to navigate directly to this work area.
  • Filter succession plans and talent pools by various criteria and locate the ones that you want to work on.
  • View a list of other plans a candidate is on.
  • View a list of indirect incumbents for job or position plans. Indirect incumbents are employees who have the same job or position specified in the succession plan.
  • Create external candidates and add them to succession plans. You can manage external candidates in the External Candidates section of the Succession Overview page.
  • Enable succession plan alerts to notify plan owners when candidates and incumbents change jobs.
  • Create a succession plans super user who can access all succession plans in your organization.
  • Delete talent pools that you no longer need.
  • Create a talent pools super user who can access all talent pools in your organization.

Leverage the responsive features of Succession Management and ensure a smooth transition to key jobs and positions. Use responsive talent pools and enhance the career growth of your employees.

Steps to Enable

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

Tips And Considerations

  • You can no longer access the Succession Plans work area using the Succession Plans Quick Action because this isn’t available in responsive Succession Management. Use the Succession Plans tile in My Client Groups tab instead.

Key Resources

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 LinkedIn Profile Import

We’ve made it easier for your users to import profile data from LinkedIn.

Now when users want to import profile data, they can choose the specific LinkedIn content and they can only see and import the content that maps to content sections they have access to: 

Choose the Content you Want to Import

Users can see clearly what content they are importing for each of the content templates, and they can correct errors as they go. When users choose the content section they want to import to, the relevant content section attributes are displayed so they know exactly what the content is being mapped to on their talent profile.

Choose the Content Section

When content is imported with no errors, the target attributes are displayed and the data comes in with a blue checkmark:

Target Content Sections are Displayed

Enjoy LinkedIn's profile import improvements that are intuitive and less error-prone to bring in LinkedIn's profile items.

Steps to Enable

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

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.

Bypass Approvals for Specific Performance Goal Subprocesses

As administrators, in Transaction Console, you can now selectively bypass approvals for some performance goal transactions. You can do this without modifying either the autoapproval rule or manual approval rule of the rule set of performance goals.

When you expand the Approve Performance Goal rule in the Approval Rules tab of Transaction Console, you can see these subprocesses which can be enabled for bypassing approvals:

  • Add Shared Colleague Goal: For employee adding a goal that’s shared by a colleague to their goal plan
  • Add Shared Manager Goal: For employee adding a goal that’s shared by their manager with them to their goal plan
  • Add Shared Organization Goal: For employee adding a goal that’s shared by an organization owner to their goal plan
  • Goal Share Action: For employee sharing their goal
  • Manage Organization Goals: For any organization goal transaction such as add, update, copy, delete, complete, cancel, move, and extend
  • Manage Private Goals: For any private goal transaction such as add, update, copy, delete, complete, and cancel

The image shows the Rules tab of the Transaction Manager page.

Performance Goal Subprocesses for Selective Bypass

When you enable Bypass Approvals for any of the subprocesses, the corresponding performance goal transaction is automatically approved. Users who do these transactions won’t see any approval banners on their Goals page nor receive notifications. For example, if you enable Bypass Approvals for the Add Shared Manager Goal subprocess, approvals aren’t triggered when any employee adds a goal that’s shared by their manager to their goal plan.

If you enable or disable Bypass Approvals for the parent Approve Performance Goal rule, Bypass Approvals is automatically enabled or disabled for all the subprocesses. Note that you can’t enable or disable Bypass Approvals for the Remaining Goal Actions subprocess. This only reflects the Bypass Approvals setting of the parent Approve Performance Goal rule.

Enhance the goal approval process by selectively bypassing approvals for some goal transactions according to your organizational needs.

Steps to Enable

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

Tips And Considerations

  • When you enable bypass approvals for the subprocesses, goal transactions that were in the draft state and pending approval state will continue through the approval flow and ignore the new partial bypass setting. Additionally, users can’t perform any of the subprocesses that have been enabled for bypass on goals that are in the draft state.

Key Resources

  • For more information about Transaction Console, see Chapter 13 "Notifications and Approvals, How You Manage HCM Approval Transactions" in the Implementing Talent Management Base guide.

Enhanced User Capability for Requesting Feedback on Multiple Goals

You can now request feedback for multiple performance goals if your administrator has enabled this.

TO REQUEST FEEDBACK FOR YOUR GOALS

  1. Select the goals in your goal plan for which you want to request feedback.
  2. Use the Request Feedback action.

The image shows the Request Feedback action for the goals selected in a goal plan of the Goals page of the user.

Request Feedback Action

  1. 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 Who do you want to ask Section of the Request Feedback for Me Page. The user has selected the Share feedback with <manager name> check box.

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

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

The image shows the selected goals in the What do you want to ask section of the Request Feedback for Me page.

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’re requesting feedback from.

NOTE: The due date for the feedback and the message sent is the same for all the selected goals.

  1. Click Submit. The goals for which you requested feedback have a Feedback Requested label.

The image shows the Feedback Requested label for the goals for which feedback was requested.

Feedback Requested Label

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

The image shows the Feedback Requests About Me section of the user's Feedback page. The newly added feedback requests have the New status.

Feedback Requests About Me Section of Feedback page

TO PROVIDE FEEDBACK FOR PERFORMANCE GOALS

  1. 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. Click Provide Feedback to provide feedback.

The image shows a Feedback Requested notification. Two goals are listed in the notification. The notification has a Provide Feedback link.

Sample Feedback Requested Notification Listing Multiple Goals

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 users Feedback page.

Feedback Requests About Others Section

  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 for Employee Page

Performance Goal 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 and goals for which you want to request feedback.
  3. Select the Request Feedback action.

The image shows the Goals page of a team member. The Request Feedback action is selected.

Request Feedback Action on Goals Page

  1. On the Request Feedback page, specify these details:
  • The persons whose feedback you’re 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’re requesting

You can also choose to share the feedback with the team member you’re requesting the feedback for.

NOTE: The due date for the feedback and the message sent is the same for all the selected goals.

The image shows the Request Feedback for team member Page. The manager has selected the check box to share the feedback with the team member.

Request Feedback for Team Member Page

  1. Click Submit.

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

The image shows the team member's Goals page. The goals for which feedback is requested have a label.

Feedback Requested Label for Team Member’s Goals

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

The image shows a Feedback Request Sent notification. 2 goals are listed.

Sample Feedback Request Sent Notification

Request feedback for multiple performance goals and improve performance.

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. In the Page Attributes section, select the Worker Goals in Goal Plan region.
  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't request feedback if no active feedback templates are available.
  • 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.
  • You need to create a new version of the Performance Goal Feedback questionnaire to update the existing questions. Here’s how you do this:
  1. Go to My Client Groups > Performance > Questionnaires.
  2. Search for and edit the Performance Goal Feedback questionnaire.
  3. In the Edit Questionnaire dialog box specify these values:
  • Select Edit Type: Create a New Version of the Questionnaire
  • Version Description: Enter an appropriate description, for example, Version 2.
  1. Click OK to close the Edit Questionnaire dialog box.
  2. In the Edit Questionnaire page, do these steps:
    1. Set the status of the new version to Active.
    2. Click Next to view the Contents tab.
    3. Create, add, delete, or edit questions.
    4. Click Save and Close.

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)

Define Expiration Policies for Performance Goal Approvals

As administrators, you can set expiration policies for approval work flow of performance goals. You can set a due date, expiration policy, or both.

If you set a due date, before the due date, the current assignee is reminded to take action. Even after the due date passes, the task doesn't expire. The assignee and any approvers after them, can still act on the task.

But if you set expiration policies, the task can expire based on your settings. After you set an expiration policy, the goal plan is withdrawn from the approval flow. The goal plan is no longer locked and the user who submitted the goal plan changes can review the goal plan, update it, and resubmit the goal plan for approval.

This feature helps ensure that approvals are complete within a specific time frame.

Steps to Enable

  1. In the Setup and Maintenance work area, search for and select the Manage Task Configurations for Human Capital Management task.
  2. In BPM Worklist, on the Task Configuration tab, search for and select the ApprovePerformanceGoal task.
  3. Click the Edit task icon in the Tasks to be configured toolbar.
  4. Open the Deadlines subtab.
  5. Set a due date, if needed.
  6. Set the expiration policy as indicated in these steps:
    1. Expand the Expiration Settings section.
    2. To ensure that all approvals are done within a certain time frame, select Task Level.
    3. Enter a duration and optionally select the Exclude Saturday and Sunday check box.
    4. Leave the Expire only option selected.
  7. Click the Commit task icon in the Tasks to be configured toolbar.

The image shows the Task Configuration tab of the BPM Worklist page.

BPM Worklist-Task Configuration Tab

Goals 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.

Administrator Tasks Removed From Classic Goal Management

If you haven't already, then it's time to switch to the responsive pages in Goal Management. From this release, you won’t be able to use classic features because we no longer support them.

Your administrators won’t be able to use these links if you continue to use classic Goal Management.

  • Performance Goal Library
  • Goal Plans
  • Setup of Performance Goals Mass Assignment
  • Scheduled Processes for Performance Goals
  • Goal Plan Sets
  • Pending Goal Plans

They can only view these links:

  • Performance Goals
  • Review Periods
  • Eligibility Profiles

The Goals page shown in the image has three links: Performance Goals, Review Periods, and Eligibility Profiles.

Administrator Goals Page When Responsive Goal Management Isn’t Enabled

You must migrate to the responsive version of the product now.

Responsive user interfaces have these advantages:

  • Consistent user experience across HCM products
  • Optimized features for mobile devices
  • Improved performance

After migration, you can also take advantage of these additional features available only in responsive Goal Management:

  • Redesigned Goal Administrator Pages: Administrators can use the filters on the responsive Performance Goals and Goal Plans pages to locate specific goals or goal plans. They can sort goals and goal plans using various sort options. They can easily configure mass assignment of goals. They can also manage library goals efficiently on the responsive Performance Goal Library page. They can edit library goal translations in a supported language.
  • Primary Goal Plan: A common goal plan that's available to all users for all review periods.
  • Inline Editing of Goal Weights: You no longer need to use the Edit Weights option in the Actions menu to change the weights of goals in a goal plan. You can directly edit a goal in the plan and update its weight.
  • Cancel Or Delete HR Assigned Performance Goals: Administrators can allow managers and employees to cancel or delete goals that have been assigned by HR specialists.
  • Digital Assistant Support: Use Oracle Digital Assistant to quickly find out which of your team members don’t have goals for a specific review period.
  • Requested Feedback on Goals: Enables you to request feedback for your performance goals or the goals of people who report to you from anyone in your organization.
  • Goal Notes: Add notes about performance goals that can aid in the completion of the goal.
  • HCM Approvals for Goals: Set up goal approval rules or bypass approvals in Transaction Console according to the needs of your organization.

Leverage the responsive features of Goal Management and ensure that your employees complete their performance goals on time.

Steps to Enable

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

Tips And Considerations

  • If you want to continue to use classic Goal Management, you can request an exception by logging a Service Request and providing a good business justification. If the exception is approved, you will be able to use classic Goal Management for this release. But you will need to migrate to responsive Goal Management by 21C.
  • To use target outcomes in responsive Goal Management, you need to migrate to Enhanced Talent Profile Management.
  • In responsive goal management, an organization goal is treated the same as any other performance goal. It’s a goal that managers can share with other employees in their organization to meet the objectives of the organization.
  • There are no organization goal plans in responsive Goal Management.
  • Each goal page has an Alignment section in which you can see the goal alignment details.
  • You can’t use Excel spreadsheet loaders to load performance goals. Use HCM Data Loader or HCM Spreadsheet data loader instead.

Key Resources

Performance Management

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

Control Matrix Manager Participant Selection For Performance Documents

This feature aims to give HR specialists the ability to configure a performance template so that they can perform the following actions:

  • Prevent employees and managers from assigning participants a role incorrectly.
  • Control which participants have access to employees and managers ratings and comments and which participants can provide feedback only.
  • Auto-populate specific matrix managers of a certain manager type only.
  • Prevent matrix managers that aren't required from being included in an employee's performance review. 

The following options are available on the Process tab in the Participant Options section on the Performance Template page.

  • Option 1: Employee can assign participant roles that can view worker and manager evaluations
  • Option 2: Manager can assign participant roles that can view worker and manager evaluations
  • Option 3: Auto-populate matrix managers of the worker as participants (Includes a new field: Manager Type.)  

Here are some key points about options 1 and 2: 

  • They're available if a participant role is added to a performance template configured to 'Allow role to view worker and manager evaluations'.
  • If they're enabled, then employees/managers can assign any role to a participant in the Manage Participant Feedback page (you can already do this).
  • If they're disabled, then any participant roles configured to 'Allow role to view worker and manager evaluations' aren't available for employees/managers to select in the Manage Participant Feedback page.
  • You can edit them when the performance template is in use if you want to switch them on or off for existing performance documents.
  • Remember that if an employee/manager assigns a participant a role which allows them to view evaluations, but then the configuration of the performance template changes, it doesn't affect the existing participant. HR specialists can see all participant roles in the Role field even if they add or change the role of a previously selected participant.

NOTE: If you enable option 3, then the new field, Manager Type, displays. You can select All or Specific Manager Types. The All value is existing functionality and displays all matrix managers of employees.

Give HR specialists the ability to configure the performance template to make assigning participants to an appropriate role easier.

Steps to Enable

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

Tips And Considerations

Remember that these features are available in the responsive pages only.

Filter When Mass Printing Performance Documents

Only print the performance documents you need by using the new filters in the Process Mass Print Performance Documents page.

New Filters in the Process Mass Print Performance Documents Page

Focus on the performance documents you want to print by using the new filters to print specific performance documents.

Steps to Enable

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

View All Employee Performance Documents In A Review Period

View all the employee's performance documents for a review period instead of just the current ones in the employee's Performance page. The default is now All, not Current. So if you have one document only, and it's complete, then you don't have to switch the filter to view it. You can filter the list to view the current, completed, or canceled performance documents depending on your role.

Find performance documents more easily with the new default set to All.

Steps to Enable

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

Sort Options When Managing Participant Feedback For Performance Documents

Use the sort options in the Manager Participant Feedback page to easily find the participants whom you need to action. You can sort participants by these categories:

  • Participant name
  • Person who selected the participant
  • Feedback status

Sort By Field on the Manage Participant Feedback Page

The Feedback Status sort options display for:

  • The worker if the 'Worker can track participant feedback status' option is enabled in the process flow.
  • The performance document manager or a matrix manager participant or in the employee's manager hierarchy if the 'Manager can track participants' option is enabled in the process flow.
  • HR specialists.

If you use the Feedback Status sort option, it displays participants by the following statuses:

  • Request not sent
  • Awaiting reply
  • In progress
  • Completed
  • Locked

Quickly find the participant you want to action by using the new sort options.

Steps to Enable

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

Provide Reasons For HR Specialist Administration Actions

Capture the reasons why HR specialists carry out administrative actions on performance documents and use this information for reporting. You can record reasons for these administrative actions on performance documents:

  • Creating
  • Canceling
  • Deleting
  • Restoring
  • Reopening
  • Completing
  • Transferring
  • Changing due date
  • Reopening participant feedback
  • Deleting participant feedback
  • Changing feedback due date
  • Process mass actions for canceling performance documents
  • Process mass actions for creating performance documents
  • Process mass actions for completing performance documents
  • Process mass actions for deleting performance documents
  • Process mass actions for changing the current task

You can create your own reasons, or use the following:

  • Task owner request
  • Administrator error
  • Other administrative reason

Stay one step ahead by recording why the HR specialist performs administrative actions on performance documents.

Steps to Enable

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

Tips And Considerations

If the HR specialist, manager, or employee don't give a reason when they change the status of the performance document, then any previous reason is removed. Removing the reason makes it easier to keep track of which status is linked to the reason.

Perfomance 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.

Administrator Tasks Removed From Classic Performance Management

If you haven't already, then it's time to switch to the responsive pages in Performance Management. If you continue to use the classic pages, your HR specialists will see a message that directs them to migrate to responsive Performance Management.

For employees, the Performance page replaces the My Evaluations page, and includes this information:

  • Performance documents
  • Anytime documents
  • Check-Ins
  • Requests to provide Participant Feedback for Others

Managers and HR specialists can also view the Performance page depending on their security setup.

For managers, the Evaluate Performance page replaces the My Manager Evaluations page, and they can use it to do these actions:

  • Manage workers' performance documents (if they're the named manager)
  • Filter on the performance documents for which they have an action
  • Perform administration actions

The Goals and Performance Overview and Career Overview pages replace the Team Talent page for managers also, and they have these benefits:

  • View performance summaries and check-in documents at any time for the people they manage directly and indirectly.
  • Review other talent information for the people they manage, such as goal counts.

 For HR specialists, these consolidated 4 administration pages replace 15 separate administration pages:

  • Performance Documents
  • Participant Feedback
  • Performance Document Eligibility
  • Process Mass Actions for Performance Documents

Responsive user interfaces have these advantages:

  • Consistent user experience across HCM products
  • Optimized features for mobile devices
  • Improved performance

Take advantage of these additional features available only in responsive Performance Management:

  • The responsive performance document pages support:
    • Configuring the performance document to stop managers from completing the share task to support calibration.
    • Displaying information from check-ins and requested feedback.

HR specialists must create regular performance documents to make them available for employees and managers to start their evaluations.

  • Create performance documents using the eligibility batch process or HDL
  • Employees and managers can create Anytime documents

Give employees, managers, and HR specialists the opportunity to benefit from all the features we offer in performance management with the responsive pages.

Steps to Enable

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

Tips And Considerations

The My Organization classic page used for manager analytics doesn't exist in the responsive user experience. You can access example reports from this page created using OTBI in Oracle Cloud Customer Connect.

If you want to continue to use classic Performance Management, you can request an exception by logging a Service Request and providing a good business justification. If the exception is approved, you can use classic Performance Management for this release. But you need to migrate to responsive Performance Management by 21C.

Key Resources

For more instructions on migrating to responsive Performance Management, see instructions in this My Oracle Support document:

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

Review recording of Customer Connect March 5, 2021 webinar Oracle Talent Cloud Customers - Move to Responsive UX (Q&A).

For more information on configuring the performance document for preventing managers from sharing the task to support calibration, refer to this resource:

Learning and Development

Learning Cloud

Oracle Learning Cloud is a skills driven learning platform that enables employees, teams and organizations to develop the most relevant set of skills. Oracle Learning combines informal and formal learning, from internal catalog and external learning sources into a single platform to provide learners with a single, unified learning experience.

eLearning

Clone Specific Catalog Resources on Production to Test

Designate specific catalog resources to be copied when doing a Production to Test (P2T), and Test to Test (T2T) environment copy. This feature lets you choose a limited set of content items in your production/test environment to be copied over to test when the P2T/T2T process is run. These content items are stored in the Attachments table and can be republished on test environments by scheduling an ESS Job. Fusion Apps provides an environment refresh service that copies data from a source environment to a target environment.

This feature is split into two sections:

  • Source Environment
  • Target Environment

SOURCE ENVIRONMENT

There is a new Environment Refresh menu, and a new Refresh Status column on the Content page. The new menu has two options:

  • Enable for Refresh
  • Disable for Refresh

NOTE: By default, all content items will have an initial status of Disable for Refresh. 

New Menu and Column

Environment Refresh Menu Behavior

When the content item status is Disabled, the Enable for Refresh option is available for selection from the menu.

Enable for Refresh

When the content item status is Enabled, the Disable for Refresh option is available for selection from the menu.

Disable for Refresh

Enable for Refresh Menu Item Behavior

When a content item is marked as Enable for Refresh, the status is changed to Enabled: Source Not Ready. An ESS job is auto-scheduled to check for and process all of the content items with this status. If the job is successful, the status of the content item is set to Enabled - Source Ready. If there's an error, the status is set to Disabled, and the error is written to the job log.

Enable for Refresh Behavior

Disable for Refresh Menu Item Behavior

When you select a content item with the status of Enabled - Source Ready, and select the Disable for Refresh option from Environment Refresh menu, the content item the status changes to Disabled - Source Ready.

Disable for Refresh Menu Item Behavior

The following is a list of the content types that support Environment Refresh.

  • Video
  • SCORM 2004
  • SCORM 1.2
  • HACP
  • PDF

The Environment Refresh menu is only enabled for content items with a status of Active.

Menu is Only Enabled for Active Content Items

You can mark up to 50 items of a particular content type for republishing. When the limit is exceeded the following warning message displays: "You have reached the maximum limit of [limit number] for content type: [Content ItemType]. Disable an existing [Content ItemType] item to continue."

TARGET ENVIRONMENT

You will need to run the Reconcile Learning Content Post Environment Refresh ESS job in the target environment. This job republishes all content that was selected in the source environment.

Reconcile Rich Media Post Environment Refresh Job

Limitations

There are two limitations that will be addressed in future releases, and communicated via future What’s New documents:

  • Self-service videos and covert art content items will not be available in the target environment, because these are not standalone content items that can be viewed from the Administrator interface.
  • Admin loaded course cover art will not be available in the target environment, because these are not standalone content items that can be viewed from the Administrator interface. 

This feature allows you to designate specific content items as being eligible for republishing in test environments.

Steps to Enable

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

Force Load and Synchronize External Course Data

Use the new Load and Synchronize External Course Data ESS job option to force a resynchronization of all content items with a content provider.

New Load and Synchronize External Course Data ESS job

This job is responsible for loading the available courses from content provider into Oracle Learning Cloud, so that they are available for import. In addition to loading the metadata to allow for search, it also loads the re-sync status from the provider. This job needs to be scheduled, and should run daily.

If you select Yes from the Force All External Course Date to Reload menu, the integration is reset. This causes all of the content in the catalog to return to a status of New.  You can then import all of the content back into the catalog.

Force All External Course Data to Reload

IMPORTANT: While scheduling the Load and Synchronize External Course Data ESS Job, you should set to the Force All External Course Date to Reload option to No, unless you need to perform a manual reset.

This option allows you to reset the integration in case integration issues occur.

Steps to Enable

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

Tips And Considerations

At this time, the Load and Synchronize External Course Data ESS job only re-synchronizes courses from LinkedIn Learning. The ability to re-synchronize course data from other content providers will be enabled in future releases, and will be communicated via a future What’s New document.

Manager Self-Service and Employee Self-Service

Access to Self-Service Pages

Take action, the responsive user experience must be enabled in Update 21B. If you have not enabled the WLF_LEARN_SELFSERVICE_RESPONSIVE_ENABLED profile option and migrated to new responsive user interface, users won't be able to access any of the self-service pages in Learning Cloud.

New Message

This feature ensures that you enable the responsive pages and leverage their new capabilities.

Steps to Enable

In the Setup and Maintenance work area, enable the following profile option: WLF_LEARN_SELFSERVICE_RESPONSIVE_ENABLED.

Key Resources

Refer to the following documents on My Oracle Support for additional information:

  • Migrating Oracle Learning Cloud to Responsive User Experience (Document ID 2649721.1)
  • Responsive User Experience Features (Document ID 2730329.1)

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

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.

Enhanced Job Application Progress Bar

The job application progress bar was enhanced to better inform external candidates that there are several steps to the application process. The progress bar now indicates the following:

  • At which step of the application process the candidate is currently on.
  • How many steps are remaining before the application process is complete.

Job Application Progress Bar

This feature provides more engaging candidate experience. Steps are now visible to candidates as a checklist for better overview of the process.

Steps to Enable

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

Limited Number of Miscellaneous Attachments

External candidates can upload a maximum of 10 attachments to each Miscellaneous Documents block in the flow. When a candidate attempts to add an attachment that will exceed the file limit, the upload is blocked and an error message is shown.

With this feature, candidates can only add a limited number of files to their job application, which improves the application submission performance.

Steps to Enable

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

Tips And Considerations

As before, there are no restrictions for file types on Miscellaneous Documents block.

LinkedIn Company Connections

LinkedIn Connections is a widget installed on your career site which allows candidates to view their LinkedIn connections specific to a company and to interact with their connections by sending them messages to learn more about the company or to get recommendation and referral.

When a candidate accesses your career site, they must first sign in to LinkedIn. They can then see their connections who work at the company and send them messages. If the candidate doesn’t have any connections, they can view employees who work at that company.

LinkedIn Connections

With this feature, you can maximize job seeker value by helping candidates assess life at a company and potentially ask for a referral by allowing them to send messages to their connections.

Steps to Enable

You first need to enable the integration with LinkedIn Connections. The assumption is that you already set up and configured the LinkedIn application.

NOTE: LinkedIn Connections can be enabled independent of the Recruiting System Connect.

  1. In the Setup and Maintenance work area, go to:
    • Offering: Recruiting and Candidate Experience
    • Functional Area: Recruiting and Candidate Experience Management
    • Task: Recruiting Category Provisioning and Configuration
  2. On the Partner Integration Provisioning page, click Edit next to Profile Import Partners.
  3. Go to the LinkedIn Connections section and select the Active option.

You then need to configure LinkedIn Connections on your career site splash page or custom page:

  1. In the Setup and Maintenance work area, go to:
    • Offering: Recruiting and Candidate Experience
    • Functional Area: Candidate Experience
    • Task: Career Sites Configuration
  2. On the Career Sites Configuration page, select a career site that you want to configure with LinkedIn Connections and click Edit.
  3. Go to the Pages tab, select a splash page or custom page where you want to configure LinkedIn Connections and click Edit.
  4. Click the Show other elements menu and select LinkedIn Connections.

Tips And Considerations

You need to have at least one of the below LinkedIn Licenses to enable LinkedIn Connections:

  • Recruiter (RCorp) 
  • LinkedIn Recruiter Professional Services (RPS)
  • Job Slot

Candidates and Candidate Job Applications

Automatically Confirm Completed Job Applications

Completed job applications are now confirmed automatically with the enhanced Send Notifications to Draft Applications scheduled process.

This process is not only sending draft job application notifications, it’s also used for confirming completed job applications that were interrupted during the application process. In scenarios where candidates might have inadvertently closed the browser after submitting a job application, the process will mark the applications as completed and notify the candidate if the system successfully received all the job application data. If the job application data was incomplete or not completely received, this process won't create a job application and will treat this interaction as an abandoned job application.

This enhancement alleviates the risk of having completed but unconfirmed job applications. Confirmed job applications can be progressed in candidate selection process.

Steps to Enable

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

Key Resources

  • For details on scheduled processes, refer to the topic Scheduled Processes in Oracle Recruiting Cloud in the Implementing Recruiting guide located in the Oracle Help Center. docs.oracle.com.

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 21B, 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

Removal of Candidate Search for Hiring Manager Role

Take note that the candidate search is no longer granted by default to the Hiring Manager role. The Hiring Manager delivered abstract role no longer contains the aggregate privilege Search for Candidates.

This enhancement reduces the complexity of having to define candidate security profiles for the Hiring Manager role or to remove the candidate search access, which is more commonly used by recruiters.

Steps to Enable

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

Tips And Considerations

Customers using a custom Hiring Manager abstract role don't need to take any action. Those relying on the seeded Hiring Manager role will lose their candidate search access. Your administrator needs to create a custom Hiring Manager role and grant the aggregate privilege Search for Candidates under the role hierarchy train stop section of the custom Hiring Manager abstract role.

Candidate Selection Process

Application Flow Information Available in Fast Formulas for All Request for Information Statuses

In release 20A, these new database items were added to create fast formula conditions based on the request for information status.

  • IRC_CSP_REQUEST_INFO_APPFLOW_CODE: Application flow used for the request for information (Code).
  • IRC_CSP_REQUEST_INFO_APPFLOW_VERSION_NAME: Application flow used for the request for information (Version Name).
  • IRC_CSP_REQUEST_INFO_STATUS_CODE: Status of the request for information (Code).

These three statuses were available for requests for information:

  • ORA_TRIGGERED - Triggered: The request for information was sent and you're waiting for the candidate's response.
  • ORA_SUBMITTED - Submitted: The candidate provided the requested information.
  • ORA_NOT_REQUIRED - Not Required: The request information action was triggered, but no additional information needs to be requested to the candidate. All the information in the request information flow was already provided by the candidate.

The two database items returning application flow information weren't returning a value when the status of the request for information was ORA_TRIGGERED or ORA_NOT_REQUIRED.

With release 21B, you can now retrieve the application flow information even if the request for information has not been submitted by the candidate.

This enhancement allows to build fast formulas considering the application flow used for a request for information, regardless of the current status of the request for information.

Steps to Enable

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

Key Resources

  • For details on fast formula conditions based on the request for information status, refer to the topic Trigger Automated Actions Based on Request for Information Status in the Implementing Recruiting guide on docs.oracle.com.

Automatically Move Job Applications Based on Interview Status

Candidate selection process automated actions can be performed when an interview has been updated for a job application. For instance, job applications could be moved to a different state or phase when the interview has been scheduled.

With this feature, the process is faster as recruiters don’t have to manually move job applications to the appropriate status.

Steps to Enable

You can configure the candidate selection process so that job applications are automatically moved when an interview is updated.

A new phase-level event is available: Interview Updated. You can add this event on all phases. The event is triggered when a change is made to an interview while it’s within the phase where the event is used. This event is triggered when:

  • An interview is scheduled
  • An interview is updated
  • An interview is canceled
  • An interview is completed (an interview is considered to be completed when the interview's schedule end time is in the past)
  • An interview is requested
  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 a phase.
  4. In the Phase Actions section, select the event Interview Updated.

When the Interview Updated event is triggered, the actions configured on this event are performed if their condition is met. .

Several database items related to interviews have been added to create fast formulas used as conditions in a candidate selection process. For example:

  • Interview start date and time
  • Interview end date and time
  • Interview status
  • Interview format (In Person, Phone, Web Conference)
  • Interview schedule information (schedule title, schedule type)

For fast formulas used on actions performed as part of the Interview Updated event, additional context information is available to describe what interview update caused the event to be triggered. The available context information is:

  • IRC_INTRVW_SCHEDULE_ID: The ID of the interview schedule related to the interview update.
  • IRC_INTRVW_ID: The ID of the interview related to the interview update.
  • IRC_INTRVW_REQUEST_ID: The ID of the interview request related to the interview update.
  • IRC_INTRVW_OPERATION: The interview operation which triggered the event. The possible values for IRC_INTRVW_OPERATION are:
    • INTERVIEW_REQUEST_SENT
    • INTERVIEW_SCHEDULED
    • INTERVIEW_CANCELLED
    • INTERVIEW_RESCHEDULED
    • INTERVIEW_UPDATED
    • INTERVIEW_COMPLETED

Here are examples of fast formulas created with these new database items:

  • Condition based on an interview being scheduled

Fast Formula Condition for Interview Schedule

  • Condition based on an interview being completed

Fast Formula Condition for Completed Interview

  • Condition based on interview schedule location type 

Fast Formula Condition Interview Location

Key Resources

  • For a list of database items used to create fast formulas for Recruiting, see Database Items for Oracle Recruiting Cloud Fast Formulas on My Oracle Support (Document ID 2723251.1):

Configure Interview Schedules Using Transaction Design Studio

As an administrator, you can use Transaction Design Studio to configure which sections and fields are visible when creating interview schedules, and which fields are optional or mandatory. A new action is available: Create Interview Schedule.

This new feature simplifies the interview schedule creation process by hiding the sections and fields that can be defaulted from the interview schedule template and ensures important information is provided by marking those fields as required.

Steps to Enable

Here are the steps to follow to configure sections and fields in interview schedules.

PREREQUISITES

You need to activate a sandbox and page editing at the Site layer. (Settings and Actions Menu > Edit Pages > Activate a sandbox)

  1. On your Home page, go to My Client Groups > Quick Actions > Show More > Employment > HCM Experience Design Studio.
  2. Click the Transaction Design Studio tab.
  3. Select the action Create Interview Schedule.
  4. Click Add to create a rule.
  5. In the Basic Details section, enter a name and description for the rule. You can also select a recruiting type, role, and country.
    • If you select a recruiting type, the rule applies only to job requisitions with the same recruiting type.
    • If you select a role, you can define a different configuration for different roles such as hiring manager or recruiter. If you don't select a role, the rule applies to all roles.
    • If you select a country, the rule applies only to job requisitions for which one of the locations is part of this country. 
  6. In the Show or Hide Regions section, select which sections you want to make visible. The Basic Information section is visible by default.
  7. In the Page Attributes section, select a region. Then select which fields are visible for that region and which ones are required to be filled. The Template and Schedule Title fields are visible and required by default.
  8. Click Save and Close.

Key Resources

  • For details on how to create rules in Transaction Design Studio, refer to the topic "How You Configure Recruiting Pages Using Transaction Design Studio" in the Implementing Recruiting guide on the Oracle Help Center.

Delayed Processing of Automated Actions at Beginning of Candidate Selection Processes

Some automated actions put at the very beginning of a candidate selection process used for candidates applying through an external career site are now performed after a small delay so that the creation of job applications is fully completed before performing the actions. The actions are put in a queue. When the scheduled process Perform Recruiting Candidate Selection Process Actions is run, the actions are performed.

This delay applies to actions configured in the initial phase and initial state of job applications of external candidates, except the Move and Move the HR actions.

With this feature, external candidates don’t have to wait a long time for the job applications to be fully created.

Steps to Enable

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

Skill Recommendations for Candidates

When external candidates apply for a job, skills are recommended to them based on their job title, experience, and skills using Artificial Intelligence (AI) algorithms.

Skill Recommendation

This feature helps candidates to get personalized skills recommendations and to complete their job application faster.

Steps to Enable

If you want to enable the Skill Recommendations for Candidates feature, contact Oracle Support. 

Job Requisitions

Manage Job Requisition Interview Schedule Before Job Formatting Phase

You can create interview schedules for job requisitions before submitting them for approval.

DEFINE INTERVIEW SCHEDULES FOR REQUISITIONS IN THE DRAFT PHASE

You can define interview schedules for job requisitions in the Draft phase using the new Define Interview Schedules action, which is available from the Requisitions list. This action is available for requisitions in the Draft phase and all other phases.

Define Interview Schedules Action

When you select the Define Interview Schedules action, the page Interview Schedules is displayed and you can add interview schedules. Note that no other content such as headers, tabs, navigation is displayed.

Interview Schedules Page

DEFINE INTERVIEW SCHEDULES FOR REQUISITIONS IN THE APPROVAL PHASE

For requisitions in the Approval phase, you can use the new Define Interview Schedules action but you can also define interview schedules from within the requisition’s Interviews tab.

Interviews Tab

With this feature, interview schedules can be created earlier and requisitions are fully ready when approved.

Steps to Enable

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

Tips And Considerations

If you decide to change the candidate selection process of a requisition (in Draft phase only), there may be impacts on the configuration of the Automated Interview Invitation feature. If that’s the case, a message will be displayed to inform you and the automated interview invite configuration will be reset.

Role Information

This new privilege was created to control which users can define interview schedules for requisitions in the Draft or Approval phase. 

Users must have the existing Manage Job Requisition Interview Schedule privilege in addition to the new Manage Job Requisition Interview Schedule Before Job Formatting Phase privilege to be able to use the new features.

Privilege Name Privilege Code Job Role

Manage Job Requisition Interview Schedule Before Job Formatting Phase

IRC_MANAGE_JOB_REQUISITION_ INTERVIEW_SCHEDULE_BEFORE_ JOB FORMATTING_PHASE

Recruiting Manager

Use REST Service - Job Requisitions

Job Offers

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.

Offer Salary Can Vary Based on Compensation Zone

Use compensation zone based salary range differentials in candidates' job offers. Selecting the work location for the candidate's assignment and the desired salary basis causes the appropriate compensation zone to be identified and appropriate differential to be applied. The salary range and analytical values such as compa-ratio are recalculated considering the compensation zone differential. This information can be the basis of offer approval rules, and is also included in notifications sent to offer approvers.

Recruiters can now identify in which compensation zone and zone type the candidate belongs.

Steps to Enable

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

Key Resources

For more information about these new compensation zones, see:

  • Salary Range Differentials and Compensation Zones on My Oracle Support (Document ID 2605772.1)

Perform Global Changes from Offers Using Flow "Local and Global Transfer"

As an HR specialist, when you process a candidate's job offer into their new work relationship in a new legal employer, the flow Global and Local Transfer is now being used.

This flow is used for processing candidates on the page Manage Job Offers who have the actions Global Transfer and Global Temporary Assignment in the status HR - Pending Manual Processing. 

The page Global and Local Transfer is displayed with all the offer's relevant values pre-filled by default, so you can quickly review and complete this candidate's new assignment.

This new Local and Global Transfer flow is used across the suite and can be configured using HCM Experience Design Studio, so the HR specialist has a more consistent way to process candidates than by using the prior destination flow Change Legal Employer.

Steps to Enable

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

Tips And Considerations

Note that this flow is only used for candidates with action Global Transfer and Global Temporary Assignment, not for candidates whose offers are in the same legal employer as their current assignment.

When these global transfers are initiated by the HR specialist who processes the internal candidate's offer: 

  • Data from the offer is used to create the new assignment.
  • Any existing direct reports of the candidate's previous assignment will remain as the worker's direct reports after they have transferred into their new assignment from this offer.
  • The new assignment's start date by default is the same as the offer's planned start date, and this can be changed in this flow if needed, but no earlier than the date on which the offer was originally drafted.
  • Once the offer’s transfer process is complete, the newly-created assignment is linked with the worker's previous primary assignment; the offer isn't considered to be the source assignment.
  • Regardless of the profile option values, any future-dated termination and future-dated assignment changes from the existing primary assignment aren't copied over to the newly created assignment.

Key Resources

  • For more information about employment profile options, see the Employment Profile Options topic in Chapter 10 of the Implementing Global Human Resources guide on Oracle Help Center:

Autocomplete Rules for Recruiting Business Objects

Enhance the user experience by authoring new rules for recruiting business objects with more capabilities. You can now define autocomplete rules for these recruiting business objects:

  • Interview Location
  • Interview Participants
  • Job Offers

Recruiting Business Objects for Autocomplete Rules

INTERVIEW LOCATION

  • Expand the capability to create defaulting and validating rules on interview location with the new Interview Location business object.
  • Improve user productivity and save time by defaulting interview format and its associated details based on rules. As an example, defaulting web conference details for an interview in web conference format or defaulting primary work location for an in person interview.

Example Defaulting Web Conference Details

INTERVIEW PARTICIPANTS

  • Expand the capability to create defaulting and validating rules on interview participants with the new Interview Participants business object.
  • Improve user productivity and save time by defaulting interview participants based on rules. As an example, defaulting a hiring manager as an interview participant or confirming that the hiring manager is included as a participant by authoring a validation rule.

JOB OFFERS

  • Expand the capability to create defaulting and validating rules on job offers with the new Job Offers business object. 
  • Improve user productivity and save time by building rules to validate the start date, and rules to default and validate assignment information such as business unit, position, job, grade, department, location, salary, and many more.
  • Default offer letter templates based on rules driven by recruiting type, work structures, employment type, candidate type (internal or external), and many more.

You can now configure rules according to your business needs, thereby increasing user satisfaction.

Steps to Enable

To enable Autocomplete Rules in the HCM Experience Design Studio, you need to log a service request (SR). To get access, please review and follow the instructions provided in the My Oracle Support document, Enabling Autocomplete Rules Feature Starting with Release 21B (document ID 2767655.1).

Key Resources

Role Information

You must be granted the Human Capital Management Application Administrator role to enable a sandbox.

Screening Services

Manually Initiate and Cancel Screening Services

You can manually initiate and cancel screening services without having to move candidates in the candidate selection process.

Initiate Request and Stop Request Actions

To manually initiate a screening service:

  1. Go into a job application.
  2. Click the Screening tab.
  3. In the Actions menu, select Initiate Request.
  4. For background check or assessment categories, you can select the screening service package you want to initiate. You can select one or multiple packages. You can’t select packages in status Completed and In Progress. For tax credits, there is no package selection because multiple packages aren't supported.
  5. Click OK.

To manually cancel a screening service:

  1. Go into a job application.
  2. Click the Screening tab.
  3. In the Actions menu, select Stop Request.
  4. For background check or assessment categories, select the screening service package you want to cancel. You can select one or multiple packages. You can’t select packages in status Completed, Canceled, Declined by Candidate. For tax credits, there is no package selection because multiple packages aren't supported.
  5. Click OK.

The status displays Canceled. If you click the View Results link, you can see that the package status is ORA_CANCELED.

Initiating requests manually allows you to manage exception or unlock process without having to move candidates in the candidate selection process. Canceling pending requests allows you to merge candidates right away and prevent undesired delays while processing duplicate candidates.

Steps to Enable

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

Tips And Considerations

Partners need to enable the new cancel transaction at package level to properly react to the manual cancel menu. Verify with your partners if or when they will support such new option.

Role Information

The table presents the privilege required to manually initiate and cancel screening services.

Privilege Name Privilege Code Role

Manually Trigger Screening Packages

IRC_MANUALLY_TRIGGER_ SCREENING_PACKAGES_PRIV

Recruiter

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.

Talent Review

New Attributes to Talent Review Meeting Real Time

Enhance your reporting on talent review meeting notes with the addition of the attributes that render the notes visibility values. The following attributes are added to the folder Reviewee Talent Data > Notes in Workforce Talent Review - Talent Review Meeting Real Time:

  • Note Visibility
  • Note Visibility Code

The security to view the notes is also implemented as part of this enhancement and is in sync with the application except in the two scenarios mentioned below.

Scenario

Notes Visibility

Facilitator

Reviewer

Business Leader

Reviewee

Participant (who is a line manager)

Comments
1

Everyone

Y

Y

Y

Y

Y

 
2

Managers Only

Y

Y

Y

Y

Y

'Reviewee' is able to view the comments. This needs a fix to prevent viewing.
3

Manager and Worker

Y

Y

Y

Y

Y

'Reviewee' is able to view the comments provided to other reviewees also. This needs a fix to prevent viewing.

4

Only Me

Y (only if note created by facilitator)

Y (only if note created by reviewer)

Y (only if note created by business leader)

N

N

 
5

Only worker and me

Y (only if note created by facilitator)

Y (only if note created by reviewer)

Y (only if note created by business leader)

Y

N

 
6

Hidden notes

Y

N

N

Y

N

 

This feature provides you with the option to include visibility values for talent review notes in your OTBI report.

Steps to Enable

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

Matrix Managers in Talent Review Meeting

Enhance your reporting on Talent Review meetings to see if matrix managers have been included as reviewers of a meeting. The following attributes are added to Workforce Talent Review - Talent Review Meeting Real Time > Talent Review Meeting Details

  • Include Matrix Managers as Reviewers
  • Include Matrix Managers as Reviewers Code

This feature will help ensure that all parties needed are included in meetings.

Steps to Enable

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

Goals

Shared Flag Enhancement in Goals Subject Areas

Multiple subject areas related to goals and career development now have the 'shared flag' attribute for goals.

The updates to the existing attributes are done in the following subject areas:

Subject Area

Dimension Name

Attribute

Workforce Goals -  Goal Status Overview Real Time

Performance Goals

Shared Flag

Workforce Goals -  Goal Alignments Real Time

Manager Goals

Shared Flag

Colleague Goals

Shared Flag

Workforce Career Development - Development Goal Overview Real Time

Development Goals

Shared Flag

Improve your reporting on multiple subject areas related to goals and career development with the correct value in the 'shared flag' attribute.

Steps to Enable

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

Performance

Lock Manager Share Task in Performance Subject Areas

Enhance your reporting on performance documents to see whether the document is enabled to lock the task that prevents managers sharing their ratings and comments with employees

The following enhancements are done across multiple subject areas as noted below:

Subject Area(s) Dimension Attributes added

Workforce Performance - Performance Document Eligibility Real Time

Workforce Performance - Performance Document Status Real Time

Workforce Performance - Performance Rating Real Time

Workforce Performance - Performance Rating Distribution Real Time

Workforce Performance - Performance Task Status Real Time

Performance Document
  • Lock Manager Share Task
  • Lock Manager Share Task Flag

Enhance your reporting on performance documents to understand if the document is enabled to lock the task related to manager sharing of data.

Steps to Enable

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

Enable/Disable Comments for Performance Document Items

Improve your reporting on performance documents to understand if item comments are enabled or disabled by design. For example to check if comments in a performance document are not enabled or haven't been entered.

A new attribute named 'Enable item comments' is added under Performance Rating > Performance Document Section sub folder under the subject area Workforce Performance - Performance Rating Real Time.

This feature will render if Item comments are enabled or not.

Steps to Enable

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

Learning

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 are using any of these columns in existing analysis reports, you will need to reassign them to the new folder locations. This must be done because the older folder references will not be valid.

This feature reorganizes some columns for the Learning Records Real Time Subject Area in a more meaningful way.

Steps to Enable

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

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 the following folders:

  • Assigned Learning Item Information
  • Learner Activity Attempt Information
  • General Information
  • Learning Record Measures
  • Post-Active Details
  • Validity - Expiration and Renewal Information

The additional columns are listed below.

This feature enhances BI reporting capabilities.

Steps to Enable

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

Learning Records Real Time Subject Area: Learning Evaluation Attributes

Use the following new Learning Evaluation attributes, which have been added to Learning Records Real Time Subject Area.

Learning Evaluation Attributes

These attributes were added to enhance your reporting capabilities.

Steps to Enable

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

Learning Records Real Time Subject Area: Flexfield Attributes

Use the following new flexfield attributes, which have been added to Learning Records Real Time Subject Area.

These attributes were added to enhance your reporting capabilities.

Steps to Enable

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

Learning / 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.

Learning Record Subject Area is now Generally Available

Be aware that the Learning Management Subject Area is being replaced by the Learning Record Subject Area. The Learning Management Subject Area will be removed in a future release, and its removal will be communicated in a future What’s New document. You are advised to avoid using the Learning Management Subject Area for Learning Record reporting going forward.

NOTE: If you have used the Learning Management Subject Area in any of your current OTBI reports, you will need to rewrite them to use the Learning Record Subject Area.

The new Learning Record Subject Area comes with enhanced functionality, and is available to all.

This feature enhances your reporting capabilities.

Steps to Enable

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

Recruiting

Reporting on Job Offer Based on Person Security Profile

The Recruiting Manager Reporting Duty duty role which allows to report on job offers based on the person security profile was introduced in a previous release, but you can now start using it in reporting (OTBI) with release 21B. Before, you could report on job offers based on a person security profile using a manually created data security policy.

Simplicity and convenience for the administration by using a standard data security policy based on person security profile using the Manage Data Role and Security profiles task. You no longer need to create custom policies using the security console.

Steps to Enable

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

Tips And Considerations

The Recruiting Manager Reporting Duty duty role is granted by default only to the Recruiting Manager. Since reporting security is now based on this new data policy, the administrator needs to:

  1. Grant the duty role to custom roles that aren't based on the Recruiting Manager and adjust the person security profile accordingly.
  2. Remove the policies manually created, as they're becoming obsolete.
  3. Adjust the person security profile of the Recruiting Manager role if needed, to align with the deleted custom policies.

Reporting on Automatically Unpost Requisitions

New attributes for the automatically unpost requisitions were added in the Recruiting - Recruiting Real Time subject area. 

  • Automatically Unpost Requisition
  • Automatically Unpost Requisition Indicator
  • Automatically Unpost Fast Formula Identifier
  • Automatically Unpost Fast Formula Name

Those attributes are also included in the Recruiting - Setup Details Real Time subject area, under the configuration dimension of the Job Requisition Template entry.

With these new attributes, you can report on the whole job requisition content.

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 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.

Learning Cloud

Learning Management Subject Area

TBD Learning Record Subject Area is now Generally Available 21A March/ 21B Customers should replace any reporting using the Learning Management subjects with the Learning Record subject area.
Goal Management Administrator Tasks Removed From Classic Goal Management 21B

Goal Management Self-Service Pages Redesigned

18B Customers have been advised since 20B to move to the responsive pages.
Succession Management Administrator Tasks Removed From Classic Succession Management

21B

Succession Planning Spotlight Redesigned

18C

Customers have been advised since 20B to move to the responsive pages.

Career Development Administrator Tasks Removed From Classic Career Development 21B

Career Development Self-Service Pages Redesigned

18C

Customers have been advised since 20B to move to the responsive pages.

Talent Review Administrator Tasks Removed From Classic Talent Review 21B

Talent Review Redesigned User Experience

19C

Customers have been advised since 20B to move to the responsive pages.

Performance Administrator Tasks Removed From Classic Performance Management 21B

Performance Redesigned User Experience/Responsive Pages

19B

Customers have been advised since 20B to move to the responsive pages.

_________________________

RECRUITING  PAGES INTRANSACTION DESIGN STUDIO

Rename actions in Transaction Design Studio to personalize Recruiting pages. The prefix Recruiting was added to recruiting actions to easily identify and select the pages.

_________________________

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
Recruiting

Vanity URL

You can use a customer branded URL to host external career sites. All career sites will be hosted under the same vanity domain.

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-Vanity-URL"

21B Yes

Recruiting

Vanity Email

You can use a vanity email to send email communication to external candidates. Vanity Email is used to brand the "from email" for all external candidate communications.

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-Vanity-Email"

21B

Yes

Recruiting

Time to Hire

Recruiters can use the Time to Hire feature to get estimates about the time it will take to make a first hire for a job requisition. The Time to Hire feature uses artificial intelligence (AI) and machine-learning algorithms to estimate the time for a first hire, based on previous similar job requisitions.

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-Time-To-Hire"

21B

Yes

Recruiting

Skill Recommendations to Candidates

When external candidates apply for a job, skills are recommended to them based on their job title, experience, and skills using Artificial Intelligence (AI) algorithms.

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-Skills-Candidates"

21B Yes

Recruiting

Find Similar Candidates

Similar candidates are found using Artificial Intelligence (AI) algorithm using a variety of parameters such as job title and experience. The Similar Candidates feature is available for candidates, prospects, and candidate pool members.

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 with "OR-Similar-Candidates"

21B

Yes

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

Controlled Availability Features

Features under this heading are under the Controlled Availability Program. The features are here to provide more information than what the table provides.

NOTE: These features are not generally available to customers and customers need to be approved to use these features.

Time to Hire

Recruiters can use the Time to Hire feature to get estimates about the time it will take to make a first hire for a job requisition. The Time to Hire feature uses artificial intelligence (AI) and machine-learning algorithms to estimate the time for a first hire, based on previous similar job requisitions.

Here are a few things to consider before enabling Time to Hire:

  • Time to Hire works in English language environments only. If job requisitions are in languages other than English, the estimations provided may be unpredictable, and we recommend that you don't use the feature.

The Time to Hire feature helps recruiters and hiring managers make informed decisions regarding the hiring process based on the time it could take to hire for a job requisition.

Steps to Enable

To enable this feature you need to log a Service Request (SR).

If you want to enable Adaptive Intelligent Time to Hire within Oracle Recruiting Cloud, contact Oracle Support. Oracle Support will review your business for suitability to use the feature and will take you through the steps to complete the setup.

Find Similar Candidates

Similar candidates are found using Artificial Intelligence (AI) algorithm using a variety of parameters such as job title and experience.

The Similar Candidates feature is available for candidates, prospects, and candidate pool members. You can view a maximum of 30 similar candidates based on a specific candidate profile.

Similar Candidates

With this feature, you will discover similar candidates without spending time defining the search criteria. 

Steps to Enable

If you want to enable Similar Candidates within Oracle Recruiting Cloud, contact Oracle Support. Oracle Support will review your business for suitability to use the feature and will take you through the steps to complete the setup.