What's New

Update 23C

Revision History

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Overview

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

• Release Updates (23A, 23B, 23C, and 23D)
• 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.

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HAVE AN IDEA?

We’re here and we’re listening. If you have a suggestion on how to make our products better, please let us know. To enter an idea go to the Ideas Lab on Oracle Customer Connect. In this document wherever you see the light bulb icon after the feature name it means we delivered one of your ideas.

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Suggested Reading for all HCM Products:

• HCM Common What's New - In this What's New you will find feature that are used across applications.
• Human Resources What’s New – In the Global Human Resources section you will find features on the base application in which other application are built upon. 

NOTE: Not all Global Human Resource features are available for Talent and Compensation products.

• 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 Help Center – Here you will find guides, videos and searchable help.
• Release Readiness – New Feature Summary, What’s New, Feature Listing Spreadsheet, Spotlights and Release Training

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.

We’re here and we’re listening. If you have a suggestion on how to make our products better, please let us know. To enter an idea go to the Ideas Lab on Oracle Customer Connect. In this document wherever you see the light bulb icon after the feature name it means we delivered one of your ideas.

Feature Summary

Talent Management

Talent Management

Features under this section are available to all talent applications.

Default Goals Sort Order

As administrators, you can now use the Default Sort Option for Performance Goals (ORA_HRG_DEFAULT_GOAL_SORT_OPTION) profile option to specify the default order in which goals are listed in a goal plan. The default sort order is Display sequence, but you can change it to any one of these sort options:

• Goal name
• Goal category
• Goal status
• Goal weight
• Last updated date

The sort order specified also applies for performance documents in which the goal plan is included that have synchronization of goals enabled.

Enhance user experience by specifying the order in which users want to view performance goals in a goal plan or performance document.

Steps to Enable

You need to set the Default Sort Option for Performance Goals (ORA_HRG_DEFAULT_GOAL_SORT_OPTION) profile option value to the order in which you want performance goals to be listed in a goal plan or performance document. For more information about setting profile option values, see the Set Profile Option Values topic in the Implementing Applications guide on Oracle Help Center.

Tips And Considerations

• Users can see the goals sorted in the specified sort order only if the corresponding sort option is enabled using Transaction Design Studio.
• Note that default sorting of goals isn't supported on administrator goal pages.

Key Resources

For more information on enabling sort options using Transaction Design Studio, see the How You Configure Goal Management Pages Using Transaction Design Studio topic in the Implementing Goal Management guide

Career Development

Oracle Career Development provides tools for workers and managers to manage their career interests and development plans. These tools include recommendations on roles based on workers’ qualifications, comparisons to target roles and required development needs for workers. You can establish development goals and manage development progress, by managing the roles of interest for the worker and comprehensive development plan for workers.

You can now manage your near and long-term career development strategies using a development plan. Based on your role permissions, you can create and manage your development goals within your development plan. You can tag goals with Development Intents. Development Intents are tags that allow you to organize and track your goal towards future development.

Introducing Oracle Grow

Oracle Grow, a part of the Oracle ME employee experience platform, combines learning, skill development, and career mobility to drive individual and organizational success. It brings together all the elements that your employees need to excel in their current roles and for career growth including learning, skill development, gigs to develop competence and expertise. Oracle Grow:

• Consolidates employee growth preferences, such as, skills, learning topics, careers, and jobs, as well as manager-assigned development, such as, core skills, all in one place.
• Delivers personalized development recommendations, such as, learning, skills, development journeys, and connections, based on those growth preferences and assignments.
• Continuously adapts recommendations based on the employee’s own actions as well as actions occurring elsewhere in the system.
• Supports in-context actions on recommendations, for ease and efficiency.
• Is accessible on a user’s device of choice, including desktop and mobile.

An employee can access their own Grow page through:

• The global search available across all applications.
• The Quick Action available under Me > Grow in the Career and Performance section.

With Oracle Grow, you can propel employee and organizational growth.

• Employees can leverage a connected experience across all development and growth resources, as well as visibility into role expectations and career growth.
• Organizations can support employees in adapting to new priorities and expectations, and ensure consistency and success.

Steps to Enable

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

Tips And Considerations

Grow requires that are you are live on Oracle Learning. You should also implement these for users to derive the maximum, targeted value:

• Dynamic Skills
• Career Development
• Job profiles with key specifications, such as, skills and competencies, for jobs they are associated with
• Up-to-date skills, qualifications, profiles, and job associations for employees
• A robust set of profile item libraries, such as competencies, that can tie together profiles with outcomes and recommendation

Key Resources

• Oracle Fusion Cloud Career Development

• Oracle Dynamic Skills

• Oracle Fusion Cloud Learning

• Oracle Fusion Cloud Recruiting

• Journeys

• Connections Profile

Access Requirements

The Grow page is available through a duty role, Career Growth Access Worker Duty (ORA_HRD_CAREER_GROWTH_ACCESS_BY_WORKER_DUTY), assigned to the Employee and Contingent Worker abstract roles (ORA_PER_EMPLOYEE_ABSTRACT, ORA_PER_CONTINGENT_WORKER_ABSTRACT). If you had made copies of the seeded Employee and Contingent Worker roles prior to this release, you need to add the new duty role to these copies.

Employee Views HR-Defined Career Path on Career Pages

Employees can view their career progression path on these pages that they access from Oracle Grow.

• Explore Careers
• Career Details

They need to click the Explore your career path icon on their Oracle Grow page.

Oracle Grow Page

On the Explore Careers page, if defined by their HR specialists, employees can see a career path that shows the roles that they can plan for to grow their career. The career progression path lists the next 3 jobs in their progression hierarchy.

• If an active job model profile is associated with the job code, employees can see the job model profile name. They can click the job model profile name to view the career details.
• If no active job model profile is associated with the job code, employees can see only the job display name.

Similarly, when viewing a career’s details, employees can see the career progression path for that career if it has been defined. The career progression path lists the next 3 jobs in the progression hierarchy of the career.

• If an active job model profile is associated with the job code, employees can see the job model profile name. They can click the job model profile name to view the career details.
• If no active job model profile is associated with the job code, employees can see only the job display name.

This can help them to determine if they want to add that career to their careers of interest.

With this feature, employees can plan their career growth better. They can identify the qualifications and skills they need to acquire for the careers in their career path and thus further their career.

Steps to Enable

Oracle Grow requires that are you are live on Oracle Learning. You should also implement these applications for employees to see their career paths:

• Career Development
• Dynamic Skills
• Enhanced Talent Profiles:
  • Job profiles with key specifications, such as, skills and competencies, for jobs they are associated with
  • Up-to-date skills, qualifications, profiles, and job associations for employees
  • A robust set of profile item libraries, such as competencies, that can tie together profiles with outcomes and recommendations
  • Job model profiles with the career progression path

Key Resources

Refer to these guides on Oracle Help Center to know more about the products:

• Oracle Fusion Cloud Career Development
• Oracle Dynamic Skills
• Oracle Fusion Cloud Learning

Access Requirements

To view Oracle Grow pages, you need to have a role that has the Career Growth Access by Worker (ORA_HRD_CAREER_GROWTH_ACCESS_BY_WORKER_DUTY) function security privilege assigned to it.

Talent Review

Oracle 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.

Management Level Talent Review Filter Enhancement

When you use the enhanced Management Level filter to search for members to add to the talent review population, you needn’t type the entire management level name. You can specify part of the name and see the matching management levels. Select the level that you want from the list shown and locate members to add to the talent review population.

Management Level Filter in the Population Selection Section

Using partial search, you can easily find the management level you want to use as a search filter to find members to add to the review population of a talent review meeting.

Steps to Enable

To view the Management Level filter, your administrator needs to select the Management Level population filter in the Data Options section of the template that’s associated with the talent review meeting.

1. Go to the Talent Review Templates page in one of these ways:

• Use the Configure Talent Review Dashboard Options task in the Setup and Maintenance work area.
• Use the Search Talent Review Template quick action available in My Client Groups.

2. Select the template that you want to edit or create a new template.
3. Expand the Data Options section.
4. In the Population Filters subsection, select Management Level.
5. Click Save and Close to save your changes.

Additional Comments Support in Potential Assessment

From this release, while preparing review content for a talent review meeting, managers can add comments when they rate people reporting to them. They can do this only for the questions that their administrator has enabled additional comments for.

Comments Fields on the Potential Assessment Page

NOTE: Entering comments is optional and managers can skip comments even for the required questions.

Managers can update the comments that they’ve entered until the data submission deadline if the talent review meeting hasn’t started yet. They can even delete comments that they have entered. After the data submission deadline or if the talent review meeting has started, they can only view the comments that they entered.

Facilitators can view the comments entered by managers when they conduct the meeting. They need to use the View Potential Assessment action to do this.

Facilitator Views Managers Comments on Potential Assessment Page

NOTE: Facilitators can’t edit comments entered by a manager for a potential assessment question.

Enhance your talent review process by allowing managers to provide comments about the ratings they give. These comments will help facilitators to understand why managers have given the ratings for their reports.

Steps to Enable

To allow managers to provide additional comments, administrators need to select the Allow Additional Comments check box when they add or edit questions in a potential assessment questionnaire.

Edit Question Dialog Box in a Potential Assessment Questionnaire

Administrators need to enable the Potential rating in the meeting template.

Facilitators need to do these steps in the Review Content section when they configure a talent review meeting:

1. Ensure that potential assessment is enabled for the meeting.
2. Select a potential assessment questionnaire that has questions with additional comments enabled.

Review Content Section of the Talent Review Meeting Configuration Page

Tips And Considerations

• Facilitators can’t disable additional comments for questions in a potential assessment questionnaire. 
• You can’t include comments entered by a manager for questions in a potential assessment questionnaire in an Oracle Transactional Business Intelligence (OTBI) report.

Key Resources

For more information about configuring potential assessment questionnaires, see the Potential Assessment chapter in the Implementing Talent Review and Succession Management guide.

Succession Management

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

Succession Organization Chart User Experience Changes

From this release, you can see the direct reports of a person on these tabs of the succession organization chart if your organization has migrated to Enhanced Talent Profiles:

• Directs with Plans: On this tab, you can see direct reports who have succession plans created for them. You can also see the count of succession plans for each direct report listed on this tab.
• Directs without Plans: On this tab, you can see direct reports who don’t have any succession plans created for them. You can then select a person and create a succession plan if required.

Directs with Plans Tab of a Succession Organization Chart

Directs Without Plans Tab of a Succession Organization Chart

Enhance your succession planning by identifying direct reports who have succession plans and those without succession plans.

Steps to Enable

To enable this feature, your administrator needs to enable these profile options at Site level.

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

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

Run the Succession Plan Incumbents process to ensure that up-to-date information is shown on the succession organization chart.

1. On the Scheduled Processes Overview page, click Schedule New Process.
2. In the Schedule New Process dialog box, from the Name list, select the Succession Plan Incumbents process, and click OK.
3. Optionally, in the Process Details dialog box, change the process schedule to one that's appropriate for your organization and define notifications.
4. In the Process Details dialog box, click Submit.

Access Requirements

The employees who need to view succession organization charts need to have a role that inherits the Use REST Service – Succession Org Charts REST aggregate privilege. After you add this privilege, you must regenerate the grants for the data role.

HDL Audit and HDL, HSDL Support for Talent Pools Security Configuration

Audit Support for Talent Pools Security Configuration

To audit the talent pool security profile changes, do these steps:

1. Go to Tools > Audit Reports.
2. On the Audit Reports page, enter the search criteria. Select the product as Succession Management.
3. Select the business object type that you want to audit. Select the Include child objects check box if you want the child objects also to be audited.
4. Click Search.

You can export the audit results to an Excel or CSV file.

Audit Reports Page

HDL, HSDL Support for Talent Pools Security Configuration

You can create and update talent pools security profiles using HCM Data Loader (HDL) and HCM Spreadsheet Data Loader (HSDL). Use the TalentPoolSecurityProfile.dat file to upload data for the Talent Pool Security Profile business object. You can use the PoolSecurityProfileId Surrogate ID or the Name user key to identify the talent pool security profile.

The Talent Pool Security Profile business object has these child components:

• Talent Pool Security Profile Business Unit: Uses the PoolSecProfBusinessUnit discriminator to identify the talent pool security profile configuration by business units. You can upload security profile configuration for business units only if the value of the SecureByBusinessUnit attribute of the parent Talent Pool Security Profile business object is Yes.
• Talent Pool Security Profile Department: Uses the PoolSecProfDepartment discriminator to identify the talent pool security profile configuration by departments. You can upload security profile configuration for business units only if the value of the SecureByDepartment attribute of the parent Talent Pool Security Profile business object is Yes.
• Talent Pool Security Profile Job Family: Uses the PoolSecProfJobFamily discriminator to identify the talent pool security profile configuration by job families. You can upload security profile configuration for business units only if the value of the SecureByJobFamily attribute of the parent Talent Pool Security Profile business object is Yes.

Here are some example TalentPoolSecurityProfile.dat files.

Create a Talent Pool Security Profile

In this example, the HDL-POOL-12 security profile is created that secures pools by business unit, department, and job family.

Update a Talent Pool Security Profile

In this example, the HDL-POOL-12 security profile is updated so that it doesn’t secure talent pools by job family.

Delete child objects of a Talent Pool Security Profile

In this example, the ZBENELIG_US_DEPT001 department, the ZBENELIG_US_Marketing_BU business unit, and the ZFRCE_MARKETING job family code are removed from the HDL-POOL-12 security profile.

By auditing the security profiles created for talent pools, you can track changes made to the security profiles and manage them better. By using HDL and HSDL to upload talent pool security profile data, you can create and manage multiple security profiles

Steps to Enable

To configure auditing of talent pool security profiles:

1. Go to the Setup and Maintenance work area.
2. Search for and select the Manage Audit Policies task.
3. On the Manage Audit Policies page, ensure that the Audit level is set to Auditing.
4. Click Configure Business Object Attributes.
5. On the Configure Business Object Attributes page, select the Succession Management product.
6. Ensure that the Audit Top Node is selected.
7. Select Talent Pool Security Profile Audit Objects and then Talent Pool Security Profile.

NOTE: You need to select the parent node when you want to select a child node.

8. The Name attribute is selected by default for the Talent Pool Security Profile Audit Objects. To add another attribute, do these steps:
   1. Click the Add icon in the Actions area of the Audited Attributes region or click Actions > Create.
   2. Click the search icon and then select the attributes that you want to include.
   3. Click OK.
9. The Pool Security Profile ID attribute is selected by default for the Talent Pool Security Profile object. You can add other attributes using the steps listed in Step 8.
10. Click Save and Close to save the audit profile.

Configure Business Object Attributes Page

Tips And Considerations

You can’t modify or delete these delivered talent pool security profiles using either HDL or HSDL:

• View All Public Talent Pools
• View All Talent Pools
• View by Ownership

Key Resources

To know more auditing business objects, see the Audit Policies chapter in the Implementing Applications guide.

Access Requirements

To enable and manage audit policies, ensure that you have a role with the Manage Audit Policies (FND_MANAGE_AUDIT_POLICIES_PRIV) privilege.

Succession Redwood Experience

These pages or flows have been recreated in the Redwood tool set Visual Builder Studio (VBS) to improve your user experience. The pages or flows look and act like Redwood pages or flows, to help create cohesiveness through the application.

Enhancements to Add to Succession Plan Quick Action Redwood Version

The Redwood version of the Add to Succession Plan quick action page now also supports these features that are available in the responsive version:

• View the count and list of other succession plans that a person is also a candidate.
• Display incumbent information.
• Display flexfields.
• Display willingness to relocate, risk of loss, and impact of loss (delivered as hidden fields) if your organization has migrated to Enhanced Talent Profiles.

When you select a person to add to a succession plan, on the Add to Succession Plan page, you can see the count of other succession plans that you can access in which the selected person is currently a candidate.

Other Accessible Plans Count on the Redwood Redesigned Add to Succession Plan Page

NOTE: Your administrators need to use Oracle Visual Builder Studio to edit the Add to Succession Plan page to show the count for all succession plans that a person is a candidate.

When you select a Position or Job type succession plan on the Add to Succession Plan page, you can see the View Incumbents button.

View Incumbents Button on the Redwood Redesigned Add to Succession Plan Page

Click this button to view persons who have the same position or job defined in the succession plan on the Incumbents panel.

Incumbents Panel on the Redwood Redesigned Add to Succession Plan Page

When you click a candidate's name, you can view the candidate details including the accessible succession plans for the candidate.

Candidate Details

NOTE: Your administrators need to use Oracle Visual Builder Studio to edit the candidate details panel to show all succession plans that a person is a candidate.

By using these enhancements, you can obtain more information about the succession plan candidates and incumbents and improve your succession planning.

Steps to Enable

To view the Redwood redesigned Add to Succession Plans quick action page, you need to first set the Enable VBCS Progressive Web Application User Interface (ORA_HCM_VBCS_PWA_ENABLED) profile option to Y. You also need to set the value of the Redwood Succession Plans Enabled (ORA_HRM_SUCC_PLANS_REDWOOD_ENABLED) profile option to Yes.

To set the value of any profile option, do these steps:

1. Navigate to the Setup and Maintenance work area.
2. Search for and select the Manage Administrator Profile Values task.
3. Search for and select the profile option.
4. Select the Level as Site.
5. Specify the value in the Profile Value field.
6. Click Save and Close.

Tips And Considerations

These features are currently not available on the Redwood redesigned Add to Succession Plan quick action page but are available in the Succession Plan work area::

• Hiding banners for candidate role changes
• Displaying banner for plan incumbent changing role

These features won't be supported on the Redwood redesigned Add to Succession Plan quick action page and are available only in the Succession Plan work area:

• Adding or deleting succession plan owners
• Editing alert settings for plan owners

NOTE: The full set of features is available in the Succession Plans work area.

Key Resources

For more information about extending pages to show hidden fields, see the Set Up VB Studio to Extend Oracle Cloud Applications chapter in the Administering Visual Builder Studio guide on the Oracle Help Center.

Enhancements to Create Succession Plan Quick Action Redwood Version

The Redwood version of the Create Succession Plan quick action page now also supports these features that are available in the responsive version:

• Display incumbent information.
• Display flexfields.
• Display willingness to relocate, risk of loss, and impact of loss (delivered as hidden fields) for candidates if your organization has migrated to Enhanced Talent Profiles.
• Add candidates by selecting members of a talent pool.
• View the count and list of other succession plans that a person is also a candidate.

On the New Succession Plan page, you can now see the View Incumbents button.

View Incumbents Button on the New Succession Plan Page

Click this button to view the persons who have the same position or job defined in the succession plan on the Incumbents panel.

Incumbents Panel

You can add members of a talent pool as candidates to the succession plan that you’re creating.

New candidate Sub Page – Talent Pool Members Option

Select the talent pool from which you want to add members as candidates. Then, in the Select members section, select the members you want to add to the succession plan and then click Add.

Select members Section of a Talent Pool

In the Candidates section, when you click a candidate’s name, you can view the candidate details in a panel. On this panel, you can also see information about the other succession plans that you have access to in which the person is already a candidate.

Candidate Details Panel

NOTE: Your administrators need to use Oracle Visual Builder Studio to edit the candidate details panel to show all succession plans that a person is a candidate.

By using these new enhancements, you can obtain more information about the candidates and incumbents while creating succession plans and enhance your succession planning.

Steps to Enable

To view the Redwood redesigned Create Succession Plans quick action page, you need to first set the Enable VBCS Progressive Web Application User Interface (ORA_HCM_VBCS_PWA_ENABLED) profile option to Y. You also need to set the value of the Redwood Succession Plans Enabled (ORA_HRM_SUCC_PLANS_REDWOOD_ENABLED) profile option to Yes.

To set the value of any profile option, do these steps:

1. Navigate to the Setup and Maintenance work area.
2. Search for and select the Manage Administrator Profile Values task.
3. Search for and select the profile option.
4. Select the Level as Site.
5. Specify the value in the Profile Value field.
6. Click Save and Close.

Tips And Considerations

These features are currently not available on the Redwood redesigned New Succession Plan quick action page but are available in the Succession Plan work area:

• Searching existing candidates in the Candidates section
• Sorting candidates
• Adding best-fit candidates and AI recommended candidates.

Key Resources

For more information about extending pages to show hidden fields, see the Set Up VB Studio to Extend Oracle Cloud Applications chapter in the Administering Visual Builder Studio guide on the Oracle Help Center.

Enhancements to Create Talent Pools and Add to Pools Quick Actions Redwood Version

The Redwood version of the Add to Talent Pool page and the New Talent Pool page shown when you use the Create Talent Pool quick action now also support these features that are available in the responsive version:

• Display flexfields.
• Display willingness to relocate, risk of loss, and impact of loss (delivered as hidden fields) if your organization has migrated to Enhanced Talent Profiles.

New member's info Section

Talent Pool Member's Details

Enhance your talent pool management by viewing more information about the pool and its members.

Steps to Enable

To view the Redwood redesigned Create Talent Pool and Add to Talent Pool quick action pages, you need to first set the Enable VBCS Progressive Web Application User Interface (ORA_HCM_VBCS_PWA_ENABLED) profile option to Y. You also need to set the value of the Redwood Talent Pools Enabled (ORA_HRM_TALENT_POOL_REDWOOD_ENABLED) profile option to Yes.

To set the value of any profile option, do these steps:

1. Navigate to the Setup and Maintenance work area.
2. Search for and select the Manage Administrator Profile Values task.
3. Search for and select the profile option.
4. Select the Level as Site.
5. Specify the value in the Profile Value field.
6. Click Save and Close.

Tips And Considerations

These features are currently not available on the the Redwood redesigned Add to Talent Pool quick action page but are available in the Talent Pools work area:

• Sorting pool members
• Searching for an existing pool member

These features are currently not available on the Redwood redesigned New Talent Pool quick action page but are available in the Talent Pools work area:

• Searching for an existing pool member
• Adding members from an OTBI analysis
• Using the best-fit feature to add pool members
• Sorting pool members
• Adding development goals for pool members.

NOTE: The full set of features is available in the Talent Pools work area.

Key Resources

For more information about extending pages to show hidden fields, see the Set Up VB Studio to Extend Oracle Cloud Applications chapter in the Administering Visual Builder Studio guide on the Oracle Help Center.

Profile Management

Oracle Profile Management provides a common foundation for the talent suite of products and other Oracle Cloud 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.

HDL and HSDL Support for Dynamic Skills

Manage core skills within Dynamic Skills using HCM Spreadsheet Data Loader (HSDL) or HCM Data Loader (HDL).

As an administrator, you can upload core skills using Skills Center objects so that the data is consistent with the setup and is more intuitive and less error prone. The following business objects will be used to create the core skill assignment:

• Skills Assignment

Includes information about the core skills to be assigned to assignee.

• Core Skill

The core skills to be associated with the assignee in the skill assignment.

• Assignee

The assignee selection method and assignee, when a core skill assignment is created.

As an integration specialist, you can upload core skills using Skills Center objects so that the data is consistent with the setup and is more intuitive and less error prone.

Steps to Enable

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

Tips And Considerations

• Download the Talent Skills Assignment business object to create or update core skills.
• By default, the scheduled process Propagate Dynamic Skills to Workers will be run after each Skills Assignment data load is complete.
• Optionally, you can disable the scheduled process Propagate Dynamic Skills to run automatically after each Skills Assignment data load by using Configure HCM Data Loader from Setup and Maintenance in the Business Object Post Processes section. In such cases you need to manually run the scheduled process once the Skills Assignment data load is complete.

Key Resources

For more information on Dynamic Skills see the Using Dynamic Skills guide.

Profile Management Redwood Experience

These pages or flows have been recreated in the Redwood tool set Visual Builder Studio (VBS) to improve your user experience. The pages or flows look and act like Redwood pages or flows, to help create cohesiveness through the application.

Redwood Experience for Profile Management

Check out the Profile Management pages and flows that can be used to complete your Redwood experience. These pages and flows have been recreated in the Redwood toolset Visual Builder Studio (VBS) to improve the user experience by having the same backend functionality. The pages and flows identified in this feature have not been through a full redesign, but they have been modified, to look and act like Redwood pages or flows, to help create cohesiveness through the application. All of these pages and flows will be turned off by default and you will be able to choose to enable them.

By using these new pages or flows you can take advantage of the cohesiveness through the application.

Steps to Enable

Enable or disable the delivered pages or flows using Profile Options. Here are the steps for changing the delivered Profile Options.

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

1. Click the Tasks icon.
2. Click Search.
3. On the Search page, search for the task Manage Administrator Profile Values.
4. Click the task name.
5. On the Manage Administrator Profile Values, search for the profile option code.
6. In the Profile Values section, select Site as the profile level.
7. To show the Redwood pages, select Yes in the Profile Value field.
8. Click Save and Close.

Key Resources

For a listing of all profile options for the recreated pages across applications, see the following document in My Oracle Support:

• HCM Redwood Pages with Profile Options – MOS Document - 2922407.1

Performance Management

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

Mass Recalculate Manager Ratings in Performance Documents

You can now mass recalculate manager calculated ratings for overall, performance goal, development goal, and competency sections in performance documents using HCM Data Loader. 

Using the ORA_CALC_MANAGER_RATING operation attribute defined in the Performance Administration Action lookup, you can recalculate section ratings in manager evaluations when changes have been made to other ratings and recalculation is required. This eliminates the need for manual recalculation of manager section ratings in individual performance documents.

Steps to Enable

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

Tips And Considerations

The ORA_CALC_MANAGER_RATING operation attribute will recalculate ratings only if manager evaluations are In Progress or Complete.

Key Resources

For more information on operation attributes available to mass update in performance documents using HCM Data Loader, see Examples of Loading Performance Documents.

Deduplication of Competencies in Performance Documents

You can now eliminate duplicate competencies from populating an employee's performance document when it's created or updated.

When you create a performance document configured with competency sections, they're now added in the following sequence to prevent duplicate competencies. Any competencies defined in the performance template section will populate the performance document competencies section first. If both model profile and person profile competency sections exist, competencies in matching model profiles (such as job, position, or organization) that haven’t already been added to the same competency section from the performance template section are added. Finally, all competencies that exist in the employee’s matching person profile that haven’t already been added from the performance template or model profiles sections are added to existing competency sections in the performance document. This process avoids having to manually remove duplicate competencies.

If a duplicate competency is added to an employee’s Talent Profile, it won’t be duplicated in their performance document. You can’t manually add a duplicate competency if it already exists in a worker’s performance document.

When HR specialists run the Synchronize Person Profile Competencies in Performance Documents ESS process to add missing competencies to employee performance document, it will now exclude adding duplicate competencies that already exist in other competency sections in the performance document. Performance documents are updated only if the Set Goals task and other evaluation tasks are incomplete.

Steps to Enable

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

Key Resources

For more information on competencies in performance documents, see the Implementing Performance Management guide.

Deep Link for All-in-One Evaluations

HR specialists can now provide a deep link to the All-in-One Evaluations page. 

To copy the All-in-One Evaluations URL to use it as a deep link:

1. Navigate to the Deep Links work area (Navigator > Tools > Deep Links).
2. Search for All-in-One Evaluations.
3. Copy the link for the All-in-One Evaluations page (MASS_EVALUATIONS) to use it as a deep link.

Using the All-in-One Evaluations page deep link on other pages simplifies the navigation for managers performing their manager evaluations.

Steps to Enable

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

Key Resources

For more information about deep links, see Deep Links in the Using Common Features for HCM guide.

Access Requirements

You must have the View Administration Link (FND_VIEW_ADMIN_LINK_PRIV) privilege to view the Deep Links work area.

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.

Profile Management

New Attributes Related To Skills Dimension In Person Profile Real Time Subject Area

The new attributes added to Skills dimension are listed below

With this enhancement, you can address the reporting requirements like:

• List the workers and the skills that are flagged as Core/Role
• Provide the count of worker profiles that possess required and non-required skills
• Report on the count of skills that are assigned to the workers based on the selection type like organization, person, role, and more.

Steps to Enable

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

IMPORTANT Actions and Considerations for Talent

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.

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KNOWN ISSUES / MAINTENANCE PACK SPREADSHEETS

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 for Talent

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!