Oracle Hrms

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  • Topic: Oracle Applications, Oracle Corporation, Oracle E-Business Suite
  • Pages : 17 (3515 words )
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  • Published : January 4, 2013
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e HImplementing Oracle HRMS after Financials
Srijib Chatterjee & Rajkamal Muthukrishnan

Introduction
Many companies are faced with the situation where they desire to implement Oracle HR/Payroll after they have previously implemented Oracle Financials. This Infosys paper addresses the issues involved in such an implementation such as shared data between Oracle Human Resource Management Systems (HRMS) and Financials. It also discusses the critical factors of configuration and implementation

May 2007

Fig. 1.0 below provides guidelines for the process to be followed when preparing to implement Oracle HR in an existing eBusiness Suite instance.

Identify Starting Con guration

Identify Target Con guration

Use diagnostic scripts to determine the
nature of the existing con guration

Determine the nature of the required
con guration once migation and recon guration is complete

Map existing objects
onto
Target Con guration
Identify existing objects that
can be mapped onto objects
in the target con guration

Identify exceptions

Determine new objects

Identify objects that cannot
be mapped onto the target
con guration and which will
need to be re-con gured

Identify the new objects
that will need to be created
and how they map onto the
existing con guration

Product design for migration/
re-con guration
Assess whether the mapping
and re-con guration re ect
the target con guration
closely enough

Plan migration/re-con guration
Establish the detailed steps required to
perform the migration/recon guration

Perform migration
Follow the steps outlined
above to change the way
existing data is stored

Perform
re-con guration
Use APIs and Forms
Interfaces to create new
structures and objects as
de ned in the plan

Verify the new con guration
Performs a series of rigorous
tests to con rm that the new
con guration works correctly
Fig. 1.0: Process guidelines for implementation of Oracle HR in existing eBusiness suite

2 | Infosys – White Paper

Critical Configuration Factors
Use of Scripts
The first step to implementing Oracle HR in an existing eBusiness suite is to identify the data that is used by other Oracle Applications. Oracle has provided scripts to identify these details, providing insights into how the implementation was carried out and the kind of shared data being used by other applications. Some of the issues due to shared data Include:

Business Group
The Setup Business Group created when Oracle Financial is first installed enables applications that use shared HRMS to create objects such as Organizations, Jobs, Positions, Locations, and People without any further setup steps. The use of the Setup Business Group in cases where Oracle HR is not installed means that there may be data from multiple countries stored in a single business group. This factor needs to be considered when migrating to a multiple business group configuration. The latest HRMS best practice recommends that a business group should represent a country or regional level partition of data. All companies that operate in the country or region should be represented as Legal Employers in the business group. Another reason for the creation of a separate business group is the future possibility of implanting Oracle Payroll in the feature. This would require the dedicated business group to configure legislation details in order to seeded payroll code to work

In general, if more than one new business group is identified then all business groups should be created anew even if some of them have the same legislation code as an existing business group. If existing legal entities are to be reused, they should be moved to the appropriate business group by updating the Business Group ID column. This ensures that any foreign key references to legal entities from other applications are maintained. If existing legal entities are to be moved to new business groups, then any operating units that...
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