Friday, 22 August 2014

Fusion HCM Benefits

This week I've been running a training course on the Fusion HCM Benefits module.

I'm based in the UK and it's not a module that is yet in wide use in this region. 

Its functionality is very broad and it allows administrators to design and manage plans, to enrol participants and to manage the transfer of data to benefits suppliers.

There is a workbench for administrators, the Benefits Service Centre, which would be well placed to be used in a shared service centre environment.  It provides a one stop shop for all the main administration processes.

There are features for quickly creating plans and programs which are easy an intuitive to use.

For the self-service users, there is another 'workbench' style page which brings together all the activities the participant may need to do.  For example, viewing existing benefits coverages and contributions, adding and managing dependents and beneficiaries and making the election choice for the benefits plans.

I can see this module become more popular as Fusion HCM takes off.

More on the subject later.

Monday, 14 July 2014

Fusion HCM R8 - New Features - Text Replacement

Having worked for a long time on Fusion Applications, I find that customers really like the ability to use the page composer to change the look and feel of the system.  That's fine until the customer asks "Can I change all the occurrences of the word "Assignment" to "Job" please?".  Up to now, the answer to that question has always been, "Well, we could, but it will take forever, and do you know how many places that text might occur in the system?  It could be thousands".

But now, there is a brilliant new feature which allows you to search for text strings and find all the occurrences of it.  Then you can replace the text with your own.  But, it gets better.  More later.

So, let's step through this process.

First, as long as you have the correct roles, you will find a new entry on the navigator menu.  It's under a group called Customization and the workarea is called User Interface Text.


You must do this work in a sandbox.  If you try to do it outside a sandbox you'll get a warning message.

So, open a sandbox and then begin by searching for the text you want to change.  My examples in the following screenshots show the replacement of the text "Visa" with "Permit".  But, just imagine the number of hits you'll get on the word "Assignment"!

Press the Search and Replace button...






Then, select the text you want to replace and the replacement text.  You can choose to look for plural versions of the text too, or whether the text case should be used as part of the search criteria...



You can also look for the text in messages.  Now this is really powerful, because you would never be able to find every occurrence hidden away in the myriad messages in the system.

Next, you preview the potential changes.  This is where you see just how many places your text occurs!

Text....


and messages....






At this point, you can review the places the text was found, including the messages it is embedded into.  If you want to, you can select specific occurrences to change and leave the rest untouched, or you can manually change the results if you think they don't read correctly.

When you're happy with the potential changes you can save them.  As you did this in a sandbox, you then have the ability to control their deployment into the mainline system or export them to a sandbox in another environment.

This is a really powerful feature and one I can see we will be using a lot!












Sunday, 6 July 2014

Working in the SaaS World

One of the reasons I haven't had much time to blog this year, is that I've spent a lot of the first 6 months travelling around the EMEA region delivering training to Oracle partners on Fusion HCM and Taleo.

Over that period, I've encountered delegates at our sessions from a wide variety of consultancy companies. 

Two interesting observations have emerged from this, and they are my 'observations' and therefore subjective.

One - a lot of people are having to rethink their view of implementing these types of systems.  SaaS changes the game and should also change the approach to implementation.  Not everyone seems to realise that the approach must change.  In SaaS, you really must understand the full potential of the functional tools the application gives you because these are the only way you can 'tailor' the application.  It is no longer satisfactory just to say "The application doesn't do that, but we can do you a customization (at extra cost)". 

Two - it seems to me that the smaller niche consultancies are the ones who 'get it'.  So, why is it that the larger consultancies still seem to dominate the market?  Answers on a postcard please!


Fusion HCM R8 - New Features - Workforce Modelling

We are working an 4 concurrent Fusion HCM implementations, 3 of them using R8.  So, I thought it was time to write a few thoughts on some of the new features that have come out with R8.

In fact, there's such a lot that's new in this release, I've decided to do one post per feature.

This one's about Workforce Modelling.

Workforce Modelling allows users to create scenarios related to organizational changes, such as hiring new people, moving people around the organization, etc.  The functionality is delivered via some new Duty Roles which are mapped to the Human Resources Specialist and Human Resources Manager job roles and also to the Line Manager abstract role.

Using this tool, you can show what the effect will be of making the changes.  The dashboard used contains a hierarchical display of the proposed reorganization and a running total of the changes and potential costs of those changes.



 Once the changes have been finalised, ALL the changes are sent for one set of approvals.  So, if a change involved a change in salary, position and department, that would be just one approval.

A very powerful and useful piece of functionality and a sensible approach to approvals.

As this product develops, we are beginning to see some very coherent integration of functionality.











Friday, 23 May 2014

Fusion Applications Release 8

My blogging has taken a back seat for the last few months while I've been doing a European Tour delivering bootamp training for Oracle Partners.  I've been to Turkey, Spain, France (several times), UK (OK I live in the UK, but sometimes it's felt like I'm just visiting!), Finland, Poland, Belgium, USA all in the last 3 months.  One of my colleagues kindly took on the trip to Dubai....   The bootcamps have covered Fusion HCM, Fusion Talent Management, Taleo Recruitment and Taleo Transitions.

While I've been away, Fusion Applications Release 8 came out and we are already working with it on a couple of our Fusion HCM projects.

It's a major release in terms of new functionality which has been introduced.  The obvious one is Time and Labour, which is a much needed additional to the scope of the application.  In future blogs, I will explore this in more detail.  The introduction of Time and Labour, also coincides with a rewrite of the Absence processes.

There's also some useful integration between Taleo Recruitment and Fusion HCM.  It's the first step, but looks promising as the two products become more integrated.  Again, more on that in future blogs.

Now, I'm off to Paris and London for more of those bootcamps...


Monday, 7 April 2014

Collaborate 2014

It's been a long while since my last blog post.  I've been doing a tour of Europe delivering some Fusion HCM and Talent Mangement courses for Oracle Alliances and Channels.  Helping to enable all my competitors in Fusion HCM.  Well, I'm pretty sure there will be plenty of business to go round for all of us.

Now I'm in Las Vegas for Collaborate 2014.  I'm giving two Fusion HCM presentations during the week and I'll be trying to add some more posts on anything I find interesting.


Thursday, 26 December 2013

Latest V7 Functionality

Fusion Applications Release 7 has been out for a few months now.  So, I though it might be a good time to review some of the new HCM functionality.

Auditing

This
is a good improvement which allows users to easily select data to be captured for auditing purposes and then report on the findings.   Both functions are very simply configured.



The objects to be audited are configured through the FSM task Manage Audit Policies.
Navigation:

FSM: Tasks > Manage Audit Policies


Click on the Go To Task icon to Configure the objects to audit, set the Audit Level to AUDITING and press the Configure Business Object Attributes button.


Choose the Application.  N.B. HCM Core Processes appears not to work in R7, whereas HCM Core Setup Does work.  At the time of writing, this was the subject of an SR.


When you select an object, e.g. Location, many of the other objects are enabled for auditing automatically.  Save and Close the configuration screen.

To run an audit report, the user needs to have the INTERNAL AUDITOR Job Role provisioned.  This will place the Audit Report work area on the user’s Navigation menu.


Click on the Audit Reports link.



In the search criteria, select the date, and product (e.g. HCM Core Setup).  By selecting the Product, the Business Object Type LOV will be populated with the appropriate values.  The event types should also be set.  Usually to ALL.

Press SEARCH to find the reports.



The two tick boxes (Show Attributes and Show extended Object Identifier Columns) open up further columns in the results table.



Results can be exported to Excel.

Succession Planning

Succession Planning is also a valuable addition to the Fusion HCM functionality.

Succession Plans can be created either for a Job/Position or a person.

Talent Pools can also be used as a way of grouping people together to manage them for Succession Plans or other Talent Management purposes.  I will be blogging about this at a later stage.