Oracle Talent Management Cloud · PDF fileEnable Person Profile Data for Fast Formula ... to...

Oracle Talent Management Cloud

What’s New in Release 9

30 April 2015

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TABLE OF CONTENTS

REVISION HISTORY ................................................................................................................................................. 4

OVERVIEW ............................................................................................................................................................. 5

Give Us Feedback ................................................................................................................................................. 5

RELEASE FEATURE SUMMARY ................................................................................................................................ 6

HCM COMMON FEATURES ..................................................................................................................................... 8

HCM EXTRACTS ..................................................................................................................................................... 8 Deliver Extracts Using HCM Connect .................................................................................................................... 8 Control Data Group Connections .......................................................................................................................... 9 Choose Extract Modes .......................................................................................................................................... 9

PROFILES .............................................................................................................................................................. 9 Approvals Based on Content Types ...................................................................................................................... 9 Talent Profile Data Access by Matrix Managers ................................................................................................ 11

APPLICATIONS SECURITY ..................................................................................................................................... 14

REORDERED AND RENAMED SECURITY SETUP TASKS ..................................................................................................... 14 Define Security for Human Capital Management Task List ................................................................................ 14 Define Data Security for Human Capital Management Task List ....................................................................... 15 Define Security for Compensation Management Task List ................................................................................. 16 Define Security for Workforce Development Task List ....................................................................................... 16 Define Users for Human Capital Management Task List .................................................................................... 17 Role-Delegation Enhancements ......................................................................................................................... 18 Autoprovision Roles for All Users Scheduled Process ......................................................................................... 18 Role Optimization ............................................................................................................................................... 19 Security Console ................................................................................................................................................. 19

GOAL MANAGEMENT .......................................................................................................................................... 20

Goal Plan Sets ..................................................................................................................................................... 20 Assigning Goal Plan Sets When an Employee Transfers ..................................................................................... 22 Goal Plan Enhancements .................................................................................................................................... 23 Goal Enhancements ........................................................................................................................................... 24 Goal Library Enhancements ............................................................................................................................... 26 Administration Of Pending Goals ....................................................................................................................... 28 OTBI – Reporting Support ................................................................................................................................... 33

PERFORMANCE MANAGEMENT ........................................................................................................................... 34

Section Comments .............................................................................................................................................. 34 Matrix Management .......................................................................................................................................... 35

PROFILE MANAGEMENT ...................................................................................................................................... 42

Enable Person Profile Data for Fast Formula Calculations ................................................................................. 42 Extract Predefined and Custom Content for Job Profiles .................................................................................... 43

TALENT REVIEW AND SUCCESSION MANAGEMENT ............................................................................................. 45

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Switch Nbox Views ............................................................................................................................................. 45 Manage Potential Assessment Setup ................................................................................................................. 48 Easily Distinguish Workers in Review Populations ............................................................................................. 49 Default View on Organization Chart .................................................................................................................. 50 Select Multiple Workers to Compare ................................................................................................................. 51 Easier Navigation from Meeting Notifications to Prepare Review Content Work Area ..................................... 52 Save Talent Review Meetings While Creating Them .......................................................................................... 53

ORACLE FUSION TRANSACTIONAL BUSINESS INTELLIGENCE ................................................................................ 55

New Subject Areas .............................................................................................................................................. 55 Additional Attributes for the Worker Dimension................................................................................................ 55 Additional Attributes for the Work Relationship Details Dimension .................................................................. 56 Additional Attribute for the Employment Contract Details Dimension .............................................................. 56 Additional Attribute for the Position and Position Details Dimension ............................................................... 56 Additional Metrics for the Worker Assignment Event Real Time Subject Area .................................................. 57 Enhancements to Goal Management Subject Areas .......................................................................................... 57 New Analyses ..................................................................................................................................................... 58 Oracle Business Intelligence Answers – Dimensionality Check Box .................................................................... 58 Oracle Business Intelligence Answers – Improved Error Message ..................................................................... 59 Oracle Business Intelligence Enterprise Edition – Extensible Flexfield Context Subfolder .................................. 59

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REVISION HISTORY

This document will continue to evolve as existing sections change and new information is added. All updates are logged below, with the most recent updates at the top.

Date What’s Changed Notes 8/27/2015 Profile Management: Enable Person

Profile Data for Fast Formula Calculations Added new feature information delivered in Update 2.

8/27/2015 Profile Management: Extract Predefined and Custom Content for Job Profiles

Added new feature information delivered in Update 9.

7/31/2015 Administration of Pending Goals Added new feature information delivered in Update 8.

4/30/15 HCM Common Features: Profiles: Talent Profile Data Access by Matrix Managers


4/30/15 HCM Common Features: Profiles: Approvals Based on Content Types


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OVERVIEW

This guide outlines the information you need to know about new or improved functionality in Oracle Talent Cloud Release 9. 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.

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at [email protected]. Please indicate you are inquiring or providing feedback regarding the Talent Cloud What’s New for Release 9 in the body or title of the email.

mailto:[email protected]

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RELEASE FEATURE SUMMARY

Some of the new Release 9 features are automatically visible to users after the upgrade and some require action from the user, the company administrator, or Oracle.

The table below offers a quick view of the actions required to enable each of the Release 9 features.

Action Required to Enable Feature

Feature Automatically

Available

End User Action

Required

Administrator Action

Required

Oracle Service Request Required

HCM Common Features

Deliver Extracts Using HCM Connect Control Data Group Connections Choose Extract Modes Approvals Based on Content Types Talent Profile Data Access by Matrix Managers Applications Security

Reordered and Renamed Security Setup Tasks Role-Delegation Enhancements Autoprovision Roles for All Users Scheduled Process

Role Optimization Security Console Goal Management

Goal Plan Sets Assigning Goal Plan Sets When an Employee Transfers

Goal Plan Enhancements Goal Enhancements Administration of Pending Goals Goal Library Enhancements OTBI – Reporting Support Performance Management

Section Comments Matrix Management Profile Management Enable Person Profile Data for Fast Formula Calculations

Extract Predefined and Custom Content for Job Profiles

Talent Review and Succession Management Switch Nbox Views Manage Potential Assessment Setup Easily Distinguish Workers in Review Populations

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Default View on Organization Chart Select Multiple Workers to Compare Easier Navigation from Meeting Notifications to Prepare Review Content Work Area

Save Talent Review Meetings While Creating Them

Oracle Fusion Transactional Business Intelligence New Subject Areas Additional Attributes for the Worker Dimension Additional Attributes for the Work Relationship Details Dimension

Additional Attribute for the Employment Contract Details Dimension

Additional Attribute for the Position and Position Details Dimension

Additional Metrics for the Worker Assignment Event Real Time Subject Area

Enhancements to Goal Management Subject Areas

New Analyses Oracle Business Intelligence Answers – Dimensionality Check Box

Oracle Business Intelligence Answers – Improved Error Message

Oracle Business Intelligence Enterprise Edition – Extensible Flexfield Context Subfolder

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HCM COMMON FEATURES

The following HCM common features include enhancements for Release 9:

HCM Extracts Profiles

HCM EXTRACTS

Use HCM Extracts for archiving, reporting, and as an outbound interfacing tool. The Data Exchange work area allows you to perform tasks related to inbound and outbound interfaces, which allows exchange of data between different HR applications. Inbound data exchanges are accomplished through loaders and outbound data exchanges are accomplished using extracts.

DELIVER EXTRACTS USING HCM CONNECT

Using HCM Connect, you can generate encrypted extracts by specifying delivery options in the extract definition. Deliver extracts using the HCM Connect delivery option.

Extract Definition – selecting HCM Connect delivery option

IMPORTANT: You must be part of the HCM Connect Controlled Availability program to use this feature.

STEPS TO ENABLE

If you are part of the HCM Connect Controlled Availability program, there are no steps necessary to enable this feature.

Return to Release Feature Summary

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CONTROL DATA GROUP CONNECTIONS

This feature enables you to review, update, and delete data group connections. You can review automatically generated connections using the Manage Extract Definitions: Validate page. Connections are created automatically if the same database items exist across data groups.

STEPS TO ENABLE

There are no steps necessary to enable this feature.


CHOOSE EXTRACT MODES

You can configure the PER_EXT_CHANGES_ONLY lookup with the Changes Only parameter to select different extract modes when submitting extracts. For example, you can now select the ‘N’ mode if you want to include all data in the extract, or ‘ATTRIB_OLD’ if you want to include elements that have changed or attributes that are marked as mandatory plus their previous values. Using this feature, you can avoid typing mistakes and it is now easier to select the changes-only mode.

STEPS TO ENABLE



PROFILES

This section describes new features for profiles.

APPROVALS BASED ON CONTENT TYPES

You can now define whether approval is required for changes to each content type, including a custom content type. You can use this feature to send approval requests for a specific content type to different approvers.

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Enabling Custom Approval Rules

Enabling Approval Required for a Content Section (also Known as a Content Type) in a Profile Type

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STEPS TO ENABLE

To enable approvals based on content types:

1. Sign in to Oracle Fusion Applications. 2. In the Navigator, open the Profiles work area. 3. Click Manage Profile Types in the Tasks pane. 4. Search for a profile type, and click Edit to open the Edit Profile Type page. 5. Select the Enable Custom Approval Rules check box to enable custom approval rules for that

profile type. 6. Click a content section in the Content Sections tab, and then click the link to the content

section in the table to open the Content Section page. 7. Select the Approval Required check box and click OK to enable approval for that content

section. 8. Click Save and Close to return to the Manage Profile Types page. Repeat steps 4-8 for each

profile type.

KEY RESOURCES

For more information about content types and profile types, go to Applications Help and view the following topics:

• Managing Approvals for Content Types: Explained • What happens if I enable custom approval rules for the person profile type? • Profile Types: Explained • Content Types: Explained • Creating Content Types and Content Items: Worked Example


TALENT PROFILE DATA ACCESS BY MATRIX MANAGERS

Matrix managers can now view or update talent profile data (both person and job profiles) of their dotted-line reports. The content section access region of a profile type now includes matrix manager as an option. Using this option, HR specialists or implementers can provide view or update access to talent profile data for matrix managers. In addition, a notification is sent to a dotted-line report when the matrix manager updates the report’s profile.

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Enabling Access for Matrix Manager to a Content Type

STEPS TO ENABLE

1. Sign in to Oracle Fusion Applications. 2. In the Navigator, open the Profiles work area. 3. Click Manage Profile Types in the Tasks pane. 4. Search for a profile type and click Edit to open the Edit Profile Type page. 5. Click a content section in the Content Sections tab, and then click the link to the content

section in the table to open the Content Section page. 6. To enable access to the matrix manager for that content section, go to the Content Section

Access and click Add. 7. In the Role list, select Matrix manager. 8. Select the Update check box for the matrix manager role if you want to enable matrix

managers to update the talent profile data. This step is optional. 9. Click OK. 10. Click Save and Close to return to the Manage Profile Types page. Repeat steps 4-8 for each

profile type.

TIPS AND CONSIDERATIONS

Matrix managers will have access to the same set of instance qualifiers as line managers. FYI notifications will be sent to a dotted-line report when the matrix manager makes updates to

the report’s person profile. The best-fit analysis tool and the Compare feature are not available to matrix managers.

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KEY RESOURCES

For more information about content types and profile types, go to Applications Help and view the following topics:

• Talent Profile Data Accessibility: Explained • Profile Types: Explained Content Types: Explained Creating Content Types and Content Items: Worked Example


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APPLICATIONS SECURITY

This section describes the following security-related changes:

Reordered and renamed security-setup tasks Role-delegation enhancements Autoprovision roles for all users scheduled process Role optimization Security Console

REORDERED AND RENAMED SECURITY SETUP TASKS

Several changes have been made to the task content and order in the Define Security for Human Capital Management task list. These changes allow the following security profiles to be migrated between environments using Functional Setup Manager Configuration Packages: legislative data group, organization, country, position, document type, payroll, payroll flow, and person. Two additional task lists have also been provided. The new task lists are Define Security for Compensation Management and Define Security for Workforce Development.

DEFINE SECURITY FOR HUMAN CAPITAL MANAGEMENT TASK LIST

The Define Security for Human Capital Management task list is moved from the Define Common Applications Configuration for Human Capital Management task list to the Workforce Development task list.

The Manage HCM Role Provisioning Rules task is replaced by the Manage Role Provisioning Rules task. You can still use the Manage HCM Role Provisioning Rules task in the Setup and Maintenance work area. However, it no longer appears in HCM setup task lists. Both tasks map to a new business object, Role Provisioning Rule.

STEPS TO ENABLE



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DEFINE DATA SECURITY FOR HUMAN CAPITAL MANAGEMENT TASK LIST

The following changes are made to the Define Data Security for Human Capital Management task list:

The Manage Data Role and Security Profiles task is replaced by a new task, Assign Security Profiles to Role, and its position in the list is changed. You can still use the Manage Data Role and Security Profiles task in the Setup and Maintenance work area. However, the task no longer appears in HCM setup task lists.

The Manage Payroll Security Profile and Manage Payroll Flow Security Profile tasks are included. The Manage Person Security Profile task is moved to a later position in the list. The Define Users for Human Capital Management task list is removed and no longer exists. The Manage Data Security Policies task is included to support the migration of custom data

security policies.

Define Security for Human Capital Management Task List

STEPS TO ENABLE



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DEFINE SECURITY FOR COMPENSATION MANAGEMENT TASK LIST

The Define Security for Human Capital Management task list is removed from the Define Common Applications Configuration for Compensation Management task list. A new task list, Define Security for Compensation Management, is included in the Compensation Management task list. It includes a new task list, Define Data Security for Compensation Management.

The Define Security for Compensation Management Task List

STEPS TO ENABLE



DEFINE SECURITY FOR WORKFORCE DEVELOPMENT TASK LIST

The Define Security for Human Capital Management task list is removed from the Define Common Applications Configuration for Human Capital Management task list. A new task list, Define Security for Workforce Development, is included in the Workforce Development task list. It includes a new task list, Define Data Security for Workforce Development.

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Define Security for Workforce Development Task List

STEPS TO ENABLE



DEFINE USERS FOR HUMAN CAPITAL MANAGEMENT TASK LIST

The Define Users for Human Capital Management task list is removed from the Define Security for Human Capital Management task list and no longer exists. The tasks in this task list are moved or removed, as follows:

The Manage HCM LDAP User Account Options task is moved to the Define Common Applications Configuration for Human Capital Management and Define Common Applications Configuration for Compensation Management task lists.

The Manage HCM Role Provisioning Rules task is replaced by the Manage Role Provisioning Rules task. The new task appears in the Define Security for Human Capital Management, Define Security for Compensation Management and Define Security for Workforce Development task lists.

The Import Worker Users task is removed from HCM offerings. Use the Initiate HCM Spreadsheet Load task to import worker records from a spreadsheet.

The Manage Users task is removed from HCM offerings. You can still access the Manage Users task from the Navigator menu, if necessary.

STEPS TO ENABLE


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ROLE-DELEGATION ENHANCEMENTS

In this release, the following enhancements to role delegation include:

Delegated roles are now removed automatically from the proxy user on the delegator’s termination date. For future-dated terminations, the role-removal request is processed on the termination date by the Send Pending LDAP Requests process.

Any attempt to create multiple role-delegation requests with overlapping dates for the same role and proxy user is now rejected.

STEPS TO ENABLE



Schedule Send Pending LDAP Requests to run daily to process any future-dated role-delegation requests.


AUTOPROVISION ROLES FOR ALL USERS SCHEDULED PROCESS

The Apply Autoprovisioning button on the Create Role Mapping and Edit Role Mapping pages has caused performance issues when clicked multiple times. To alleviate these issues, a new process, Autoprovision Roles for All Users, is provided. This process evaluates all user assignments and creates requests to add and remove roles, as specified in current role mappings. The resulting role provisioning requests are immediately submitted to Oracle Identity Management by this process.

The Apply Autoprovisioning button remains available on the Create Role Mapping and Edit Role Mapping pages, but its use is not recommended.

STEPS TO ENABLE



It is recommended to schedule the Autoprovision Roles for All Users process to run daily at a nonpeak time and after the Send Pending LDAP Requests process completes.


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ROLE OPTIMIZATION

The Advanced Data Security features now include an optional role optimization report to facilitate your role and privilege assignment process. This feature analyzes your current security policy for inefficiencies and generates a report of recommended job role hierarchies. The report lists groups, or clusters, of privileges arranged according to the job roles that you should assign them to. The changes suggested in the Role Optimization Report enable you to minimize the number of roles necessary to maintain the same coverage as your existing security policy.

To enable this Advanced Data Security option, request the Advanced Data Security Role Optimizer.

You can run the Role Optimization Report from the Scheduled Processes work area.

STEPS TO ENABLE

This feature is available only by separate subscription. Please enter a Service Request if you want to activate this feature.


SECURITY CONSOLE

Oracle Fusion Applications Security provides a single console in which security managers and security administrators can review roles in Oracle Fusion Applications. You can model applications-menu and task-pane entries for any role and generate a set of security reports.

STEPS TO ENABLE



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GOAL MANAGEMENT

Using Oracle Fusion Goal Management, you can 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.

GOAL PLAN SETS

A goal plan set is a new feature that allows human resource (HR) specialists to group performance goal plans for the purpose of assigning the goal plans, together as a group, to individuals or a group of people defined by an eligibility profile. Each goal plan in a set is weighted against each other for a single worker. Goal plan sets are used to combine goal plans for weighting and assignment of goal plans. By default, goal plan sets are enabled. You can use the HRG_USE_GOAL_PLAN_SET profile option in the Manage Worker Goal Setting Profile Option Values task to enable and disable the availability of goal plan sets.

HR specialists create goal plan sets by using the Manage Goal Plan Sets task in the Goals work area.

Manage Goal Plan Sets Page

HR Specialists can change the weights of performance goal plans included in a goal plan set for a worker and effective dates of goal plan sets assigned to a worker from the Administer Goals page in the Goals work area.

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Administer Goals Page

IMPORTANT: The Manage Goal Plan Sets task is enabled only when both Goal Plan Sets Enabled and Performance Goal Plans Enabled profile options are set to Y.

STEPS TO ENABLE

To enable goal plan sets, perform the following steps:

1. In the Navigator, open the Setup and Maintenance work area. 2. On the Overview page of the Setup and Maintenance work area, select the All Tasks tab. 3. In the Search region, complete the following fields with the following associated values:

o Search. Enter Task o Name. Enter Manage Worker Goal Setting Profile Option Values

4. Click Search. 5. In the search results, click Go to Task for the Manage Administrator Profile Values task. 6. On the Manage Worker Goal Setting Profile Option Values page, click

HRG_USE_GOAL_PLAN_SET. 7. In the HRG_USE_GOAL_PLAN_SET: Profile Values section, set the Profile Value to Y to

enable the feature for a profile level.

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KEY RESOURCES

For more information about managing goal plan sets and creating goal plan sets, go to Applications Help and view the following topics:

Goal Plan Sets: Explained Creating Goal Plan Sets: Points to Consider Deciding Effective Dates of Goal Plan Sets: Explained Changing the Weight of a Goal Plan in a Goal Plan Set: Procedure


ASSIGNING GOAL PLAN SETS WHEN AN EMPLOYEE TRANSFERS

A conflict can occur between the dates of the pre- and post-transfer goal plan sets because of a worker's transfer. HR specialists can change the effective dates of pre- and post-transfer goal plan sets for the worker and resolve the conflict.

With Workers' Goal Plans and Goal Plan Sets selected as Source on the Administer Goals page, an HR specialist can use the Change Dates option from the Actions menu to change the dates of goal plan sets.

Administer Goals Page

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STEPS TO ENABLE


KEY RESOURCES

For more information about assigning goal plan sets when an employee transfers, go to Applications Help and view the following topic:

Resolving Conflict in Dates for Goal Plan Sets Due to Transfer: Explained


GOAL PLAN ENHANCEMENTS

Goals in each goal plan might be treated differently for compensation or performance review purposes. To control the behavior of and access to the goals in a goal plan, several attributes have been added to goal plans. Specifically, these attributes control whether or not goals can be automatically assigned to the goal plan based on the goal dates, whether or not the weights of the goals in the goal plan must total 100%, and who can update the goal after it has been assigned to the worker.

Create Performance Goal Plan: Goal Plan Details Page

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STEPS TO ENABLE


KEY RESOURCES

For more information about goal plans, go to Applications Help and view the following topics:

Creating Goal Plans: Points to Consider Goal Plans: Explained


GOAL ENHANCEMENTS

Access to a performance goal and its behavior is now based on the goal plan containing the goal. Additionally, the measurement attribute associated with a goal, performance or development, is enhanced to support multiple measurements for the same type that is quantitative or qualitative.

Edit Performance Goals Page

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You can enable multiple measurements for goals using the profile option. When the profile option is enabled, you can define and view multiple measurements of the same type for a goal from the Measurements tab. The tab is available on the add or edit goal pages. The tab displays the summary of all measurements and the detailed information of each measurement. When adding a measurement, you can specify the sequence of measurements to display on the Measurements tab of the add or edit goal pages and in OTBI reports.

Edit Performance Goal Page with the Measurements Tab

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STEPS TO ENABLE

To enable multiple measurements, perform the following steps:

1. In the Navigator, open the Setup and Maintenance work area. 2. On the Overview page of the Setup and Maintenance work area, select the All Tasks tab.

o Search. Enter Task o Name. Enter Manage Administrator Profile Values

3. In the Search region, complete the following fields with the associated values: 4. In the search results, click Go to Task for the Manage Administrator Profile Values task. 5. On the Manage Administrator Profile Values page, enter

HRG_ENABLE_MULTIPLE_MEASUREMENT in the Profile Option Code field and click Search.

KEY RESOURCES

For more information about measurements and goal management, go to Applications Help and view the following topics:

Goal Measurements: Explained Goal Management: Explained Oracle Fusion Goal Management Profile Options


GOAL LIBRARY ENHANCEMENTS

The goal library supports unique user-defined keys for goals and provides a mechanism to control access to the library goals based on a user’s role. Additionally, when the goal library is searched, the results list will be sorted in a more meaningful way to facilitate retrieving desired goals.

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Add Goal Page of the Manage Goal Library Task

STEPS TO ENABLE


KEY RESOURCES

For more information about enabling the goal library, go to Applications Help and view the following topic:

Goal Library: Explained


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ADMINISTRATION OF PENDING GOALS

HR Specialist role can use the Pending Goals option on the Administer Goals page to take the action on goals that are pending approval, but not approved because of an error.

Pending Goals Option on the Administer Goals Page

HR specialists can search for the pending goals and review information about related approval requests including the action type and transaction ID.

Search Results for Pending Goals

By default, HR Specialists role can only search for pending goals on the Administer Goals page. However, by using Oracle Page Composer, HR specialists can also enable approval buttons on the Administer Goals page for the Pending Goals option. They can then approve or reject pending transactions from the Administer Goals page.

Note: Any actions performed by an HR Specialist for an approval request on the Administer Goals page will bypass any other approval workflows and notifications.

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Approve and Reject Buttons are Enabled Using Oracle Page Composer

STEPS TO ENABLE

To enable an HR Specialist role to perform an approval action on the Administer Goals page, the approval action buttons must be displayed on the UI by using Oracle Page Composer.

Note: You must set a sandbox as active, if not already done, to customize the Administer Goals page using Oracle Page Composer.

To display the Approve and Reject buttons on the Administer Goals page:

1. Sign in to the application as an HR Specialist. 2. Select Navigator > Talent Management > Goals. 3. In the Goal Management work area, click Administer Goals. 4. On the Administer Goals page, select the Pending Goals option. 5. Click the user name, and select Customize Goal Management Pages from the Settings and

Actions menu. 6. In the Customize Goal Management Pages dialog box, select the Edit option for the Site

layer and click OK. 7. In the Search Results section, click the component next to the View menu as shown in the

following image.

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8. If the Confirm Shared Component Edit dialog box appears, click Edit.

Tip: You can select the Do not ask next-time check box so that the dialog box do not appear next time when you try to edit a component.

9. To display the Approve button on the Administer Goals page, in the Editing: Goal Management panel:

a. Select the component commandToolBarButton:Approve and click Edit as shown in the following image.

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b. On the Display Options tab in the Component Properties: Approve dialog box, select Expression Builder in the Show Component field as shown in the following image.

10. In the Edit dialog box, select the Type a value or expression option and delete the default

text and enter true as shown in the following image.

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a. Click OK to close the Edit dialog box. b. In the Component Properties: Approve dialog box; click OK to close the dialog box.

The Approve button is displayed on the page. 11. To display the Reject button on the Administer Goals page, in the Editing: Goal Management

panel: a. Select the component commandToolBarButton:Reject and click Edit as shown in

the following image.

b. On the Display Options tab in the Component Properties: Reject dialog box, select

Expression Builder in the Show Component field as shown in the following image.

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12. In the Edit dialog box, select the Type a value or expression option and delete the default text and enter true.

13. Click OK to close the Edit dialog box. 14. In the Component Properties: Reject dialog box; click OK to close the dialog box. The Reject

button is displayed on the page. 15. In the Editing: Goal Management panel, click Close to close Oracle Page Composer and view

the page. The Approve and Reject buttons are displayed on the Administer Goals page.


Enable this feature only when you have goals pending approval and the approval functionality did not work for approvers because of an error.

KEY RESOURCES

For more information about goal management and customization of UI, go to Applications Help for the following topics:

Goal Management: Explained Can I update my goal after I have submitted it for approval? Page Composer Views: Explained


OTBI – REPORTING SUPPORT

Oracle Transactional Business Intelligence (OTBI) subject areas, dimensions, and measures have been added or modified to support the schema additions and modifications made to support other features.

STEPS TO ENABLE


KEY RESOURCES

For more information about enabling OTBI, go to Applications Help and view the following topic:

Running OTBI Reports to Validate Uploaded Data: Explained


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PERFORMANCE MANAGEMENT

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

SECTION COMMENTS

Workers, managers, and participants can now provide section level comments for competencies and goals sections in performance documents.

Managers, Workers, and Participants can Enter Section Comments, Along with Ratings

STEPS TO ENABLE

To enable section comments, perform the following steps:

1. In the Navigator, open the Setup and Maintenance work area. 2. Click the All Tasks tab. 3. Search for the Manage Performance Templates task, and in that task row, click Go to Task. 4. On the Manage Performance Templates page, click Create. 5. On the Create Performance Template page, configure the General and Process tabs as

required for your business process. 6. Select the Structure tab. 7. On the Structure tab, in the Sections section, click Add. 8. Select the Competencies section. 9. In the Section Processing section, in the Comments section, select Enable section

comments.

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Select Enable Section Comments to let Managers, Workers, and Participants enter Comments for Sections in the Performance Document

10. Configure the remaining sections of the tab as required for your business process. 11. Repeat steps 7 through 10 for the Goals section. 12. Add and configure additional sections as required for your business process. 13. Configure the Content and Document Periods tabs as required for your business process. 14. Click the Summary tab to review your selections. 15. Click Save and Close.

KEY RESOURCES

For more information about creating a performance template, go to Applications Help and view the following topics:

Setting Up the Performance Template: Critical Choices Creating a Performance Template: Worked Example


MATRIX MANAGEMENT

Performance Management now supports matrix management functionality. This functionality allows other managers of the worker’s assignment, who are not identified as the line manager, to view the ratings, comments, and questionnaire responses submitted by the worker or other participants while evaluating the worker. Matrix managers can also view the content submitted by the line manager when the line manager completes the evaluation. The matrix management solution leverages the existing Manage Participant Feedback task to allow matrix managers to provide and view ratings and comments. You can continue to use the task for either, or both, participant feedback and matrix management support.

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Matrix Managers View the Worker and Line Manager Ratings in the Performance Document Submitted Directly before Rating

To use matrix management, you:

Create participant roles that can access:

o Performance documents to review workers and view the ratings and comments o Questionnaires submitted by workers and other managers and participants

Configure performance process flow to include the Manage Participant Task so matrix managers can:

o Add ratings and comments o View ratings and comments submitted by the worker and line manager

Configure performance templates to add all roles, including the matrix manager roles you created, to the:

o Participation section on the General tab o Sections on which you rate workers so they can view and provide ratings and comments

STEPS TO ENABLE

To create a Matrix Management Participant Role:

1. In the Navigator, open the Setup and Maintenance work area. 2. Click the All Tasks tab. 3. Search for the Manage Performance Roles task, and in that task row, click Go to Task. 4. In the Search Results section of the Manage Performance Roles page, click Create. The

Create Performance Role page opens.

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5. Enter a role. The role can be that of additional managers who are expected to review workers, or any other name.

6. Enter a description. 7. Enter the From Date and To Date. 8. Select Allow role to view worker and manager evaluations so the matrix manager role can

view ratings, comments, and questionnaire responses submitted by workers and managers.

Select Allow Role to View worker and Manager Evaluations to let Matrix Managers to View Submitted Ratings and Comments

9. Click Save and Close.

To configure the Performance Process Flow:

1. In the Navigator, open the Setup and Maintenance work area. 2. Click the All Tasks tab. 3. Search for the Manage Performance Process Flows task, and in that task row, click Go to

Task. 4. In the Search Results section of the Manage Performance Process Flows page, click Create.

The Create Performance Process Flow page opens. 5. Enter a Name, Description, From Date and To Date. These dates must be the same as or

extend beyond the date range of the performance templates in which they're used. 6. Optionally, in the Set Goals section, select the Set Goals options to include the task in the

process flow. 7. In the Manage Worker Self-Evaluation and Manager Evaluation section, select Include

worker self-evaluation task so workers can evaluate themselves. 8. Select Include manager evaluation of worker task so line managers can evaluate their direct

reports. 9. Select Evaluation tasks can be performed concurrently to let workers and managers

evaluate the worker at the same time.

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10. In the Participant Feedback section, select Include manage participant feedback task to make participants eligible to access the performance document.

Select the Manage Participant Feedback Task to Enable Matrix Management

11. Select other options as required by your business process. 12. In the Approval, Review and Meetings, and Set Next Period Goals sections, select the

options required for your business process. 13. Select the Task Names tab. 14. Enter the sequence numbers and names for the tasks. 15. Click Save and Close.

To configure the Performance Template General Tab:

1. In the Navigator, open the Setup and Maintenance work area. 2. Click the All Tasks tab. 3. Search for the Manage Performance Templates task, and in that task row, click Go to Task. 4. In the Search Results section of the Manage Performance Templates page, click Create. The

Create Performance Template page opens. 5. On the General tab, enter a name and optional comments. 6. Enter the From Date and To Date. The From Date must be the same or later than, and the

To Date the same as or earlier than the From Date and To Date range of the performance document type, process flow, roles, and sections used in the template.

7. Select a document type. 8. Optionally, in the Participation section, select Set the minimum number for each participant

role to warn managers and workers when they don't select the minimum numbers of participants.

9. In the Total minimum number of participants required in the document field, enter the minimum participant number for the entire performance document.

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Add Roles that can be Used in the Performance Template

10. In the Participation section, click the Add icon. 11. In the Role column, select the Manager role. 12. Repeat steps 9 and 10 for the Worker role, the roles you created for matrix managers, and

any other participants who use performance documents created from the template. 13. For each participant role, enter the minimum number of participants required per role if

you specified that participant feedback is required. 14. Select the Process tab.

To configure the Performance Template Process tab:

1. In the Sections section, select the Profile Content section. You might have named it with a different name.

2. Configure the Section Processing, Item Processing, and Section Content sections as required for your business process.

3. In the Processing by Role section, click the Add icon. 4. In the Role column, select Manager to grant access to the section. 5. Complete the fields for the manager. For all other processing options, leave the default

values, or select others as wanted. 6. Repeat steps 3 through 5 for granting access to workers, matrix managers, and other

participants. Complete the fields for the following options and their associated impact:

o Participant feedback is required. Requires managers to send at least one feedback request to a participant

o Worker can view the participants added by manager. Workers can see participants’ names in the performance document, if configured on the Structure tab of the template

o Auto-populate matrix managers of the worker as participants. Matrix managers appear automatically on the participant list in the Manage Participant Feedback task, and line managers don't have to manually select matrix managers as participants

o Default participant role. Assigns the selected role to auto-populated matrix managers

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o Allow matrix managers to access worker document automatically. Matrix managers can access the document as soon as it's created. If this option is not selected, then the line manager must send a notification manually on the Manage Participant Feedback page

7. Select the Structure tab.

To configure the Performance Template Content, Document Periods, and Summary Tabs:

1. Add content to the Profile Content and Goals sections as required for your business process. 2. Select the Document Periods tab. 3. Add periods as required for your business process. 4. In the Eligibility Profile for the Period section, add eligibility profiles if required by your

business process. 5. In the Due Dates section, enter task due dates. 6. In the Questionnaires for the Period section, click the Add icon. Questionnaires are optional

to provide participant feedback. 7. In the Role field, select a role that can access the questionnaire. 8. In the Questionnaire field, select an existing questionnaire. 9. Repeat steps 6 through 8 to add additional roles and questionnaires. 10. Select the Summary tab. 11. Review your selections and click Save and Close.


A matrix manager is a manager of a type other than line manager (for example, project manager, team manager, functional manager). You add manager types to workers using the Manage Employment task in the Person Management work area.

After using the steps described, matrix managers can access the worker’s performance document on the My Feedback Requests tab in the Performance Management work area.

Matrix managers can review the submitted ratings, comments, and questionnaire responses provided by the worker, other managers, and other participants.

Matrix managers can only provide and view ratings and comments in sections to which they are granted access in the performance template. They can't add or remove content items, such as competencies or goals, from a performance document.

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KEY RESOURCES

For more information about using Matrix Management, go to Applications Help and view the following topics:

Using Matrix Management with Performance Evaluations: Explained Configuring Matrix Management for Performance Documents: Procedure Performance Roles: Explained Performance Process Flow Setup: Points to Consider Setting Up the Performance Template: Critical Choices Defining Processing Roles for Performance Template Sections: Points to Consider Creating a Performance Template: Worked Example


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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 person and job profiles, career planning functions, and talent data can be also done through Profile Management.

ENABLE PERSON PROFILE DATA FOR FAST FORMULA CALCULATIONS

All person profile attributes, predefined or custom, are now available as database items for use in fast formula calculations. You can add formulas that reference person profile data to the compensation worksheet for compensation calculations. A new user entity HRT_PERSON_GENERIC_CONTENT_TYPE_UE is available for this feature. HR Specialists can create fast formulas based on database items specific to this user entity. To create a fast formula, HR Specialists can use the Manage Fast Formulas task from the Setup and Maintenance work area.

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STEPS TO ENABLE


KEY RESOURCES

For more information about HCM extracts go to Applications Help for the following topics:

Profiles-Related User Entities in HCM Extracts Definitions Using Formulas: Explained


EXTRACT PREDEFINED AND CUSTOM CONTENT FOR JOB PROFILES

HR specialists can now use the HCM extracts feature to extract data from both predefined and custom content items and content types associated with the job profile from Oracle Fusion Profile Management. A new user entity HRT_EXT_PROFILE_ITEM_UE is added to enable this feature. HR specialists can also use this user entity to extract predefined or custom content for the person profile. To extract job or person profile data, HR specialists use the Manage HCM Extract Definitions task from the Data Exchange work area.

Manage Extract Definitions

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STEPS TO ENABLE


KEY RESOURCES

For more information about HCM extracts go to Applications Help for the following topics:

Profiles-Related User Entities in HCM Extracts Definitions Extract Components: How They Work Together Defining an Extract: Worked Example Defining an Extract Using the Simplified Interface: Worked Example


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TALENT REVIEW AND SUCCESSION MANAGEMENT

Oracle Fusion Talent Review and Succession Management supports your succession planning process by enabling your organization to develop and maintain succession plans that indicate who will eventually replace personnel currently in key positions. You can also track and manage workers in talent pools. Using the Succession Management business process, you can determine who is ready to transition to positions before the positions are vacant to ensure a smooth transition, and provide visibility to the appropriate individuals to manage the process.

SWITCH NBOX VIEWS

You can now configure the box chart matrix Nbox with more views to review and update additional worker ratings on the Talent Review dashboard. You can configure the box chart to use multiple views using two rating types as X- and Y-axes, or one rating type as a single rating. You can select from these ratings:

Performance Potential Overall Competencies Rating Overall Goals Rating Impact of Loss Risk of Loss Talent Score

You can Configure the Dashboard to Include Multiple Views of Data to Review

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The ratings for additional views are updated in the worker profile when the meeting is submitted, allowing you to calibrate a more varied set of ratings for workers in a meeting.

To use the enhanced capability of the box chart matrix, you:

Configure the talent review template Create a talent review meeting using the configured template Conduct the talent review meeting to view the box chart matrix

STEPS TO ENABLE

To configure the Talent Review Template:

1. In the Navigator, open the Setup and Maintenance work area. 2. Click the All Tasks tab. 3. Search for the Configure Talent Review Dashboard Options task, and in that task row, click

Go to Task. 4. On the Manage Talent Review Templates page, click Create. 5. On the Create Talent Review Template page, enter a template name. 6. Select a template set. 7. Leave the Status set to Active. 8. In the Owner field, select other owners, if required for your business process. 9. In the Maximum Number of Records field, set to the number of workers in the review

population multiplied by the number of meetings available to view. 10. Select Include Succession Plans to use succession plans in the meeting. 11. Select Talent pool details to use talent pools in the meeting. 12. Optionally, select a color scheme for the box chart matrix. 13. In the Box Chart Matrix Options section, for Impact of Loss, enter a label. The labels appear

on the box chart matrix.

Select Rating Models and Enter Labels for Each Rating for the Box Chart Matrix

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14. Select a rating model. You must select the rating model used for the rating type elsewhere in Talent Management for the ratings to appear throughout the applications.

15. Select Use as Axis to use the rating in a box chart view. 16. Repeat steps 13 through 15 for the remaining ratings. 17. In the Box Chart Views section, click Add.

Create Box Chart View for either XY or Single Rating Views

18. In the View Name field, enter a name for the view. The name appears on the box chart matrix.

19. In the View Type field, select XY View to create a view with two axes, or Single Rating View to create a view with only one type of rating.

20. In the X-Axis or Single Rating field, select a label name from those you created in the Box Chart Matrix Options section.

21. For an XY View view, in the Y-Axis field, select another label name for the other axis. 22. Select Set as Default to make the view the default view on the box chart matrix. 23. Select Ratings to Submit to update the worker profile with the labels of the box the worker

is placed in when the meeting concludes. 24. Select Configure Boxes to add or select labels that appear on the boxes in the box chart

matrix. 25. Repeat steps 17 through 24 for additional views. 26. In the Data Options section, select the options to make available for the meeting. 27. Click Save and Close.

To view the Box Chart Matrix, perform the following steps:

1. From Navigator, select Talent Review. 2. On the Talent Review page, in the row for an existing meeting, click Conduct Meeting. 3. On the Talent Review Overview page, click View, Select Dashboard View, then select a box

chart view.

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The only views that are available in the meeting are those you configure in the template. All ratings data from the meeting is saved to the worker profile. However, for the views for

which you selected Ratings to Submit in the template, the label of the box where the worker is located:

o Appears in the table view of the box chart as the Box Assignment o Updates the worker profile

You can select Ratings to Submit for only one XY view and one single rating view.

KEY RESOURCES

For more information about creating a talent review template, go to Applications Help and view the following topics:

Talent Review Template: Explained Selecting Box Chart Matrix Options for the Talent Review Template: Critical Choices


MANAGE POTENTIAL ASSESSMENT SETUP

We moved this task to the Setup and Maintenance work area so you can configure the potential assessment along with other setup and maintenance tasks.

The potential assessment is a type of questionnaire that is used only for talent reviews to calculate potential rating. You can configure it using the Manage Questionnaires page.

Configure the Potential Assessment Using the Manage Questionnaires Page

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STEPS TO ENABLE



The potential assessment is a type of questionnaire that is used only for talent reviews. You must configure the predefined Potential and Potential Assessment rating models to use

potential assessments.

KEY RESOURCES

For more information about configuring the potential assessment, go to Applications Help and view the following topics:

Using Matrix Management with Performance Evaluations: Explained Configuring Matrix Management for Performance Documents: Procedure Configuring a Potential Assessment: Points to Consider Rating Potential Using the Potential Assessment: How It is Calculated Configuring a Potential Assessment: Worked Example


EASILY DISTINGUISH WORKERS IN REVIEW POPULATIONS

We added e-mail addresses to the Select Review Population page when creating meetings and the dashboard table view, so you can more easily distinguish among workers with the same names.

Meeting Facilitators can use E-mail Addresses to Distinguish Individuals in the Review Population

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STEPS TO ENABLE

To view e-mail addresses when creating a Talent Review meeting:

1. In the Navigator, select Talent Review. 2. On the Talent Review page, click Create. 3. On the Create Talent Review Meeting: Enter Meeting Details page, enter meeting details. 4. Click Next. 5. On the Create Talent Review Meeting: Select Review Content page, select the content that

appears in the meeting. 6. Click Next. 7. On the Create Talent Review Meeting: Select Review Participants page, select meeting

participants. 8. Click Next. 9. On the Create Talent Review Meeting: Select Review Population page, click Select and Add. 10. On the Select and Add: Review Population dialog, select worker names. You can see their e-

mail addresses along with other person and work information. 11. Click OK. 12. On the Create Talent Review Meeting: Select Review Population page, click Next. 13. On the Create Talent Review Meeting: Review page, review your selections and click Submit.

KEY RESOURCES

For more information about creating a talent review meeting, go to Applications Help and view the following topics:

Talent Review: Explained Talent Review Life Cycle: Explained


DEFAULT VIEW ON ORGANIZATION CHART

When you open the organization chart from the Talent Review meeting dashboard, the organization of the business meeting leader is the default view that appears.

STEPS TO ENABLE

To view the organization chart:

1. In the Navigator, select Talent Review. 2. On the Talent Review page, in the row for an existing meeting, click Conduct Meeting. 3. On the Talent Review Overview page, click View Organization Chart.

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You can select filters to display workers by subordinate levels and manager types, and group by job, position, or location.

You can view the organization using a matrix view.

KEY RESOURCES




SELECT MULTIPLE WORKERS TO COMPARE

Now you can select multiple workers on the Talent Review meeting dashboard to compare their work history and skills in a single step.

Select Multiple Workers to Compare on the Talent Review Dashboard

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STEPS TO ENABLE

To select multiple workers on the Talent Review meeting dashboard:

1. In the Navigator, select Talent Review. 2. On the Talent Review page, in the row for an existing meeting, click Conduct Meeting. 3. On the Talent Review Overview page, select a worker marker. 4. Select and hold the Ctrl key and select one or more additional worker markers. 5. Click Compare.

KEY RESOURCES




EASIER NAVIGATION FROM MEETING NOTIFICATIONS TO PREPARE REVIEW CONTENT WORK AREA

We added a link in the meeting notifications so your business leaders and reviewers can navigate directly to the Prepare Review Content work area.

Participants can Click Links in Notifications to Begin the Review Process

STEPS TO ENABLE


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Meeting participants with no reviewing responsibilities for a particular meeting do not see a link in their notifications.


SAVE TALENT REVIEW MEETINGS WHILE CREATING THEM

If interrupted while creating a talent review meeting, you can now save your work and resume creating the meeting at your convenience.

You no longer are required to save and close the meeting, then reopen it, to continue editing.

Talent Review Meeting Facilitators Can Save a Meeting and Continue to Create It

STEPS TO ENABLE

In the Navigator, select Talent Review.

1. On the Talent Review page, click Create. 2. On the Create Talent Review Meeting: Enter Meeting Details page, enter meeting details. 3. Click Save. You can click Save at any time while performing the remaining steps. 4. Click Next to configure the Create Talent Review Meeting: Select Review Content page. 5. Repeat step 5 to configure the Create Talent Review Meeting: Select Review Participants

and Create Talent Review Meeting: Select Review Population pages. 6. Click Next. 7. On the Create Talent Review Meeting: Review page, review your selections and click Submit.

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KEY RESOURCES


Talent Review: Explained

Talent Review Life Cycle: Explained


. 55

ORACLE FUSION TRANSACTIONAL BUSINESS INTELLIGENCE

Oracle Fusion Transactional Business Intelligence is a real time, self-service reporting solution offered to all Oracle Fusion application users to create ad hoc reports and analyze them for daily decision-making. Oracle Fusion 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 worker benefits.

NEW SUBJECT AREAS

The following new subject areas have been added to Oracle Fusion Transactional Business Intelligence:

Vacancy Real Time. Use this subject to report on vacancies in the organization. You can report on vacancies by manager, job, time, department, and so on. You can also use this subject area to report on requisitions raised, their statuses, and hires.

Salary History Details Real Time. Use this subject area to report on the retrospective salary details. You can also report on key information like performance rating of the worker, changes to various salary components, the year, month, and date details of the salary changes, compa-ratios at various points in time, changes in salary amounts, and so on. Along with the salary details, this subject area also includes the worker history related to business unit and changes in job, department, and so on.

STEPS TO ENABLE



ADDITIONAL ATTRIBUTES FOR THE WORKER DIMENSION

The Worker dimension now includes additional attributes that are available across all subject areas. The additional attributes are:

Termination Date Standard Working Hours Frequency Standard Working Hours Normal Working Hours Frequency Normal Working Hours

STEPS TO ENABLE



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ADDITIONAL ATTRIBUTES FOR THE WORK RELATIONSHIP DETAILS DIMENSION

The Work Relationship Details dimension in the Work Relationship Real Time subject now includes the following attributes:

Rehire Denied Reason Rehire Denied Authorizer On Military Service Last Day Worked

STEPS TO ENABLE



ADDITIONAL ATTRIBUTE FOR THE EMPLOYMENT CONTRACT DETAILS DIMENSION

The Employment Contract Details dimension in the Employment Contract Real Time subject area now includes the Project End Date attribute.

STEPS TO ENABLE



ADDITIONAL ATTRIBUTE FOR THE POSITION AND POSITION DETAILS DIMENSION

The Position and Position Details dimensions now include the Valid Grades attribute. This attribute includes all grades that are valid for a position.

STEPS TO ENABLE



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ADDITIONAL METRICS FOR THE WORKER ASSIGNMENT EVENT REAL TIME SUBJECT AREA

The Worker Assignment Event Real Time subject area now includes additional metrics. The metrics are:

Event Headcount Event FTE Hire Headcount Hire FTE Pending Hire Count Pending Hire Headcount Pending Hire FTE Termination Count Termination Headcount Termination FTE Transfer In Count Transfer In Headcount Transfer In FTE Promotion Headcount Promotion FTE Rehire Count Rehire Headcount Rehire FTE

STEPS TO ENABLE



ENHANCEMENTS TO GOAL MANAGEMENT SUBJECT AREAS

Goal Management subject areas now have expanded dimension attributes and metrics. They are:

Additional attributes for Goals and Goal Plans in the new subfolder Performance Goal/Performance Goal – Additional Attributes

A new dimension called Performance Goal Plan Sets New Goal Management process metrics in the Workforce Goals Goal Status Real Time subject

area. This is located in the Goal Management Process folder Common dimension enhancements

o Added HOURLY/SALARIED in the Worker folder in Workforce Goals - Goal Target Outcome Real Time subject area

o Added the MANAGER ASSIGNMENT PRIMARY flag in the Worker folder in the Workforce Goals - Goal Status Overview Real Time subject area.

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Also, descriptive and extensible flexfields are now enabled for the LOCATION dimension in the Workforce Goals - Target Outcome Real Time subject area and for the POSITION dimension in the Workforce Goals - Goal Alignments Real Time subject area.

STEPS TO ENABLE



NEW ANALYSES

Two new analyses are available in the Transaction Analysis Samples folder within the Human Capital Management/Workforce Management folder:

Headcount Report. Provides the count of vacancies, pending workers, full time workers, part time workers, contingent workers, future-dated terminations, and absent worker counts aggregated by either manager or department.

Position Incumbents Report. Provides a list of positions and the incumbents in each one as of a defined date. You can filter on whether the position is active or inactive, business unit, department, job, grade, or location.

Position Occupancy. Provides an overview of the position headcount, open headcount, incumbent headcount, FTE, and open FTE headcount aggregated by departments or positions.

STEPS TO ENABLE



ORACLE BUSINESS INTELLIGENCE ANSWERS – DIMENSIONALITY CHECK BOX

The Advanced tab of Oracle Business Intelligence Answers includes a new check box called Dimensionality. When you select this check box, the following prefix is added to the logical query: SET VARIABLE ENABLE_DIMENSIONALITY = 1;

This prefix enables you to create analyses that have more than one subject area. Previously, you had to add this prefix manually.

This is a standard in executing queries across more than one subject area.

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Dimensionality check box on the Advanced tab

STEPS TO ENABLE



ORACLE BUSINESS INTELLIGENCE ANSWERS – IMPROVED ERROR MESSAGE

In a cross-subject area query, when you attempt to join columns from multiple subject areas that are not allowed to be joined, Oracle Business Intelligence Answers generates a message indicating that the criteria did not result in data instead of generating an ORA error message.

STEPS TO ENABLE



ORACLE BUSINESS INTELLIGENCE ENTERPRISE EDITION – EXTENSIBLE FLEXFIELD CONTEXT SUBFOLDER

When the Organization Extensible Flexfields (EFFs) are imported into the Oracle Business Intelligence Repository, only the context belonging to the department category will appear within the Department folder as a subfolder. For example: Quarterly Wages Listing Rule is a context folder that gets created under the Department folder.

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STEPS TO ENABLE

To enable extensible flexfields for use with Oracle Business Intelligence:

1. Navigate to the Setup and Maintenance work area. 2. Locate the Manage Extensible Flexfields task.


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