Oracle HCM Interview

What is the job role required to access the SDL?
Job Role:
What are Human capital can
all the objects Management Integration
load by using the SDL?Specialist Navigate to Setup and maintenance work area and search for ‘Con
We can load the following business objects by using the SDL. Locations, Grades, Grade Ladders, Jobs, Job families, Department
How to load data using SDL ?

Follow these steps:
-Navigate to Data Exchange
-Click on Initiate Spreadsheet Load
-Click on any business object (Like Grade) , It will ask you to save the template and Save the
template.
-Open the template, It will ask you for the application logins, and provide the login details.
-Enter the Data into the Grade sheet or Copy and paste the source file data (If we have CSV
file) into excel sheet and click on Upload. It will upload the Grade data into the fusion
application tables.
-Verify the Grade data in the PER_GRADES_F table or Navigate to Grade screen and verify
the data.
Advantages of SDL?
-You can use spreadsheets to delete data
-Errors are reported in the spreadsheet, and you can correct them there
What are the Drawbacks of SDL?

-You can't load attachments or images.
-You can’t load the history data. Only Active data we can load.
-It supports only limited number of objects to load.
-HCM Spreadsheet Data Loader doesn't recognize source keys.
How to generate/create the template for any object? Navigate to the Data Exchange => select the task and then select the Initi
What are all the tables available for SDL? And how to find the error records in SDL?
HRC_LOADER_BATCH_HEADERS, HRC_LOADER_BATCH_LINES, HRC_LOADER_ERROR_LINES
ance work area and search for ‘Configure HCM Data Loader’. Set Scope as Limited. Install the ADF Desktop plugin to access the Spreadshee
ers, Jobs, Job families, Departments, Positions, Persons (Employees and Contingent workers only), Update Person, Update Assignment, Wo
ct the task and then select the Initiate Spreadsheet Data Load =>Choose any business object and it will open the template of that business
ugin to access the Spreadsheets. (Setting the scope to ""Limited"" in the Configure HCM Data Loader ensures security, control, and perfor
erson, Update Assignment, Work relationship and assignments, Salaries etc.
n the template of that business object.

es security, control, and performance by restricting data load operations to specific functional areas. This minimizes risk, enhances perform
nimizes risk, enhances performance, and allows focused testing before broader deployment.)
1. What is the job role required to access the HDL?
-HCM Integration Specialist is the job role required to access HDL.
2. How to generate/create the template for any object?
-By Going to Navigate bar and in data Exchange we have to select View Business Objects and then download the
template file which we want to load.
3. How many keys that HCM Data Loader supports? And what are the types of keys? There are 4Types of keys.
-GU ID
-Surrogate ID
-User Keys
-Source Keys GUID: Used for global uniqueness across systems.
Surrogate Key: System-generated, typically with no business meaning.
User Key: Business-defined key that has meaning (e.g., employee number).
Source Key: External system identifier used during data migration or integration.
4. If I give only Source System Owner or Only Source System ID in the data file, is it possible to load data by using HDL?
NO, we cannot load.
5. What is the Work Structure sequence to load?
> Location >Organization >Job >Position >Grade >Department
6. By mistake if I loaded Departments first, then how to delete the records by using HDL?
By using Delete Command we can delete the records
7. What are the minimum business objects needed for Worker.dat file?
-Worker
-Person Name
-Work Relationship
-Work Terms
-Assignments
8. What are the minimum business objects needed for Terminated employee file?
-Only Work Relationship is need to terminate the employee.
9. What are the minimum business objects needed for Global Transfer employee file?
-Worker, Person Legislative data group, Person name, Work Relationship, Work Term, Assignments
What is LDG?
LDGs are closely tied to payroll and tax processing. For example, if a company operates in multiple countries, each
country will likely have different tax laws. Using LDGs, the organization can manage payroll for different countries
separately, ensuring local compliance. The Legal Employer is a key part of LDG. It represents the legal entity that
employs the worker, and each worker in Oracle HCM must be assigned to a legal employer, which in turn belongs to an
LDG. Ex. company operates in both the U.S. and India. For payroll processing and legal compliance, the U.S. employees
are assigned to the ""US LDG"" and Indian employees to the ""India LDG."" This ensures that payroll processes adhere
to the respective country’s legislative requirements.
10. What are the minimum business objects needed for Rehire employee file?
-Work Relationship
-Work Terms
-Assignments are needed to rehire an employee
11. Can we load Assignment details without work terms?
No, we cannot load.
12. If I am updating the Assignments data, Work terms business object is it required in the data file?
Yes, It is required to have both Work Terms and Assignments in the Worker.dat file.
13. Where you can find the HCM Loader keys?
-HRC_Integration_Key_Map Table.
14. How you will correct termination date of Work Relationship in HCM Fusion application using HDL?
-To correct the terminate date need to pass new actual termination date and also set correct termination flag attribute
to “Y”
15. Can I use DELETE and MERGE metadata in the same data file during data load?
No
16. Is it mandatory to use both User key and Source keys in HDL file?
When we go for user key and source keys?
Not required.
17. Person email business object is mandatory while loading the Worker.dat file?
Not required.
18. What are all the business objects can load by using the HDL?
-There are so many objects we can load using HDL which are available in View Business Object page like Worker,
location, grade, address, Salaries, Document of records etc…
19. What are all the tables available for HDL? And how to find the error records in HDL?
-HRC_DL_DATA_SETS
-HRC_DL_DATA_SETS_BUS_OBJS
-HRC_DL_MESSAGE_LINE
-HRC_DL_FILE_LINES
20. What are the Steps to load data file by using the HDL?
-Navigate to the My Client Group and Open the Data Exchange
-Select HCM data Loader and select Import and Load Option
-Select Load file and select the Zipped dat file
-Wait until file will Import and Load
21. How to update the already loaded records by using the HDL?
Ex: I have loaded 10 employees, now i want to update the person last names for 5 employees?
-We can use the Person Name business object in Worker.dat file and add the required columns like Person Id and Last
name etc. and load the file by using the HDL.
22. How to load the List of values to the existing lookup or value set?
By using HCM Data loader we can set values.
23. How to DELETE the loaded employee records by using the HDL?
By using DELETE command for the file which we want to delete the records.
METADATA: Defines the structure of the data file.

MERGE: Inserts or updates records.
CREATE: Inserts new records only.
UPDATE: Updates existing records only.
DELETE: Deletes a record.
CORRECT: Corrects specific fields in existing records.
DELETE_PLUS: Deletes a record and its dependent data.
24. How to validate the data file before loading into the fusion?
By using the HCM Data validator tool we can validate the file before loading into fusion..
25. How to load the comma separated data file into fusion by using HDL?
By changing the comma separated file into pipe delimited format and then load the file using HDL.
26. How to schedule the HCM Data loader to load the external source data file automatically (Inbound Interface)?
Using the SOAP web service we can schedule the HCM data loader to import the data automatically…
1. List few commonly used User Entities in HCM Extracts?
-PER_EXT_SEC_PERSON_UE
-PER_EXT_SEC_ASSIGNMENT_UE
-PER_EXT_WORK_RELATIONSHIP_UE
-PER_PER_PHONES_UE
-PER_PER_EMAIL_ADDRESSES_UE
-PER_PER_NATIONAL_IDENTIFIERS_UE etc.
2. What are the different modes/types are available in HCM Extracts?

Modes means HR Archive, Full Profile data etc.
-Archive Retrieval
-Benefits Carrier
-Full Profile
-HR Archive
-Payroll Interface
-Other Payroll Archive
-Inbound Interface
-Recruiting Archive
3. How do we schedule the HCM Extracts for every 40 minutes?
-Using flow schedule fast formula, we can schedule the HCM Extract for every 40 min
4. What's a threading database item?

And how does it works exactly?
-Threading Database Item is required for implementing the changes only feature. It is the unique ID for that User
Entity. You can declare the threading database item at root data group or child data group level where you required
change
5. How to default the incremental date parameter for HCM extract while schedule the report?
-If you create a schedule for a report that runs every Monday to capture data from the previous week, you need to
update the date parameters for the report to increment to the first and last days of the previous week.
6. What is your approach if HCM extract is running from long time?
-This issue has been resolved by enabling Multi-threading on the extracts
-We can set up multi-threading database item in any one of the data groups (preferably in the root data group).
7. Tell me regularly used User Entities in HCM Extracts?
Regularly used User Entities Core HR UE's
-PER EXT SEC PERSON_UE
-PER EXT NATIONAL IDENTIFIERS_UE
-PER EXT ADDRESSES_UE
-PER EXT PHONES UE
-PER EXT CITIZENSHIP_UE
-PER EXT PASSPORT UE
-PER PER CONTACTS UE
-PER PER EMAIL ADDRESSES_UE
-PER EXT SEC ASSIGNMENT UE
-PER EXT WORK RELATIONSHIP UE
-PER EXT SEC ORGANIZATION UE
-PER EXT SEC LOCATION UE
-PER_EXT_SEC_JOBS_UE
-PER EXT SEC POSITION UE
Payroll UE's
-PER EXT PAY EMPLOYEE UE
-PAY_PAYROLL_ASSIGNMENTS_UE
-PAY EXTRACT RUN RESULT VALUES UE
8. Why ‘Mark as Changed’ is set to Yes in HCM Extracts and why?

If you want to print Non changed attributes in our output file, we need to select attribute values as mark as changed
9. What is the User Entity for Person Contact details?
-We can get the contact details in PER_PER_CONTACTS_UE
10. How can I disable an extract?

-You can disable an extract by using the Manage Extract Definitions task in the Data Exchange area. Search for and
open the extract that you want to disable. Change the status of the extract to Inactive. After disabling an extract, you
cannot submit the extract run again. The previous submitted runs of a disabled extract are stored and are available for
review
11. How do you schedule the HCM Extract in fusion application?
-You can schedule the HCM extract using fast formula with 'Flow Schedule' as a type.
12. How we can extract the changed data from last run date to till date using HCM Extracts?
-Yes we can extract the changes only data from last run. We need to select the option “including changes from last
successful run” at the time of defining the hcm extract.
13. What the different type/attribute are for changes only parameter in HCM Extract?
There are 6 values for this parameter.
-All attributes: Includes all data in the extract. A full extract is run which produces the full data output at that point of
time. The archived data is utilized as a baseline.
-Changed attributes: Compares this extract run with the previous extract runs and by comparing against the baseline
(to identify the incremental data), displays the data that has changed only.
-Changed and marked attributes:
-Includes elements that have changed or marked as mandatory
-Changed and marked attributes with previous values: Displays elements that have changed or marked as mandatory
plus their previous value
-Changed, marked attributes, previous data under threading group: Displays the following data under threading data
group Changed data, Data marked as mandatory, previous values, Parent data group values
-Changed and marked attributes under threading group: Displays the following data under threading data group
Changed data, Data marked as mandatory, Parent data group values
14. Significance of Key Attribute field in HCM Extract?
-Key attribute is defined to verify the actual value which is changed in the particular user entity.
15. What are the output format of HCM Extracts?
-Output format- CSV, XML, Excel, HTML, RTF, PDF
16. Delivery Type in HCM Extracts?
-Document of record, Email, FTP, FAX, Filesystem, HCM connect, HTTP, Printer
17. Root Data Group is mandatory in HCM Extracts?
-Yes, at least one of the data group must be declared as root data group and other data groups have to be linked
appropriately
18. What is process configuration group parameters in HCM extracts?
-Payroll process configuration groups provide sets of processing parameters, primarily related to logging and
performance.
19. What are the Steps to create HCM Extracts?
-Navigate to HCM Extract, then select extractive definition create new extract create design extract definition. And
extract execution tree and save the extract
20. What is Refine HCM extracts?
-Using the HCM refine extract we can edit the extract parameters
21. What is secured User Entity and unsecured user entity?

In Oracle HCM Cloud:
- Secured User Entity: A view that enforces data security based on the user’s roles and permissions. Users can only
access the data they are authorized to see. It applies security rules defined for the user.
- Unsecured User Entity: A view that does not enforce security restrictions. Users can access all available data,
regardless of their roles or permissions. Key Difference: Secured user entities restrict data access based on user roles,
while unsecured user entities provide full access to all data.
22. How to migrate custom hcm extract to another instance?
-We have to download the custom extract from the development instance, and then log into the test instance and
upload it.
23. How to copy the existing extracts?
-Download and re-upload or upload into the same instance.
24. How to provide the filename append with the program run date for HCM extracts?
-When entering the remote file name for a Web folder or FTP destination, you can enter a date expression to have BI
Publisher dynamically include a date expression in the file name. The date is set at runtime, using the server time
zone.
%y - Displays the year in four digits: Example: 2011
%m - Displays the month in two digits: 01-12 (where 01 = January)
%d -- Displays the date in two digits: 01-31 Ex: myfile_01_11_2010.pdf Myfile_%d_%m_%y.pdf
25. How to provide joins when we are using multiple Data Groups?
-By using the Connect Data Group option we can provide the joins between two data groups.
26. How to use fast formulas in HCM Extracts?
-We can derive the attributes which are not listed in the user entities by using the rule configuration.
27. How to create the changes only extracts and explain the steps?
-We can create the changes only extracts normally, but when defining it we need to enable the changes only
parameter.
1. How would you design an HCM Extract to retrieve employees' compensation change history, including the date of change, o
2. How do you configure an HCM Extract to pull data on all employees who are eligible for a pay increase but haven't received
3. Can you create an HCM Extract to provide data on employees who have received a specific certification in the past year for
4. How would you create an HCM Extract that pulls the benefits enrollment details for employees and their dependents for an
5. How do you set up an HCM Extract to generate reports of all terminated employees, including their severance package deta
6. How would you design an HCM Extract to gather employee feedback from performance review ratings for each department
7. Can you create an HCM Extract that identifies employees working in multiple roles and provides a breakdown of their work
8. How would you configure an HCM Extract to pull year-to-date payroll summaries for employees, including earnings, deducti
9. How do you create an HCM Extract to generate a quarterly report on diversity metrics, such as gender and ethnicity, across
10. How would you set up an HCM Extract to pull data on employees participating in a voluntary retirement program, includin
11. How do you design an HCM Extract to track employee compliance with mandatory training and certifications, including com
12. How would you create an HCM Extract that generates a list of employees who have been promoted in the last year, includ
13. How do you configure an HCM Extract to capture employees' work location changes and track their geographic mobility w
14. Can you create an HCM Extract that pulls records of employees who have not updated their personal information, such as
15. How would you set up an HCM Extract to include a list of employees nearing the end of a fixed-term contract, with the opti
16. How do you create an HCM Extract to generate a monthly turnover report, showing voluntary and involuntary termination
17. How would you configure an HCM Extract to retrieve a summary of employees who have deferred their bonus payouts and
18. How do you create an HCM Extract that pulls employees' dependent information for benefits planning, such as medical co
19. How would you set up an HCM Extract to generate an audit report of all employees who have had their job title or position
20. How do you configure an HCM Extract to pull records of employees flagged for succession planning, including their potenti
21. How would you create an HCM Extract to pull a report on employees’ dependent details, including names, relationships, a
22. How do you design an HCM Extract to provide data for employees assigned to multiple roles or job codes in a project? - A
23. How would you set up an HCM Extract to pull employee banking details for payroll processing? - Answer: I would configu
24. How do you handle security in an HCM Extract to ensure sensitive employee data, like compensation, is only accessible to
25. How would you create an HCM Extract to list employees with expired visas or work permits? - Answer: I would create an
26. How do you configure an HCM Extract to pull a list of employees participating in a specific benefits plan? - Answer: I woul
27. How would you set up an HCM Extract to pull a report on employees who have received bonuses in the past year? - Answ
28. How do you create an HCM Extract to track employees with certifications expiring within the next six months? - Answer: I
29. How do you configure an HCM Extract to include employee contact information for emergency alerts? - Answer: I would c
30. How would you set up an HCM Extract to track employees eligible for promotions based on tenure and performance rating
31. How do you create an HCM Extract to provide data for unionized employees, including their union membership details? -
32. How would you configure an HCM Extract to track employees who are on sabbatical leave or long-term absence? - Answe
33. How do you set up an HCM Extract to notify employees of mandatory training requirements based on their job role? - An
34. How would you create an HCM Extract to track overtime hours worked by employees over the past month? - Answer: I w
35. How do you configure an HCM Extract to export benefit deduction details for integration with a third-party benefits provid
36. How would you create an HCM Extract to pull a report of employees who have completed a specific certification within the
37. How do you set up an HCM Extract to notify employees of upcoming performance reviews based on their job level or role?
38. How would you configure an HCM Extract to list employees who have been transferred across business units within the pa
39. How do you design an HCM Extract to include information on employees receiving disability benefits? - Answer: I would u
40. How would you configure an HCM Extract to track employees' work anniversaries, including tenure milestones (e.g., 5, 10,
ncluding the date of change, old value, and new value for each record? - To design this HCM Extract, I would leverage the Compensation H
increase but haven't received one in the past 12 months? - To configure this extract, I would first identify the Compensation and Employe
rtification in the past year for regulatory reporting purposes? - Yes, I would create an extract using the Training and Certification object. I w
es and their dependents for an annual benefits review? - For this extract, I would utilize the Benefits Enrollment object. I would ensure it in
g their severance package details and last working day? - I would set up this extract by accessing the Termination object. The extract would
w ratings for each department and create an executive summary? - To gather this feedback, I would design the extract using the Performa
es a breakdown of their work hours per role? - Certainly! I would utilize the Assignment object, filtering for employees with multiple active
es, including earnings, deductions, and taxes, for tax filing purposes? - For this extract, I would configure it using the Payroll Summary obje
s gender and ethnicity, across the entire organization? - I would create this extract by leveraging the Person object, ensuring to include fie
retirement program, including retirement date and financial package? - I would set up the extract using the Retirement Program object, fi
and certifications, including completion dates and expiry dates? - For this extract, I would use the Training Compliance object, filtering for m
omoted in the last year, including their new title and salary? - I would create this extract by accessing the Promotion History object. It wou
ck their geographic mobility within the company? - To capture work location changes, I would configure the extract using the Assignment o
personal information, such as contact details, in the last two years? - Yes, I would create this extract using the Person object, applying filte
ed-term contract, with the option to renew or terminate? - I would set up this extract using the Contract object, filtering for employees wi
ry and involuntary terminations with detailed reasons? - For this extract, I would utilize the Termination object, filtering for both voluntary
ferred their bonus payouts and the expected payout date? - I would configure this extract using the Bonus object, filtering for employees w
s planning, such as medical coverage eligibility? - I would create this extract by accessing the Dependent object, ensuring it includes fields
e had their job title or position changed over a specific period? - To set up this audit report, I would use the Assignment History object, fil
anning, including their potential, readiness, and development plans? - I would configure this extract using the Succession Planning object,
luding names, relationships, and contact information? - Answer: I would create a new HCM Extract and include the `Person Dependent` o
or job codes in a project? - Answer: I would create an HCM Extract using the Àssignment` and `Role` objects. I would apply filters to pull
g? - Answer: I would configure the HCM Extract using the `Payment Method` object and include fields like `Bank Account Number`, `Sort
ensation, is only accessible to authorized users? - Answer: Security is handled by assigning data roles and security profiles in Oracle Fusio
- Answer: I would create an HCM Extract using the `Document of Record` object. I would apply a filter where the Èxpiration Date` of the
enefits plan? - Answer: I would create an HCM Extract using the `Benefits Enrollment` object and apply a filter where the `Plan Name` equ
uses in the past year? - Answer: I would use the `Compensation History` object to pull records of employees who received bonuses. I wo
e next six months? - Answer: I would use the `Qualification` object in the HCM Extract and apply a filter where the `Certification Expiration
ncy alerts? - Answer: I would create an HCM Extract using the `Person` object and include fields like Èmergency Contact Name`, `Phone N
tenure and performance rating? - Answer: I would create a new HCM Extract using the Àssignment` object and set filters for tenure and
union membership details? - Answer: I would use the Ùnion Membership` object in the HCM Extract and select fields such as Ùnion Nam
r long-term absence? - Answer: I would use the Àbsence` object and apply filters for specific absence types such as `Sabbatical` or `Long-
based on their job role? - Answer: I would create an HCM Extract using the `Learning Enrollment` object and filter by job role to pull emp
he past month? - Answer: I would configure the HCM Extract using the `Time and Labor` object. Filters would be applied to capture only o
h a third-party benefits provider? - Answer: I would create an HCM Extract using the `Benefits Deduction` object, selecting fields such as
specific certification within the last six months? - Answer: I would use the `Qualification` object in the HCM Extract and set a filter to inclu
ased on their job level or role? - Answer: I would create an HCM Extract using the `Performance Review` object and apply filters for job le
ss business units within the past year? - Answer: I would create an HCM Extract using the Àssignment History` object and apply a filter to
benefits? - Answer: I would use the `Benefits Enrollment` object to pull data on employees enrolled in disability plans. Fields such as Èm
tenure milestones (e.g., 5, 10, 15 years)? - Answer: I would use the Àssignment` object and apply a filter based on the employee’s `Hire D
d leverage the Compensation History object, ensuring to include relevant fields such as employee ID, change date, old compensation value
he Compensation and Employee objects. I would set criteria to filter employees whose last pay increase occurred over 12 months ago and
ing and Certification object. I would filter the data to include only those employees who have received the specified certification within th
ent object. I would ensure it includes employee and dependent details, such as enrollment status, plan type, and coverage levels. By apply
ation object. The extract would filter for terminated employees, including essential details such as employee ID, name, termination date, s
the extract using the Performance Review Ratings object. I would aggregate ratings by department and include relevant fields such as emp
employees with multiple active assignments. The extract would include fields such as employee ID, role, and hours worked. I would ensure
sing the Payroll Summary object, ensuring it includes fields for year-to-date earnings, deductions, and tax withholdings. I would apply filte
object, ensuring to include fields for gender, ethnicity, and department. By aggregating this data quarterly, I could produce insights into d
Retirement Program object, filtering for employees enrolled in the voluntary retirement program. The extract would include details like e
ompliance object, filtering for mandatory training programs. I would include fields for employee ID, training completion dates, and expiry d
omotion History object. It would filter for promotions occurring in the last year and include fields such as employee ID, new title, and new
extract using the Assignment object, filtering for employees who have had changes in their work locations. The extract would include field
he Person object, applying filters to identify employees who have not updated their personal information in the last two years. The extract
ect, filtering for employees with contracts ending within a specified timeframe. The extract would include fields like employee ID, contrac
ect, filtering for both voluntary and involuntary terminations within the past month. I would include fields such as employee ID, terminatio
bject, filtering for employees with deferred bonuses. The extract would include fields such as employee ID, bonus amount, and expected p
ect, ensuring it includes fields for employee ID, dependent names, relationship, and medical coverage eligibility. This data would be critica
Assignment History object, filtering for job title or position changes over the specified period. The extract would include fields such as em
e Succession Planning object, filtering for employees who have been flagged for potential succession planning. The extract would include
ude the `Person Dependent` object. I would select the relevant fields such as `Dependent Name`, `Relationship`, and `Contact Information
ts. I would apply filters to pull data for employees who have more than one role assigned and include fields such as Èmployee ID`, `Role C
Bank Account Number`, `Sort Code`, and `Payment Type`. This information would be filtered by the employees’ payroll data and banking p
ecurity profiles in Oracle Fusion HCM. I would configure the extract to limit access to sensitive fields like `Base Salary`, `Bonus`, and other c
re the Èxpiration Date` of the visa or work permit is in the past or within a certain timeframe (e.g., next 30 days). The output would includ
er where the `Plan Name` equals the desired plan. I would then include fields such as Èmployee Name`, `Benefit Start Date`, and `Coverag
es who received bonuses. I would set a date filter to include only bonuses given within the past 12 months and select attributes like Èmplo
ere the `Certification Expiration Date` is within the next six months. The extract would include fields such as Èmployee Name`, `Certificatio
ency Contact Name`, `Phone Number`, Èmail`, and `Relationship` to pull the necessary contact details for emergency notifications.
and set filters for tenure and performance rating. Employees who meet the specified criteria for eligibility (e.g., 5 years of service and a ra
elect fields such as Ùnion Name`, `Membership Start Date`, and Èmployee ID`. Filters could be applied to include only unionized employe
such as `Sabbatical` or `Long-Term Leave`. The extract would include fields like Èmployee Name`, `Start Date`, Èxpected Return Date`, an
d filter by job role to pull employees who have not yet completed required training. Then, I would set up an integration to send automate
ld be applied to capture only overtime hours worked in the past month, and the output would include fields like Èmployee ID`, `Hours Wo
object, selecting fields such as `Deduction Amount`, Èmployee ID`, and `Benefit Plan`. The extract would be formatted (CSV, XML, etc.) to m
Extract and set a filter to include certifications completed in the last six months. The output would contain fields such as Èmployee ID`, `C
bject and apply filters for job level or role. Notifications would be configured to alert employees about upcoming reviews based on the revi
ory` object and apply a filter to include records of employees transferred in the past year. The report would include fields such as Èmploye
bility plans. Fields such as Èmployee Name`, `Plan Type`, and `Start Date` of the benefits would be included in the extract.
ased on the employee’s `Hire Date` to calculate tenure. Employees hitting significant milestones like 5, 10, or 15 years would be included,
date, old compensation value, and new compensation value. I would set filters to target only active employees and arrange the output by
urred over 12 months ago and include fields such as employee ID, name, and current compensation details. I would also incorporate condi
pecified certification within the last year. The extract would contain employee details, certification dates, and any relevant compliance inf
and coverage levels. By applying filters to include only current enrollment data, I would facilitate a comprehensive review for the annual
ID, name, termination date, severance package information, and last working day. This report would be vital for HR analytics and complia
de relevant fields such as employee ID, department name, and performance scores. By summarizing this data, I would create an executive
hours worked. I would ensure the data is grouped by role to provide a clear breakdown of hours worked across different positions.
ithholdings. I would apply filters to include only active employees and arrange the output by employee ID for easy reference during tax fili
could produce insights into diversity metrics across the organization, which would be valuable for strategic planning and compliance purp
act would include details like employee ID, retirement date, and any financial packages associated with the program, ensuring comprehen
completion dates, and expiry dates to ensure compliance tracking and identify employees needing to renew certifications.
ployee ID, new title, and new salary. This data would assist HR in evaluating promotion trends and workforce development.
The extract would include fields such as employee ID, previous location, current location, and date of change to monitor geographic mobili
the last two years. The extract would include relevant fields such as employee ID, last updated date, and current contact details for follow
elds like employee ID, contract end date, and renewal options to facilitate timely HR decisions.
ch as employee ID, termination date, reason for termination, and any additional notes to provide a comprehensive turnover report.
bonus amount, and expected payout date to ensure accurate tracking and reporting.
lity. This data would be critical for effective benefits planning and management.
ould include fields such as employee ID, old title, new title, and effective date for thorough auditing purposes.
ng. The extract would include fields like employee ID, potential rating, readiness status, and development plans to support strategic workf
hip`, and `Contact Information` (phone number, email). Filters can be applied to pull only current dependents or those that meet specific c
such as Èmployee ID`, `Role Code`, and `Start/End Dates` of each role.
ees’ payroll data and banking preferences.
e Salary`, `Bonus`, and other compensation details, ensuring only authorized users with appropriate roles can view or edit this data.
days). The output would include attributes like Èmployee Name`, `Document Type`, and Èxpiration Date`.
nefit Start Date`, and `Coverage Type` to display the relevant information.
nd select attributes like Èmployee Name`, `Bonus Amount`, and `Bonus Date`.
Employee Name`, `Certification Type`, and Èxpiration Date`.
mergency notifications.
e.g., 5 years of service and a rating of 4 or higher) would be included, with fields like Èmployee ID`, `Job Title`, and Èligibility Date`.
nclude only unionized employees.
te`, Èxpected Return Date`, and Àbsence Reason`.
integration to send automated email notifications to employees about their pending training.
like Èmployee ID`, `Hours Worked`, Òvertime Rate`, and `Work Date`.
formatted (CSV, XML, etc.) to meet the third-party provider’s requirements for integration.
fields such as Èmployee ID`, `Certification Name`, and `Completion Date`.
ming reviews based on the review schedule and their specific role or level.
include fields such as Èmployee Name`, Òld Business Unit`, `New Business Unit`, and `Transfer Date`.
in the extract.
r 15 years would be included, and fields such as Èmployee Name`, `Hire Date`, and `Years of Service` would be part of the extract.
ees and arrange the output by date for a clear chronological view. Additionally, I'd ensure that the extract captures all historical changes t
would also incorporate conditions that ensure only employees in specific pay grades or performance categories are included.
d any relevant compliance information required for regulatory reporting.
hensive review for the annual benefits assessment.
l for HR analytics and compliance checks.
ta, I would create an executive report highlighting performance trends and areas for improvement across departments.
ross different positions.
r easy reference during tax filings.
planning and compliance purposes.
program, ensuring comprehensive data for HR planning.
certifications.
e development.
to monitor geographic mobility effectively.
rent contact details for follow-up.
ensive turnover report.
ans to support strategic workforce planning.

ts or those that meet specific criteria.
n view or edit this data.
e`, and Èligibility Date`.
be part of the extract.

aptures all historical changes to provide a comprehensive overview.
ories are included.
partments.
28. List few subject areas in OTBI Reports?
Global HR Subject Areas
-Workforce Management - Person Real Time
-Workforce Management - Worker Assignment Real Time
-Workforce Management - Work Relationship Real Time
-Workforce Management - Position Real Time
-Workforce Management - Grade Rate Real Time
-Workforce Management - Documents of Record Real Time
-Workforce Management - Performance Rating Real Time
Compensation Module Subject Areas

-Compensation - Salary Details Real Time
-Compensation - Salary History Details Real Time
-Compensation - Workforce Compensation Real Time
Payroll Module Subject Areas

-Payroll - Element Entries Real Time
-Payroll - Calculation Cards Real Time Payroll - Payments Costing Real Time
-Payroll - Payroll Balances Real Time
-Payroll - Payroll Flows Real Time
-Payroll - Payroll Run Results Real Time
-Payroll - Personal Payment Details Real Time Payroll - Rate Calculation Results Real Time
29. How to copy the existing OTBI Reports?
-Select the more option and select the copy option
30. How to migrate the OTBI Report into another instance?
-Using archive to download and unarchive the file to target instance
31. How to provide the join when you are using multiple subject areas?
-For each subject area we have dimension columns, we need to drag and drop one dimensional column
from each subject area.
32. How to send OTBI report into the user emails or FTP server?
-Using agent option we can schedule the OTBI report, while scheduling the OTBI report where have an
option to send the output file to email or FTP server.
Q) Difference b/w Per_all_assignments_m and per_all_assignments_f ?

Per_all_assignments_f is a view based on PER_ALL_ASSIGNMENTS_M table. This view only shows person
assignments whose latest change is effective. per_all_assignments_m is another table which is the audit
table. It stores the history of changes to assignment objects when auditing is enabled
Q) How to find records error out using HCM Data Loader?

You can find in below Tables hrc_dl_data_sets hrc_dl_data_set_bus_objects hrc_dl_message_lines
hrc_dl_physical_lines hrc_dl_file_rows hrc_dl_file_lines
53. List few Global HR Tables in BI Reports?
### Global HR/Core HR Important Tables
1. PER_ALL_PEOPLE_F: Stores core employee/person information, including personal details (e.g., person
number, birth date, gender).
2. PER_ALL_ASSIGNMENTS_M: Contains assignment information for employees (e.g., job, department,
manager relationships).
3. PER_PERIODS_OF_SERVICE: Holds records related to an employee's service history (start date, termination
date, rehiring).
4. PER_LEGISLATIVE_DATA_GROUPS_VL: Stores details about legislative data groups used for HR configurations
in different legal entities.
5. PER_ADDRESSES_F: Contains address information for employees, such as home or work addresses.
6. PER_CITIZENSHIPS: Stores citizenship details for employees (e.g., country of citizenship, effective dates).
7. PER_DISABILITIES_F: Contains disability information for employees, including details of disabilities and
statuses.
8. PER_EMAIL_ADDRESSES: Stores employee email addresses, both work and personal.
9. PER_ETHNICITIES: Holds information on the ethnicity of employees, used for reporting and compliance.
10. PER_IMAGES: Stores profile pictures or images of employees.
11. PER_NATIONAL_IDENTIFIERS: Contains national ID details such as social security numbers or tax
identification numbers.
12. PER_PASSPORTS: Holds passport information for employees (e.g., passport number, expiration date).
13. PER_PEOPLE_LEGISLATIVE_F: Stores legislative-specific data related to employees, including sex and marital
status.
14. PER_PERSONS: Contains personal information such as the employee's date of birth and creation date.
15. PER_PERSON_NAMES_F: Stores multiple names for an employee (e.g., legal name, preferred name).
16. PER_PERSON_TYPES: Contains definitions of different person types (e.g., employees, contingent workers).
17. PER_PHONES: Stores phone numbers for employees, such as mobile, work, and home phone numbers.
18. PER_RELIGIONS: Holds information on employees' religious affiliations.
19. PER_USERS: Contains user-related details, such as links to Oracle user accounts and roles.
54. List few Payroll Tables in BI Reports?
### Payroll Important Tables
1. PAY_ALL_PAYROLLS_F: Stores payroll definitions and payroll setup information, such as payroll name and
period type.
2. PAY_PAYROLL_ACTIONS: Contains actions related to payroll runs, such as payroll processing or retroactive
adjustments.
3. PAY_ASSIGNMENT_ACTIONS: Stores payroll processing data at the assignment level for employees.
4. PAY_ELEMENT_TYPES_F: Contains element types (e.g., earnings, deductions) used in payroll calculations.
5. PAY_ELEMENT_ENTRIES_F: Stores individual entries for payroll elements (e.g., salary, bonuses).
6. PAY_ELEMENT_ENTRY_VALUES_F: Holds the values associated with payroll elements (e.g., specific amounts
for salary).
7. PAY_INPUT_VALUES_F: Stores input values for elements (e.g., the amount of a deduction or earning).
8. PAY_RUN_RESULTS: Contains results of payroll runs, including processed element entries.
9. PAY_RUN_RESULT_VALUES: Stores the individual values for the results of payroll runs.
10. PAY_TIME_PERIODS: Holds data related to payroll periods (e.g., pay period start and end dates).
11. PAY_PAY_RELATIONSHIPS_DN: Stores payroll relationships between employees and payroll processing
details, often used to join with Global HR tables via `PERSON_ID`.
12. PAY_REL_GROUPS_DN: Holds relationships between payrolls and assignments, commonly joined with
Global HR tables using ÀSSIGNMENT_ID`.
13. PAY_PERSONAL_PAYMENT_METHODS_F: Contains details about personal payment methods (e.g., direct
deposit accounts).
55. How to default the incremental date parameter for BI Report while schedule the report?
-When entering the remote file name for a Web folder or FTP destination, you can enter a date expression to
have BI Publisher dynamically include a date expression in the file name. The date is set at runtime, using the
server time zone.
%y - Displays the year in four digits: Example: 2011
%m - Displays the month in two digits: 01-12 (where 01 = January)
%d -- Displays the date in two digits: 01-31 Ex: myfile_01_11_2010.pdf Myfile_%d_%m_%y.pdf
56. How to create sub template and call it from main template? There are two entries that you must make to
call a sub-template from a main template. First, import the sub-template file to the main template. The import
syntax tells the BI Publisher engine where to find the Sub Template in the catalog. Second, enter a call
command to render the contents of the subtemplate at the position desired
57. How to provide the filename append with the program run date for BI Reports?
To append the program run date to the filename in BI Reports, follow these steps:
1. Create a Date Parameter:
- Add a parameter in your BI report to capture the current date. You can set this parameter as default using a
function like `sysdate` or `current_date()` in SQL.
2. Format the Date:
- Use the date formatting function to get the date in your desired format. For example, in SQL you can use:
```sql TO_CHAR(SYSDATE, 'YYYYMMDD') ```
- This will format the current date as `YYYYMMDD` (e.g., `20231003` for October 3, 2024).
3. Set Filename in Delivery Options:
- When scheduling the report, go to Delivery Options and define the output filename. You can use a
combination of a static text and your formatted date.
- Example filename format:'ReportName_' || TO_CHAR(SYSDATE, 'YYYYMMDD') || '.xlsx'
- This will generate a file with a name like `ReportName_20231003.xlsx`.
4. Schedule the Report:
- Schedule the report to run, and the output file will be automatically generated with the program run date
appended to the filename.
58. How to restrict users to see only particular user data in BI Report or OTBI Reports. Ex: If I run BI Report, I
have to see only my data, other user data I can’t see. How to give such restrictions?
-After creating the report, we have an option to give such permissions. We need to click on the more option in
the report and select the permission tab, there we can select the users to whom we are providing the access to
check the report data.
59. Where we can see the scheduled jobs or how to monitor the scheduled jobs/reports?
-Got to the home page of the reports and analytics, in the left side we have report jobs option. There we can
see the all scheduled reports. We can modify the schedule or delete the schedule of any report.
60. How to restrict the BI report when the report sql does not return anything? How to Schedule the BIP
Report?
-Using the event trigger option we can restrict the BI report to not send the empty output.
61. How to place the files in FTP by using BI Reports?
-Using the BI Busting concept. We can send the output file to the SFTP server or person Email.
62. How to encrypt the output files in BI report and place in FTP?
-While configuring the FTP server, we can have an option to encrypt a output file.
63. How to create the bursting report in BI Reports?
-Using the busting control file we can split the output file and deliver to the person email or ftp server
64. Difference B/W spilt by and Delivery by in bursting report?

-Most of the cases we can use the split by and delivery by using the same attribute Ex: if report is having 10
employees’ data, we need to send output file to each employee then we can split the output file by person
number and delivery by also with person number.
65. Can we customize the standard Reports?
-Yes we can, we have to copy the standard report from the HCM folder
66. Can we generate the output file extension as .CSV by using the BI Report?
-No, we cannot generate. Only .TXT file can be generated.
67. How many types of output files can generate by using the eTEXT templates?
-CSV or TXT
68. Which table contains the person name?
-Per_Person_Names_f
69. How to copy the existing BI Reports?
-Select more option and select Copy
70. How to migrate the BI Report into another instance?
-By using the Archive and Unarchive option we can migrate BI reports b/w instances.
Inbound Interfaces/Conversions/Data Load Fusion we have 3 types of Data Loading tools are available to load
the source data into the fusion applications.
1. HCM Spreadsheet Data Loader (SDL)
2. HCM Data Loader (HDL)
3. Payroll Batch Loader (PBL)
4. Web services
5. UI Data Entry
40. What is the purpose of Lookups?
- Lookups are used to provide a predefined set of values that users can
select from in various fields within Oracle Fusion applications. They
ensure data consistency by restricting user input to a set of valid options.
Lookups are used across multiple modules to standardize data entry.
41. How to customize the standard lookups? - To customize standard

lookups:
1. Navigate to Setup and Maintenance → Manage Common Lookups.
2. Search for the specific lookup type you want to modify.
3. You can add new values, deactivate existing values, or modify existing
ones, depending on the business requirement.
4. Save and validate the changes.
42. How do we create lookups?

- To create a new lookup:
1. Go to Setup and Maintenance → Manage Common Lookups.
2. Click on Add or Create New.
3. Provide the lookup type, description, and any necessary configuration
details (like module association).
4. Add lookup codes (values) under the new lookup type.
5. Save and deploy the changes.
43. What is the database table for lookup?
- The main database table for lookups is FND_LOOKUP_VALUES_TL. It
stores the lookup types and values along with their translations.
44. What is the difference between a value set and a lookup?

Lookup:
- A set of predefined values that users can select in the application.
- Typically used for standard fields like status, types, etc.
- Simple and not tied to validation rules.
Value Set:
- A set of values defined for validating user input in fields like parameters
or key flexfields.
- Can involve complex validation logic (SQL queries,
independent/dependent lists, etc.).
- More flexible and used in different configurations compared to lookups.
36. What is the purpose of Value set?
Value set will be used for to list the values as a list of values in the application or for reports. We can use
this value sets in DFF screen or Reports parameters screen.
37. How many types of value sets are available?
We have 5 types of value sets are available. Dependent, Independent, Table, Subset and Format Only.
38. What is the database table for Valueset?
FND_FLEX_VALUE_SETS
39. How do we create Value set?

-Navigate to Setup and Maintenance work area and search for Manage Value Set
-Click on + icon and Create the Value Set
-Provide the details (Type as Independent and Module as ‘Repository’. It means we can use it in any
module)
-Save and Close Manage Values and Click on + icon to provide the Values to the Value Set.
-Save and Close.
Descriptive Flex Fields (DFF)
24. Steps to create the DFF?
=> Navigate to Highlight Flexfields
=> Identify the column Descriptive Flex Field on the page (For Ex: Assignment Screen)
=> Click on Configure Flex Fields
=> Copy the Flexfield Name and Navigate to Manage Descriptive Flexfield by using the Setup and
Maintenance Work area or Click on Edit icon directly
=> Search with the Flexfield name or Flexfield Code
=> Click on Edit and Click on + icon under global segments and provide the details and enable the
BI Enabled option. So that we can see the Attribute data in the database columns.
=> Click on Save and Close.
=> Select the DFF and click on Deploy Flexfiled and click on OK.
=> Navigate to the respective page and check the extra field have created or not. If changes are
not reflected, we just need to logout and login to the application.
=> Click on Edit => Correct => Enter the data and save and Submit.
25. Where we can store the DFF values?
We can store in the Attribute Columns. Attribute1 to Attribute50 are allocated for DFF values.
26. How many DFF values can create?
Maximum 50 fields we can add.
27. What is the purpose of DFF?
If you want to add additional/extra fields on any page then we will use Flex fields.
1. Descriptive Flexfields (DFF) - Maximum Number of Segments: 50 segments per DFF. - Purpose:
DFFs are used to store additional information that is not included in the standard fields. Each
segment can store different types of data such as text, numbers, or dates. - Usage Example:
Adding extra fields to an employee record for tracking certifications, hobbies, or personal
preferences.
2. Key Flexfields (KFF) - Maximum Number of Segments: 30 segments per KFF. - Purpose: KFFs
are used to capture key data that is critical for the business, often used for coding structures like
Chart of Accounts or Job Codes. - Usage Example: The ""Job"" KFF can store job code structures,
like department code, job code, and position level.
Key Flex Fields (KFF)
28. Steps to create the KFF?
=> Identify the column Key Flex Field on the page (For Ex: Assignment Screen, (Account.Company.Department))
=> Copy the Flexfield Name and Navigate to Manage Key Flexfield area by using the Setup and Maintenance Work
area.
=> Click on Manage Structures. Search for Key Flexfield and select the KFF and click on Add button.
=> Provide the details and Click on Save and Close.
=> Select the KFF and click on Deploy Flexfiled and click on OK.
=> Navigate to the respective page and check the extra field have created or not. If changes are not reflected, we
just need to logout and login to the application.
=> Click on Edit
=> Correct => Enter the data and save and Submit.
29. Where we can store the KFF values?
We can store in the Segment columns. Segment1 to Segment30 are allocated for KFF values.
30. How many KFF values can create?
Maximum 30 fields we can add.
31. What is the purpose of KFF?
If you want store Key combination of data on any page then we will use Flex fields.
32. What are all the mandatory Key Flex fields?

Mandatory Key Flex fields are
-Job
-Position
-Grade
-People Group
-Cost Allocation
-Competency
Extensible Flex Fields (EFF)
33. Steps to create the EFF?
=> Identify the Page Extra Information on the page (For Ex: Person Screen => Manage Person)
=> Copy the Flexfield Name and Navigate to Manage Extensible Flexfield area by using the Setup and
Maintenance Work area
=> Click on Edit button. Click on Manage Contexts and click on Create button. => Select the Context Usages
=> Click on Create icon and select the default one.
=> Click on Save and Close.
=> Search our Context page and select our context and click on Edit button.
=> Click on Create Button under Context Sensitive Segments area for each column information.
=> Provide the details and Save and Close.
=> Select the Category and Click on associated context under category area. (Click on + Icon and search our
Context and Apply)
=> Select the Category and Click on Add pages under Category area and add our Associate page,
=> Select the EFF and click on Deploy Flexfiled and click on OK.
=> Navigate to the respective page and check the extra page have created or not. If changes are not reflected,
we just need to logout and login to the application.
=> Click on Edit => Correct => Enter the data and save and Submit.
34. Where we can store the EFF values?
We can store in the Extra Information Columns. For Ex: PEI_INFORMATION1 is the column name.
35. What is the purpose of EFF?

If you want to store the extra information in separate pages or area then we will use Extensible Flexfields. For
example, If we want to store person passport details in the separate page like Passport number, Issue date,
Expiry date etc. then we will use EFF.
3. Extensible Flexfields (EFF) - Maximum Number of Segments: 100 segments per EFF. These segments are
divided into groups, and each context can have up to 30 segments. - Purpose: EFFs provide more flexible and
sophisticated data structures, typically used when you need to categorize or store multiple sets of data for
different business contexts. - Usage Example: Storing multiple sets of product attributes for various product
categories in a procurement module.
8. What is the Enterprise Structure and how to setup it?
We can setup the Enterprise Structure by navigating to Setup and Maintenance work area and
search for “Establish Enterprise structure” and then define. Enterprise Structure as follows:
-Enterprise
-Divisions
-Legal Entities
-Business Units
-Reference Data Sets
-Departments
Here Divisons are Optional and rest others are mandatory to setup the Enterprise Structure in the
fusion.
9. How and where to change the Person Number generation method and Employment model etc.?
Navigate to Setup and Maintenance work area and search for “Manage Enterprise HCM
Information”. Here we can select the Person Number generation method as follows. We have 4
types of Person Number generation methods are available.
-Automatic
-Manual
-Automatic prior to submission
-Automatic upon final save
By default “Automatic Prior to submission” is enabled in the system. Employment Model: We have 2
types of employment models:
-2 Tier Employment Model
-3 Tier Employment Model
2 Tier: Here we can maintain the Work Relationship and Assignment data. And for single assignment
we can maintain single contract only.
3 Tier: Here we can maintain the Work Relationship, Assignment and Work Terms data and for
single assignment we can maintain multiple contract details.
10. How many types of employees can create in fusion?

We can create the 4 types of employees as follows. Navigate to New Person screen and select the
person type to create.
-Hire an Employee
-Add Contingent Worker
-Add Pending Worker
-Add Non Worker
Hire an Employee: We can hire permanent employees into the organizations.

Add Contingent Worker: We can hire Contract employees into the organizations.
Add Pending Worker: We can hire Future Hired employees.
Add Non worker: We can hire Board of Directors, Vice Presidents etc.
11. How to setup the Workforce structure or Work Structure?
And what is the sequence of the work structure?
Navigate to My Workforce => Workforce Structure. Here we can setup the work structure. Sequence
of Work Structure:
-Location
-Organization
-Job
-Position
-Grade
-Department
12. What are the different Date track modes are available?
We have 3 types of date track modes available.
-Correct
-Update
-Delete
Correct: We can correct the existing record
Update: We can modify the existing record and also can maintain the history of that record.
Delete: We can delete the record.
13. When we go for the 2 tier employment model and when we go for the 3 tier employment
model?
When organization have more Contract employees than full time employees, then they will go for 3
tier model. Because they need to maintain more contract records.
When organization having more full time employees than contract employees, then they will go for
2 tier model.
14. How to Hire an employee, Transfer an Employee, Terminate an Employee, Reverse Termination
and Rehire an Employee?
Navigate to New Person screen and can perform all the actions like Hire to Retire process.
15. What is Work Relationship, Work Terms or Employment Terms and Assignments?
Work Relationship - Relationship between a person and a legal employer. All work relationships
must contain at least one assignment.
Employment terms - If an employee has work relationship in two different Legal Entities, then the
Assignment record has to be maintained in two different places. Because Fusion HCM is global, it is
created only once even though an employee is working in two different Legal Entities.
Assignment - Set of information, including job, position, pay, compensation, managers, working
hours, And work location, which defines a worker's or nonworker's role in a legal employer. A
person can have multiple assignments in a single work relationship.
16. What is Job, Grade, Location and Position?

Job represents the Title only. For example, Manager, Director, Analyst etc.
Position represents a specific occurrence of one particular Job. For example, Finance Manager
would be an instance of the Job of ‘Manager’.
Grades are created to maintain the level of compensation for workers. You can create grades for
multiple pay components, such as salary, bonus, and overtime rates. Locations are the physical
addresses /sites where we have our firm placed.
17. What is Reference Data Sets or Common Set?

It is used to decide which business unit access to the reference data groups such as grade, location
etc. Oracle fusion provides default reference data set it can be used across all business units.
18. What are all the Database tables gets effected when we created an employee?
PER_ALL_PEOPLE_F, PER_PERSON_NAMES_F_V, PER xx_USERS, PER_EMAIL_ADDRESSES_V,
PER_PERSON_ADDRESSES_V, PER_ALL_ASSIGNMENTS_F, PER_ALL_ASSIGNMENTS_M,
PER_ASSIGNMENT_SUPERVISORS_F_V, PER_ASSIGNMENT_STATUS_TYPES_VL,
PER_PERIODS_OF_SERVICE_V. PER_PERSON_NAMES_F_V (Person Name Details)
PER_ALL_ASSIGNMENTS_M (Assignment Details and Work Terms Details)
PER_ASSIGNMENT_SUPERVISORS_F_V (Assignment Supervisor Details) PER_PERSON_ADDRESSES_V
(Person Address Details) PER_EMAIL_ADDRESSES_V (Person Email Details)
HRC_INTEGRATION_KEY_MAP (Source Key Details) PersonName:
SELECT source_system_id FROM fusion.HRC_INTEGRATION_KEY_MAP H,PER_PERSON_NAMES_F_V

P WHERE 1=1 and h.object_name ='PersonName' and h.surrogate_id=p.person_name_id and
h.SOURCE_SYSTEM_OWNER =EBS;
19. What are all the Work Structure and Setup data tables?
HR_ORGANIZATION_UNITS, PER_GRADES_F_VL, PER_JOBS_F_VL, HR_ALL_POSITIONS_F_VL,
PER_LOCATION_DETAILS_F_VL, PER_ACTIONS_VL, PER_ACTION_REASONS_VL,
PER_ACTION_OCCURRENCES, PER_PERSON_TYPES_VL
20. What is the basic setup required to implement any fusion applications like HCM, Finance, SCM
etc.?
We need to setup Enterprise Structure first and then Setup related files have to load. After that we
have to start loading the Work structure data. Sequence of Data loading:
-Setup data like Action, Action Reasons, Person Types, List of values, Lookups, Flex field’s data,
Legislative Data Groups, Name Formats etc.
-Work Structure data
-Worker data
-Contacts data
-Salaries data etc.
21. What are all the things that you have worked or you know in Global HR module?
I have worked in Global HR module like Hire an employee process to Retiree an employee process.
Like Hire different types of employees, Global Transfer, Terminate, Reverse Termination and Rehire
an Employee. And I am aware of Employment model and also I am aware of the Person Number
generation method.
22. What is Object Version?

The object version number is not unique and does not replace the primary key. There can be many
rows in the same table with the same version number. The object version number indicates the
version of a specific primary key row.
23. What are the Set enabled Work Structures or Set enabled objects?
Departments Grades Jobs Locations
1. What is Work Relationship, Work Terms or Employment Terms and Assignments?

Work Relationship - Relationship between a person and a legal employer. All work relationships
must contain at least one assignment. Employment terms - If an employee has work relationship in
two different Legal Entities, then the Assignment record has to be maintained in two different
places. Because Fusion HCM is global, it is created only once even though an employee is working in
two different Legal Entities.Assignment - Set of information, including job, position, pay,
compensation, managers, working hours, And work location, which defines a worker's or
nonworker's role in a legal employer. A person can have multiple assignments in a single work
relationship.
2. What is Job, Grade, Location and Position?
Job represents the Title only. For example, Manager, Director, Analyst etc. Position represents
specific occurrence of one particular Job. For example, Finance Manager would be an instance of
the Job of ‘Manager’. Grades are created to maintain the level of compensation for workers. You
can create grades for multiple pay components, such as salary, bonus, and overtime rates.
Locations are the physical addresses /sites where we have our firm placed.
3. What is Reference Data Sets or Common Set?

It is used to decide which
business unit access to the reference data groups such as grade, location etc. Oracle fusion provides
default reference data set it can be used across all business units.
1. What are all the list of ERP Technologies available in the market?
Oracle eBusiness Suite, SAP, JD Edwards, PeopleSoft, Visibility.net from Visibility etc.
2. What is On premise ERP software/solution?
On-premise ERP solutions are installed locally on your company's hardware and servers and then managed
by your IT staff.
3. What is Oracle Cloud Offerings/Benefits?
Cloud Offerings are HCM, Finance, SCM, Procurement etc.
4. Why Oracle Cloud or what are the benefits of Oracle Cloud?

-We don’t need to install any Software
-Internet access is enough to access the Cloud application
-Reduced software setup costs
-Automated software updates
-Oracle ERP and PeopleSoft ERP both are integrated into single platform i.e. Oracle Cloud.
5. What are all the Service Models available in the Cloud?

Oracle provides 3 different service models. By default SaaS service model will be provided. And Oracle
provides everything as a service in SaaS model so we don’t need to maintain any software’s. Saas
(Software as a Service) Paas (Platform as a Service) IaaS (Integrate as a Service) Benefits of Saas:
-No need to maintain the Application
-No need to maintain the Database
-No need to maintain the Middlewares
-No need to maintain the Operating System
-No need to maintain the Servers
-No need to maintain the Storage Systems
Benefits of Paas:
-We can maintain and customize our Application and create custom pages by using the ADF.
-We can maintain the Database
Benefits of IaaS:
-We can maintain the Application, Database and Middleware’s.
6. What is the current release that you are working?
Release 24C. This we can see in the application by logging into the fusion and navigate to About
application option.
7. What are all the basic job roles required to the user to implement the Cloud HCM?
-Application Implementation Administrator

-IT Security Manager
-Human Capital Management Integration Specialist
-Human Resource Specialist
-Payroll Manager
-Application Developer etc.
Q) Different type of person types in HCM Fusion?
->Beneficiary, dependent, retiree, APL, EMP, CWK, EX_APL, EX_CWK, EX_EMP, volunteer, etc.
Q) How you will correct termination date of Work Relationship in HCM Fusion application using HDL?
> To correct the termination date, need to pass newActualTerminationDate and also set
CorrectTerminationFlag attribute to Y.
Q) How we can extract the changed data from last run date to till date using HCM Extracts?
-> Yes, We can extract the changes only data from last run. We need to select the option ""Include
changes from last successful run"" at the time of defining the HCM extract.
Q) What are the different type/attribute for changes only parameter in HCM Extract?
-> There are 6 values for this parameter.
1. All Attributes: A full extract that includes all data at that point in time.
2. Changed Attributes: Includes only the data that has changed compared to the previous run.
3. Changed and Marked Attributes: Shows both changed attributes and those marked as mandatory.
4. Changed and Marked Attributes with Previous Values: Includes changed/mandatory data along with
their previous values for comparison.
5. Changed, Marked Attributes, Previous Data under Threading Group: Displays changed/mandatory data
along with previous and parent data group values.
6. Changed and Marked Attributes under Threading Group: Shows changed/mandatory data and parent
group values within a threaded hierarchy.
Q) How to load NULL values using HDL?
-> Use #NULL to load the null values for any attribute in MERGE metadata.
Q) What are the different types of HCM Extracts?

There are three main types of HCM Extracts in Oracle Fusion HCM:
1. Full Extract: Extracts all records for the selected criteria, regardless of whether the data has changed.
This is used when a complete data set is needed.
2. Incremental Extract: Extracts only records that have changed since the last extract run. This is useful for
frequent updates without redundancy.
3. Changed Data Extract: Focuses on specific data fields that have been modified, providing highly targeted
data for updates, often used for integrations.
Q) Delivery Type in HCM Extracts?
-> Document of Record,Email, FTP, FAX, File System, HCM Connect, HTTP, Printer
Q) Explain threading database item in HCM Extracts?

-> Threading Database Item is required for implementing the changes only feature. It is the unique ID for
that User Entity. You can declare the threading database item at root data group or child data group level
where you required changes only data.
Q) How to create Dependent and Independent Value sets in BI Reports?

A) We have to create two different parameters in BI report and link first parameter to second parameter
with bind variable. For example: select person_Number from per_all_people_f where person_number
= :person_number. Here :Person_Number is the first parameter which is Independent. And based on
selecting the Independent parameter the other one shows the list of values which are dependent.
Q) How to get the Parameter Input value in the XML file in HCM Extracts?
In HCM Extracts, to get the parameter input values in the XML output: - Use the bind parameters in the
Data Group Filter or Formula to capture the parameter value. - In the Delivery Option, you can reference
the parameter using `${parameter_name}`. - You can also reference parameters directly in the Extract
Definition by using the syntax:
<xsl:value-of select=""$ParameterName""/>
where `$ParameterName`
refers to the input parameter defined in the extract.
Q) How to move UDT tables from one instance to another instance?
To move User-Defined Tables (UDT) from one instance to another: 1. Export UDT: Go to the Setup and
Maintenance > Manage User-Defined Tables, export the UDT using the export functionality.
2. Import UDT: In the target instance, use the Import feature within the same Manage User-Defined
Tables screen to load the exported file. Alternatively, you can use Configuration Packages or FSM
(Functional Setup Manager) to export and import the UDTs as part of your implementation setup.
Q) How to give permission to a user to see only report data in BI Reports?

To grant permission for a user to see only report data in BI Reports: 1. Assign BI Consumer Role: Ensure
the user has the BI Consumer role, which allows them to view reports without editing. 2. Folder-Level
Permissions: In BI Catalog, navigate to the report folder, right-click, and choose Permissions. Set the user
or role to have ""View"" access. 3. Data Security Filters: To further restrict access to only specific data, use
data security filters on the report so that the user can see only the permitted data. 4. Custom Role: Create
a custom role with view-only access to specific reports and assign it to the user.
Q) How to improve the performance of the extract when they are running for longer times?
We can do it using Process Configuration Groups. At payroll Process Configuration Group level, we can
define Multi-Threading option and specify the number of threads that can be run in parallel.
Q) Changes only Extract is scheduled daily and there is a requirement to add new attribute. What should
be the approach?
A) Best approach would be to do the changes to extract immediately after the daily schedule so that none
of the changes are skipped. Immediately after the changes are completed, we can do a baseline without
delivery options so the file is not sent over to the vendor. From the next run onwards it will pickup the
changes as usual from previous day.
- In an XSL Template:
- Use the xdo:worksheet tag in the XSL file to define a new tab. The syntax looks like this:
```xml
<xdo:worksheet name=""Tab1"">

</xdo:worksheet>
<xdo:worksheet name=""Tab2"">

</xdo:worksheet>
```
Each `xdo:worksheet`
block will generate a new tab in the Excel output. 3. Design and Add Data:
- Ensure that data sections are placed within the appropriate worksheet tags.
- If using a Data Model, map your data groups accordingly so that the content for each tab gets populated
correctly. 4. Set the Output Format to Excel:
- When defining the report in BI Publisher, set the output format to Excel to ensure the system generates
the output in `.xlsx`
format. 5. Test and Review:

- Run the report and download the Excel output to confirm that multiple tabs are correctly generated,
with the appropriate data on each sheet. This approach allows you to create a multi-tabbed Excel report,
which is useful when you want to separate different sections of data into distinct sheets within a single
Excel file.
1. What have you done in GHR?
- In Global Human Resources (GHR), I have worked on configuring the Enterprise Structure, including
defining Legal Entities (LE), Business Units (BU), and their relationships within the organization. I
have also configured Workforce Structures by setting up Departments, Locations, Jobs, Positions, and
Grades. Additionally, I have implemented the Approval Management Engine to facilitate automated
approval processes, defined hierarchies for reporting and access control, managed the workforce
lifecycle from hire to rehire, and established security settings to protect sensitive HR data.
2. Client and Country

- I worked with multiple clients, with specific focus on clients in [insert country or region]. The details
include the client name, a brief description of their business, and the HR solutions provided to meet
their needs.
3. R13/R12
- Oracle Fusion HCM releases are structured into quarters:
- 20A: January to March 2020
- 20B: April to June 2020
- 20C: July to September 2020
- 20D: October to December 2020
Each release includes new features, enhancements, and bug fixes.
4. Explain ESC Flow

- The Enterprise Structure Configuration (ESC) flow involves a series of steps to configure the
organization. It typically starts with defining the Legal Entity, followed by Business Units, and further
drilling down into Workforce Structures. This flow ensures that the organization’s structure aligns
with business operations and complies with local regulations.
5. Difference Between Legal Entity and Legal Employer

- A Legal Entity is a recognized organization within a jurisdiction that has legal rights and
responsibilities, such as the ability to enter contracts. A Legal Employer, on the other hand, refers to
the specific entity within that legal framework responsible for hiring and managing employees. In
some cases, a single legal entity can have multiple legal employers.
6. Can we define Position without Job?

- No, in Oracle HCM, every Position must be associated with a Job. The Job defines the roles and
responsibilities, while the Position specifies where that job exists within the organizational structure.
7. Mandatory for creating Position
- The Business Unit (BU) is mandatory when creating a Position. This ensures that each Position is
aligned with the correct business operations and reporting structure.
8. Why Position => BU and Jobs => RDS => BU?

- Positions are linked to Business Units because they represent specific roles within those units,
which allows for effective management of resources and reporting. Jobs, on the other hand, can
span across multiple Business Units (RDS) because they define the broader set of responsibilities and
competencies required across the organization.
9. Different types of Positions

- There are several types of Positions in Oracle HCM:
- None: No specific allocation.
- Pooled: Shared among several employees.
- Shared: Allows multiple workers to share a single Position.
- Single Incumbent: One employee occupies a specific Position.
10. Difference Between Job and Position
- The main difference lies in their definitions and purposes:
- Job: Defines a collection of responsibilities and requirements across the organization. It is a generic
term.
- Position: A specific instance of a Job that includes details about where it fits in the organizational
structure, allowing for tracking of headcount and budget management.
11. Establish Enterprise Structure

- Establishing the Enterprise Structure involves defining all levels of the organization, including Legal
Entities, Business Units, Departments, and Locations. This foundational setup is crucial for effective
HR and payroll processing.
12. Grades
- Grades are a hierarchical structure used to classify jobs and positions within the organization. They
help in determining salary ranges, career progression, and organizational structure.
13. Employment Model

- In Oracle HCM, there are typically two employment models:
- 2-Tier Model: Often involves a single legal employer and business unit structure, where the
organization operates with minimal complexity.
- 3-Tier Model: Involves a more complex structure with multiple legal entities, business units, and
associated processes.
14. Hire Employee at what level?
- Employees are typically hired at the Legal Employer level, which is responsible for the employment
relationship and associated legal obligations.
15. Difference Between Person No and Worker No

- Person No is a unique identifier for individuals in the system, used across various HR functionalities.
Worker No is specific to the employment relationship and assignments of that person within the
organization.
16. How to Terminate Employee

- Terminating an employee involves navigating to the relevant task in HCM and following the
structured process to ensure compliance with legal and organizational policies, including
documentation and final pay processing.
17. Difference Between Transfers and Global Transfers

- Transfers refer to changes within the same legal entity or country, while Global Transfers involve
relocating an employee to a different legal entity or country, often requiring additional processes
related to immigration and compliance.
18. Types of Trees

- There are generally three types of trees in Oracle HCM:
- Organization Tree: Visual representation of the organization's structure.
- Position Tree: Shows how positions are linked and structured within the organization.
- Department Tree: Represents the departmental structure and hierarchy.
19. Types of Roles

- Common roles include:
- Employee: Regular workforce member.
- Line Manager: Responsible for overseeing team members.
- HR Specialist: Focused on HR processes and support.
20. Types of Security Profiles
- Security profiles can include various types such as:
- Person Security Profile: Defines access based on personal data.
- Assignment Security Profile: Focuses on employee roles and assignments.
- Organization Security Profile: Restricts access based on organizational units.
21. Have you created Roles?
- Yes, I have created various roles, including Manager and HR Specialist roles, tailored to specific
needs and compliance requirements.
22. Security Console
- The Security Console is a centralized tool used for managing roles, permissions, and access controls
within the HCM system, ensuring appropriate data security.
23. Main Roles for HCM

- Key roles typically include:
- Employee: Standard access for all employees.
- HR Specialist: Access to manage HR functions.
- Line Manager: Access to manage team members.
24. What is Mass Update?

- Mass Update refers to the process of making bulk changes to employee records or configurations
within the system, often used during organizational restructuring or large-scale updates.
25. Person No in Which Task?
- The Person Number is primarily utilized in the task Manage Enterprise HCM Information, where
detailed employee data is managed.
26. Worker No in Which Task?
- The Worker Number is specified in the task Manage Legal Entity HCM Information, focusing on legal
employment details.
27. Task Name for Assign BU to LE
- The task is typically called Assign Business Unit Business Functions, which links BUs to the
corresponding legal entities.
28. Is PSU Mandatory?
- Yes, in configurations where a Payroll Statutory Unit (PSU) is required to handle payroll processing
for employees, it becomes mandatory.
29. Can we assign Legal Employer to LDG?
- Yes, a Legal Employer can be assigned to a Legal Data Group (LDG) to manage employee data
effectively.
30. What is Legal Employer and PSU?
- A Legal Employer is responsible for managing employees under legal regulations, while a Payroll
Statutory Unit (PSU) is specifically responsible for payroll-related compliance and processing.
31. What is TRU?
- The Tax Reporting Unit (TRU) is responsible for managing employee tax deductions and ensuring
compliance with tax regulations.
1. Which Legislation have you been involved in Payroll?
- I have worked with various payroll legislations, including local, state, and federal regulations. This
encompasses compliance with laws regarding minimum wage, overtime, tax withholding, social security
contributions, and any other relevant labor laws specific to the countries or regions in which the clients
operate.
2. LDG, PSU, BU, Banks

- Legal Data Group (LDG): A grouping of legal entities within the organization that share payroll
processing rules.
- Payroll Statutory Unit (PSU): A defined unit that manages payroll-related compliance for a specific
geographical region or legal framework.
- Business Unit (BU): Represents a division within the organization where payroll is processed.
- Banks: The financial institutions used for processing employee payments, where payroll funds are
deposited. Additionally, I have configured payment methods such as direct deposit, checks, and wire
transfers, created payroll definitions tailored to the organization’s structure, established elements for
payroll processing, attached payroll to the appropriate legal entities, and executed payroll flows to
ensure accurate and timely payroll processing.
3. Different types of Payment methods

- Payment methods typically include:
- Direct Deposit: Employees receive their salary directly in their bank accounts.
- Checks: Physical checks issued to employees.
- Wire Transfers: Electronic transfers for payroll payments.
- Pay Cards: Preloaded cards used for payroll disbursement.
4. Off Set Details

- Offsetting refers to adjusting payroll amounts due to prior overpayments or underpayments. This
process ensures that any discrepancies are corrected in future payroll runs, maintaining accurate
financial records and compliance.
5. Elements
- Payroll elements are components used in calculating employee compensation, such as earnings,
deductions, benefits, and allowances. Each element can have specific rules and conditions that dictate
how they are calculated and applied.
6. Recurring and Non-Recurring Elements

- Recurring Elements: These are regular payments or deductions that occur consistently, such as
monthly salaries or health insurance premiums.
- Non-Recurring Elements: These are one-time payments or deductions, such as bonuses or severance
pay, which do not occur regularly.
7. Proration Element
- Proration refers to the calculation of payroll amounts on a pro-rated basis, often applied when an
employee does not work a full pay period. This ensures employees are compensated fairly for the actual
time worked.
8. Retro Pay
- Retro pay, or retroactive pay, refers to compensation adjustments made to correct prior payroll
calculations. This often occurs when there are salary increases or adjustments not reflected in previous
paychecks.
9. Payroll Flows Execution

- Payroll flows are the sequences of processes that occur during payroll processing, including gathering
data, calculating pay, applying deductions, and generating payroll reports. Execution involves running
these flows to complete the payroll cycle for a specified period.
10. How to Assign Payroll to Employees?
- Payroll can be assigned to employees through the HR system by linking the appropriate payroll
definitions and elements to their records. This usually involves specifying the employee’s Legal Data
Group and selecting the corresponding Payroll Statutory Unit.
11. How are New Elements Added to Employees?
- New payroll elements can be added to employee records through the employee management
interface, where specific elements are assigned based on eligibility criteria and business needs.
12. Adding 10,000 Employees to Payroll

- For bulk additions, tools such as the Payroll Data Loader (PDL) and HCM Data Loader (HDL) are utilized
to streamline the process and ensure that all necessary employee data is accurately uploaded to the
payroll system.
13. What is Quick Pay?
- Quick Pay is a feature that allows for immediate calculation and payment of an employee's salary
without going through the full payroll process. This is useful for situations requiring urgent payments.
14. Object Group
- An Object Group is a collection of related objects within the payroll system, such as payroll definitions,
elements, and flows, that can be managed collectively for reporting and processing.
15. Standard Payroll
- Standard Payroll refers to the regular payroll processing that follows a predefined schedule (e.g., bi-
weekly, monthly) according to the organization's payroll policies and regulations.
16. Rollback
- Rollback is the process of reversing a payroll run or specific payroll actions to correct errors or
discrepancies, ensuring that the payroll data remains accurate and compliant.
17. Can we Create Payroll Flows?
- Yes, we can create custom payroll flows to meet specific organizational requirements. This involves
defining the sequence of processes and rules to ensure accurate payroll processing.
18. At What level is Payroll defined?
- Payroll is typically defined at the Legal Data Group (LDG) level to ensure compliance with local laws and
regulations for the employees within that group.
19. Element Group
- An Element Group is a categorization of payroll elements that share similar characteristics, making it
easier to manage and apply multiple elements to employees based on specific criteria.
20. Element Eligibility

- Element eligibility defines the criteria under which specific payroll elements can be applied to
employees. This ensures that only qualified employees receive certain payments or deductions based on
their roles, status, or other defined conditions."
1. When and why do you use loaders in Oracle Fusion/Cloud HCM?
- When: Loaders like HCM Data Loader (HDL), Payroll Batch Loader (PBL), and Spreadsheet Data Loader (SHDL) are
used when there’s a need to perform bulk data migrations, updates, or corrections in Oracle Fusion HCM modules
such as Global HR, Payroll, and Compensation.
- Why: Loaders are used to efficiently manage large-scale data loads, allowing for the automation of data imports,
updates, and transfers without manually entering records into the system. They are crucial for integrating data
from legacy systems, implementing mass employee updates, or maintaining data integrity during ongoing
operations.
2. What are the roles required to use the loaders section?

- Roles required:
- Human Capital Management Integration Specialist: Allows access to the HCM Data Loader (HDL) and other
integration tools.
- Human Capital Management Application Administrator: Grants the ability to configure and monitor data loads.
- Payroll Interface Data Loader: Used for loading payroll data specifically.
- Spreadsheet Data Loader Role: Grants access to the Spreadsheet Data Loader for basic data loads using Excel
templates.
3. What are the types of loaders and their key resolution sequence?
- Types of Loaders:
1. HCM Data Loader (HDL): Used for bulk data loads across various HCM modules.
2. Payroll Batch Loader (PBL): Specifically designed for payroll-related data loads.
3. Spreadsheet Data Loader (SHDL): Allows end-users to upload data from Excel spreadsheets for simpler data
loads.
- Key Resolution Sequence:
1. Source Key Resolution: If source keys are provided, they take precedence in identifying records.
2. User Key Resolution: If no source keys are found, user keys are used to identify records.
3. Surrogate Key Resolution: Surrogate keys are used if neither source nor user keys are available.
4. What's the difference between HCM Data Loader (HDL), Payroll Batch Loader (PBL), and Spreadsheet Data
Loader (SHDL)?
- HCM Data Loader (HDL): General-purpose tool for loading, updating, and maintaining HCM data, supporting
complex business objects across HR, Compensation, and Payroll.
- Payroll Batch Loader (PBL): Focuses solely on payroll-related data (e.g., element entries, balance adjustments). It
provides an easy way to handle payroll data but is limited to payroll-specific objects.
- Spreadsheet Data Loader (SHDL): Used for simpler, user-friendly data loads. It allows users to upload data using
pre-defined Excel templates but is not suitable for large-scale or complex data loading.
5. What's the difference between Source Keys and User Keys?

- Source Keys: Unique identifiers provided by external systems (source system) to maintain data consistency across
systems. They are useful when integrating data from external applications.
- User Keys: Identifiers such as person number, assignment number, etc., that are used by users within Oracle
Fusion to uniquely identify records.
- Difference: Source keys ensure consistency in integrations across different systems, while user keys are used
internally within the Oracle system.
6. Tell us some scenarios which enforce you to go for Source Keys rather than User Keys?
- Scenarios:
- Data Migration from Legacy Systems: When migrating data from an external system where source keys are
available and should be preserved for data consistency.
- Ongoing Integrations: When an external system needs to push updates and requires the data to be mapped
correctly in Oracle Fusion using consistent keys.
- Avoiding Duplicate Data: Using source keys ensures data integrity across multiple systems without relying on
user-generated keys, which may lead to duplicates.
7. How do you get Source System ID, Source System Owner, and Surrogate ID?
- Source System ID: It is the unique identifier for the record from the external system. It can be retrieved from the
external data source or system being integrated.
- Source System Owner: This is usually the name of the external system providing the data, and it is often
configured in Oracle Fusion during the integration setup.
- Surrogate ID: A system-generated key within Oracle HCM that uniquely identifies each record. You can retrieve
this from the HCM database or HDL logs after loading the data.
8. What are the prerequisites that must be followed while creating the dat file for any object load using HDL?
- Prerequisites:
- Ensure mandatory fields for each business object are included.
- Adhere to the file structure and format requirements (correct delimiters, headers).
- Maintain correct references for foreign keys and relationship keys.
- Validate the data against system-defined value sets (e.g., valid job codes, departments).
- Use consistent date formats and ensure no data duplication.
9. What are the mandatory business objects that must be loaded one time while hiring an employee through
HDL?
- Mandatory Business Objects:
1. Person: Includes basic personal details like name, date of birth, gender.
2. Work Relationship: Defines the relationship between the employee and the legal employer.
3. Assignment: Provides details such as job, position, department, and manager.
4. Employment Terms: If the employee has specific contractual terms.
10. There are certain set-enabled objects which can't be deleted once they have been created via HDL. What are
they?
- Set-enabled objects like Job, Department, Location, and Grade cannot be deleted once they are created in Oracle
Fusion. These are tied to set-enabled data structures, and their deletion could cause data inconsistencies in the
system.
11. What's your approach to ensure them not available?

- Approach:
- Use end-dating for set-enabled objects so that they are no longer available for use but remain in the system for
historical purposes.
- You can also restrict access to these objects by updating security roles or removing associations with active
entities.
12. How do you perform employment transactions such as Hire, Terminate, Rehire, and Cancel work relationships
using HDL?
- For these transactions, you load the corresponding WorkRelationship.dat and Assignment.dat files:
- Hire: Use the `WorkRelationship` and Àssignment` objects to define the new hire.
- Terminate: Load the `WorkRelationship` object with the termination reason and date.
- Rehire: You can rehire by creating a new work relationship while retaining the original person record.
- Cancel Work Relationship: You can reverse or delete the work relationship if the transaction was made in error.
13. What are the steps that you have to follow while Global Transferring the employee using HDL?
- Steps for Global Transfer:
1. Load the Person.dat file to update the person information if needed.
2. Use the WorkRelationship.dat file to transfer the work relationship to the new legal employer.
3. Update the Assignment.dat file to reflect the new job, department, and manager in the new location.
4. Load EmploymentTerms.dat if any specific contractual terms are changed due to the transfer.
14. How do you make sure history information (Last 5 years data) loaded successfully using HDL?
- Ensure that the effective start date and effective end date for each business object are correctly specified in the
HDL data file. Use date-effective processing in Oracle HCM to manage multiple records with different effective
dates.
15. Tell us how do you maintain source keys while loading five assignment history records of employees using
HDL?
- To maintain source keys for multiple assignments:
- Use the same `SourceSystemOwner` and `SourceSystemId` for each assignment history record.
- Specify the ÈffectiveStartDate` and ÈffectiveEndDate` for each assignment to correctly track historical records.
16. What are the business objects that must be loaded while updating Job, Location, Department, and Grade
using HDL?
- Business Objects:
1. Job.dat for updating job details.
2. Location.dat for updating location.
3. Department.dat for updating department.
4. Grade.dat for updating grade information.
17. Can we use all keys in the same dat file to load any business object using HDL?
- Yes, you can use a combination of Source Keys, User Keys, and Surrogate Keys within the same `.dat` file for
loading business objects. However, you must ensure that the key resolution sequence is followed and that no
conflicts arise from using multiple key types.
18. How do you load Line Manager against an employee using HDL?
- Load the Assignment.dat file and include the `ManagerType` and `ManagerPersonNumber` fields to specify the
line manager for the employee.
19. What are the Business Objects that must be loaded while creating a department using HDL?
- Business Objects:
1. Department.dat to create the department.
2. Location.dat if the department is linked to a specific location.
3. CostCenter.dat if the department needs a specific cost center.
20. How do you update dependent contact details using HDL?
- Use the PersonContact.dat file to update or add contact details for an employee's dependent. Make sure to
include the `PersonNumber` and `ContactPersonNumber` for correct linking.
21. Which table holds Worker, Person Name, and Work relationship business object attributes data?
- Tables:
- PER_ALL_PEOPLE_F: Holds person-related data.
- PER_ALL_ASSIGNMENTS_F: Contains assignment-related details for a worker.
- PER_PERSON_NAMES_F: Stores person name information.
- PER_WORK_RELATIONSHIPS: Stores work relationship data.
22. What are the pre-requisites to be followed while adding a new salary to employees using HDL?
- Prerequisites:
- Ensure that the Assignment ID exists in the system.
- Verify the Salary Basis is set up for the employee.
- Include valid Effective Start Dates and ensure no overlap with existing salary records.
23. Can we delete Bank Account and Payment Method using HDL?
- No, bank account and payment methods cannot be deleted directly using HDL. You can only end-date them to
make them inactive.
24. As part of the Absence Management data load, what are the business objects that you loaded using HDL?
- Absence Management Business Objects:
1. Absence Plan Enrollment.
2. Absence Type.
3. Absence Entries.
25. How do you incorporate Future Dated as well as Past Dated records while loading data using HDL?
- Future Dated Records: Specify the ÈffectiveStartDate` in the future.
- Past Dated Records: Use the correct ÈffectiveStartDate` in the past and ensure that no conflicts exist with other
date-effective records.
26. How do you load Calculation Cards using HDL?
- Load the CalculationCard.dat file with the necessary components such as calculation component, calculation
values, and balances.
27. When do we use Spreadsheet Data Loader (SHDL)?
- When: SHDL is used when the data to be loaded is relatively simple, such as updating employee addresses or
creating new positions, and when users are more comfortable working with Excel-based templates.
28. Can you update/delete data using SHDL?
- Yes, you can both update and delete data using SHDL, but the scope is limited compared to HDL. SHDL is mainly
for simpler objects and data updates.
29. What are the business objects that you loaded using SHDL?
- Commonly loaded business objects via SHDL include:
1. Person Data (name, contact information).
2. Job Details.
3. Assignments.
4. Salary Updates.
30. Can't we load payroll related data using HDL?
- You can load payroll-related data using HDL, but it is limited in some aspects. Payroll Batch Loader (PBL) is more
suited for specific payroll elements and calculations
31. Why do we use Payroll Batch Loader (PBL)?
- Why: PBL is designed for loading payroll-related data like element entries, balance adjustments, and payroll
relationships. It simplifies payroll processes by allowing bulk data loads and updates.
32. What are the prerequisites to be followed while loading data using PBL?
- Prerequisites:
- Ensure all payroll elements are properly set up.
- Verify that the employees are enrolled in payroll.
- Use the correct batch template for the data being loaded.
33. What are the errors that you came across while loading element entry data using PBL?
- Common errors include:
- Invalid Element Code: When the element is not defined in the system.
- Duplicate Entries: When attempting to load an element entry that already exists.
- Invalid Effective Dates: Mismatches in date-effective data.
34. Can we delete the payroll definition/Element once it has been allocated to the employee?
If so, what are the steps to be followed to do the same?
- No, you cannot delete payroll definitions or elements once assigned. You can end-date or update them but not
delete them due to system integrity rules.
35. What are the major changes that you noticed in Loaders from previous releases to till now?
- Major changes include:
- Enhanced Error Handling: Improved feedback and log details for troubleshooting errors.
- Increased Support for Complex Objects: More business objects supported by HDL and PBL.
- Better User Interface for SHDL: Easier template creation and data mapping.
36. Can we create element definition using PBL if so what are the steps to be followed to do the same?
- No, element definitions must be created within the payroll configuration settings in Oracle HCM."
1. What are the roles required to access Absence Management?
- Absence Manager: Responsible for managing absence records, approving requests, and generating
reports.
- HR Specialist: Handles employee absence data and can configure absence types and plans.
- Line Manager: Approves or denies absence requests from employees in their department.
- Payroll Manager: Ensures that absences are accurately reflected in payroll processing.
- Employee: Can view and request absences as per their entitlements.
2. Though you have enough access, you couldn't find the absence icon under my client groups;
what could be the reason for this?
- Configuration Issues: The absence management functionality may not be configured correctly in
the user interface.
- User Role Limitations: Despite having access, specific roles or permissions may not include the
absence icon.
- Client Group Settings: The absence icon might be disabled in the client group settings or not
assigned to the particular group.
- Browser Cache: Cached data in the browser may cause UI elements to not display correctly.
3. Can we have Absence Type without a plan?

If so, how does it work?
- Yes, an absence type can exist without an associated plan. In this scenario, the absence type may
serve as a classification without defined accruals or entitlements. It can be used for informational
purposes or specific situations where a formal plan isn't necessary, such as unpaid leave.
4. Can we have Plan Type without an eligibility profile?

If so, how does it work?
- Yes, a plan type can exist without an eligibility profile. This means that the plan may apply to all
employees without restrictions, or it may be used in scenarios where eligibility is determined
through different criteria outside the profile setup.
5. What are the absence Types, Plan Types, and its differences?
- Absence Types: Categories of absences such as sick leave, vacation, or maternity leave. They
define the nature of the absence.
- Plan Types: Structures that define how absence types are managed, including accrual rules,
balances, and eligibility. Plan types are associated with absence types to enforce rules and policies.
- Differences: Absence types categorize the leave, while plan types define the rules and
management of that leave.
6. How does the eligibility profile work?

- The eligibility profile determines which employees qualify for specific absence plans. It includes
criteria such as:
- Job Roles: Specific job classifications or grades.
- Locations: Geographic regions where certain eligibility may apply.
- Service Length: Minimum tenure required before an employee is eligible for a plan.
- The profile ensures that only eligible employees can access certain benefits.
7. How do we transfer/adjust the plan balance when the employee got globally transferred?
- To transfer or adjust the plan balance:
1. Access Employee Record: Locate the employee’s record in the system.
2. Update Location: Change the employee's location to the new global assignment.
3. Adjust Balance: Use the “Transfer Balance” function to allocate the appropriate number of days
based on the new location's policies.
4. Validate Changes: Ensure the changes reflect in the employee's absence balance.
8. When the employee hire date is changed, what are the prerequisites that must be followed to
ensure the balance is adjusted appropriately?
- Review Current Balances: Before making changes, check the employee's current absence balances.
- Accrual Adjustments: Ensure accrual rules are reviewed and recalculated based on the new hire
date.
- Update Eligibility Profiles: Confirm that eligibility profiles align with the new hire date.
- Communicate Changes: Notify relevant stakeholders about the adjustments to avoid confusion.
9. Unable to adjust/transfer the plan balance; what could be the reason for this?
- Insufficient Permissions: The user may not have the necessary access to make adjustments.
- Plan Restrictions: The specific absence plan may have restrictions preventing adjustments (e.g.,
frozen balances).
- System Errors: Technical issues or bugs in the system may prevent balance transfers.
- Employee Status: The employee may not be eligible for balance transfers based on their current
employment status.
10. What are the levels we can set up work schedules?

Which level overrides what?
- Work schedules can be set at the following levels:
- Global Level: Applies to all employees across the organization.
- Legal Entity Level: Specific to a legal entity within the organization.
- Department Level: Defined for specific departments.
- Individual Level: Custom schedules for individual employees.
- Overrides: Individual schedules override department schedules, which override legal entity
schedules, and global schedules.
11. What is the relationship between ceiling limit and carryover limit?
- Ceiling Limit: The maximum amount of absence that an employee can accrue within a defined
period.
- Carryover Limit: The maximum amount of unused absence that can be carried over to the next
period.
- Relationship: The carryover limit cannot exceed the ceiling limit, ensuring employees do not
accrue more absence than allowed while allowing some to be carried over.
12. While trying to book absence, unable to select more than one day; what could be the reason
for this?
- Absence Type Configuration: The absence type may be configured to only allow single-day
bookings.
- System Settings: Specific settings in the system may restrict multi-day selections.
- Policy Restrictions: Company policies may dictate that certain absence types can only be taken as
single days.
13. Can you please explain the difference between Rolling backward and Rolling Forward options
with an example?
- Rolling Backward: This option allows employees to use absence entitlements from previous
periods. For example, if an employee has 10 days available for a fiscal year and does not use them,
they can roll back and apply those 10 days to the previous year’s entitlements.
- Rolling Forward: This option permits employees to carry forward unused absences to the next
period. For example, if an employee has 5 unused days at the end of the year, those days can be
carried forward to the next year’s balance.
14. What is the significance of Waiting Period and Elapsed period?

- Waiting Period: The time an employee must wait before they become eligible for a specific
absence plan. This is typically established to prevent immediate usage of absence benefits.
- Elapsed Period: The time that has passed since an employee became eligible for a plan or since
their last accrual. This can affect the balance available for use.
15. What's the relationship between them?

- The waiting period is a prerequisite that affects when the elapsed period begins. After the waiting
period concludes, the elapsed period starts counting towards the employee’s eligibility and
accruals.
16. What are the most frequently used Fast formulas in Absence Management?
- Accrual Fast Formulas: Used to calculate how much absence time employees earn over a period.
- Eligibility Fast Formulas: Determines if an employee qualifies for certain absence types based on
criteria.
- Balance Adjustment Formulas: Applied to modify an employee’s absence balance based on
transfers or adjustments.
17. How can we restrict a plan based on the length of service?

- Use eligibility profiles that include criteria based on the employee's length of service. For example,
a profile can specify that only employees with more than two years of service can access a specific
absence plan.
18. What are the benefits of defining the accruals at the matrix level?
- Customization: Accruals can be tailored to different employee groups based on various
parameters, such as location, job role, or tenure.
- Flexibility: Allows organizations to adapt accrual policies easily to meet specific business needs.
- Better Reporting: Facilitates more accurate reporting and analysis of absence data across diverse
employee groups.
19. How do we restrict transfer balance to specific days?
- Define transfer rules within the absence plan that specify which days are eligible for transfer. This
may include criteria such as work schedules, specific date ranges, or departmental policies.
20. What's your approach to accomplishing the below scenario; If the employee department is 'IT,'
then a maximum of 5 days should be carried forward to next year; else, nothing should be carried?
- Set up a Fast Formula: Create a fast formula that checks the employee's department and applies
the carryover rules accordingly.
- Configure Absence Plan: Ensure the absence plan is linked to the correct department and includes
the specified carryover limit.
- Review and Test: After implementing the formula, review the settings and test with different
employee profiles to confirm proper functionality.
21. How is the absence information integrated with Payroll?
- Absence data is integrated into payroll by ensuring that any approved absences are reflected in
payroll calculations. This includes deductions for unpaid leave or adjustments for paid leave based
on the employee’s absence balances.
22. When do we use Global Accrual and validation formulas?

- Global Accrual Formulas: Used to calculate absences across the organization, applying uniform
rules regardless of department or location.
- Validation Formulas: Ensure that the absence entries comply with the defined policies and
eligibility criteria before they are processed.
23. Unable to find the absence entry details in the backend tables even after successful completion
of absence booking; what could be the reason for this?
- Delayed Processing: There may be a lag in data reflection in the backend tables due to system
processing times.
- Database Sync Issues: Problems with database synchronization may prevent the absence entries
from appearing.
- Incorrect Query: The query used to retrieve data may be incorrect, leading to no results.
24. Why do we use Evaluate Absence Process, and can you tell me where did you use this?
- The Evaluate Absence Process is used to:
- Ensure that absences are accurately calculated and that balances are updated accordingly.
- Review any pending absences and adjust balances for accruals.
- Usage Example: It can be utilized at the end of a payroll cycle to reconcile any absence entries and
ensure they are accurately reflected in payroll calculations.
25. Why do we use Conversion formula and Proration formula?

- Conversion Formula: Converts absence balances from one type to another (e.g., converting sick
leave into vacation leave based on policy).
- Proration Formula: Used to calculate the proportion of leave available to employees based on
their length of service or other criteria.
26. How do you use rate definition, and where do you restrict it?
- Rate Definition: Specifies the rate at which employees accrue absence. This can be set in the
absence plan configuration.
- Restrictions: Restrictions can be implemented through eligibility profiles or additional formulas
that limit accrual rates based on certain conditions (e.g., part-time status).
27. Please tell us your approach on the below requirement; Currently, there is a plan that has been
associated with all employees of XYZ legal employer and defined in such a way that a max of 5 days
should be carried forward by the end of each year. If the carryforward doesn't utilize by the end of
March, that balance should expire. Now, due to policy change, it should be modified as follows: All
balance days should be carried forward by the end of each year (there is no expiration for this).
How to amend this change now, and what are the steps that you follow for this?
- Review Current Plan Setup: Check the existing absence plan's configuration to identify all criteria
and rules.
- Update Carry Forward Rule: Change the carry forward settings to allow all balance days to be
carried forward without expiration.
- Remove Expiration Settings: Disable any rules related to the expiration of unused days at the end
of March.
- Communicate Changes: Inform all stakeholders, including employees, about the new carryforward
policy.
- Test Configuration: After making changes, perform tests to ensure that the system correctly
reflects the new rules in employee balances.
28. Why do we use update accrual and calculate accrual process?

- Update Accrual Process: Used to refresh the accrual balances for all employees based on the
current time period and any changes in eligibility or service length.
- Calculate Accrual Process: Specifically calculates the amount of absence time that each employee
has accrued based on their absence plan and defined rules, ensuring accurate balance updates.
29. Can we delete withdrawn balance?

If so, what are the steps that must be followed to do the same?
- Yes, withdrawn balances can be deleted. Steps include:
1. Access Employee Record: Locate the specific employee's absence records.
2. Find Withdrawn Balance: Identify the specific withdrawn balance that needs to be deleted.
3. Initiate Deletion: Use the appropriate function to delete the balance, ensuring that any necessary
approvals are in place.
4. Confirm Changes: Validate that the balance has been successfully removed.
30. How are the plans allocated to the new hires in Absence Management?
- New hires are typically allocated absence plans based on:
- Default Plan Assignments: Pre-defined rules in the system that automatically assign plans to new
employees based on their job role or department.
- Eligibility Profiles: The eligibility profile applicable to new hires, determining which absence plans
they qualify for.
- Manual Assignments: HR personnel may also manually assign absence plans during the onboarding
process.
31. How to reset approval at the Absence Type level?

- To reset approval at the absence type level:
1. Access Absence Type Settings: Navigate to the specific absence type configuration.
2. Reset Approval Workflow: Use the options available to reset or modify the approval workflow
linked to that absence type.
3. Communicate Changes: Inform all relevant stakeholders about the reset to ensure understanding
of the new approval process.
32. Unable to enter comments and attach attachments while booking absence; what could be the
reason for this?
- Permission Issues: The user may not have the necessary permissions to add comments or
attachments.
- Configuration Settings: The system settings might have been configured to restrict comments or
attachments.
- Technical Glitches: There may be bugs or temporary issues in the system preventing these actions.
33. In terms of Absence Management module design, what are the major changes that you noticed
from all releases?
- Enhanced User Interface: Improvements in the UI for easier navigation and user experience.
- Greater Customization: More options for configuring absence plans and eligibility profiles.
- Integration Features: Better integration with payroll and time management systems for seamless
data flow.
- Reporting Capabilities: Advanced reporting tools for better analysis and tracking of absence data.
1. Can we have an Enterprise without a Division in Fusion HCM?
- Yes, it is possible to have an enterprise without a division in Fusion HCM. While divisions are useful for organizing the
enterprise into smaller, manageable units (like product lines or geographical areas), they are not mandatory. An
enterprise can operate without divisions, allowing for a simpler organizational structure. However, using divisions can
enhance reporting and help in managing specific operational needs.
2. What's the difference between a 2-tier Single Contract and a 2-tier Single Assignment employment model?
- 2-tier Single Contract: In this model, there is a direct association between the employment contract and the
employee’s assignment. Each employee has a single contract that governs their employment and directly links to their
assignment.
- 2-tier Single Assignment: This model does not emphasize the employment contract as the primary relationship.
Instead, it focuses on the assignment itself, allowing for a single assignment without a formal contract being required.
Key Difference: The main distinction lies in the emphasis on the employment contract. The single contract model ties
the contract to the assignment, while the single assignment model focuses only on the assignment aspect, often
applicable in environments without formal contracts.
3. Can we switch from a 2-tier employment model to a 3-tier employment model once the organization has been
created and employment is done?
If so, what are the prerequisites that must be followed?
- Yes, it is possible to switch from a 2-tier to a 3-tier employment model. However, this transition involves careful
planning and execution. The prerequisites include:
- Data Migration: Ensure that data from existing 2-tier models is appropriately migrated to the new structure without
data loss or discrepancies.
- Legal Compliance: Confirm that all legal employer and payroll structures align with the new model, ensuring
compliance with labor laws.
- Validation: Review the active assignments to confirm they can be successfully transitioned to a 3-tier model, which
includes an assignment, work relationship, and contract.
- System Configuration: Update configurations in the Fusion HCM system to accommodate the new employment
model.
4. What is the enterprise structure in the Human Resource Module?

- The Enterprise Structure in Fusion HCM refers to the hierarchical framework that defines how the organization is set
up. It includes:
- Legal Entities: These are the legally recognized organizations within which employees are employed and payroll is
managed.
- Business Units: Operational units that handle specific functions or areas within the legal entity.
- Divisions: Sub-units within business units, often representing product lines or geographical areas.
- Departments: Functional groups within business units where employees are assigned for specific tasks. This
structure is crucial for managing employees, payroll, compliance, and reporting.
5. Types of person number generation methods and their differences?

- In Fusion HCM, there are primarily two types of person number generation methods:
- Manual Generation: Users manually assign person numbers during the hiring process or employee setup. This
method allows for customization but requires careful management to avoid duplication.
- Automatic Generation: The system automatically assigns person numbers based on predefined rules, ensuring
consistency and reducing human error. Key Difference: Manual generation offers flexibility and control, while
automatic generation enhances efficiency and standardization.
6. How do we correct the Legal Employer name and Hire Date of an Employee?
- To correct the Legal Employer name and Hire Date of an employee:
- Navigate to the Manage Employment page in the HR module.
- Use the Correct action for the relevant employee record.
- Update the Legal Employer field and Hire Date as necessary.
- Confirm that the changes are compliant with legal and payroll implications.
- Ensure that any downstream processes, such as payroll calculations, are also updated with the new information
7. When do we perform a reverse termination?

Can you give us some examples?
- Reverse termination is performed when an employee is terminated in error or when circumstances change, leading
to the need to reinstate their employment. Scenarios include:
- If an employee is mistakenly marked for termination but remains valuable to the organization, a reverse termination
allows them to retain their employment status without creating a new record.
- For example, an employee who was slated for a layoff is later retained due to a change in business needs. In such
cases, reversing the termination preserves their previous employment history and benefits.
8. What’s the difference between Transfer and Global Transfer?

- Transfer: Refers to moving an employee within the same legal entity or country. It may involve changes in job title,
department, or location but remains within the same organizational structure.
- Global Transfer: Involves transferring an employee across different legal entities or countries. This type often requires
addressing tax implications, visa issues, and compliance with international labor laws. Key Difference: Transfers are
internal movements within the same entity, while global transfers involve cross-border or inter-entity transitions.
9. How many ways can we perform the rehire process, and what are the major precautions to be followed while
rehiring an employee?
- The rehire process can be performed in two main ways:
- Rehire with New Hire Process: Create a new work relationship for the person, treating the rehire as a completely new
hire.
- Rehire by Reversing Termination: If the employee’s termination was recent, you can reverse it to restore their
previous work relationship. Precautions:
- Validate that the rehire date does not conflict with any previous termination dates.
- Ensure the employee's person number remains the same if required.
- Verify all necessary role and security provisioning post-rehire to avoid access issues.
- Confirm payroll associations are correctly established for seamless salary processing.
10. What’s the difference between Hire Date, Enterprise Hire Date, and Seniority Date?
- Hire Date: The date when an employee officially starts their current employment relationship with the organization.
- Enterprise Hire Date: The first date an employee was hired by the enterprise, regardless of the number of transitions
or terminations they may have experienced.
- Seniority Date: Used to calculate benefits based on length of service. This date may be adjusted if there are breaks in
service or rehiring scenarios.
11. What is the significance of Documents of Records and Areas of Responsibility in Fusion HCM?
- Documents of Records: These are essential for maintaining important employee documents within the HR system,
such as contracts, certifications, and performance reviews. This feature aids in compliance and provides a streamlined
approach to managing employee-related paperwork.
- Areas of Responsibility: Define the scope of responsibilities for managers and users within the HR system. For
instance, it indicates which departments or employees a manager oversees, allowing for better tracking of
performance and accountability.
12. How do we convert Secondary Work Relationships to Primary Work Relationships?
- To convert a Secondary Work Relationship to a Primary Work Relationship:
- Navigate to the Manage Work Relationships page in the HR module.
- Locate the employee’s existing secondary work relationship.
- Terminate the current primary work relationship if it exists.
- Update the secondary work relationship to reflect the primary status.
- Ensure proper documentation and alignment with payroll and benefits for the new primary work relationship.
13. How can we identify a person as Employee, Contingent Worker, Non-Worker, or Pending Worker in the HR
Module?
- In Fusion HCM, a person’s classification is identified by their Person Type:
- Employee: Regular employees with employment relationships.
- Contingent Worker: Temporary workers not considered full-time employees (e.g., contractors).
- Non-Worker: Individuals associated with the organization but not in an employment relationship (e.g., volunteers).
- Pending Worker: Individuals in the hiring process whose employment status is not yet finalized.
14. What's the difference between all Employment Models?

Where can we set up employment models, and which one overrides which?
- 2-Tier Model: Simplistic employment model with a focus on assignment without formal contracts or work
relationships.
- 3-Tier Model: More complex, including work relationships, contracts, and assignments, allowing for detailed tracking
of employment relationships. Setup: Employment models are set up during the configuration of the organization and
legal entity. The 3-tier model can override the 2-tier model when more complex employment structures are necessary.
15. What's the difference between DFF, EFF, and KFF Flex fields in Fusion HCM?
- DFF (Descriptive Flexfields): Custom fields that can be added to standard Oracle screens to capture additional
information. They can be enabled for specific segments.
- EFF (Extensible Flexfields): More flexible and structured fields that allow for a wider range of customization. They can
capture information across various modules and have predefined structures.
- KFF (Key Flexfields): Used to capture key data that identifies objects, such as employee roles or position types. They
consist of segments that create a unique identifier.
16. How can we restrict DFF/EFF/KFF to specific legislation?

- To restrict DFF, EFF, or KFF to specific legislation, administrators can define rules and associations during the setup
process. This involves linking the flex fields to specific legislative data sets, ensuring that they only appear or are
applicable to those governed by the associated laws.
17. Which DFF code to be used to add new values on Manage Person Page?
- The DFF code for adding new values on the Manage Person page is typically configured through the Manage
Descriptive Flexfields setup. Administrators can customize this to allow additional attributes or classifications for
persons. The specific DFF code will depend on how the organization has configured its flex fields.
18. How do you make sure position assignment changes are synchronized correctly?
- To ensure that position assignment changes are synchronized correctly:
- Implement automated workflows that track position changes.
- Regularly validate data synchronization between the HR system and related applications (like payroll).
- Utilize reports to monitor assignment changes and ensure that they reflect in employee records accurately.
19. What are the position types and differences between them?
- Regular Positions: Standard positions filled by employees on permanent contracts.
- Temporary Positions: Roles filled for a limited duration, often seasonal or project-based.
- Vacant Positions: Positions that are open but not filled.
- Unassigned Positions: Roles that do not currently have an employee assigned, used for planning or forecasting.
Key Difference: The primary difference lies in the nature and duration of employment for each position type.
20. Under manage user accounts, why is the username not created even after the successful completion of the hiring
process?
What could be the reason for this?
- The username may not be created due to:
- Incomplete User Provisioning: The provisioning process may have failed to complete successfully.
- Missing Role Assignments: Required roles for account creation may not be assigned to the employee.
- System Configuration Issues: There could be misconfigurations in the user account setup processes that prevent
username creation.
21. What are set-enabled objects/Workforce Structure and why do we call them set-enabled objects?
- Set-Enabled Objects: These refer to various entities in the HR system that can have data shared across different
workforce structures. Examples include positions, departments, and locations.
- Significance: They are called set-enabled because they can operate within multiple organizational contexts or
structures, allowing for a more flexible approach to managing workforce data.
22. How can we share data between multiple workforce structures in Fusion HCM?
- Data can be shared between multiple workforce structures by utilizing set-enabled objects that allow for cross-entity
reporting and data management. This involves:
- Configuring shared data views and reports.
- Using integration tools to synchronize data between structures.
- Ensuring that permissions and security settings are correctly configured to allow access across structures.
23. Typically, what are the challenges that we come across when we want to update the person number in the HR
Module?
- Challenges may include:
- Data Integrity: Ensuring that changes do not disrupt existing records or relationships.
- Compliance: Addressing legal implications of changing a person’s identification number, particularly regarding payroll
and benefits.
- System Limitations: Encountering restrictions in the HR system that prevent changes to key identifiers.
24. How to perform Auto-provisioning and De-provisioning?

- Auto-provisioning: Automatically assign user accounts and roles based on predefined criteria, such as employee type
or location. This is typically set up through user provisioning workflows in the HR system.
- De-provisioning: Automatically remove access or roles when an employee leaves the organization or changes roles.
This process involves updating system settings to revoke permissions associated with their previous positions.
25. How can we restrict a lookup value to a specific country and what's the difference between system, extension, and
user lookups in Fusion HCM?
- To restrict a lookup value to a specific country:
- Use the Manage Lookups functionality to define the lookup codes, setting parameters that specify which country they
are applicable to.
- Differences:
- System Lookups: Predefined by Oracle and used universally across all implementations.
- Extension Lookups: Created to enhance existing system lookups, typically tailored for specific business needs.
- User Lookups: Custom lookups defined by the organization to meet unique requirements.
26. Typically, what are the scheduled processes that we use in Core HR?
- Common scheduled processes in Core HR may include:
- Data Import Processes: Regularly scheduled imports of new employee data.
- Data Validation Processes: Ensuring data integrity and compliance on a periodic basis.
- Reports Generation: Automated generation of HR reports for management review.
- Notifications and Alerts: Setting up reminders for critical HR activities, such as contract renewals or performance
reviews.
27. What is the Difference between Legal Entity, Legal Employer, Payroll Statutory Unit, and Tax Reporting?
- Legal Entity: The distinct legal structure that holds legal responsibilities and can enter into contracts.
- Legal Employer: The entity that employs the worker, responsible for employment rights and payroll.
- Payroll Statutory Unit: A subset of legal entities used for payroll processing, typically aligned with local laws.
- Tax Reporting: The obligations related to reporting tax information to government authorities based on the legal
entity’s activities.
28. What is the ceiling step in Grade and how are the grade rates allocated to the person?
- The ceiling step in Grade refers to the maximum pay rate within a specific grade. Employees cannot be paid beyond
this step without a re-evaluation of their grade.
- Grade Rates Allocation: Typically, these are allocated based on predefined structures that consider factors like
performance, tenure, and market standards. Employees are placed in appropriate steps within the grade according to
their qualifications and contributions.
29. What are the set-enabled objects that can't be deleted once they have been created?
- Certain set-enabled objects that cannot be deleted include:
- Positions: Once a position is created and associated with employees, it generally cannot be deleted.
- Departments: Similarly, departments with active employees cannot be deleted.
- Organizations: Entities with existing relationships or data dependencies are also protected from deletion to ensure
data integrity.
30. Difference between Organization Tree and Department Tree?

- Organization Tree: Represents the hierarchical structure of the entire organization, including all legal entities,
business units, and departments.
- Department Tree: Focuses specifically on the departmental structure within an organization, detailing the functional
divisions and their interrelationships.
31. Why do most organizations not prefer to use positions?

- Organizations may avoid using positions due to:
- Complexity: Managing positions adds an extra layer of complexity to HR processes and can complicate reporting.
- Flexibility: Many organizations prefer to have fluid job roles that can change based on business needs rather than
being tied to fixed positions.
- Administrative Overhead: The requirement to maintain and update position-related data can create additional
administrative burdens.
32. What Action Type should you use to add a custom action on the Manage Salary page as well as the Manage Work
Relationship page?
- The Action Type to use for adding custom actions on these pages is typically defined in the Manage Actions settings in
the system. You would create a custom action using the Action Type configuration and ensure it aligns with existing
workflows in the HR module.
33. Under manage user accounts, why is the username not created even after successful completion of the hiring
process?
The username may not be created for several reasons, including:
- Missing User Account Setup: The user account configuration may not have been set up correctly during the hiring
process.
- Provisioning Issues: There could be issues with the auto-provisioning process that generates user accounts.
- Error in Role Assignment: If the employee lacks the necessary roles or permissions to have a user account created,
this could lead to the failure.
- HR and IT Integration Issues: A lack of integration between HR processes and IT systems can result in missed user
account creation.
- System Errors: There may be technical errors or bugs in the system that prevent account creation despite successful
hiring.
1. What do you mean by LDG in Fusion HCM?
It stands for Legislative Data Group and is useful when it comes to portioning the payroll and the data which
is concerned. Wherever enterprises are present, there is always a need for one group for smooth operations.
Payroll is generally processed and is generally associated with the legislative code. Other factors that matter
largely in LDG are the structure of the task and the current one is utilized.
2. How can you access the ESC in the Fusion HCM?
For this, a user simply needs to select the EES (Establish Enterprise Structure). This is available under the DIC
task list.
3. Why Human Capital Management is important?

In the present scenario, understanding the economy is a vast term. No one knows what factors are important
in terms of investment without managing the capital. Organizations have to face a ton of issues if they don’t
manage the same in a reliable manner. The fraud transactions and risks are the major trouble creators.
Effective management always makes sure proper utilization and records can be accessed anytime when users
want.
4. What exactly do you know about the Fusion Tress?

How are they significant in Fusion HCM?
Dealing with hierarchical data is always a big issue. It is not always possible for the users to keep up the pace
with it simply. These trees are nothing but the graphical representation of the same. Even the entire
structure of an organization can be represented with the help of it.
This makes it easy for users to effectively manage and understand the tasks that are vital. It also enables
users to make some important decisions.
5. What is the limit on holding the sections on a performance template?
It can hold 6 sections at a time and not more than that
6. What do you know about the Enterprise Structure Configuration?

Configuration of the enterprise structure is a task which this tool can easily manage and handle. Thus, it has
an application for the same. All the position structures can clearly be defined with the help of this approach.
7. What type of structures can easily be managed by Fusion Tree?

Is it possible for users to change these structures?
Fusion HCM comes with many features. It can simply represent the structures of organizations, geography
tree, inter departments within an organization, as well as positions associated with the same. It is not
possible for users to change the predefined tree structure. However, it is possible to create new ones with
the help of geography trees. Even a single copy can have multiple versions. This doesn’t actually mean that
all the versions can be utilized at the same time. Users can consider only one at an instant.
8. Name a few important sections within a performance template in an Oracle Fusion HCM?
These are Manager Final Feedback Sections, Goal Sections, Review Sections, Final Feedback Sections by
workers, Final Feedback Section by managers, and Questionnaire Section.
9. What are the common tasks that are frequently used during the implementation?
Managing the legal addresses, grades, business units, legal entity, divisions, departments, locations, lookups,
worker goal setups, review periods, document types (performance-related) as well as managing the jobs are
the tasks that are quite common during the implementation.
10. Can you state a few benefits of using the Enterprise Structure Configuration?
Benefits of Enterprise structure configuration as mentioned below It is possible to create all the structures
within an organization instantly and simultaneously t is beneficial for testing the multiple scenarios. This is
because it can easily create several configurations It is possible for the users to roll back the configuration
even when the same has been loaded by them Users can even review the same thoroughly before it is
actually loaded. This makes sure that there will be no errors in the configuration process at a later stage.
11. Is it possible to update the record of an assignment again and again, how you will track the same?
Yes, it is possible. It needs a physical record to be created for each update and all the modifications made
have a unique sequence number. With the help of this number, it is possible to track them anytime when the
need for the same is realized. Updates can even be managed separately.
12. What is the other name of Reference Data Sharing in Fusion HCM?
It is also known as SetID..
13. Is Fusion HCM a currently independent platform?

Yes, it is actually a currency-independent platform. Users need not worry about the same. It has also been
equipped with some inter-currency conversion features that make it easy for the users to understand the
basic concepts. It is also possible for the users to understand the management aspects in terms or rates of
local currency in an equivalent manner.
14. What do you know about FSM in Oracle Fusion Human Capital Management?
It stands for Functional Setup Manager. When it comes to managing functional implementation projects, it
plays a vital role. It provides guided information that is useful in this matter. The implementation life cycle
has many errors in it and the same can easily be avoided with the help of FSM. It is actually a powerful
application with several guided modules.
15. What do you know about the absence type patterns which are present in absence management?
There are some pre-defined sets of rules which can easily be considered in the initial stage for creating an
absence type simply. It is up to the users whether he/she considers the special fields on the pages which are
concerned. There are even options for displaying the absence records. The good thing is it even categories
the absences in the form of reasons.
16. What is Normalization in Oracle Fusion?

When the users need to create the rating models, there is always a need for them to define the rating
distribution at the same time. This is because it gives an idea about the overall percentage of the workforce
that needs to be involved in the task. It even reflects the information if it is possible to increase/decrease the
workforce at different levels. This process is known as normalization.
17. What are the factors that you should consider for specifying the key responsibility areas for an
employee?
It largely depends on the overall skills, experience, educational qualification, areas of interest, as well as
efforts. With the help of these factors, it is possible for the organizations to make sure that there is always a
positive work environment and thus maximum efficiency.
18. What do you know about the reference data sharing in Oracle Fusion Human Capital Management?
It is useful for sharing the data which is related to configuration. This can be either grade assigned to the
employees or the departments or jobs. Businesses with multiple departments and units can take a lot of
advantage of this and can easily monitor all the tasks at the same time. By sharing the common data, it
makes sure that the problem of duplication can be avoided up to a great extent simply.
19. Name the important absence type patterns you are familiar with?
Following are the Absence type patterns Childbirth Injury/Illness Generic absence
20. Can you tell the difference between the Watchlist and the Worklist in Oracle HCM?
There are certain items that a user always wants to track while performing important tasks. The Watchlist is
a basic feature where the shortcuts to all the items are reflected. The count for all the items can easily be
seen and can be navigated to the relevant application sector. The shortcuts can easily be modified as per
need and users can even create a track record of the same. One of the best things is it makes report
generation and management very easy and there are certain items that need to be opened again and again.
On the other side, the Worklist reflects all the important tasks that are sensitive and needs the approval of
the user before the final execution. It also reflects some important notifications and the tasks which are on
priority. All the tasks can easily be managed with the help of the Worklist. The concerned users can act in any
manner on the tasks.
21. Name a few sets of enabled objects in the Oracle Fusion HCM?
There are three sets of enabled objects They are: Departments Grades Jobs
22. What exactly do you know about the plan types in Fusion HCM?
There are 3 plans available in the Fusion HCM. These are Accrual, Qualification, and No Entitlement. An
accrual is an approach that defines the purpose of the workforce for taking leaves. Qualification states
whether the workforce is actually eligible to take the benefits of the leaves and why they should be given
wages for such a time period. No entitlement keeps a track of all the leaves whether they are paid or unpaid.
It generally doesn’t have an entitle that states the true purpose of absence.
23. What do you understand with the term distribution threshold in the Oracle Fusion HCM?
After normalization, it is generally considered to see the workforce that should be there for the
accomplishment of the tasks.
24. What is the significance of the Worksheet tab according to you?

What are the groups that you can make available on the same?
Generally, it is responsible for controlling the display of information on a page. There can be certain sub-tabs
that can be considered for various other approaches that are similar. For one sheet, up to 10 tabs can easily
be applied. There are certain groups that can be called anytime by the user. These are Performance, Alerts,
Personal, Promotion, Employment, as well as Salary Information.
25. How well you can define the term Capital?

It actually means the goods which are already produced and further plans to produce the same by an
organization. Generally, it reflects any service or goods with the help of which an organization or an
individual can deliver outputs that are totally error-free. It actually acts as a catalyst to enhance the overall
business.
26. Why skilled employees are important in an organization according to you?

It is not possible for any organization to survive for long in case there are no employees. They generally
contribute in their own ways for making an organization superior and best in every aspect. The fact is
employees spend a lot of time in an organization and contribute a lot to the accomplishment of several tasks
in a reliable manner which is essential. To get good results from them, they need to be motivated again and
again.
27. What are the pillars of effective Human Capital Management?

There are four kinds of pillars They are: Training Retaining Managing Acquiring With the help of these factors
which are also referred to as the pillars of success for organizations, it is possible for the business to get
maximum products and efficiency in their arena.
28. What do you mean by Inclusiveness and how significant it is?

It is nothing but a step by management to sit with the workforce for invite suggestions and feedbacks. The
fact is employees are always familiar with the ground reality and they always have plans to tackle many
problems and daunting situations. Taking feedback from them brings multiple benefits for an organization
simply.
29. What are the major factors that play a vital role in the HCM for the learning capacity of the employees?
The major factors that play a vital role in the HCM They are: Career Development Innovation Learning
Training
30. What would be the best way to motivate an employee?
This can be done simply by rewarding an employee in front of others. Of course, this strategy works a lot
when it comes to motivating the workforce to work together to provide the best possible outcomes.
Q) Navigation to build the BIP Report in Oracle Fusion. -> Navigation to Build the BIP Report in Oracle Fusion. Data Model Nav
Q) What is Data model?
-> Data Model is a object which contains set of instructions for BI Publisher to retrieve data and structure data
for report. Data Model defines data source, data structure and parameter for the report.
Q) What are the Components of Data Model?
-> Components of Data Model. 1. Data Set 2. Event Triggers 3. Flexfields 4. List of value 5. Parameters 6.
Bursting.
Q) What is Data Set?
-> Data Set contains logic to retrieve the data from the single data source. A data set can retrieve the data from
variety of data sources like database, existing data file, web service call etc.
Q) Can we use Triggers in BIP Report?

-> Yes, we can use Event Triggers in BIP report. The Data Model supports before data and after data triggers as
well as schedule triggers. Before Data and After Data triggers consists of a call to execute a set of functions
defined in PL/SQL package stored in oracle database. Schedule Trigger is executed for a scheduled reports.
Q) What is split by and deliver by?

-> Split by - Choose how you want to split the data. Deliver by - Choose to whom you want to deliver the data
Q) How to generate multiple language report in BIP ?

-> We can use translation feature to generate the report in multiple language repot. Template can be translated
from the properties page from the properties you can generate XLIFF files for the single template. Click extract
translation to generate the XLIFF files.
Q) How to schedule the BIP reports?
-> 1) In report and analytics -> New -> Report Job 2) In Create Section -> Published Reporting -> Report Job3) In
Catalog -> Select Report -> More-> Schedule 4) You can schedule the report using ESS Job also.
Q) Explain HCM Loader Keys.
-> 1. Source Key - Originate in the object source environment.

Source Key has 2 components, SourceSystemOwner, SourceSytemId.
E.g.METADATA|Job|JobCode|EffectiveStartDate|EffectiveEndDate|Name|SetCode|SourceSystemOwner|
SourceSystemId
MERGE|Job|SE|2010/01/01|4712/12/31|Software Engineer|COMMON|EBS-UK|12349
2. User Key - User keys are part of that object that they belong to. You can use user to create and update object
e.g. METADATA|Job|JobCode|EffectiveStartDate|EffectiveEndDate|Name|SetCode MERGE|Job|SE|
2010/01/01|4712/12/31|Software Engineer - Java|COMMON
3. Surrogate Id - Surrogate Id is numeric value. It is automatically generated at the time of creation of object in
fusion. You can use surrogate Id to identify existing objects only. Surrogate ID is the unique numeric value for
that record. (like for location it is location id , for job it is job id) e.g. METADATA|Job|JobId|EffectiveStartDate|
EffectiveEndDate|Name MERGE|Job|13413|2010/01/01|4712/12/31|Software Engineer - Java
4. Fusion GUID - GUID is hexadecimal value. GUID is automatically generated at the time of creation of object.
e.g. METADATA|Job|GUID|EffectiveStartDate|EffectiveEndDate|Name MERGE|Job|2342UJHFI2323|
2010/01/01|4712/12/31|Software Engineer - Java
Q) How to change primary Work Relation Flag to Primary?
HDL Template to Change the Primary Work Relation Flag

For this use Worker.dat file.
To change the nonprimary work relation to primary you have to set PrimaryFlag attribute as Y along with
DateForPrimaryFlagChange attribute. This is will make your non primary work relation to primary and primary
work relation automatically marked as non primary.
Below is the sample HDL template to change the primary work relation flag.
Scenario -
Person Number Date Start Legal Entity Action Code Primary Flag Y Home XXTEST1 XXTEST1 21-Jan-12 IN Legal
Entity Hire 26-Oct-15 US Legal Entity GLB_TEMP_ASG N
METADATA|WorkRelationship|LegalEmployerName|DateStart|PersonNumber|ActualTerminationDate|
NotifiedTerminationDate|LastWorkingDate|WorkerNumber|WorkerType|PrimaryFlag|
DateForPrimaryFlagChange
MERGE|WorkRelationship|US Legal Entity|2015/10/26|XXTEST1|||||XXTEST1|E|Y|2015/10/26
After Upload -
Person Number Date Start Legal Entity Action Code Primary Flag N XXTEST1 21-Jan-12 IN Legal Entity Hire
XXTEST1 26-Oct-15 US Legal Entity GLB_TEMP_ASG Y
Q) Where you can find the HCM Loader keys?

-> hrc_integration_key_map table
Q) Can you track multiple transaction happen in single day on assignment record?
-> Yes we can track. For some objects more than one update per day is maintained by creating physical record
for each one. Such object include an effective sequence number in each record to show the order in which
update made multiple times in a day.
Q) How to find records error out using HCM Data Loader?

-> 1) You can check the errors by clicking the message icon in import and export window.
2) You can find in below Tables
hrc_dl_message_lines
hrc_dl_physical_lines
hrc_dl_data_sets
hrc_dl_file_rows
hrc_dl_file_linesF
3) Using Run Diagnostics Test - Test Name (HCM Data Loader Data-Set Status ) provide the Content ID for the
same. This one is the oracle standard method to find error records in HCM Data loader.
Q) Common Entity used in HCM Fusion Extracts -> Person (PER_EXT_SEC_PERSON_UE) Retrieves all persons
across the enterprise and all person related attributes. Worker Payroll (PER_EXT_PAY_EMPLOYEES_UE) Retrieves
all workers and their payrolls across the enterprise, all person, worker, payroll related attributes, and element
entry data. Extract Assignment Basic History (PER_EXT_ASSIGNMENT_BASIC_HISTORY_UE) Retrieves assignment
history as on the assignment effective start date. Extract Assignment Basic Information
(PER_EXT_SEC_ASSIGNMENT_BASIC_UE) Retrieves assignment data as on the effective date. Assignments Range
(PER_EXT_SEC_ASSIGNMENT_RANGE_UE) Retrieves assignment history as on the effective date. Extract Current
and Future Persons (PER_EXT_SEC_PERSON_NOW_FUTURE_UE) Retrieves current and future person details.
Specify advanced filter criteria to restrict person types. Extract Current and Future Assignments
(PER_EXT_SEC_ASSIGNMENT_NOW_FUTURE_UE) Retrieves current and future assignments.
Q) Different type of person types in HCM Fusion?
-> Beneficiary, dependent, retiree, APL, EMP, CWK, EX_APL, EX_CWK, EX_EMP, volunteer, etc.
Q) How you will correct termination date of Work Relationship in HCM Fusion application using HDL?
-> To correct the termination date, need to pass newActualTerminationDate and also set
CorrectTerminationFlag attribute to Y.
Q) Significance of EffectiveSequenceNumber.
-> If you are loading date effective history for an object with multiple changes in a single date,
EffectiveSequencenumber will increase by 1. If only one change exists for an effective start date then effective
sequence number must be 1. Do not leave EffectiveSequenceNumber blank when you are trying to load
multiple changes on the same day.
Q) FBL v/s HDL -> HDL Supports all flex field including Extensible Flex Field and People group Flex field. Supply
components data separate data files in FBL whereas you can supply data using single file in HDL. FBL supports
only GUID whereas HDL supports 4keys. FBL supports around 21 objects and HDL supports around 90 objects.
Q) Can Oracle transaction Business Intelligence(OTBI) integrate with Fusion HCM extract?
-> Yes. You have two options: 1: HCM Extracts can extract the data and produce an output using CSV, XML or
PDF. OTBI can then accept a data source in excel or XML format (SaaS customers will need Oracle to set this up
for them). 2: BI Publisher can also accept a data source in excel or XML format (again SaaS customers will need
Oracles help). HCM extracts has integration with BI Publisher.
Q) What is the difference between the ‘Assignment Status Type’ and the ‘Extract Employee Assignment Status
Type’ attributes?
-> The 'Extract Employee Assignment Status Type' attribute is a DBI group which is directly associated with the
user entity when defining the block. The 'Assignment Status Type' attribute is a DBI group which is associated
with a different user entity, and is accessible because of contexts that have been set (indirectly derived). Directly
associated DBI groups are more efficient compared to indirect. Therefore, it would be better to use the 'Extract
Employee Assignment Status Type' attribute rather than the 'Assignment Status Type' attribute because of
performance considerations.
Q) Can you create a user entity?
-> No.
Q) How do you schedule the HCM Extract in fusion application?
-> You can schedule the HCM extract using fast formula with 'Flow Schedule' as a type.
Q) How we can extract the changed data from last run date to till date using HCM Extracts?
-> Yes, We can extract the changes only data from last run. We need to select the option ""Include changes from
last successful run"" at the time of defining the HCM extract.
Q) What are the different type/attribute for changes only parameter in HCM Extract?
-> There are 6 values for this parameter. Step by Step Explanation of Changes Only HCM Extracts Click All
AttributeChanged AttributesChanged and Marked AttributesChanged and Marked Attributes with previous
valueChanged, Marked Attributes under threading groupChanged, Marked Attributes, previous data under
threading group
Q) Explain Global Person Model in HCM Fusion. ->

1) Person Records are global, create only once.
2) Person Records are independent of legal Employer
3) Person resign from the organization then Work Relationship records are terminated.
4) Person Record having information like Name, Date of Birth, National ID etc.
Q)How to create dependent parameter for BI Publisher report in HCM Fusion?

-> We will take one simple example of dependent parameter for BIP report in HCM Fusion.
1st Parameter - Person Id
This is the independent parameter. We will fetch person_id from per_all_people_f table. Define the parameter-
Define the List of Value -
2nd Parameter - Assignment Id Based on Person Id Define Parameter -
Define List of Value -
Use this parameters in Data Set SQL.
Q) How can you purge Future assignment record using Data Loader?-> Yes we can purge future changes.
SET PURGE_FUTURE_CHANGES Y
It will purge the future changes.
Q) How you will assign multiple assignment for a single work relationship?-> You can assign multiple assignments
for single work relationship using PrimaryAssignmentFlag.
For primary assignment, set PrimaryAssignmentFlag to Y.
Q) Explain Global Transfer Case?-> Transfer the Person from one legal employer to another legal employer. In
this current Work Relationship record got terminated and create new one record with another legal employer as
Active.
Navigation - > Person Management -> Employment Task Impacted Tables per_all_assignments_m
per_periods_of_service.
Q) Significance of Key Attribute field in HCM Extract?

-> We need to configure Key Attribute which is uniquely identify each row return by the data group.
For Changes only mode, you must select at least one attribute in the block as key attribute.
e.g. Person id for person details
Q) Advantages of HCM Extract Vs BIP Reports ?

-> BIP Reporting Tool - It is a simple reporting tool. You can write your own SQL and get data. You should have
knowledge on joins between the tables. You can use BIP reporting tool for formatted output. HCM Extract - For
the complex reporting you can use HCM Extracts. Using Extract you can derived the data from different sources
or modules, you can easily use hierarchy or parent-child relationship. You Can work at a level above the BI/SQL
where you don't worry about tables,joins. You can extract in Full Mode or schedule interface to provide you the
changes only data since last successful run.
Q)How you will validate data files are correctly formatted?
-> You can use Data File Validator tool to validate the format of data files including flexfield configuration.
Q) Can I use DELETE and MERGE metadata in the same data file during data load?-> No, you can not use DELETE
metadata for an object has the MERGE metadata in data file.
Q) How to load NULL values using HDL?
-> Use #NULL to load the null values for any attribute in MERGE metadata.
Q) How to use the Source Keys in HCM Data Load?
-> To use the Source Key in HCM Load you have to configured it in
Q) How to use the Source Keys in HCM Data Load?

-> To use the Source Key in HCM Load you have to configured it in
HRC_SOURCE_SYSTEM_OWNER lookup in system. If it is not configured then by default system will use FUSION
as a source system owner.
Q) What are the output format of HCM Extracts?
-> Output Format - CSV,XML,Excel,HTML,RTF,PDF Q) What are the different types of HCM Extracts?
-> Full Profile , Payroll Interface, Payments, Benefit Carrier, Archive Retrieval, HR Archive, Payroll Archive.
Q) Root Data Group is mandatory in HCM Extracts?
-> Yes, at least one of the data group must be declared as Root Data Group and other data groups have to be
linked appropriately.
Q) Explain threading database item in HCM Extracts?

-> Threading Database Item is required for implementing the changes only feature. It is the unique ID for that
User Entity. You can declare the threading database item at root data group or child data group level where you
required changes only data.
Q) How you can use BIP report in HCM Extracts?

-> You can launch BI Publisher from Report and Analytics Work Area. Install the BI Publisher plugin. You can
develop RTF template in MS word using BI Publisher Plugin using Load XML Schema. Now you have to define the
report . For this use existing standard model. (/Human Capital Management/Payroll/Data
Models/globalReportsDataModel). Save the report.Latest Datamodel have two parameters Payroll action id and
Flow instance name. Flow instance name will be the flow pattern run given earlier when submitting the extract.
Q) How to schedule the HCM Extracts?
-> Yes, We can schedule the HCM Extract recursively like Daily, Weekly,Monthly.
If you want to create custom schedule you need to create fast formula with type as Flow Schedule.
Q) Standard BIP Report in HCM -> Person Enrollment Summary Report, Compensation Workbench Print
Statement, Performance Document Rating Report, Total Compensation Statement report etc.
Q) How to Filter the Data in Template while developing the BIP Report?
-> You can filter the data using filter condition based on the Data Field, Operator and Value.
You can filter the data for Chart view, table view.
Q) Different Delivery Option in BIP Report -> Printer,Fax,Email,HTTP,FTP.
You can define these delivery option using following navigation: Administrator -> Manage BI -> Delivery -> Type
of Delivery option
Q) How to Schedule the BIP Report?

-> You can Schedule the report using following methods: 1) In report and analytics -> New -> Report Job 2) In
Create Section -> Published Reporting -> Report Job 3) In Catalog -> Select Report -> More-> Schedule You have
to set Frequency like Once, Hourly, Daily, Weekly, Monthly, Annual, Specific Dates.
Q) Can we update Source Keys?
-> Yes, We can update it using SourceKey.dat.
Q) How to change hire date of existing Worker/Employee?
->
SET PURGE_FUTURE_CHANGES N METADATA|WorkRelationship|SourceSystemOwner|SourceSystemId|

PersonId(SourceSystemId)|LegalEmployerName|NewStartDate MERGE|WorkRelationship|XXTEST|
XXTEST_HIREDATE1|100009|India Legal Entity|2002/02/10"
Q) Mandatory Records to Load Worker File for NEW Hire?
-> Worker , Person Name , Person Legislative Data, Assignment, Work Term.
Q) Sequence of WorkStructure Business Object While Load?

-> Work Structure Business Object loads in below sequence
1. Location
2. Grade
3. Job
4. Orgnization
5. Position
Q) If any Location is end dated and same location we are providing in Worker File then what will happen?
-> HDL will fail to load the data. It will give error as ""You must enter a valid value for the LocationId field.
Q) Can we delete Location using HDL?
-> We can not delete Location. You can end date the that Location and make inactive.
Q) What will happen in below Scenario?
Scenario - If we have future date changes for any worker and we tried to load the current any changes for the
same worker using HDL.
-> If we tried to load the current changes then it will purge the future changes because by default
PURGE_FUTURE_CHANGES value set as Y.
If you want to keep future dated changes then set PURGE_FUTURE_CHANGES N so that it will keep future dated
changes after the data load.
Q) Which Role is required to process the file using HCM Data Loader?
-> You required the Human Capital Management Integration Specialist Role
(ORA_HRC_HUMAN_CAPITAL_MANAGEMENT_INTEGRATION_SPECIALIST_JOB)
Q) How can you change the delimiter in HDL File at run time?
-> You can set delimiter in HDL File using SET FILE_DELIMITER command.
Q) ""The party identified by the specified party ID does not exist"" Error while loading Personal Payment Method
using HDL?
-> Reason - > Party Id is not created for those Worker.
Solution - Run Below scheduled process
1 - Maintain Party and Location Current Record information
2 - Synchronize Person Records
Q) How to create personal Payment Method incase joint account scenario?
-> Create two different personal payment method for each employee and both can be tagged to same account.
In this case primary account holder name will be displayed in UI for both methods.
Q) Talent Profile data loaded successfully using HDL, But not able to see at front end. -> Loaded Profile
information is not able to see at front end because of two reasons
1. Check Section Id/Section Name is correctly used
2. Check Content Type Id/Content Type is used correctly.
Q) Load Non Workers with person type Pensioner using HDL?
-> You can use Person Type Code and System Person Type with Pensioner in WorTerm and assignment
Metadata line.
Q) Supervisor Load is failed what could be the reason and solution for the same?
-> Cause - Manager's hire date is earlier than assignments effective start date
Solution - Add Work Term and Assignment record which is later than Manger's hire date along with supervisor
record.
Fusion. Data Model Navigation. Tools -> Report and Analytics -> New -> Data Model Data Template Navigation. Tools -> Report and Analyti
on. Tools -> Report and Analytics -> New -> Report.
1. Can you explain the key features and modules available in Oracle Fusion HCM?
Oracle Fusion HCM encompasses several key modules, including: - Core HR: Manages employee data, organizational
structures, and workforce administration. - Talent Management: Includes recruitment, performance management, and
succession planning to optimize talent acquisition and development. - Compensation Management: Facilitates the design
and administration of compensation plans, including bonuses and incentives. - Benefits Administration: Manages employee
benefits enrollment, eligibility, and compliance. - Time and Labor: Tracks employee attendance, absences, and overtime. -
Payroll: Provides tools for payroll processing, tax calculations, and reporting. - Workforce Analytics: Offers data insights and
reporting features to help drive HR decision-making.
2. What is your experience with implementing Oracle Fusion HCM?

Describe the projects you have worked on. I have worked on multiple Oracle Fusion HCM implementations, focusing on
core HR, payroll, and talent management modules. One notable project was for a large manufacturing client, where I led
the configuration of the core HR module and integrated it with their existing payroll system. This involved conducting
workshops to gather requirements, customizing workflows, and ensuring data accuracy during the migration process. I also
played a key role in user training and change management initiatives.
3. How do you handle data migration from legacy systems to Oracle Fusion HCM?
Data migration involves several key steps: - Data Assessment: Evaluating the quality and structure of existing data. -
Mapping and Transformation: Creating a mapping document to ensure data from legacy systems aligns with the Oracle
Fusion HCM data model. - Data Cleansing: Cleaning up the data to remove duplicates and inaccuracies. - Loading Data:
Utilizing tools like HCM Data Loader (HDL) or File-Based Data Loader (FBDL) to migrate data into Oracle Fusion HCM. -
Validation: Post-migration checks to verify the accuracy and integrity of data in the new system.
4. Can you explain the process of configuring security roles and data access in Oracle Fusion HCM?
Configuring security roles involves: - Role Definition: Identifying the roles needed based on job functions (e.g., HR
Manager, Employee). - Role Assignment: Using the Security Console to assign roles to users based on their responsibilities.
- Data Access: Defining data security policies to control what information users can access, often utilizing the ""Security
Profiles"" and ""Data Access Sets."" - Testing and Validation: Ensuring that the configured roles provide the correct access
levels as per business requirements.
5. Have you worked with any integrations between Oracle Fusion HCM and other systems?
If yes, describe the integration scenarios. Yes, I have worked on integrating Oracle Fusion HCM with several systems,
including: - Payroll Systems: Ensuring seamless data transfer between Fusion HCM and third-party payroll software for
accurate employee compensation. - Recruitment Platforms: Integrating with external job boards and recruitment software
to streamline the hiring process. - ERP Systems: Connecting Oracle Fusion HCM with ERP systems for holistic business
reporting and data consistency.
6. How do you handle the setup and configuration of compensation and benefits plans in Oracle Fusion HCM?
The setup of compensation and benefits plans involves: - Defining Plans: Identifying the types of compensation and
benefits offered (e.g., health insurance, retirement plans). - Configuration: Using the Compensation Management and
Benefits Administration modules to create specific plans, including eligibility criteria and funding sources. - Testing:
Ensuring that all configurations work as expected through test scenarios, validating calculations, and compliance with legal
requirements.
7. Can you describe the process of creating custom reports and dashboards in Oracle Fusion HCM?
Creating custom reports and dashboards involves: - Requirement Gathering: Identifying the data needs of stakeholders. -
Data Source Identification: Using Oracle Transactional Business Intelligence (OTBI) or BI Publisher to access relevant data
sources. - Report Design: Creating reports using predefined templates or custom layouts, focusing on user-friendliness and
clarity. - Dashboard Development: Utilizing the dashboard tools to present key metrics and KPIs visually for better decision-
making.
8. How do you ensure data privacy and compliance with regulations while working with employee data in Oracle Fusion
HCM?
To ensure data privacy and compliance: - Security Settings: Configuring user roles and data access to limit exposure to
sensitive data. - Compliance Checks: Regularly reviewing compliance with regulations like GDPR, HIPAA, etc., and ensuring
data is handled according to these standards. - Training: Providing training to employees on data privacy best practices and
organizational policies.
9. Have you encountered any challenges during Oracle Fusion HCM implementations?
How did you address them?
One challenge I faced was resistance to change among end-users. To address this, I facilitated change management
workshops and created a comprehensive training program that highlighted the benefits of the new system. Ongoing
support was also provided post-implementation to address any concerns and ensure a smooth transition.
10. Can you explain the concept of workforce structures and how they are managed in Oracle Fusion HCM?
Workforce structures represent the organizational hierarchy, including departments, positions, and reporting lines. In
Oracle Fusion HCM, these are managed through: - Enterprise Structure Configuration: Setting up legal entities, business
units, and departments. - Job and Position Management: Creating and managing jobs and positions linked to the workforce
structure. - Reporting Hierarchies: Defining reporting relationships to facilitate accurate reporting and organizational
management.
11. How do you handle the setup and management of performance management processes in Oracle Fusion HCM?
The setup and management of performance management involve: - Defining Performance Goals: Collaborating with
stakeholders to identify key performance indicators (KPIs). - Configuring Appraisal Templates: Setting up templates for
performance evaluations that align with organizational goals. - Training and Communication: Educating managers and
employees about the performance management process and expectations. - Continuous Monitoring: Utilizing analytics to
track performance trends and make necessary adjustments.
12. Have you worked with Oracle Fusion HCM analytics and workforce planning features?
Describe your experience. Yes, I have utilized Oracle Fusion HCM analytics to generate insights on employee performance,
turnover rates, and compensation trends. The workforce planning features helped in forecasting future workforce needs
based on current data, allowing HR to proactively address potential talent gaps.
13. How do you handle system upgrades and updates in Oracle Fusion HCM?
Handling upgrades involves: - Impact Analysis: Assessing how upgrades will affect existing configurations and
customizations. - Testing: Conducting extensive testing in a non-production environment to ensure that all functionalities
work correctly post-upgrade. - Training: Updating training materials and providing additional training to users on new
features and changes.
14. Can you describe your experience with user training and change management during Oracle Fusion HCM
implementations?
I have led user training sessions tailored to different user roles to ensure that all employees understand how to navigate
the system and leverage its features. For change management, I employed strategies such as stakeholder engagement,
regular communication, and feedback loops to address concerns and ensure a smooth transition.
15. How do you stay up-to-date with the latest features and updates in Oracle Fusion HCM?
I stay current by participating in Oracle webinars, attending industry conferences, and engaging in online forums and user
groups. Additionally, I regularly review Oracle’s release notes and documentation to understand new features and best
practices.
In Oracle Fusion HCM, the limit on holding sections in a performance template is typically up to 10 sections. Each section
can contain different performance criteria, and the template can be customized to fit the organization’s needs.
In Oracle Fusion HCM, the limit on holding sections in a performance template is typically up to 10 sections. Each section
can contain different performance criteria, and the template can be customized to fit the organization’s needs.
18. Name a few important sections within a performance template in Oracle Fusion HCM?
Important sections within a performance template may include: - Goals: Objectives that employees need to achieve. -
Competencies: Skills and behaviors that are necessary for the role. - Self-Assessment: An area for employees to reflect on
their performance. - Manager Assessment: Feedback provided by the employee's manager. - Development Plans:
Recommendations for training and growth opportunities.
19. What exactly do you know about the Fusion Trees?

How are they significant in Fusion HCM?
Fusion Trees represent the hierarchical structure of an organization in Oracle Fusion HCM. They are significant because
they allow for: - Organizational Structure Representation: Visualizing relationships between different entities, such as
departments, positions, and employees. - Reporting and Analysis: Facilitating reporting based on the hierarchy, which aids
in decision-making. - Workforce Management: Enhancing the management of employees by clearly defining roles and
reporting lines.
20. What is the other name of Reference Data Sharing in Fusion HCM?
The other name for Reference Data Sharing in Fusion HCM is Reference Data Set (RDS). It allows organizations to share and
manage reference data (such as lookups and values) across different business units or legal entities while maintaining data
integrity.
21. What is Normalization in Oracle Fusion?

Normalization in Oracle Fusion refers to the process of ensuring that data is structured in a way that reduces redundancy
and dependency. In the context of HCM, normalization helps maintain data accuracy and consistency across the system,
making it easier to manage employee information and reporting.
22. What do you know about FSM in Oracle Fusion Human Capital Management?
FSM stands for Fusion Service Management. In Oracle Fusion HCM, FSM is designed to manage service requests related to
HR operations, such as employee inquiries and issue resolution. It facilitates better service delivery and ensures that HR
services are efficiently managed and tracked.
23. What exactly do you know about the plan types in Fusion HCM?
In Oracle Fusion HCM, plan types refer to different categories of compensation and benefits plans. Common plan types
include: - Salary Plans: Fixed compensation offered to employees. - Bonus Plans: Performance-based incentives. - Stock
Options: Equity-based compensation plans. - Benefit Plans: Health, retirement, and other employee benefits.
24. What are the pillars of effective Human Capital Management?

The pillars of effective Human Capital Management (HCM) typically include: - Talent Acquisition: Attracting and hiring the
right talent. - Performance Management: Evaluating and enhancing employee performance. - Learning and Development:
Providing training and growth opportunities. - Compensation and Benefits: Offering competitive and equitable
compensation packages. - Workforce Planning: Strategically planning for future workforce needs.
25. What are the major factors that play a vital role in the HCM for the learning capacity of the employees?
Major factors influencing the learning capacity of employees include: - Training Programs: Availability and accessibility of
training resources. - Learning Culture: Organizational support for continuous learning and development. - Technology: Use
of Learning Management Systems (LMS) and e-learning tools. - Feedback Mechanisms: Regular performance reviews and
constructive feedback to guide development. - Career Development Opportunities: Clear pathways for growth and
advancement within the organization.
26. Name the important absence type patterns you are familiar with?
Important absence type patterns in Oracle Fusion HCM may include: - Sick Leave: Absences due to health issues. - Vacation
Leave: Planned time off for personal reasons. - Unpaid Leave: Absences without pay, often for personal or family
emergencies. - Maternity/Paternity Leave: Time off for new parents. - Public Holidays: Scheduled time off as per local
regulations.
Benefits - IMP Concepts 1. Benefits Enrollment
- Open Enrollment Process: A designated time when employees can choose or change their benefits, such as health
insurance or retirement plans.
- Employee Benefits Selection: Employees choosing from various benefits options based on their needs.
Benefits - IMP Concepts 2. Benefits Plans Management

- Medical, Dental, and Vision Plans: Types of health insurance plans that cover various aspects of medical care.
- Retirement Plans: Programs that help employees save for retirement, such as 401(k) plans.
- Employee Assistance Programs: Services that offer support for personal issues, like counseling or financial advice.
Benefits - IMP Concepts 3. Dependent Management

- Tracking Dependents for Benefits: Managing information about employees’ eligible family members who may also
receive benefits.
- Eligibility for Dependent Coverage: Determining which family members can be covered under an employee's benefits
plan.
Benefits - IMP Concepts 4. Compliance and Reporting

- Regulatory Compliance (e.g., ACA): Adhering to laws that govern employee benefits, ensuring all required offerings are
provided.
- Benefits Utilization Reports: Analyzing how employees use their benefits, which can inform future benefits offerings.
Benefits - IMP Concepts 5. Integration with Payroll
- Impact of Benefits on Payroll Calculations: Understanding how benefits deductions affect employee paychecks.
Compensation - IMP Concepts 1. Compensation Planning

- Base Salary Structures: Frameworks for determining employees' base pay based on their roles, experience, and market
rates.
- Variable Pay Plans (Bonuses, Commissions): Additional pay based on performance or sales, often used in sales roles.
Compensation - IMP Concepts 2. Compensation Reviews
- Merit Increase Processes: Regular reviews to determine salary increases based on performance and contributions.
- Salary Surveys and Benchmarking: Researching industry pay standards to ensure competitive compensation packages.
Compensation - IMP Concepts 3. Equity and Compliance
- Pay Equity Analysis: Evaluating pay structures to ensure fairness across different employee groups and roles.
- Regulatory Compliance: Ensuring compensation practices comply with legal requirements to prevent discrimination.
Compensation - IMP Concepts 4. Integration with Performance Management

- Linking Compensation to Performance Outcomes: Connecting salary increases and bonuses to performance evaluations.
Compensation - IMP Concepts 5. Reporting and Analytics
- Compensation Reports and Metrics: Analyzing compensation data to inform business decisions and budget planning.
Oracle Recruiting Cloud (ORC) - IMP Concepts 1. Recruitment Process

- Job Requisitions: Requests made to fill open positions within the organization.
- Candidate Sourcing and Screening: Finding potential candidates and evaluating their qualifications against job
requirements.
- Interview Scheduling: Coordinating interviews between candidates and hiring managers.
Oracle Recruiting Cloud (ORC) - IMP Concepts 2. Candidate Management
- Talent Pools: Groups of candidates who are considered for current or future job openings.
- Candidate Profiles: Detailed records of applicants, including their resumes, qualifications, and interview feedback.
Oracle Recruiting Cloud (ORC) - IMP Concepts 3. Onboarding
- Pre-boarding Processes: Steps taken to prepare for a new hire before their first day, such as setting up equipment and
accounts.
- New Hire Integration: Helping new employees acclimate to the company culture and processes, often through orientation
sessions.
Oracle Recruiting Cloud (ORC) - IMP Concepts 4. Recruitment Analytics

- Recruitment Metrics and Reporting: Analyzing data to assess the effectiveness of recruitment strategies, such as time-to-
fill and candidate quality.
- Time-to-Hire Analysis: Measuring the duration from when a job requisition is posted until an offer is accepted.
Oracle Recruiting Cloud (ORC) - IMP Concepts 5. Compliance

- Regulatory Requirements in Recruiting: Ensuring that recruitment practices meet legal standards, including equal
opportunity employment.
- Data Privacy Regulations: Protecting candidate data in accordance with laws like GDPR, ensuring that personal
information is securely handled.
1. Can a user check the output of the extract run by another user?
No, a user cannot directly view the output of an extract run by another user due to security and data privacy
restrictions. However, if granted appropriate roles or permissions, they might access the same data in other ways.
2. How to schedule/cancel schedule of HCM Extracts?

You can schedule HCM extracts via the ""Scheduled Processes"" interface, selecting the appropriate extract and
setting the desired time and frequency. To cancel, simply navigate to the same interface, locate the scheduled
process, and cancel it.
3. How to enable logging for debugging purposes in HCM Extracts?
Logging can be enabled by selecting the ""Enable Debug"" option while submitting the extract. This provides
detailed logs in the extract results, which can be used for troubleshooting.
4. Difference between Changes Only, Changes only with marked attributes?
""Changes Only"" extracts data that has changed since the last run, while ""Changes Only with Marked Attributes""
extracts only the attributes specifically flagged as changed, providing more granular control over what data is
captured.
5. Difference between Mark as Changed and Always Display options?
""Mark as Changed"" flags the record when its data has been updated, triggering its inclusion in the next ""Changes
Only"" extract. ""Always Display"" ensures the data is always included in the output, regardless of whether it has
changed.
6. Why do we use exclude from comparison option?
This option is used to exclude specific data attributes from change detection, meaning they won’t trigger a record
to be marked as changed, even if the attribute itself has been updated.
7. What are the most frequently used User Entities in HCM Extracts?
Commonly used User Entities include ""PER_EXT_PAYROLL_EMPLOYEES_UE,"" ""PER_EXT_ASSIGNMENT_UE,"" and

""PER_EXT_PAYROLL_RELATIONSHIPS_UE,"" as these entities provide key HR, payroll, and assignment data.
8. How do you link Data Groups and how to know the contexts set and required?
Data Groups are linked by defining parent-child relationships through common keys (like Person ID). The contexts
can be determined by analyzing the source user entity or reviewing the data group properties in the extract
definition.
9. What is the use of PER_EXT_RESET_UE and where is it used?
""PER_EXT_RESET_UE"" is used to reset and refresh the extract state, especially when handling ""Changes Only""
extracts. It is used to clear previous states and ensure new changes are accurately captured.
10. What would be the approach if a DBI isn't available?
If a DBI (Database Item) isn't available, you can either create a Fast Formula to fetch the required data or check if a
custom DBI can be created via an HCM Data Loader.
11. Is it possible to skip the output if data isn't fetched by the extract?
Yes, you can configure the extract to skip generating output if no data is fetched by setting the output delivery
options to be conditional based on data availability.
12. Can the extract be run using SOAP services?
Yes, extracts can be run using SOAP services by invoking the appropriate web service API, which allows automation
and integration with external systems.
13. Can we use flexfields in HCM Extracts?
Yes, flexfields can be included in HCM extracts by ensuring the relevant flexfield DBIs are mapped in the extract
definition.
14. When we use bursting for HCM Extract and if there is no data fetched the extract will error out?
Is there a way to handle this scenario?
To handle this, you can set up a condition in the bursting logic that checks for data presence before generating
output. This avoids errors when no data is retrieved.
15. Can we have an auto-incremented file name?

If an extract is run two times today, the first file should have Output File1.txt and the next one should have Output
File2.txt. Is it possible?
Yes, you can achieve this by configuring the file naming conventions within the extract parameters or using a Fast
Formula to append a counter to the file name.
16. Can we have a dynamic file name built for HCM Extract with a combination of date and time in a different
timezone other than the UTC which is by default?
Yes, you can use Fast Formula or transformations in the extract to format the file name with the desired timezone's
date and time values.
17. A changes-only extract should trigger notifications when an employee is hired. However, the notification is
getting triggered when the employee is hired and another notification is sent when the employee data is updated.
How to fix this issue?
This issue can be resolved by adjusting the notification logic to differentiate between a ""new hire"" event and an
""update"" event. This can be done by filtering attributes to exclude updates that should not trigger a notification."
18. What is the difference between changes only extract and Full extract?
Full extract means whenever the extract is run, it will fetch the entire employee information as per the criteria
defined in the extract. Changes only extract means it will fetch only the employees who had changes since the last
run.
19. Can we cancel an existing schedule of another user?
No, we cannot cancel the schedule of another user. Only the user who has scheduled the extract will have access to
cancel it.
20. Can we schedule extract on ad-hoc basis like every alternative day, only on weekends, or only on weekdays or 2
days after pay period or 2 days before pay period dates?
Yes, we can schedule extracts on an ad-hoc basis using Flow Schedule Formula. You can use some advanced coding
with table-based valuesets in the Flow Schedule Formula to achieve these requirements.
21. A changes-only extract is developed and is running on a daily basis. Some employees should have been in the
output but are not present. How do you debug this?
We need to look into the UE and the advanced filter criteria and prepare a BI Report to check if those employees
are getting picked up or not. If they are not getting picked up, then they aren't meeting the criteria for the extract. If
they are getting picked up by the SQL Query and still not on the output, then you need to check the attribute-level
flags. If the field which has changed has been flagged as ""Exclude from Comparison"" or has a 'Required' flag
checked and the attribute value is blank for the employee, they won’t be picked up by the extract.
22. If there are three delivery options (FTP/EMAIL/UCM) for an extract and you want to trigger only one delivery
option when you run the extract. Is it possible?
Yes, it is possible. We need to create multiple Report Categories in the HCM Extract. By default, there will be only
one Report Category tagged to all delivery options. We need to create a custom Report Category and add the
required delivery option, like FTP. Then, select that custom Report Category while running the extract.
23. Is it possible to get the XML output of an HCM Extract if XML option is not set up at the delivery option level?
Yes, it is still possible. If there is at least one delivery option added with a ""BI Report"", you can navigate to the 'BI
Report' and view the extract run instance to download the XML file. Alternatively, you can navigate to
GlobalReportsDataModel, provide the payroll action id from the HCM Extract log files, and retrieve the XML output.
24. HCM Extract has been developed with a changes-only parameter, but it is pulling all employees every time.
What could have gone wrong?
There could be multiple reasons: threading Database Item is not set correctly, keys are not defined at the Record
level, or the changes-only parameter is defined incorrectly.
25. We have a changes-only extract with a Person Number parameter and if no person number is present, it will run
for all employees. Baseline has already been created and the extract is running in changes-only mode daily. What
will happen if we do an ad-hoc run for a single person with all attributes mode?
If we run the extract for a single person with all attributes mode, the baseline will change only for this employee
and not impact others. In the output file, only this employee will appear, and future changes-only runs will function
normally for other employees.
26. Changes-only extract is scheduled daily, and there is a requirement to add a new attribute. What should be the
approach?
Adding a new attribute to the extract will impact the baseline. Even if run in changes-only mode, it will behave like
an all-attributes mode since the new attribute will trigger updates for all employees. The best approach is to make
the change after the daily schedule, then run a baseline without delivery options, so no unnecessary files are sent
out.
27. Full Extract has been scheduled daily but is picking up old data every time and giving the same result, even
though there are new employees. What could be the issue?
The issue is likely with the input date passed to the extract. Scheduling should involve adding a Post-SQL to the
Effective Start Date Parameter to pick up the system date (using `select sysdate from dual`). Without this, the same
date will be used, causing old data to be picked up.
28. Can we combine two extracts and initiate them with a single run?
Yes, it is possible. You need to create a custom payroll flow, add the two extracts, and map their parameters to the
payroll flow.
29. Can we check the baseline tables for changes-only extracts?
No, the baseline data is not stored in a straightforward table. It is keyed by the payroll action id, and multiple rows
exist for employees with various ids, making it impractical to query.
30. A client is not interested in the XML tags and input parameters in the default extract output XML file. Can we
create a custom XML file?
Yes, using an XSL transformation template or by cloning the GlobalReportsDataModel and using SQL queries, you
can strip out unwanted content from the XML.
31. How to improve the performance of the extracts when they are running for longer times?
Performance can be improved by using process configuration groups and enabling multi-threading to run tasks in
parallel.
32. Can we burst and upload the extract output files into Document of Records?
Yes, this is possible and documented on Oracle Cloud Customer Connect.
33. Can we pass multiple person numbers to an HCM extract as input?
Yes, using a free-text field with person numbers separated by commas. You can then convert these values into
rows using `regexp_substr`
and filter with an IN Clause.
34. Extract output is showing on the output screen only if the output size is less than 10MB. Is it the seeded
functionality or can we override it?
By default, if the file size exceeds 10MB, the output appears as a hyperlink to UCM. You can override this by
increasing the maximum output size in the Payroll Process Configuration group.
35. Can we get the translation information from HCM Extracts?
Yes, translation information can be fetched, though only a few UEs are currently available for this.
36. Can we send the output of the extract to the email address of the user who ran it?
Yes, by adding an input parameter for the extract and using a post-SQL command with `FND_GLOBAL.USER_NAME`
to fetch the user's email.
37. Will the changes-only extract pull data when an employee is purged?
No, it won’t pull deleted data. If the Audit is enabled, the data might still be available, but in cases of purging, even
audit data is purged.
38. What is the difference between the 'Assignment Status Type' and the 'Extract Employee Assignment Status
Type' attributes?
'Extract Employee Assignment Status Type' is a more efficient, direct DBI linked to the user entity, whereas
'Assignment Status Type' is derived indirectly via context. For performance, use 'Extract Employee Assignment
Status Type'.
39. Can we replace a field with another attribute conditionally in HCM Extract?
Yes, the Conditional Replacement option allows for specifying a condition, where if true, it uses a different
attribute.
40. Can we get the output of HCM Extract in JSON format?
Yes, using RTF/e-text templates, you can convert the extract’s XML output to JSON format.
41. A full extract is expected to generate data for 1000 employees but is fetching far fewer. What could be the
issue?
You need to review the UE SQL and advanced filter criteria in the Data Model. If SQL is returning rows, it may be a
template issue filtering the output.
42. Can we encrypt only some fields in the extract output, like PII information?
No, encryption is not supported at the attribute level. However, SFTP servers supporting PGP encryption can
encrypt the entire output file.
43. After a P2T refresh, is there any automated way to update the extracts to change the FTP path?
No, FTP paths must be updated manually. Alternatively, you can change BI administration settings to prevent
accidental sending.
44. Can we generate .dat files from an extract and use them to load via HDL?
Yes, by using an e-text template for pipe-delimited output, configuring Inbound Interface delivery, and setting up
HDL tasks.
45. An extract rule fast formula is defined and compiled but is not returning any value. What could be the issue?
The issue could be that the attribute used by the Fast Formula isn’t available at the time of execution. Ensure the
formula attribute is defined at the right sequence level.
46. Can we use two setup UEs in a single extract without a join between them?
Yes, but you cannot have two Root Data Groups. The solution is to use `PER_EXT_REST_UE`
as the root and link it to the setup UEs as child data groups.
47. An HCM Extract with email bursting sends emails to only 5 out of 20 employees. What could be the reason?
The issue could be due to the ""From"" email address not being configured in the delivery options. Ensure all
required fields for email delivery are properly set up."
1. How would you configure multiple legal entities in different countries under a single organization? - Use Enterprise Structu
2. Describe how you can handle the transfer of an employee from one legal employer to another within the system. - Use the
3. A new employee needs to be onboarded with specific roles. How would you configure security roles to ensure appropriate
4. How do you handle different worker types such as contingent workers and employees within the system? - Configure differ
5. What steps would you take to create and maintain a custom user-defined field in an employee’s record? - Use Flexfields to
6. An employee has been promoted to a managerial position. How would you update their assignment details and reporting s
7. Describe how you would manage and track the probation period for new hires. - Configure a probation period under Mana
8. How do you configure employment terms for an employee with multiple assignments in different departments? - Use Man
9. Explain how you would create and configure a position hierarchy for managerial approvals. - Use Manage Position Hierarch
10. A manager wants to see a report of their entire team's key information. How would you set up a custom report? - Use OTB
11. How do you handle the global transfer of employees, maintaining country-specific regulations? - Use Global Transfer func
12. An employee has dual assignments in two different countries. How would you set up their assignments? - Create dual assi
13. What approach would you take to create different job families and job roles for specific business units? - Use Job Framew
14. How would you configure different work schedules and calendars for employees in different locations? - Configure Work S
15. How do you manage the performance and feedback process globally for a remote workforce? - Use Performance Manage
16. Describe how you would set up an approval workflow for position changes or promotions. - Use Manage Approval Rules t
17. How would you update compensation and benefits based on an employee’s promotion? - Update the employee’s compen
18. Explain how you handle a rehire scenario for a terminated employee. - Use the Rehire Employee process in Person Manag
19. A department restructuring needs to be done. How do you ensure that employee data reflects the new structure? - Updat
20. How would you implement security profiles for employees based on their geographic location? - Use Security Console to c
31. Create Implementation Project - This is like starting a new project in Oracle Fusion HCM. Imagine you’re opening a blank n
32. Define Geographies - Geographies in HCM are like defining the countries, states, cities, or any physical location where your
33. Define ESC-Model (Wizard) - The Enterprise Structure Configurator (ESC) is a step-by-step tool that helps you design the co
34. Define Job and Position Structure - A "job" is the role (like Manager, Engineer), and a "position" is the specific instance of t
35. Define Locations - Locations are the physical places where your company operates, like an office building or a factory. For i
36. Define Actions - Actions are things that happen to employees, like being hired, promoted, or transferred. For example, wh
37. Define Action Reasons - Action Reasons explain why an action happened. For example, if an employee gets transferred, th
38. Define Reference Data Set - This allows you to share data like job titles, pay grades, or policies across different business un
39. Manage Divisions - A division is a major part of your company that has its own focus, like Finance, Marketing, or Sales. Man
40. Define LDG (Legislative Data Group) - LDG stands for Legislative Data Group, and it’s like grouping employees by the count
41. Define Legal Entities - A Legal Entity is a company or part of a company that can own assets, employ people, and pay taxes
42. Define Business Units - A Business Unit is like a smaller piece of your company that focuses on specific business activities. F
43. Define Departments - Departments are smaller sections within a Business Unit that focus on specific tasks, like HR, Sales, o
44. Organization Trees - An Organization Tree is a visual representation of the hierarchy in your company. Think of it like a fam
45. Position Trees - A Position Tree is a structure that shows how jobs and positions are arranged in the company. For example
46. Define Department Trees - Department Trees are similar to organization trees but specific to departments. For example, if
47. Implementation and HCM Users, Roles - This is about assigning specific roles to users in the system during the implementa
48. Employee Creation - This is simply the process of adding new employees into the system. It includes entering basic details
49. Transfer - A transfer is when an employee moves from one department or location to another within the company. For exa
50. Global Transfer - A Global Transfer is when an employee is transferred from one country or region to another. For example
Global Human Resources (GHR) - IMP Concepts
1. Organization Structure
- Departments: Groups within a company (e.g., Marketing, Sales). Each department has specific functions and
roles.
- Divisions: Larger groups that may encompass multiple departments. For example, the Marketing Division could
include Social Media, Advertising, and Public Relations.
- Business Units: Independent parts of the organization, often with their own financial goals. For example, a
multinational company may have separate business units for each country.
- Legal Entities: Legally recognized organizations, such as a corporation or partnership, that can enter contracts.
For example, if a company operates in several countries, each one might be its own legal entity.
- Locations: Physical sites where employees work, such as offices or factories.
- Job and Position Structure: Defines roles within the organization. A ""Job"" might be ""Software Engineer,""
while ""Position"" might refer to a specific instance of that job, such as ""Software Engineer in the Mobile
Development Team.""
2. Workforce Administration
- Employee Records: Information about employees, including personal details, job history, and performance
reviews.
- Worker Types: Classifications of employees, such as full-time, part-time, or contract workers.
- Global HCM Data Model: A framework that standardizes how HR data is structured and managed across the
organization.
- Employment Model: Defines the terms of employment, such as full-time, part-time, and temporary contracts.
3. Data Management
- Reference Data Sets: Groupings of related data used across the system, such as a list of departments or
locations.
- Data Roles and Security Profiles: Controls who can see or edit certain information in the system. For example,
HR personnel may have access to sensitive employee records.
- Effective Dates and Date-Effective Data: Tracks when information becomes valid, allowing changes over time
(e.g., when an employee changes roles).
- Mass Updates: The ability to change information for multiple employees simultaneously, such as updating a
benefit plan for all employees.
4. Global Compliance
- Legislative Data Groups (LDGs): Groups that help manage and comply with local laws and regulations affecting
HR practices.
- Data Privacy and Security Regulations: Laws that protect personal information, such as GDPR in Europe, which
requires companies to handle employee data carefully.
- Localization and Compliance: Adapting HR practices and policies to meet local legal requirements in different
regions.
5. Employee Self-Service (ESS)

- Personal Information Management: Employees can update their contact details and other personal information
themselves.
- Document Uploads: Employees can upload documents, such as identification or tax forms, directly to their
profiles.
- Profile Management: Employees manage their professional profiles, including skills and experience, often for
development and career growth.
Use Enterprise Structure Configurator to create multiple legal entities, associate them with business units, ledgers, and LDGs. Each entity
n the system. - Use the Global Transfer process under Manage Employment to transfer employees, updating legal employer, assignment,
to ensure appropriate access? - Assign HCM roles using Security Console, mapping each role to employee responsibilities and ensuring pr
stem? - Configure different worker types like contingent workers or employees using Person Management and assign appropriate employ
ord? - Use Flexfields to create custom fields. Navigate to Manage Person Descriptive Flexfields, create new attributes, and deploy them fo
t details and reporting structure? - Update the employee’s assignment in Manage Employment, modify their job title, position, and reporti
tion period under Manage Employment Terms, set tracking alerts, and monitor through Absence Management or a custom report.
epartments? - Use Manage Employment to create multiple assignments for an employee, specifying different roles, departments, and com
anage Position Hierarchy to define positions and reporting structures, which are then linked to approval workflows for automatic routing.
ustom report? - Use OTBI or BI Publisher to create a custom report, pulling relevant data from employee records and granting the manage
se Global Transfer functionality, ensuring country-specific payroll, tax, and legal requirements are maintained through localized configurati
ents? - Create dual assignments under Manage Employment, specifying country-specific roles, payroll, and compliance settings for each a
nits? - Use Job Framework to define job families and roles, then assign them to specific business units based on operational needs.
ons? - Configure Work Schedules and Calendars through Manage Work Schedule based on location-specific work hours, holidays, and shift
e Performance Management to create global performance templates, set objectives, and track feedback remotely, adjusting for cultural o
anage Approval Rules to configure approval workflows that trigger automatically based on position changes or promotions, routing them t
the employee’s compensation and benefits in Manage Compensation based on the new position, applying relevant salary and benefit chan
rocess in Person Management, restoring the employee’s previous details or updating with new employment terms.
new structure? - Update the organization structure in Manage Department and adjust employee assignments accordingly, reflecting the c
se Security Console to create geography-based security profiles, assigning employees access based on their location within the organizatio
ou’re opening a blank notebook for a new project, where you will define your company’s structure, employees, and processes. You’ll add t
cal location where your company operates. For example, if your company has offices in the US, Canada, and India, you’ll need to define th
helps you design the company’s organizational structure. It’s like a guided setup that asks you questions about your company—like its dep
he specific instance of that job (e.g., Manager of Marketing in the US branch). You’ll need to define these so the system understands what
ilding or a factory. For instance, if your company has an office in New York and another in London, you’ll define those as separate location
erred. For example, when someone gets promoted, an "Action" in the system is recorded to mark that change. Actions help track employe
yee gets transferred, the Action Reason could be "department restructuring." This gives more context to the action, so the system can kee
ss different business units or regions. For example, if your company has multiple offices (New York, London, Tokyo), you can create commo
Marketing, or Sales. Managing divisions means organizing these big sections of the company in the system, so you can keep track of who’s
mployees by the country they’re working in, so the system can apply the right laws and regulations (like tax rules or labor laws). For exam
y people, and pay taxes. For example, if your company is a multinational corporation with different registered entities in each country, you
ific business activities. For example, your company might have one Business Unit focused on manufacturing and another focused on sales
c tasks, like HR, Sales, or IT. For example, within your Sales Business Unit, you might have a "North American Sales" department. Defining
ny. Think of it like a family tree, but for your company—showing how divisions, departments, and business units are connected.
e company. For example, it could show the hierarchy where the "CEO" is at the top, followed by "Department Heads," and then "Managers
tments. For example, if your company has a hierarchy of Finance departments in different regions, you can organize them in a tree that sh
during the implementation process. For example, an HR Manager will have access to different data and processes than a Payroll Administ
s entering basic details like name, hire date, position, and work location. It’s like filling out a digital employee form that gets saved in the H
in the company. For example, an employee may be transferred from the Sales department to the Marketing department. This is tracked a
to another. For example, if an employee moves from the US office to the UK office, it’s considered a global transfer, and it needs to follow
edgers, and LDGs. Each entity is configured according to country-specific rules.
g legal employer, assignment, payroll, and benefits while keeping the employee's history intact.
esponsibilities and ensuring proper segregation of duties through role inheritance and data security profiles.
nd assign appropriate employment terms, such as contingent work assignments or standard employment.
attributes, and deploy them for use in employee records.
job title, position, and reporting hierarchy, and ensure it reflects in the organizational chart.
nt or a custom report.
t roles, departments, and compensation for each assignment.
kflows for automatic routing.
ords and granting the manager access based on their security role.
d through localized configurations.
compliance settings for each assignment.
on operational needs.
work hours, holidays, and shifts.
motely, adjusting for cultural or regional differences.
or promotions, routing them to relevant approvers.
elevant salary and benefit changes.
nts accordingly, reflecting the changes in reporting lines.

location within the organization.
es, and processes. You’ll add tasks like configuring HR modules (Payroll, Time & Labor) into this project to ensure everything is set up for t
India, you’ll need to define these locations so the system knows where employees are working from, which helps in tax and legal matters
out your company—like its departments, business units, and locations—and then builds that structure in the system for you.
the system understands what roles are available in your company. For example, the "job" might be "HR Manager," and the "position" cou
fine those as separate locations so employees can be assigned to the right place.
ge. Actions help track employee movement throughout their career in the company.
action, so the system can keep track of the reasons behind changes in the workforce.
Tokyo), you can create common job titles and pay structures that all offices can use, ensuring consistency.
o you can keep track of who’s in charge of what.
rules or labor laws). For example, the rules for payroll are different in the US and India, so you’d create different LDGs for each country.
d entities in each country, you would define those entities separately so the system can track them individually.
and another focused on sales. These need to be defined in the system so that financials, employees, and operations can be managed sepa
n Sales" department. Defining departments helps organize employees and their reporting structures.
units are connected.
t Heads," and then "Managers." It helps in organizing the reporting structure of positions.
organize them in a tree that shows how they report to one another.
cesses than a Payroll Administrator. Roles define what users can see and do in the system.
e form that gets saved in the HR system.
department. This is tracked as a "transfer action" in the system.
ransfer, and it needs to follow local laws for both countries.
nsure everything is set up for the company’s HR needs.
helps in tax and legal matters.
system for you.
nager," and the "position" could be "HR Manager for Asia-Pacific."
rent LDGs for each country.
erations can be managed separately.

1. How do you set up an accrual plan that allows employees to carry forward unused leave into the next year? - Configure an
2. Describe how you would configure different absence types like sick leave, maternity leave, and unpaid leave. - Set up variou
3. An employee wants to take leave that exceeds their available balance. How do you handle this scenario in the system? - Se
4. How do you configure absence plans that change based on years of service or grade levels? - Use Eligibility Profiles in Mana
5. Explain how you would handle leave encashment policies where employees can monetize unused leave. - Configure a leave
6. How would you implement a workflow that requires approval for leave requests beyond a certain threshold? - Use Manage
7. A company wants to configure public holidays automatically for different countries. How would you approach this? - Set up
8. An employee is on extended sick leave. How do you handle their absence balance and entitlements in such cases? - Adjust
9. Describe how you would track and report on employee absence patterns or absenteeism trends. - Use OTBI to build report
10. How do you handle situations where an employee's leave request conflicts with a company blackout period? - Configure a
11. An organization has complex leave policies with carry forward limits, and forfeiture rules. How would you configure this? -
12. How do you handle partial day absences, ensuring accurate deduction from an employee’s leave balance? - Set up partial
13. How would you handle statutory leave entitlements that vary across regions and countries? - Use Eligibility Profiles to defi
14. A manager needs visibility into their team’s upcoming leave to manage workloads. How would you provide this view? - Cr
15. How would you handle the scenario where employees earn leave based on work hours rather than a fixed accrual? - Confi
16. An employee has a negative leave balance. How do you track and resolve this situation within the system? - Set up negati
17. How do you configure absence plans that provide different accrual rates for part-time versus full-time employees? - Use E
18. Describe how you would handle parental leave policies that offer different entitlements for each parent. - Configure separ
19. How do you manage and track unpaid leave, ensuring it doesn’t impact the employee’s entitlements? - Configure unpaid l
20. An employee's leave is interrupted by a public holiday. How do you adjust the leave balance accordingly? - Set up public h
Absence Management in Oracle HCM helps track and manage employee leave, vacation, sick days, and other absences. It ensu
Accrual Periods - Definition: Accrual periods determine how often employees accumulate leave, such as annually, monthly, or
Derived Factors - Definition: Derived factors are rules used to determine an employee’s eligibility for leave based on factors lik
Eligibility Profile - Definition: This determines which employees are eligible for a particular type of absence or leave. - Example
Absence Reasons - Definition: Absence reasons are the specific causes for which an employee is taking leave, such as illness, v
Absence Certifications - Definition: Absence certifications are documents or approvals needed to verify the reason for the emp
Absence Plan - Definition: An absence plan outlines the rules and policies for how different types of leave are managed, includ
Absence Types - Definition: Absence types categorize the different forms of leave that an employee can take, such as vacation
Integration with Payroll - Definition: This ensures that absence data (like unpaid leave) is sent to the payroll system to correctl
Global Absence Fast Formulas - Definition: Fast formulas are used to calculate absence entitlements, such as how much time o
Attach Absence Plan to Employee - Definition: This means assigning the relevant absence plan to an employee so that their lea
Run the Absence Plan - Definition: Running the absence plan calculates accruals and updates the system to reflect the latest a
Employee Absence Apply - Definition: This refers to the process where an employee submits a request for leave, such as vacati
Manager Approval - Definition: Managers are responsible for approving or rejecting absence requests submitted by employee
Calendar Event - Definition: Calendar events are company-wide dates that can affect how absence is calculated, such as public
Work Schedule - Definition: The work schedule determines when an employee is supposed to work, such as 9 am to 5 pm, Mo
Conclusion Absence Management is essential for keeping track of employee leave and ensuring that it complies with company
etc.):
Different
categorie
s of leave
that
employee
s can
take.
- Accrual
Policies:
Rules
governing
how
employee
s earn
leave
over time,
such as
accruing
one day
of
vacation
for each
month
worked.
- Eligibility
Profiles:
Criteria
that
determin
e which
employee
s are
entitled
to which
types of
leave.
- Absence
Requests:
The
process
employee
s follow
to
formally
request
time off.
-
Manager
Approval
Workflow
s: The
steps
managers
must take
to
approve
or deny
absence
requests.
- Absence
Certificati
ons:
Documen
tation
required
for
certain
types of
leave,
such as a
doctor’s
note for
sick leave.
Integratio
n with
Payroll
- Impact
of
Absences
on Payroll
Calculatio
ns: How
taking
leave
affects
the
amount
of pay an
employee
receives
(e.g.,
unpaid
sick
leave).
-
Reporting
on
Absences
for
Payroll:
Generatin
g reports
to show
how
absences
affect
payroll
and
budgeting
.
4.
Reporting
and
Analytics
- Absence
Metrics
and
Reports:
Analysis
of
absence
data, such
as the
average
number
of sick
days
taken per
employee
.
-
Complian
ce
Reporting
: Ensuring
that the
organizati
on meets
legal
requirem
ents for
employee
leave.
5. Global
Absence
Managem
ent
-
Managing
Absences
across
Different
Regions:
Adapting
absence
policies to
comply
with local
laws and
customs
in
different
countries.
the next year? - Configure an Accrual Plan with a carryover rule under Manage Absence Plans, setting limits and conditions for how much
nd unpaid leave. - Set up various absence types in Manage Absence Types, defining eligibility criteria, balance calculations, and entitlemen
is scenario in the system? - Set up a negative balance rule in the absence plan to either allow or restrict leave requests exceeding available
Use Eligibility Profiles in Manage Absence Plans to define rules based on years of service or grade levels, adjusting accrual rates and entitle
used leave. - Configure a leave encashment plan under Manage Absence Plans, defining the criteria for eligibility, encashment limits, and a
rtain threshold? - Use Manage Absence Approval Rules to define workflows that trigger approvals for leave requests exceeding a defined t
uld you approach this? - Set up public holidays in the Manage Work Schedules page by creating country-specific calendars, and automatica
ments in such cases? - Adjust the employee’s sick leave entitlement in Manage Absence Records, ensuring any additional entitlements or
nds. - Use OTBI to build reports that track absenteeism trends, filtering data by employee, department, or absence type to identify pattern
blackout period? - Configure absence restrictions in Manage Absence Plans that prevent leave bookings during blackout periods, and set u
ow would you configure this? - Define carryover limits and forfeiture rules in the absence plan setup, ensuring the system enforces the lim
eave balance? - Set up partial day rules in Manage Absence Plans to allow for half-day or hourly absences, ensuring the system calculates
- Use Eligibility Profiles to define regional statutory entitlements and apply them to employees based on location, ensuring compliance wi
uld you provide this view? - Create a custom OTBI report or Absence Calendar that provides managers with visibility into their team’s appr
er than a fixed accrual? - Configure a work-based accrual plan in Manage Absence Plans, defining rules that calculate accruals based on ho
in the system? - Set up negative balance limits in the absence plan and track negative balances in OTBI reports, allowing for adjustments,
s full-time employees? - Use Eligibility Profiles in Manage Absence Plans to assign different accrual rates based on employment type (part-
each parent. - Configure separate absence types for each type of parental leave (e.g., maternity, paternity) and apply different entitlemen
tlements? - Configure unpaid leave types in the system, ensuring they are tracked separately from paid leave, and adjust any impacts on e
accordingly? - Set up public holiday adjustment rules in the absence plan, ensuring that any holidays occurring during a leave period are n
ys, and other absences. It ensures that employees are adhering to leave policies and allows for smooth integration with payroll systems to
such as annually, monthly, or weekly. - Example: An employee earns 2 vacation days every month, so their accrual period is monthly. By t
y for leave based on factors like age, length of service, or full-time/part-time status. - Example: A company policy might say that employee
of absence or leave. - Example: Only full-time employees with at least 6 months of service are eligible for paid maternity leave. This create
taking leave, such as illness, vacation, or family emergency. - Example: An employee takes time off due to personal illness, which is logged
o verify the reason for the employee’s absence. - Example: If an employee takes more than 5 sick days, they need to provide a doctor’s not
s of leave are managed, including accrual rates and carryover limits. - Example: A vacation plan may allow employees to accrue 20 vacatio
yee can take, such as vacation, sick leave, maternity leave, etc. - Example: The system may have absence types like paid time off (PTO), sic
the payroll system to correctly calculate an employee’s salary. - Example: If an employee takes 3 unpaid leave days, the payroll system ad
ents, such as how much time off an employee should get based on various factors. - Example: A Fast Formula could calculate that an empl
o an employee so that their leave entitlements and rules are applied. - Example: When a new employee is hired, they are automatically ass
e system to reflect the latest available leave balance for employees. - Example: At the end of each month, the system runs the absence pla
equest for leave, such as vacation or sick days, through the system. - Example: An employee applies for 5 vacation days for an upcoming ho
uests submitted by employees. - Example: An employee’s request for vacation needs to be approved by their manager before it is officiall
ce is calculated, such as public holidays or year-end. - Example: A company might close for the New Year holiday, so it’s marked as a calen
ork, such as 9 am to 5 pm, Monday to Friday. - Example: If an employee’s work schedule is Monday to Friday, taking Monday and Tuesday
that it complies with company policies. From setting up accruals and absence plans to integrating with payroll and handling approvals, this
and conditions for how much leave can be carried forward into the next year.
e calculations, and entitlement rules for each type (e.g., sick leave, maternity, unpaid).
e requests exceeding available balance, and configure approval workflows if needed.
usting accrual rates and entitlements accordingly.
bility, encashment limits, and approval workflows for monetizing unused leave.
requests exceeding a defined threshold, routing them to the appropriate manager.
ific calendars, and automatically apply them to employees based on their location.
ny additional entitlements or unpaid leave are accounted for based on company policies.
bsence type to identify patterns and generate insights.
ing blackout periods, and set up alerts or approval workflows for exceptions.
ng the system enforces the limits at the end of the year or upon reaching specific thresholds.
nsuring the system calculates accurate leave balance deductions.
ation, ensuring compliance with local regulations.
visibility into their team’s approved and upcoming leave requests.
calculate accruals based on hours worked, rather than a fixed monthly or annual rate.
rts, allowing for adjustments, recovery, or restriction of future leave requests.
ed on employment type (part-time or full-time), ensuring accurate entitlement calculations.
and apply different entitlements based on eligibility profiles for each parent.
e, and adjust any impacts on entitlements or benefits if required.
ing during a leave period are not deducted from the employee’s leave balance.
gration with payroll systems to calculate pay during absences.
accrual period is monthly. By the end of a year, they would have 24 vacation days accumulated.
olicy might say that employees over the age of 50 are eligible for an additional week of vacation. Here, age is the derived factor.
d maternity leave. This creates an eligibility profile based on service length and job type.
ersonal illness, which is logged as the absence reason.
need to provide a doctor’s note (absence certification) to justify the leave.
mployees to accrue 20 vacation days annually and carry over 5 unused days to the next year.
pes like paid time off (PTO), sick leave, and bereavement leave.
ve days, the payroll system adjusts their monthly salary accordingly using this integration.
a could calculate that an employee gets 2 days of sick leave for every month they work.
red, they are automatically assigned to the company’s vacation and sick leave plan.
e system runs the absence plan and adds 2 vacation days to each eligible employee’s leave balance.
cation days for an upcoming holiday using the employee self-service portal.
ir manager before it is officially recorded.
iday, so it’s marked as a calendar event, and absences are not deducted for that day.
y, taking Monday and Tuesday off would be recorded as 2 days of leave.
oll and handling approvals, this system keeps everything organized and ensures employees get the correct time off.
s the derived factor.
1. How do you configure payroll elements for regular salary, bonuses, and allowances? - Use Manage Payroll Elements to crea
2. Explain how you would handle off-cycle payroll runs for urgent payments. - Initiate an off-cycle payroll run through the pay
3. How do you process retroactive pay adjustments for employees who received backdated promotions? - Configure retroacti
4. A new tax rate needs to be implemented across the organization. How do you configure this in the payroll system? - Updat
5. How would you implement a payroll costing process where salary costs are distributed across different departments? - Set
6. Describe how you would handle payroll for employees working across multiple legal entities. - Configure payroll processing
7. How do you set up a payroll formula to calculate overtime payments for hourly employees? - Create a payroll formula that
8. How would you handle situations where employees are paid in different currencies across regions? - Set up multiple curren
9. A manager has reported incorrect payroll processing for an employee. How do you identify and resolve this issue? - Review
10. Describe how you handle year-end payroll processing, including tax reporting and reconciliations. - Follow year-end proce
11. How do you configure voluntary and statutory deductions in payroll (e.g., health insurance, social security)? - Use Manage
12. How would you set up payroll for employees who receive commissions or incentive-based payments? - Create specific pay
13. Explain how you manage payroll integration with third-party benefits providers or financial systems. - Establish integration
14. An employee is transferring between countries with different tax laws. How do you adjust their payroll settings? - Update
15. How do you handle the payroll setup for employees who work flexible hours, ensuring accurate pay calculation? - Configu
16. How would you process a payroll correction if an employee was underpaid in the previous month? - Initiate a payroll corre
17. Describe how you configure and process garnishments and other legal deductions from an employee’s paycheck. - Set up
18. An employee is terminating, and a final settlement needs to be processed. How do you handle this in payroll? - Process th
19. How do you ensure payroll compliance with region-specific labor laws and tax regulations? - Regularly update the payroll
20. A company has different pay periods for various employee types (weekly, bi-weekly, monthly). How do you configure this?
Define Value Sets - A Value Set is a list of possible values that you can use to control the data entered into a field. Think of it as
Define Flexfields (DFF, KFF, EFF) - Flexfields are customizable fields that let you capture additional information not provided by
KFF (Key Flexfield): A KFF is used to capture key data that’s important for the structure of the system, like job codes, position c
EFF (Extensible Flexfield): EFF is an advanced version of flexfields that gives you more flexibility to add attributes to a form or b
Define Cost Allocation KFF - The Cost Allocation Key Flexfield helps you allocate employee costs (like salary and benefits) acros
Define PeopleGroup KFF - The PeopleGroup KFF is used to classify employees into different groups based on common attribut
Define LDG (Legislative Data Group), Legal Entities, PSU (Payroll Statutory Unit), and TRU (Tax Reporting Unit) - LDG (Legislativ
Legal Entity (LE): A Legal Entity is a registered company under the law that can hire employees and own assets. For example, y
PSU (Payroll Statutory Unit): The PSU defines a group of employees that share payroll processing rules within a legal entity. Fo
TRU (Tax Reporting Unit): A TRU is used to report employee tax information to the government. For instance, if you have multi
Define Primary Ledger - A Primary Ledger is the main set of financial accounts used by your company. It records all financial tra
Define Business Unit - A Business Unit is a segment of your company that performs specific business activities, like sales or ma
Define Banks: You need to set up banks that your company works with for payroll processing. For example, you can define a re
Define Bank Branches: Each bank has specific branches, and you need to define them in the system. For instance, Bank of Ame
Define Bank Accounts: These are the actual accounts your company or employees use to deposit or receive money. For examp
Define Consolidation Group - A Consolidation Group helps you group different payrolls together for reporting or processing. Fo
Organizational Payment Method: This is how the company disburses payments to employees, like through direct deposit, chec
Personal Payment Method: This refers to how an individual employee prefers to receive their salary. For instance, some emplo
Third-Party Payment Method: This is used when payments need to go to a third party, such as a loan repayment to a bank or a
Define Payroll Definitions, Retro Pay, and Proration Pay Methods -
Payroll Definitions: These define how your company processes payroll—what dates payroll is run, which employees are includ
Retro Pay: Retro Pay is used when payroll adjustments need to be made for a past period. For example, if an employee’s raise
Proration Pay: This is used when an employee’s pay needs to be adjusted due to changes in their working hours or salary mid-
Element Classifications: Elements are components of payroll, and classifications define whether the element is an earning (like
Element Eligibility: This defines who is eligible for certain elements, like bonuses or overtime pay. For example, only full-time e
Element Categories Element categories group similar payroll elements together for better organization and management. For
Earnings: This category includes all the elements that add money to an employee’s paycheck, like basic salary, overtime, bonu
Deductions: This includes elements that subtract from an employee’s pay, such as taxes, health insurance premiums, or retire
Benefits: These are employer-provided benefits, such as health insurance coverage or company-provided housing allowances.
By grouping elements, it’s easier to manage payroll and ensure that elements are processed correctly according to their classifi
Define Basic Element, Bonus Element, and Other Elements Elements are the building blocks of payroll. They define how emplo
Define Bonus Element: A bonus element is used to process one-time or periodic payments that are in addition to the basic sala
Other Elements: These could be elements like allowances (e.g., housing allowance, transportation allowance) or reimburseme
Define Salary Basis The Salary Basis defines how an employee’s salary is calculated and paid. It answers questions like: Is the e
Attach Payroll to Employee Once payroll is defined, it must be linked to each employee to ensure they are paid according to th
Run the Quick Pay Quick Pay is a special payroll function that allows you to process payroll for an individual employee outside
Payroll Costing Payroll Costing refers to how an employee’s salary and related costs are allocated to different parts of the com
Prepayments Prepayments are the final step before the employee’s salary is sent to their bank account or issued as a check. T
Payroll Tasks and Reports Payroll Tasks and Reports refer to all the administrative and analytical functions related to payroll pr
Making corrections or adjustments to an employee’s pay - Example of Payroll Reports:
Payroll Summary Report: This shows a summary of all payments made to employees, including earnings, deductions, and taxe
Employee Payslip Report: This provides each employee with a breakdown of their earnings, deductions, and net pay. It shows
Payroll - IMP Concepts

1. Payroll Setup
- Payroll Definitions: Establishing the framework for how payroll is calculated, including payment frequency (e.g., biweekly, mo
- Payroll Elements: Components that make up an employee's pay, such as base salary, bonuses, and deductions.
- Input Values: Data that is entered into the payroll system, like hours worked or commission earned.
- Element Classifications: Categorization of payroll elements, such as earnings, deductions, or taxes.
- Payroll Processing Parameters: Rules and settings that govern how payroll is processed, including tax rates and benefit deduc
2. Compensation Management
- Salary Structures: Framework for how salaries are determined, which can be based on roles, experience, or performance.
- Bonus and Allowance Elements: Additional payments outside of regular salary, like performance bonuses or travel allowance
- Retroactive Pay: Payments made to employees for work done in a prior pay period, often due to adjustments in salary.
- Proration of Pay: Adjusting pay based on the length of time worked in a pay period (e.g., if an employee starts halfway throu
3. Payroll Processing
- Running Payroll: The process of calculating and distributing employee pay for a specific period.
- Payroll Costing: The analysis of total payroll expenses, including salaries and benefits, to ensure budgets are met.
- Reporting and Reconciliation: Generating reports to verify payroll accuracy and ensure that payroll data matches financial re
- Payroll Calculations (Deductions, Taxes): Calculating amounts to be deducted from employees' paychecks for taxes, benefits,
4. Compliance and Reporting

- Tax Management: Ensuring that all payroll taxes are calculated correctly and reported to the government.
- Payroll Reports (YTD, Earning Summaries): Reports summarizing employee earnings and deductions over the year to assist w
- Year-End Processing: Special procedures to finalize payroll for the year, including issuing W-2 forms in the U.S.
5. Integration with Other Modules

- Integration with Absence Management: Coordinating how absences (e.g., sick leave) affect payroll calculations.
- Integration with Oracle Time and Labor: Ensuring time worked (tracked in OTL) is accurately reflected in payroll calculations.
he settlement accurately.
t containing those values. This ensures that people can only pick valid options when entering data.
needs. For example, if you want to store an employee’s preferred working language in the system, you can create a DFF for it.
s. This is important for accurate budgeting and reporting.

sily across large groups.
d be in separate LDGs because they follow different labor laws.
our organization for reporting and process management.

""Health Insurance Deduction.""
ary. It’s a fixed amount that an employee earns for their work. Example: You create a ""Basic Salary"" element, which ensures every emplo
ear, the system calculates the bonus based on the company’s performance metrics, and employees receive it in their paycheck.
will add this to their earnings automatically during payroll processing. Each element ensures that all parts of an employee’s pay package
xample, an employee might have a salary of $5,000 per month. This amount is consistent unless they receive raises or bonuses.- Hourly Sa
US employees to this payroll definition. This way, when the payroll runs on the scheduled date (like the last day of each month), those emp
their final salary and any outstanding bonuses. Instead of waiting for the regular payroll cycle to run, you can use Quick Pay to immediatel
e: An employee works 50% of their time for the Marketing Department and 50% for the Sales Department. Payroll costing allows you to al
e correct net amount is sent to the employee’s bank account. If an employee’s salary is $5,000, and $1,000 in taxes and deductions are sub
ons or errors during payroll runs (e.g., if an employee’s pay is miscalculated)
ented. They provide valuable insights into the company’s payroll expenses and help maintain transparency with employees.
reate a DFF for it.
nt, which ensures every employee gets paid their monthly or hourly base salary during payroll runs. It’s the foundation of any employee’s
t in their paycheck.
of an employee’s pay package are covered, from base earnings to bonuses and allowances.
e raises or bonuses.- Hourly Salary Basis: For employees who are paid by the hour, their salary basis would be set to hourly, and their earni
day of each month), those employees get paid according to the defined rules. Employees can be attached to specific payrolls based on the
n use Quick Pay to immediately calculate and issue the payment. Quick Pay processes all the regular elements (salary, deductions, taxes) f
Payroll costing allows you to allocate 50% of their salary to the Marketing cost center and 50% to Sales, ensuring the correct department is
n taxes and deductions are subtracted, the prepayment step will send $4,000 to their account. During prepayments, the system also hand
with employees.
foundation of any employee’s compensation package.
e set to hourly, and their earnings would depend on the number of hours worked. For example, if an employee earns $20 per hour and wo
specific payrolls based on their location, employment type (full-time vs part-time), or other factors. Attaching the correct payroll ensures
ts (salary, deductions, taxes) for that employee and generates a final payment on demand. It’s a fast, efficient way to handle off-cycle pay
ring the correct department is charged for the employee’s work. Payroll costing helps ensure that the company’s financial records accura
ayments, the system also handles details like payment method (direct deposit or check), currency, and payment source (which bank accou
ee earns $20 per hour and works 160 hours in a month, they would be paid $3,200 for that month. The salary basis also defines how over
ng the correct payroll ensures that all employees receive their earnings, bonuses, and deductions according to the applicable rules.
nt way to handle off-cycle payments.
pany’s financial records accurately reflect the distribution of labor costs, which is important for financial reporting and budgeting.
ent source (which bank account the funds come from).
ary basis also defines how overtime, bonuses, and benefits are calculated relative to the employee’s base pay. It’s crucial for ensuring that
to the applicable rules.
orting and budgeting.

y. It’s crucial for ensuring that payroll calculations are correct and aligned with the employee’s contract.
1. How do you configure time entry rules to capture employees' working hours for payroll? - Utilize time entry rules to define
2. Explain how you would handle different timecard validation rules for hourly versus salaried employees. - Implement custom
3. An organization has flexible work arrangements. How do you configure time entry for employees working varied shifts? - Co
4. How do you configure timecard approval workflows that vary based on employee type or location? - Set up dynamic appro
5. Describe how you would set up time entry for employees working on multiple projects or tasks in the same period. - Use pr
6. How do you manage overtime calculation rules that apply differently for weekdays, weekends, and public holidays? - Config
7. An employee submitted an incorrect timecard. How do you manage corrections in time and labour? - Implement a correctio
8. How do you handle time and labour setup for employees who work across different legal entities or countries? - Configure
9. Explain how you would track and report on time spent by employees on different projects or activities. - Use reporting tool
10. How would you set up labour costing where employees’ time needs to be allocated to different cost centres? - Establish la
11. An organization needs real-time tracking of employee attendance. How do you configure this in the system? - Implement
12. Describe how you manage compliance with labor laws that limit the number of consecutive working hours or days. - Confi
13. How do you configure break and meal period rules to ensure compliance with labor standards? - Set up break and meal pe
14. An employee is working remotely across different time zones. How do you manage their time entries? - Allow employees
15. How would you set up a time entry system for employees who work flexible hours or compressed work weeks? - Create fl
16. How do you handle timecard integration with payroll, ensuring accurate payment based on hours worked? - Establish sea
17. Describe how you manage and track unapproved overtime in the time and labour system. - Implement a tracking system f
18. How would you set up notifications or alerts for timecard submission deadlines or approvals? - Configure automated notifi
19. An employee has dual roles with different hourly rates. How do you configure timecards to account for this? - Allow emplo
20. How do you handle time-off requests that affect scheduled shifts or working hours? - Implement a time-off request proces
Oracle Time and Labor (OTL) - IMP Concepts

1. Time Entry and Approval
- Time Card Management: The process of tracking hours worked by employees, often done
through digital time cards.
- Self-Service Time Entry: Allowing employees to enter their own hours worked into the system.
- Manager Approvals: Managers reviewing and approving submitted time cards before payroll
processing.
2. Time Calculation
- Regular Hours, Overtime, and Leave: Differentiating between standard working hours and any
additional hours worked or time taken off.
- Time Calculation Rules: Guidelines for calculating pay based on the hours worked, including
overtime rates.
3. Integration with Payroll

- Data Flow from OTL to Payroll: The process of transferring approved time entries to the payroll
system for payment calculations.
- Managing Exceptions and Corrections: Addressing errors in time reporting, such as incorrect
hours logged.
4. Reporting and Analytics

- Time and Attendance Reports: Summaries of employee attendance and time worked, useful for
management and compliance.
- Labor Cost Reports: Financial reports that show how much labor is costing the organization,
helping with budget management.
5. Project and Task Management
- Tracking Time Against Projects: Allowing employees to log hours spent on specific projects for
better project cost management.
- Integration with Project Management: Coordinating time tracking with overall project timelines
and budgets.
e time entry rules to define how employees log hours, specifying required fields, validation checks, and the format for recording time to en
loyees. - Implement custom validation rules in the timecard configuration, allowing hourly employees to input actual hours worked while
s working varied shifts? - Configure flexible time entry options that allow employees to log hours based on their specific shifts, utilizing a fl
on? - Set up dynamic approval workflows in the system that route timecards for approval based on employee classification (hourly/salaried
n the same period. - Use project/task tracking features to allow employees to allocate hours to multiple projects within the same timecard
and public holidays? - Configure overtime rules in the system, establishing different rates for weekdays, weekends, and public holidays to e
our? - Implement a correction process allowing employees to submit adjusted timecards, with an approval workflow to verify and confirm
s or countries? - Configure multi-entity support in the time and labor module, ensuring compliance with local labor laws and time tracking
tivities. - Use reporting tools to generate detailed timesheets and project reports, analyzing time allocations and productivity metrics by pr
t cost centres? - Establish labour costing rules in the system that enable tracking of hours worked per cost centre, ensuring accurate financ
n the system? - Implement real-time attendance tracking features using time clocks or mobile applications, allowing employees to clock in
orking hours or days. - Configure compliance alerts and checks within the system to monitor working hours, preventing scheduling that exc
? - Set up break and meal period policies in the time entry rules, defining mandatory breaks and meal times, with automated reminders to
entries? - Allow employees to log time based on their local time zone, configuring the time entry system to automatically adjust recorded h
sed work weeks? - Create flexible time entry templates that allow employees to log varied hours and manage compressed work schedules
urs worked? - Establish seamless integration between the time and labor module and the payroll system, ensuring that timecard approvals
plement a tracking system for unapproved overtime that flags time entries exceeding normal hours, requiring manager approval for proce
Configure automated notifications within the system to remind employees of submission deadlines and alert managers of pending approv
ount for this? - Allow employees to specify their dual roles on timecards, configuring different hourly rates for each role within the same ti
nt a time-off request process that integrates with scheduling, automatically adjusting shift assignments based on approved requests while
ormat for recording time to ensure accurate payroll processing.
ut actual hours worked while salaried employees may have predefined hours, with additional checks for overtime.
heir specific shifts, utilizing a flexible time template that accommodates different start and end times.
e classification (hourly/salaried) or location, ensuring the correct approvers are assigned for each case.
jects within the same timecard, enabling them to specify hours worked on each task for accurate reporting.
kends, and public holidays to ensure compliance with organizational policies and labor laws during payroll processing.
orkflow to verify and confirm changes before they affect payroll calculations.
al labor laws and time tracking practices for employees assigned to different entities or regions.
and productivity metrics by project or activity, facilitating better resource management.
entre, ensuring accurate financial reporting and budget management across departments.
llowing employees to clock in and out while integrating data with the time and labor system for immediate updates.
preventing scheduling that exceeds legal limits, and generating reports for HR reviews.
with automated reminders to ensure compliance with local labor laws.
utomatically adjust recorded hours according to their location for accurate payroll processing.
e compressed work schedules, ensuring the system accurately calculates total hours worked.
suring that timecard approvals and adjustments automatically reflect in payroll calculations.
g manager approval for processing during payroll runs.
rt managers of pending approvals, improving compliance and efficiency.
or each role within the same timecard entry to ensure accurate payment.
d on approved requests while ensuring coverage for affected roles.
1. How do you configure a performance review cycle for employees, ensuring timely feedback and goal setting? - Set up a stru
2. Describe how you would manage succession planning for key leadership positions within the organization. - Use a successio
3. How do you configure talent pools and track high-potential employees for future roles? - Create talent pools within the sys
4. An organization wants to implement a 360-degree feedback system. How do you configure and manage this process? - Imp
5. How would you set up individual development plans (IDPs) for employees to track their career growth? - Use the IDP modu
6. How do you configure competency assessments for employees, ensuring managers can track skill gaps? - Set up competenc
7. Explain how you would set up goal management to align individual goals with organizational objectives. - Implement a goal
8. How do you handle talent reviews and ensure the data is available for succession planning? - Schedule regular talent review
9. Describe how you would track and report on employee performance metrics across different departments. - Utilize reportin
10. How do you manage the calibration process to ensure fair performance ratings across teams or departments? - Establish a
11. How would you implement and track learning and development programs tied to career progression? - Configure learning
12. An employee has completed a certification program. How do you track this achievement in their talent profile? - Update t
13. How do you handle promotions and role changes within the system to reflect an employee’s career growth? - Utilize the p
14. Describe how you manage performance issues, ensuring managers can record and address concerns in real time. - Implem
15. How do you configure and manage merit-based compensation linked to performance appraisals? - Set up merit-based com
16. Explain how you would set up a talent scorecard to track the overall health of the workforce. - Develop a talent scorecard
17. How do you handle the integration of external learning platforms into the talent management system? - Configure API con
18. An organization wants to track employee readiness for key roles. How do you configure this in succession planning? - Use
19. How do you configure career paths and track employee movement through their career progression? - Create career path
20. How would you set up performance goals that adjust based on an employee's role or seniority level? - Implement a dynam
Talent Management (TM) - IMP Concepts

1. Performance Management
- Performance Reviews: Evaluations of employee performance, often conducted annually, to assess
accomplishments and areas for improvement.
- Rating Models: Systems used to rate employee performance, such as a numerical scale or descriptive
categories.
- Performance Goals and Objectives: Specific targets that employees are expected to achieve, linked to their
roles.
2. Succession Planning
- Identifying High-Potential Employees: Recognizing individuals within the organization who could take on
more significant roles in the future.
- Development Plans: Programs designed to prepare identified employees for future leadership positions.
3. Learning and Development

- Training Programs: Structured learning opportunities for employees to improve their skills or acquire new
ones.
- Skill Assessments: Evaluations that determine an employee’s skill level in various areas to identify training
needs.
4. Talent Reviews
- Talent Assessment Processes: Regular evaluations of employee performance and potential to ensure a
strong talent pipeline.
- Talent Pools: Groups of employees identified as having potential for advancement, often used in succession
planning.
5. Integration with Other Modules

- Integration with Goal Management: Aligning employee goals with overall company objectives for better
performance tracking.
- Integration with Performance Management: Linking employee evaluations to talent development
initiatives.
goal setting? - Set up a structured performance review cycle in the system that includes timelines for feedback, goal-setting sessions, and
ganization. - Use a succession planning module to identify key leadership roles, assess current talent against required competencies, and c
e talent pools within the system by categorizing high-potential employees based on performance and career aspirations, tracking their dev
manage this process? - Implement a 360-degree feedback tool that allows input from peers, subordinates, and supervisors, configuring tim
growth? - Use the IDP module to facilitate employees in creating personalized development plans that outline skills, training, and experien
ill gaps? - Set up competency assessment frameworks that allow managers to evaluate employee skills against defined competencies, pro
jectives. - Implement a goal management system that allows employees to set individual goals aligned with organizational objectives, ena
hedule regular talent reviews where managers assess employee performance and potential, documenting findings in a centralized databa
epartments. - Utilize reporting tools to compile performance metrics across departments, allowing for comparative analysis and insights in
r departments? - Establish a calibration process involving cross-departmental discussions to ensure consistency and fairness in performan
ession? - Configure learning management systems (LMS) that link training programs to career progression, tracking employee participatio
eir talent profile? - Update the employee’s talent profile to reflect completed certifications, integrating achievements into performance ev
areer growth? - Utilize the promotion management process to document role changes, updating employee records to reflect new respons
ncerns in real time. - Implement a real-time performance management tool that allows managers to document performance issues as they
ls? - Set up merit-based compensation models that tie salary increases and bonuses to performance appraisal results, ensuring transparen
Develop a talent scorecard that integrates various metrics such as performance ratings, training completion, and succession readiness, pr
system? - Configure API connections to external learning platforms, allowing seamless integration of training data into the talent manage
succession planning? - Use a readiness assessment framework in succession planning to evaluate employee skills and experiences against
ession? - Create career path templates that outline potential advancement opportunities and milestones, tracking employee movements a
level? - Implement a dynamic goal-setting framework that tailors performance goals to individual roles or seniority levels, allowing for fle
ack, goal-setting sessions, and periodic check-ins to ensure alignment with performance standards.
required competencies, and create development plans for potential successors to ensure leadership continuity.
aspirations, tracking their development and readiness for future roles.
and supervisors, configuring timelines for feedback collection and reporting results to employees and managers for development discussio
ne skills, training, and experiences needed to achieve their career goals, with regular updates and reviews.
nst defined competencies, providing insights into skill gaps for targeted development initiatives.
organizational objectives, enabling tracking and periodic reviews to ensure alignment and progress.
ndings in a centralized database accessible for succession planning.
arative analysis and insights into overall employee performance trends.
ncy and fairness in performance ratings, documenting results to inform compensation and development decisions.
racking employee participation and skills acquired to facilitate career advancement.
vements into performance evaluations and career discussions to recognize growth.
records to reflect new responsibilities and ensuring alignment with performance and career development.
ent performance issues as they arise, facilitating timely interventions and follow-ups.
al results, ensuring transparency and fairness in compensation practices.
, and succession readiness, providing a comprehensive view of workforce health.
g data into the talent management system for tracking employee learning and development.
skills and experiences against key role requirements, providing a dashboard view of readiness levels.
acking employee movements and development to ensure alignment with career aspirations.
eniority levels, allowing for flexibility and relevance in goal achievement expectations.
ers for development discussions.
1. How would you write a Fast Formula to validate employee data entry, ensuring that the
hire date cannot be in the future?
- Use the `SYSDATE`
function to compare the hire date with the current date. If the hire date is greater than
`SYSDATE`, return an error message.
IF :hire_date > SYSDATE THEN
RETURN 'Hire date cannot be in the future'; ELSE
RETURN NULL;
2. Describe how you would create a Fast Formula to automatically update the employment
status of an employee when they move from full-time to part-time.
- Check the current employment type. If it changes from ""Full-Time"" to ""Part-Time,""
update the employment status.
IF :current_employment_type = 'Full-Time' AND :new_employment_type = 'Part-Time' THEN
:employment_status := 'Part-Time'; ENDIF;
3. How do you create a Fast Formula to calculate employee probation end date based on
their hire date and probation period?
- Add the probation period to the hire date to derive the end date.
:probation_end_date := ADD_MONTHS(:hire_date, :probation_period_in_months);
RETURN :probation_end_date;
4. Write a Fast Formula to check if an employee’s age is above 60 and automatically flag
them for retirement eligibility.
- Calculate age using the hire date, and return a flag if the age is over 60.
:age := TRUNC(MONTHS_BETWEEN(SYSDATE, :hire_date) / 12); IF :age > 60 THEN
RETURN 'Eligible for Retirement'; ELSE
RETURN NULL; ENDIF;
5. How would you configure a Fast Formula to calculate the tenure of an employee and
determine eligibility for long-service awards?
- Subtract the hire date from the current date to calculate tenure.
:tenure := MONTHS_BETWEEN(SYSDATE, :hire_date); IF :tenure >= :long_service_years * 12
THEN
RETURN 'Eligible for Long-Service Award'; ELSE
RETURN NULL; ENDIF;

6. Can you create a Fast Formula to calculate an employee’s next review date based on
their performance rating?
- Set a review frequency based on the performance rating.
IF :performance_rating = 'Excellent' THEN
:next_review_date := ADD_MONTHS(SYSDATE, 6); ELSE
:next_review_date := ADD_MONTHS(SYSDATE, 12); ENDIF; RETURN :next_review_date;
7. How would you use a Fast Formula to validate the data input for employee assignments
to ensure it follows company-specific rules?
- Use conditions to check for compliance with company rules before processing
assignments.
IF :assignment_type NOT IN ('Permanent', 'Temporary') THEN
RETURN 'Invalid assignment type'; ELSE
RETURN NULL; ENDIF;
8. Write a Fast Formula that generates a custom alert when an employee’s contract is
about to expire in 30 days.
- Check the contract end date against the current date and return an alert if within 30 days.
IF :contract_end_date - SYSDATE <= 30 THEN
RETURN 'Contract expires in 30 days'; ELSE
RETURN NULL; ENDIF;
9. How would you use a Fast Formula to derive a compensation component based on the
employee’s role and location?
- Use conditions to set compensation based on role and location.
IF :role = 'Manager' AND :location = 'NY' THEN
:compensation := 80000; ELSE
:compensation := 60000; ENDIF; RETURN :compensation;

10. How would you create a Fast Formula that adjusts an employee’s base salary if they are
transferred to a new position within the company?
- Set a new salary based on the new position and its predefined compensation structure.
IF :new_position = 'Senior Developer' THEN
:base_salary := :current_salary * 1.10; -- 10% increase ELSE
:base_salary := :current_salary; ENDIF; RETURN :base_salary;
11. How would you create a Fast Formula to calculate the next salary review date for
employees based on their hire date?
- Calculate the next salary review date based on the hire date and review cycle.
:next_salary_review_date := ADD_MONTHS(:hire_date, 12); -- Assuming annual reviews
RETURN :next_salary_review_date;
12. Write a Fast Formula to automatically calculate service awards based on an employee’s
years of service.
- Calculate service awards depending on years of service.
IF :years_of_service >= 5 THEN
:service_award := 500; -- Award for 5+ years ELSIF :years_of_service >= 10 THEN
:service_award := 1000; -- Award for 10+ years ELSE
:service_award := 0; -- No award ENDIF; RETURN :service_award;
13. How would you use a Fast Formula to derive eligibility for medical benefits based on
employment type and location?
- Determine eligibility for medical benefits based on employment status and location.
IF :employment_type = 'Full-Time' AND :location IN ('LocationA', 'LocationB') THEN
RETURN 'Eligible for Medical Benefits'; ELSE
RETURN 'Not Eligible'; ENDIF;
14. Can you create a Fast Formula to calculate variable compensation for employees who
work in multiple roles or departments?
- Calculate variable compensation based on roles and performance.
:variable_compensation := (:role1_performance * :role1_rate) + (:role2_performance
* :role2_rate); RETURN :variable_compensation;
15. How would you configure a Fast Formula to generate alerts for missing or incomplete
employee data, such as missing contact information?
- Check for missing data fields and trigger alerts.
IF :contact_info IS NULL OR :email IS NULL THEN
RETURN 'Alert: Missing Contact Information'; ELSE
RETURN 'All Data Complete'; ENDIF;
16. Write a Fast Formula to calculate an employee’s anniversary date and trigger a custom
notification for their manager.
- Calculate anniversary date and notify manager.
:anniversary_date := ADD_MONTHS(:hire_date, 12 * :years_of_service); RETURN 'Notify
Manager: Employee Anniversary on ' || :anniversary_date;
17. How would you create a Fast Formula to calculate an employee’s eligibility for a housing
allowance based on grade and family status?
- Determine eligibility for housing allowance.
IF :grade >= 5 AND :family_status = 'Married' THEN
RETURN 'Eligible for Housing Allowance'; ELSE
18. How do you use a Fast Formula to calculate the relocation package for employees
transferred to a new location?
- Calculate relocation package based on distance and family size.
IF :distance_to_new_location > 100 THEN
:relocation_package := 2000 + (500 * :family_size); -- Base + Family Size ELSE
:relocation_package := 1000; -- Base for shorter distances ENDIF;

RETURN :relocation_package;
19. Create a Fast Formula to calculate retirement benefits for employees reaching the
retirement age.
- Calculate retirement benefits for employees at retirement age.
IF :age >= 60 THEN
:retirement_benefits := :years_of_service * 1000; -- Example calculation ELSE
RETURN 'Not Eligible for Retirement Benefits'; ENDIF; RETURN :retirement_benefits;

20. How would you configure a Fast Formula to determine eligibility for stock options based
on an employee’s grade and tenure?
- Assess eligibility for stock options based on employee criteria.
IF :grade >= 3 AND :tenure >= 2 THEN
RETURN 'Eligible for Stock Options'; ELSE

1. How would you create a Fast Formula to calculate carry forward leave days with a
maximum limit based on the employee’s grade?
- Use conditional logic to determine the maximum carry forward leave based on the
employee’s grade.
IF :employee_grade = 'A' THEN
:carry_forward_limit := 20; ELSE IF :employee_grade = 'B' THEN
:carry_forward_limit := 15; ELSE
:carry_forward_limit := 10; -- Default for other grades ENDIF; :carry_forward_days :=

MIN(:available_leave_days, :carry_forward_limit); RETURN :carry_forward_days;
2. Write a Fast Formula to handle the proration of leave entitlements for employees
joining or leaving mid-year.
- Calculate the prorated leave based on the number of months worked in the year.
:months_worked :=
MONTHS_BETWEEN(:termination_date, :hire_date); :prorated_leave :=
ROUND(:total_leave_entitlement * (:months_worked / 12)); RETURN :prorated_leave;
3. How would you use a Fast Formula to validate that the leave requested by an employee
does not exceed their available balance?
- Compare the requested leave with the available balance.
IF :requested_leave_days > :available_balance THEN
RETURN 'Leave request exceeds available balance'; ELSE
RETURN NULL; ENDIF;
4. Create a Fast Formula to adjust the leave balance based on public holidays during the
leave period.
- Deduct public holidays from the leave balance during the requested leave period.
:public_holidays_count :=
COUNT(:public_holidays_during_leave); :adjusted_leave_balance := :requested_leave_day
s - :public_holidays_count; RETURN :adjusted_leave_balance;
5. How do you write a Fast Formula to automatically deny leave requests during a
blackout period unless approved by a senior manager?
- Check the leave dates against the blackout period and validate against the approval.
IF :leave_start_date >= :blackout_start_date AND :leave_end_date <= :blackout_end_date
THEN
IF :approved_by_senior_manager = 'N' THEN
RETURN 'Leave request denied due to blackout period';
ENDIF; ENDIF; RETURN NULL;

6. How would you create a Fast Formula to calculate the unused leave encashment at the
end of the year for eligible employees?
- Calculate encashment based on unused leave days and a predefined monetary value per
day.
IF :eligible_for_encashment = 'Y' THEN
:encashment_amount := :unused_leave_days * :monetary_value_per_day;
RETURN :encashment_amount; ELSE
RETURN 0; -- No encashment for ineligible employees ENDIF;
7. How do you use a Fast Formula to reduce the leave balance for employees who take
partial day absences?
- Deduct the appropriate fraction of leave days based on the length of the absence.
:leave_reduction := :partial_absence_hours / 8; -- Assuming 8-hour
workdays :remaining_leave_balance := :available_leave_days - :leave_reduction;
RETURN :remaining_leave_balance;
8. Write a Fast Formula to generate a warning if the total absence days taken by an
employee exceed 25% of the available balance within a month.
- Calculate the warning condition based on the absence days and balance.
IF :total_absence_days > 0.25 * :available_balance THEN
RETURN 'Warning: Absences exceed 25% of available leave balance this month'; ELSE
RETURN NULL; ENDIF;
9. How would you configure a Fast Formula to handle special absence types like maternity
leave that are subject to different rules?
- Use conditions to apply specific rules for special absence types.
IF :absence_type = 'Maternity Leave' THEN
:leave_entitlement := :maternity_leave_entitlement;
RETURN :leave_entitlement; ELSE
RETURN :standard_leave_entitlement; -- Default for other types ENDIF;

10. How do you create a Fast Formula to calculate accruals for employees with different
accrual rates based on their years of service?
- Set different accrual rates based on years of service.
IF :years_of_service < 1 THEN
:accrual_rate := 10; -- Example rate for less than 1 year ELSE IF :years_of_service BETWEEN
1 AND 5 THEN
:accrual_rate := 15; -- Rate for 1-5 years ELSE
:accrual_rate := 20; -- Rate for more than 5 years ENDIF; :accrued_leave := :accrual_rate;
-- Assign calculated accrual to the leave balance RETURN :accrued_leave;
11. How would you create a Fast Formula to automatically calculate absence accruals for
employees working part-time or reduced hours?
- Calculate absence accruals based on hours worked.
:accrual_rate := CASE
WHEN :employment_type = 'Part-Time' THEN 0.5 -- Example: 50% accrual for part-time
WHEN :employment_type = 'Reduced Hours' THEN 0.75 -- Example: 75% accrual for
reduced hours
ELSE 1.0 -- Full accrual for full-time END; :absence_accrual := :standard_accrual

* :accrual_rate; RETURN :absence_accrual;
12. Write a Fast Formula to calculate additional leave accruals for employees who have
perfect attendance over a specific period.
- Grant additional leave for perfect attendance.
IF :attendance_record = 'Perfect' THEN
:additional_accrual := 1; -- Example: 1 additional day for perfect attendance ELSE
:additional_accrual := 0; ENDIF; RETURN :additional_accrual;
13. How would you use a Fast Formula to set up a rule where employees cannot take
more than a certain number of consecutive sick days without medical certification?
- Validate consecutive sick days.
IF :consecutive_sick_days > 3 THEN -- Example: More than 3 consecutive days
RETURN 'Medical Certification Required'; ELSE
RETURN 'Sick Leave Approved'; ENDIF;

14. How do you create a Fast Formula to calculate an employee’s absence balance based
on previous periods' usage and current entitlements?
- Calculate absence balance.
:absence_balance := :current_entitlements - :previous_usage; RETURN :absence_balance;
15. Write a Fast Formula to grant an additional day of leave to employees who work on a
designated public holiday.
- Grant extra leave for working on a holiday.
IF :worked_on_public_holiday = 'Yes' THEN
:additional_leave := 1; -- 1 extra day for working on a holiday ELSE
:additional_leave := 0; ENDIF; RETURN :additional_leave;
16. How would you configure a Fast Formula to calculate the difference between paid and
unpaid leaves and adjust the balance accordingly?
- Adjust absence balances based on leave types.
:total_paid_leaves := :paid_leave_days; :total_unpaid_leaves := :unpaid_leave_days; :adju
sted_balance := :total_paid_leaves - :total_unpaid_leaves; RETURN :adjusted_balance;
17. Can you create a Fast Formula to determine eligibility for leave encashment based on
the employee’s grade and leave balance?
- Assess eligibility for leave encashment.
IF :grade >= 4 AND :leave_balance > 5 THEN -- Example: Grade 4+ and more than 5 days
RETURN 'Eligible for Leave Encashment'; ELSE
18. Write a Fast Formula to adjust absence balances for employees transferring from one
legal entity to another.
- Adjust absence balances during transfers.
:transferred_absence_balance := :current_balance + :transferred_days;
RETURN :transferred_absence_balance;
19. How would you use a Fast Formula to generate a warning if an employee has taken
more than a specified number of sick days within a quarter?
- Generate a warning for excessive sick days.
IF :sick_days_taken > 10 THEN -- Example: More than 10 sick days in a quarter
RETURN 'Warning: Excessive Sick Leave'; ELSE
RETURN 'Sick Leave Within Limits'; ENDIF;

20. How do you create a Fast Formula to restrict employees from applying for vacation
leave during a critical business period?
- Restrict vacation leave during critical periods.
IF :critical_business_period = 'Yes' THEN
RETURN 'Vacation Leave Not Allowed During Critical Period'; ELSE
RETURN 'Vacation Leave Approved'; ENDIF;

1. How would you create a Fast Formula to calculate overtime payments based on
employee work hours exceeding a standard 40-hour week?
- Calculate overtime pay based on hours worked over 40, applying the overtime rate.
IF :total_hours > 40 THEN
:overtime_hours := :total_hours - 40;
:overtime_pay := :overtime_hours * :overtime_rate; ELSE
:overtime_pay := 0; ENDIF; RETURN :overtime_pay;
2. Write a Fast Formula to prorate an employee's salary when they are hired or
terminated mid-pay period.
- Determine the number of days worked in the pay period and calculate the prorated
salary.
:days_worked := DAYS_BETWEEN(:hire_date, :termination_date); :prorated_salary :=
(:annual_salary / 365) * :days_worked; RETURN :prorated_salary;
3. How would you configure a Fast Formula to calculate retroactive pay adjustments
when an employee receives a backdated salary increase?
- Calculate the difference between the old and new salary over the retroactive period.
:retro_period :=
MONTHS_BETWEEN(:retro_start_date, :current_date); :retro_adjustment :=
(:new_salary - :old_salary) * :retro_period; RETURN :retro_adjustment;
4. Can you create a Fast Formula to automatically adjust deductions for health
insurance based on the employee’s salary bracket?
- Set deductions based on salary brackets.
IF :salary < 30000 THEN
:health_deduction := 100; -- Lower bracket ELSE IF :salary BETWEEN 30000 AND 60000
THEN
:health_deduction := 200; -- Mid bracket ELSE
:health_deduction := 300; -- Upper bracket ENDIF; RETURN :health_deduction;

5. Write a Fast Formula to calculate tax deductions based on an employee’s income and
tax region.
- Use conditional logic to apply different tax rates based on income and region.
IF :tax_region = 'A' THEN
:tax_rate := 0.1; -- 10% for region A ELSE IF :tax_region = 'B' THEN
:tax_rate := 0.2; -- 20% for region B ELSE
:tax_rate := 0.15; -- Default rate ENDIF; :tax_deduction := :annual_income * :tax_rate;

RETURN :tax_deduction;
6. How would you create a Fast Formula to distribute payroll costs across different
departments based on the percentage of hours worked in each?
- Calculate the distribution of costs based on hours worked per department.
:department_cost := :total_payroll_cost *
(:hours_worked_department / :total_hours_worked); RETURN :department_cost;
7. Write a Fast Formula to calculate shift differentials for employees working night shifts
or weekends.
- Apply a differential rate for specific shifts.
IF :shift_type = 'Night' THEN
:shift_differential := :base_salary * 0.15; -- 15% for night shifts ELSE IF :shift_type =

'Weekend' THEN
:shift_differential := :base_salary * 0.1; -- 10% for weekends ELSE
:shift_differential := 0; -- No differential ENDIF; RETURN :shift_differential;
8. How do you configure a Fast Formula to handle bonus calculations for employees
based on performance ratings and company profits?
- Calculate bonuses based on performance ratings.
IF :performance_rating = 'Excellent' THEN
:bonus := :base_salary * 0.2; -- 20% for excellent ELSE IF :performance_rating = 'Good'

THEN
:bonus := :base_salary * 0.1; -- 10% for good ELSE
:bonus := 0; -- No bonus ENDIF; RETURN :bonus;

9. How would you use a Fast Formula to calculate statutory deductions for different
countries in a global payroll setup?
- Use country-specific rates for statutory deductions.
IF :country = 'USA' THEN
:statutory_deduction := :gross_pay * 0.07; -- Example for USA ELSE IF :country = 'UK'

THEN
:statutory_deduction := :gross_pay * 0.05; -- Example for UK ELSE
:statutory_deduction := :gross_pay * 0.06; -- Default rate ENDIF;

RETURN :statutory_deduction;
10. Write a Fast Formula to calculate the final settlement amount, including unpaid
leave, bonuses, and deductions, when an employee terminates.
- Combine unpaid leave, bonuses, and deductions to get the final settlement.
:final_settlement := :unpaid_leave_days * :daily_rate + :bonus - :deductions;
RETURN :final_settlement;
11. How would you create a Fast Formula to calculate an additional tax deduction for
employees with multiple dependents?
- Calculate additional tax deductions based on dependents.
:additional_deduction := :dependents * 500; -- Example: $500 deduction per dependent
RETURN :additional_deduction;
12. Write a Fast Formula to calculate shift premium pay for employees working night
shifts.
- Calculate shift premiums for night shift workers.
IF :shift_type = 'Night' THEN
:shift_premium := :hours_worked * 1.5; -- Example: 1.5x pay for night shifts ELSE
:shift_premium := 0; ENDIF; RETURN :shift_premium;
13. How would you configure a Fast Formula to generate payroll deductions for loans or
advances given to employees?
- Calculate loan deductions from payroll.
:loan_deduction := :loan_amount / :repayment_period; -- Example: Deduct loan
amount over repayment period RETURN :loan_deduction;
14. How do you create a Fast Formula to calculate year-to-date gross earnings and
apply specific tax rules?
- Calculate YTD gross earnings with tax rules.
:ytd_gross_earnings := :previous_ytd + :current_earnings; IF :ytd_gross_earnings >
50000 THEN -- Example tax rule
:tax_rate := 0.25; -- 25% tax for high earners ELSE
:tax_rate := 0.15; -- 15% tax for lower earners

ENDIF; :tax_deduction := :ytd_gross_earnings * :tax_rate; RETURN :ytd_gross_earnings
- :tax_deduction; -- Return net earnings
15. Write a Fast Formula to apply a cap on bonuses, ensuring they do not exceed a
certain percentage of the employee's base salary.
- Cap bonuses based on salary percentage.
:bonus_cap := :base_salary * 0.20; -- Example: Cap bonus at 20% of base salary
IF :bonus > :bonus_cap THEN
:final_bonus := :bonus_cap; ELSE
:final_bonus := :bonus; ENDIF; RETURN :final_bonus;
16. How would you configure a Fast Formula to calculate salary deductions for
employees on unpaid leave?
- Calculate deductions for unpaid leave.
:unpaid_leave_deduction := :daily_rate * :days_on_leave;
RETURN :unpaid_leave_deduction;
17. Can you create a Fast Formula to handle special payroll elements for expatriates,
such as housing and relocation allowances?
- Calculate allowances for expatriates.
:housing_allowance := 1500; -- Fixed housing allowance for
expatriates :relocation_allowance := :relocation_expenses; -- Variable based on
expenses :total_expat_allowance := :housing_allowance + :relocation_allowance;
RETURN :total_expat_allowance;
18. How do you write a Fast Formula to adjust payroll for employees transferring
between departments with different pay rates?
- Adjust payroll for departmental transfers.
IF :new_department <> :old_department THEN
:adjusted_salary := :new_pay_rate * :hours_worked; ELSE
:adjusted_salary := :current_salary; ENDIF; RETURN :adjusted_salary;

19. How would you create a Fast Formula to calculate and apply overpayment recovery
for payroll errors?
- Calculate overpayment recovery.
IF :overpayment_detected = 'Yes' THEN
:overpayment_recovery := :overpayment_amount / :recovery_period; -- Spread

recovery over period ELSE
:overpayment_recovery := 0; ENDIF; RETURN :overpayment_recovery;
20. Write a Fast Formula to adjust employee benefits based on their income tax
bracket.
- Adjust benefits based on tax bracket.
IF :income_tax_bracket = 'High' THEN
:benefit_adjustment := :base_benefit * 0.80; -- Reduce benefits for high tax bracket

ELSE
:benefit_adjustment := :base_benefit; -- No change for other brackets ENDIF;

RETURN :benefit_adjustment;
1. How would you create a Fast Formula to validate timecard entries ensuring that no employee records more
than 12 working hours per day?
- Check daily hours and flag if they exceed 12.
IF :daily_hours > 12 THEN
RETURN 'Error: Hours exceed 12 per day'; ELSE
RETURN 'Valid Entry'; ENDIF;
2. Write a Fast Formula to calculate overtime for employees who work beyond their scheduled hours in a
week.
- Calculate overtime based on hours over the scheduled limit (typically 40 hours).
:overtime_hours := :total_hours - 40;
:overtime_pay := :overtime_hours * :overtime_rate; ELSE
3. How do you configure a Fast Formula to track hours worked on different projects and allocate them to
different cost centers?
- Allocate hours based on project assignments.
:cost_center_hours := :project_a_hours + :project_b_hours; RETURN :cost_center_hours;
4. How would you write a Fast Formula to handle exceptions when an employee forgets to submit a timecard?
- Set a default value or generate an alert if a timecard is not submitted.
IF :timecard_submitted = 'No' THEN
RETURN 'Error: Timecard not submitted'; ELSE
RETURN 'Timecard submitted'; ENDIF;
5. Can you create a Fast Formula that automatically calculates time-off-in-lieu (TOIL) for employees working
extra hours on public holidays?
- Calculate TOIL based on extra hours worked on public holidays.
IF :holiday_worked = 'Yes' THEN
:TOIL_hours := :extra_hours * 1.5; -- 1.5x for TOIL ELSE
:TOIL_hours := 0; ENDIF; RETURN :TOIL_hours;

6. Write a Fast Formula to generate a custom notification for employees who have unapproved overtime
hours.
- Create a notification if unapproved overtime is detected.
IF :unapproved_overtime > 0 THEN
RETURN 'Notification: You have unapproved overtime hours.'; ELSE
RETURN 'No unapproved overtime hours.'; ENDIF;
7. How would you use a Fast Formula to calculate unpaid time for employees who arrive late or leave early?
- Deduct time for tardiness or early departure.
:unpaid_time := :late_minutes + :early_leave_minutes; RETURN :unpaid_time;
8. Write a Fast Formula to check if the total hours worked in a week exceed 40 and flag them for manager
approval.
- Check total hours and flag for approval if over 40.
RETURN 'Flag for Manager Approval'; ELSE
RETURN 'Hours within limit'; ENDIF;
9. How do you configure a Fast Formula to handle different pay rates for employees working on multiple
projects within the same time period?
- Calculate pay based on project-specific rates.
:total_pay := (:project_a_hours * :rate_a) + (:project_b_hours * :rate_b); RETURN :total_pay;
10. How would you write a Fast Formula to calculate break time deductions based on employee work hours?
- Deduct break time based on total work hours.
IF :work_hours > 8 THEN
:break_deduction := 1; -- 1 hour break for over 8 hours ELSE
:break_deduction := 0; -- No deduction ENDIF; RETURN :break_deduction;
11. How would you create a Fast Formula to calculate paid overtime based on daily work hours exceeding a
certain threshold?
- Calculate paid overtime for hours exceeding the threshold.
:threshold_hours := 8; -- Example threshold for daily work hours IF :daily_hours > :threshold_hours THEN
:overtime_hours := :daily_hours - :threshold_hours;
:overtime_pay := :overtime_hours * :hourly_rate * 1.5; -- 1.5x pay for overtime ELSE

12. Write a Fast Formula to automatically approve timecards that meet specific criteria, such as 40 regular
hours with no exceptions.
- Automatically approve timecards with specific criteria.
IF :regular_hours = 40 AND :exceptions = 0 THEN
:approval_status := 'Approved'; ELSE
:approval_status := 'Pending Review'; ENDIF; RETURN :approval_status;
13. How do you create a Fast Formula to flag timecards with missing lunch breaks and notify the employee?
- Flag timecards with missing lunch breaks.
IF :lunch_break_taken = 'No' THEN
:flag_status := 'Missing Lunch Break';

-- Trigger notification to employee
:notification := 'Please ensure to take your lunch break.'; ELSE
:flag_status := 'OK'; ENDIF; RETURN :flag_status;
14. How would you configure a Fast Formula to calculate premium pay for employees working in high-risk or
hazardous conditions?
- Calculate premium pay for hazardous conditions.
IF :working_condition = 'Hazardous' THEN
:premium_pay := :hours_worked * :hourly_rate * 2.0; -- 2x pay for hazardous work ELSE
:premium_pay := 0; ENDIF; RETURN :premium_pay;
15. Write a Fast Formula to handle exceptions for employees clocking in late and calculate penalties.
- Handle late clock-ins and calculate penalties.
:late_threshold := 15; -- Example: 15 minutes late IF :minutes_late > :late_threshold THEN
:penalty := :hourly_rate * 0.1; -- 10% penalty for being late ELSE
:penalty := 0; ENDIF; RETURN :penalty;
16. How do you create a Fast Formula to calculate compensatory time-off for employees working more than 50
hours in a week?
- Calculate compensatory time-off for excess hours.
IF :weekly_hours > 50 THEN
:compensatory_time := :weekly_hours - 50; -- Compensatory time for hours over 50 ELSE
:compensatory_time := 0; ENDIF; RETURN :compensatory_time;

17. How would you use a Fast Formula to limit the number of hours an employee can work in a single day?
- Limit daily work hours.
:daily_limit := 12; -- Example limit IF :daily_hours > :daily_limit THEN
:status := 'Exceeded Daily Limit'; ELSE
:status := 'Within Limit'; ENDIF; RETURN :status;
18. Can you create a Fast Formula to automatically adjust time entries for daylight saving time changes?
- Adjust time entries for daylight saving.
IF :daylight_saving = 'Yes' THEN
:adjusted_hours := :original_hours + 1; -- Add 1 hour for spring forward ELSE
:adjusted_hours := :original_hours; -- No adjustment ENDIF; RETURN :adjusted_hours;
19. Write a Fast Formula to calculate labour costs for employees who work on special projects and apply the
correct cost codes.
- Calculate labour costs for special projects.
:cost_code := :project_code; -- Assign cost code based on project :labour_cost := :hours_worked * :hourly_rate;
-- Calculate total cost RETURN :labour_cost;
20. How do you configure a Fast Formula to provide warnings for employees who exceed the maximum
allowed work hours per week?
- Provide warnings for exceeding work hours.
:max_weekly_hours := 40; -- Example maximum hours IF :weekly_hours > :max_weekly_hours THEN
:warning_status := 'Exceeded Weekly Hours Limit'; ELSE
:warning_status := 'Within Limit'; ENDIF; RETURN :warning_status;

1. How would you create a Fast Formula to calculate an employee’s eligibility for a promotion based on their
performance rating and years in their current role?
- Check performance rating and tenure to determine promotion eligibility.
IF :performance_rating >= 4 AND :years_in_current_role >= 2 THEN
RETURN 'Eligible for Promotion'; ELSE
RETURN 'Not Eligible for Promotion'; ENDIF;
2. Write a Fast Formula to calculate performance bonus based on individual and team performance metrics.
- Calculate bonus using individual and team performance.
:individual_bonus := :individual_performance
* :individual_bonus_percentage; :team_bonus := :team_performance
* :team_bonus_percentage; :total_bonus := :individual_bonus + :team_bonus; RETURN :total_bonus;
3. How do you create a Fast Formula to automatically calculate the skill gap based on employee
assessments and job requirements?
- Compare employee skills with job requirements to identify gaps.
:skill_gap := :required_skills - :employee_skills; RETURN :skill_gap;
4. How would you use a Fast Formula to track the completion of individual development plans (IDPs) and
calculate next steps?
- Check IDP completion status and suggest next actions.
IF :IDP_completed = 'Yes' THEN
RETURN 'Next steps: Schedule follow-up meeting'; ELSE
RETURN 'Next steps: Complete IDP tasks'; ENDIF;
5. Write a Fast Formula to flag employees for a talent review when they receive two consecutive high-
performance ratings.
- Check for consecutive high ratings and flag for review.
IF :last_performance_rating >= 4 AND :previous_performance_rating >= 4 THEN
RETURN 'Flag for Talent Review'; ELSE
RETURN 'No Action Required'; ENDIF;

6. How do you configure a Fast Formula to calculate an employee’s readiness for a leadership role based on
their skills, performance, and tenure?
- Assess readiness based on multiple criteria.
IF :skills_score >= 80 AND :performance_rating >= 4 AND :years_in_role >= 3 THEN
RETURN 'Ready for Leadership Role'; ELSE
RETURN 'Not Ready'; ENDIF;
7. How would you create a Fast Formula to generate a succession plan score based on an employee’s
potential and current role?
- Calculate a score based on potential and role.
:succession_score := (:potential_score * 0.6) + (:current_role_score * 0.4); RETURN :succession_score;
8. Write a Fast Formula to adjust an employee’s merit increase based on their performance and company
budget.
- Adjust increase based on performance and budget constraints.
IF :performance_rating >= 4 THEN
:merit_increase := :budget * 0.05; -- 5% increase for high performers ELSE
:merit_increase := :budget * 0.02; -- 2% increase for others ENDIF; RETURN :merit_increase;
9. How do you create a Fast Formula to determine whether an employee meets the criteria for a fast-track
development program?
- Evaluate eligibility based on performance and skills.
IF :performance_rating >= 4 AND :skills_score >= 75 THEN
RETURN 'Eligible for Fast-Track Program'; ELSE
10. How would you configure a Fast Formula to calculate learning credits for employees based on
completed training programs?
- Calculate credits based on training completion.
:learning_credits := :completed_courses * :credits_per_course; RETURN :learning_credits;
11. How would you create a Fast Formula to calculate an employee’s readiness for promotion based on
competency and skills assessments?
- Calculate readiness for promotion.
:competency_score := :competency_assessment; -- Score from competency
assessment :skills_score := :skills_assessment; -- Score from skills assessment IF :competency_score >= 75
AND :skills_score >= 75 THEN
:promotion_readiness := 'Ready for Promotion'; ELSE
:promotion_readiness := 'Not Ready'; ENDIF; RETURN :promotion_readiness;

12. Write a Fast Formula to determine an employee’s training needs based on their career development
goals and current skills.
- Determine training needs based on career goals.
:training_needs := ''; IF :current_skills < :required_skills THEN
:training_needs := 'Skill Development Required'; ENDIF; IF :career_goal = 'Leadership' AND :leadership_skills

< 70 THEN
:training_needs := :training_needs || ' Leadership Training Required'; ENDIF; RETURN :training_needs;
13. How would you use a Fast Formula to automatically calculate learning credits for employees completing
certifications or training programs?
- Calculate learning credits for completed training.
:learning_credits := 0; IF :certification_completed = 'Yes' THEN
:learning_credits := :credit_hours; -- Assign credit hours based on certification ENDIF;

RETURN :learning_credits;
14. How do you configure a Fast Formula to trigger a performance review process based on specific events,
such as role changes or project completions?
- Trigger performance review based on events.
IF :role_change = 'Yes' OR :project_completed = 'Yes' THEN
:review_trigger := 'Initiate Performance Review'; ELSE
:review_trigger := 'No Action Required'; ENDIF; RETURN :review_trigger;
15. Can you create a Fast Formula to calculate merit increases for employees based on performance scores
and budget availability?
- Calculate merit increases based on performance and budget.
:merit_increase := 0; IF :performance_score >= 85 THEN
:merit_increase := :current_salary * 0.10; -- 10% increase for high performance ELSIF :performance_score
>= 70 THEN
:merit_increase := :current_salary * 0.05; -- 5% increase for satisfactory performance ENDIF;

IF :budget_available < :merit_increase THEN
:merit_increase := :budget_available; -- Cap increase to budget availability ENDIF; RETURN :merit_increase;

16. Write a Fast Formula to flag employees for additional development opportunities based on their
performance reviews.
- Flag for additional development opportunities.
:development_flag := 'No'; IF :performance_rating < 70 THEN
:development_flag := 'Consider Development Opportunities'; ENDIF; RETURN :development_flag;
17. How would you create a Fast Formula to generate a succession planning score based on an employee’s
career potential and tenure?
- Generate succession planning score.
:succession_score := 0; :potential_score := :career_potential; -- Score based on
potential :tenure_score := :years_of_service * 10; -- Tenure contributes to
score :succession_score := :potential_score + :tenure_score; RETURN :succession_score;
18. How do you use a Fast Formula to recommend employees for leadership programs based on their
performance and potential ratings?
- Recommend for leadership programs.
:leadership_recommendation := 'No'; IF :performance_rating >= 80 AND :potential_rating >= 75 THEN
:leadership_recommendation := 'Recommended for Leadership Program'; ENDIF;

RETURN :leadership_recommendation;
19. Write a Fast Formula to calculate eligibility for incentive programs based on performance goals and
team outcomes.
- Calculate eligibility for incentive programs.
:incentive_eligibility := 'No'; IF :individual_performance >= 90 AND :team_outcome >= 80 THEN
:incentive_eligibility := 'Eligible for Incentive Program'; ENDIF; RETURN :incentive_eligibility;
20. How would you configure a Fast Formula to automatically calculate skill gaps and suggest relevant
training courses?
- Calculate skill gaps and suggest training.
:skill_gap := :required_skills - :current_skills; IF :skill_gap > 0 THEN
:training_suggestion := 'Suggest Training for Missing Skills'; ELSE
:training_suggestion := 'No Training Needed'; ENDIF; RETURN :training_suggestion;

Profile Management Profile Management in Oracle HCM helps track employee skills, qualifications, and other attributes. It ens
Content Type - Definition: Content types are categories of information about employees, such as skills, certifications, or work e
Content Items - Definition: Content items are the specific entries within a content type, representing detailed pieces of inform
Education Establishment - Definition: This refers to the educational institutions where employees obtained their degrees, certi
Personal Profiles - Definition: A personal profile stores detailed information about an employee, including their qualifications,
Model Profile Types - Definition: Model profile types define the ideal attributes for specific job roles or positions within an org
Profile Cards - Definition: Profile cards display a summary of an employee’s key information, such as skills, competencies, educ
Subscriptions - Definition: Subscriptions allow employees or managers to follow content items or profiles, receiving updates w
Conclusion Profile Management in Oracle HCM organizes and tracks essential data about employees, helping to streamline tal
ns, and other attributes. It ensures that organizations can manage and evaluate their workforce based on various competencies, educatio
s skills, certifications, or work experiences. - Example: Content types might include Skills, Education, or Work Experience to categorize the
nting detailed pieces of information. - Example: Under the Skills content type, specific content items might be Java Programming, Data Ana
s obtained their degrees, certifications, or training. - Example: If an employee has a degree from Harvard University, this is listed as an Edu
including their qualifications, skills, certifications, and career aspirations. - Example: An employee’s personal profile may include informati
oles or positions within an organization. - Example: A model profile for a Software Engineer might include required qualifications like 5 yea
h as skills, competencies, education, and career history. - Example: When a manager views an employee’s Profile Card, they might see key
r profiles, receiving updates whenever new content or changes occur. - Example: A manager might subscribe to an employee’s profile to g
yees, helping to streamline talent management. By defining content types and items, managing personal profiles, and utilizing model profi
arious competencies, education, and experiences, enabling better career planning and talent development.
Experience to categorize the information you store about employees in their profiles.
e Java Programming, Data Analysis, or Project Management. These represent individual employee skills.
niversity, this is listed as an Education Establishment in their profile.
l profile may include information about their MBA degree, their proficiency in Python programming, and their work history in various roles
quired qualifications like 5 years of programming experience, proficiency in Python, and problem-solving skills. It serves as a benchmark fo
rofile Card, they might see key details like the employee’s current role, their certifications, and their years of experience at a glance.
e to an employee’s profile to get notified if the employee earns a new certification or updates their skills. Similarly, an employee could sub
ofiles, and utilizing model profiles and profile cards, organizations can easily evaluate employee qualifications and career development.
ir work history in various roles.
ls. It serves as a benchmark for employees aspiring to that role.
experience at a glance.
milarly, an employee could subscribe to updates on a specific job role to monitor the qualifications and skills needed.
s and career development.
Goal Management Goal Management in Oracle HCM helps organizations set, track, and manage employee goals. It ensures al
1. Define Goals - Definition: Defining goals means creating clear objectives for employees to achieve over a specific time perio
2. Types of Goals - Definition: There are different types of goals that an employee or organization can define.
Common types include:
- Performance Goals: Goals related to job performance or business results.
- Development Goals: Goals aimed at improving employee skills or knowledge.
- Business Goals: Objectives that focus on broader organizational success. - Example: A performance goal might
be to “Improve customer satisfaction scores by 15%”, while a development goal could be “Complete a
leadership training course”.
3. Define Goal Plan - Definition: A goal plan is a structured document that organizes multiple goals, their
timeframes, and priorities for an employee or team over a set period. - Example: A Goal Plan for a salesperson
might include several objectives like:
1. Increase quarterly sales by 15%.
2. Attend a sales training workshop.
3. Improve client retention by 10%.

4. Assign, Publish, and Share Goals - Assign Goals: Managers can assign specific goals to employees based on their roles or res
5. Goal Plan Sets - Definition: A goal plan set allows managers to group multiple goal plans for different
purposes or periods, ensuring structured tracking and reporting. - Example: An organization might create
separate Goal Plan Sets for:
1. Annual Performance Goals (related to yearly targets).
2. Quarterly Development Goals (focused on skills improvement).
3. Project-Specific Goals (tied to particular initiatives).
6. Goal Integration with Performance Management (PM) - Definition: Goals in Oracle HCM can be integrated
with the Performance Management system. This ensures that when employees’ performance reviews are
conducted, their goals and progress toward them are automatically included in the evaluation. - Example:
When it’s time for the annual performance review, the system will pull data from the employee’s goal plan,
such as “Exceeded the sales goal by 20%”, into their review. This integration allows managers to review both
achievements and areas for improvement based on the employee’s goals.
7. Goal Schedule Process - Definition: The goal schedule process defines the timeline for when goals should be
set, reviewed, and assessed. It helps ensure goals are continuously tracked and evaluated over a specific
period. - Example: A company may establish a goal schedule that includes:
1. Goal-setting in January.
2. Mid-year review in June.
3. Final evaluation in December.

8. Eligibility Profile - Definition: Eligibility profiles define who is eligible to be assigned or to work on certain
goals. These profiles can be based on criteria such as job role, department, location, or seniority. - Example:
Only employees at the manager level may be eligible for a leadership development goal, while entry-level
employees may have different goals focusing on basic skills.
Conclusion Goal Management in Oracle HCM enables companies to clearly define and track objectives for
employees, ensuring alignment with business strategies. By creating goal plans, sharing goals, integrating with
performance management, and using eligibility profiles, companies can optimize employee performance and
development.
ployee goals. It ensures alignment between individual employee goals and broader organizational objectives, improving performance and
over a specific time period. These goals can relate to performance, development, or business targets. - Example: A manager may define a
based on their roles or responsibilities. - Publish Goals: Once goals are created, they can be published so that all relevant employees can se
, improving performance and development planning.
mple: A manager may define a goal for an employee, such as “Increase sales by 10% over the next quarter”. This goal is specific, measurab
all relevant employees can see and work on them. - Share Goals: Employees or managers can share goals with team members to ensure c
This goal is specific, measurable, and time-bound.
ith team members to ensure collaboration. - Example: A manager might assign a goal of “Deliver a project within budget” to a project man
within budget” to a project manager. This goal can then be published so all team members are aware of the target. If the project involves c
arget. If the project involves cross-functional collaboration, the manager can also share the goal with relevant departments like finance or
nt departments like finance or operations.
Performance Management Performance Management in Oracle HCM is a systematic process that helps organizations assess a
1. Rating Models - Definition: Rating models are frameworks used to evaluate employee performance. They typically include a
5, where:
- 1 = Unsatisfactory
- 2 = Needs Improvement
- 3 = Meets Expectations
- 4 = Exceeds Expectations
- 5 = Outstanding
2. Eligibility Profile - Definition: An eligibility profile determines which employees are subject to a particular performance revie
3. Questions - Definition: Questions are specific prompts used during performance evaluations to guide discussions and asses
- “What were your key achievements this year?”
- “What challenges did you face, and how did you address them?”
4. Types of Questions - Definition: Questions in performance management can be categorized into different types, such as op
- Open-ended Question: “Describe a significant project you worked on this year.”
- Rating Question: “Rate your communication skills on a scale of 1 to 5.”
- Yes/No Question: “Did you meet your sales targets this quarter?”
5. Questionnaire Template - Definition: A questionnaire template is a predefined set of questions used during the performanc
might include questions related to sales targets, client interactions, and teamwork, which can be reused for all sales staff.
6. Performance Roles - Definition: Performance roles define the responsibilities and functions of individuals involved in the pe
- Employee Role: Completes their self-evaluation.
- Manager Role: Reviews employee performance, provides feedback, and approves the evaluation.
- HR Role: Manages the performance management system and provides support as needed.
7. Performance Documents - Definition: Performance documents are formal records that capture the details of an employee’
- Employee name and ID
- Performance ratings across various competencies
- Comments from the manager about strengths and areas for improvement
- Goals for the next review period

8. Performance Template - Definition: A performance template is a structured outline used to standardize performance evalu
might include sections for:
- Customer Satisfaction
- Problem Solving
- Team Collaboration
9. Performance Template Section - Definition: The performance template section refers to specific areas or categories within
include:
- Core Competencies: Communication, Teamwork, Problem-Solving
- Job-Specific Skills: Product Knowledge, Sales Techniques

10. Submit Performance Template Process - Definition: This is the final step in the performance management process where t
completing the performance evaluation, the manager clicks the “Submit” button. This action sends the document to HR and n
Conclusion Performance Management in Oracle HCM is a vital process that helps organizations assess and improve employee
effective performance evaluation process that drives employee development and organizational success.
at only employees in the Sales department are evaluated using a specific performance template, ensuring that reviews are relevant to thei
at reviews are relevant to their roles.

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What is the job role required to access the SDL?

How to load data using SDL ?

What are the Drawbacks of SDL?

n the template of that business object.

METADATA: Defines the structure of the data file.

2. What are the different modes/types are available in HCM Extracts?

4. What's a threading database item?

8. Why ‘Mark as Changed’ is set to Yes in HCM Extracts and why?

10. How can I disable an extract?

21. What is secured User Entity and unsecured user entity?

ensive turnover report.

ans to support strategic workforce planning.

n view or edit this data.

e`, and `Eligibility Date`.

be part of the extract.

Compensation Module Subject Areas

Payroll Module Subject Areas

Q) Difference b/w Per_all_assignments_m and per_all_assignments_f ?

Q) How to find records error out using HCM Data Loader?

64. Difference B/W spilt by and Delivery by in bursting report?

41. How to customize the standard lookups? - To customize standard

42. How do we create lookups?

44. What is the difference between a value set and a lookup?

39. How do we create Value set?

32. What are all the mandatory Key Flex fields?

35. What is the purpose of EFF?

10. How many types of employees can create in fusion?

Hire an Employee: We can hire permanent employees into the organizations.

16. What is Job, Grade, Location and Position?

17. What is Reference Data Sets or Common Set?

SELECT source_system_id FROM fusion.HRC_INTEGRATION_KEY_MAP H,PER_PERSON_NAMES_F_V

22. What is Object Version?

1. What is Work Relationship, Work Terms or Employment Terms and Assignments?

3. What is Reference Data Sets or Common Set?

4. Why Oracle Cloud or what are the benefits of Oracle Cloud?

5. What are all the Service Models available in the Cloud?

-Application Implementation Administrator

Q) What are the different types of HCM Extracts?

Q) Explain threading database item in HCM Extracts?

Q) How to create Dependent and Independent Value sets in BI Reports?

Q) How to give permission to a user to see only report data in BI Reports?

format. 5. Test and Review:

2. Client and Country

4. Explain ESC Flow

5. Difference Between Legal Entity and Legal Employer

6. Can we define Position without Job?

8. Why Position => BU and Jobs => RDS => BU?

9. Different types of Positions

11. Establish Enterprise Structure

13. Employment Model

15. Difference Between Person No and Worker No

16. How to Terminate Employee

17. Difference Between Transfers and Global Transfers

18. Types of Trees

19. Types of Roles

23. Main Roles for HCM