Hi

Useful for all!!
This would be, with thanks:

I am a hybrid , 30% functional, 70% technical consultant, PLSQL,Reports,Workflow,Discoverer, modules: AR,AP,GL,PO,CM,PA,FA,HRMS

I have been in the field for 4 years, started with a consultancy for 2 years, and then 2 years of contracting.

Now i have decided to move to Oracle HRMS, so i went on an Oracle HRMS course, with the course being structured so that it didn’t just start with workstrucres, as that was pointless, instead we started with business processes from the front end, and worked backwards, of cause flexfield, value sets, and standing data etc.. I was already familiar territory.

Now i have completed an Oracle HRMS course with an oracle consultant that i went through implementation and life events, 2 months ago, and have been over it, a few times as i have audio recordings as well as powerpoint slides, with a case study for creating 2 busines groups, and workstrucres, flexfields etc..

Issue:
However I have an interview coming up for a junior oracle HRMS position for consultancy, and would like to eventually move into implementation team role for a consultancy.

I don’t know what sort of questions I will be asked,
I am corm table with date track, etc; I have done discoverer reports etc.
And also migrated employee information for a department using APIs, and user hooks, haven’t used data pump, but I am aware of it.

2 Questions:
1. Can you please provide some typical questions/answers that always come up please as it’s a functional role more than technical.

2. I have revised some questions; please answer them as you would in an interview:

1. What is a job? (definition pls)
2. What is a position? (definition pls)
3. How does HRMS integrate with core apps? (GL(just costing info?,PO,AR,AP,CM,INVENTORY etc..)

I really want these 3 questions answered please thanks in advance, I have look everywhere on the web, metalink for interview questions and answers for HRMS, couldn’t find any.

Kind Regards



Tovia Singer

Tovia

Blimey that's a big question to ask us!

For your questions 1 and 2 you should know the answer to those yourselves - if not, then the HR USer Guides have got good definitions and you should learn them by heart. The key thing for Jobs and Positions though is to be able to say how you would advise the client to use them (if in fact you would advise the client to use Positions at all?)

One of my favourite interview questions when interviewing for the kind of role you are going for is:

Tell me about a configuration decision that you have been involved with in HRMS. When we've got an answer to that - it could be the use of jobs or positions, absence types and absence categories, self service options, SIT's or EIT's etc, then I would follow up with What were the issues, what options did you consider, and what did you do and then finally Do you think you made the right decision - what did you learn from it?

I want to know not just that the person understands what Oracle means by something, but how that is useful to the client and how a they can get the best out of HRMS.

For question 3 - again, this is one of my favourite questions to ask. Try answering it if I ask it like this:

If you were to arrive at a site that was already live on Oracle Financials, what would you need to consider when implementing Oracle HRMS in the same environment - what might those Financials guys have done to mess up our work?

BTW - feel free to email me if you like - and those questions are perhaps a little hard for a junior consultant to answer - so don't be put off!

Hi Geoff

Appreciate the reply, thanks for the input.

A/B/C/D/E:

A
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ok i will try, My answers to my questions please correct!:

1. A job is a general role, not specific to any organization.

2. Where as a position is a specific role within an organization.
Such as bt-south/east-hrms-clerk

And the equivalent job would be: hrms clerk.

When implementing jobs or position control i would ask the client, the different positions held within the organization, how would you describe the roles, are there always vacant or are the positions specific and that role may be no-existent in time?

So jobs would apply if the client has general positions
and positions would apply if the roles held within the organization are specific to that organization

3. As far as integration is concerned, oracle HRMS integrates with most if not all of the erp modules.

EG: jobs,positions,locations are used by purchasing and iprocurement, and locations is used by inventory.

Also Costing information is passed to gl, via the map to gl flexfield menu option.

However if GL isn’t used the costing information (cost center) is still held and can be mapped out to a third party system using a custom mapping table.

Costing can be done at 5 levels:

Payroll
Organization
Element link
Element entry (which is at person level)
Assignement (persons assignement level)

However an entry at element entry level will override all other costing values held at any other level.

If oracle payrolls is also used then the hr:user type profile will have profile value of HRMS & payroll.

In which case all the elements will be linked to a payroll and fast formulas in payroll will work out an employees pay using element links.

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B
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So the interview also I will mention some p1 issue, I have listed some real ones I came across, rather than making them up, is this good enough?


1. A user changing someone’s grade due to a salary rise etc, however they corrected the record and the employee got payed based on the new amount for the full month rather than from when the change in grade took place.
Solution: the user should have updated rather than corrected the record, i identified this via the record history.


NOTE: Geoff, i identified this error, 2 years ago, i was purely technical at the time though.


2. A employees salary basis was changed, however the new salary basis had a different element linked to it, so at the end of the working calendar month the employee didn’t receive a salary.

Basically because the element was different for the new salary basis, a salary should have been created (anyway) with the effective date of that new element.

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C
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Geoff kindly as many questions for me, my aim is to work hard and work myself into a consultancy where i can be under a lead consultant, and i am asked to setup a certain future of HR. I have seen these guys in consultancies, it’s the best place to learn.

I will give it my all in this interview next week.

D
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Also I am currently going through all the std reports in hrms, which are only 2 a4 pages long.

E
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I am using version 11.5.10 at work as well as home (vision), so hopefully the version being out of date wont work against me.


Kind Warm regards

Tovia Singer

Tovia - use UK HRMS Manager. Don't waste a lot of time looking at all the concurrent requests - every customer wants their own reports anyway.

And a configuration decision is not the same as a P1 Issue. Can you try to give an example of the configuration decision.

For example what was the list of Absence Categories defined and WHY?

Thanks Geoff i am using the "UK HRMS Manager responsibility" now and i have also been learning more about Oracle HRMS by answering your questions and some more hrms questions.

Much Appreciated!

Tovia S