Hello Everyone -
My client is gearing up to implement R12 Oracle HR(ESS, MSS), Compensation Workbench, Learning Management and iRecruitment. I have few questions around the setup. Please advice your best expert advise.

1. How do I enable absence management and attaching accrual plans to an employee without implementing Oracle Payroll?. In full HR/Payroll implementation we create elements and define payroll and then only we are able to attach accrual plans to an employee.

2. How do I enable employee's salary information in Core HR when oracle payroll is not installed? In full HR/Payroll implementation, salary basis is created and salary element is created to hold salary information.

3. What measures are to be taken in implementing compensation workbench if Oracle Payroll is not installed? Where can I find any setup document like BR100 for
compensation workbench

4. What measures are to be taken in implementing learning management if Oracle Payroll is not installed? Where can I find any setup document like BR100 for learning management.

5. Has anyone installed learning management with the content player provided with the product. Any feedbacks would be highly appreciated.

Your contribution to this thread will be highly appreciated. Right now I am jumping all over the place and I looking forward to your feedback to get me a guidance for driving in right direction.

Cheers.

Hello "EBS_USER", welcome to our corner of the web

There are others who frequent these pages who are better versed in CW and iRec than i, however i do know that not implementing Payroll does not preclude you from using elements or accrual plans in any way.
There is certainly nothing to stop you setting up and using salary (either using salary admin or via grade steps etc) without payroll - Payroll simply provides the end number-crunching Gross-to-Net engine as such.

The same applies to OLM too. Sure there are hooks into Payroll (and indeed several of the financial modules) that OLM provides in order to cover such areas as costing/expense tracking etc, but these are not mandatory requirements. I know several clients using HR/OLM combination without Payroll (certainly in the UK at least), and a couple of clients who only use OLM.

What you dont say is where you fit in the client implementation you are involved in. Are you a sole consultant stuck out on client site? Or are you the client itself, trying to implement parts of EBS without using additional consulting resources? Is this a greenfield implementation?

Regards

Barry

Hi Barry -
Thanks for your reply and let me give you some details from my end.

1. Yes, I am a sole consultant at a client site who is supposed to gather requirements, do the functional setups and do the technical coding for conversions and interfaces.

2. I am techno-functional ebs consultant.. Mostly technical than functional hence the reason to clarify some basic initiation processes.

3. From your email, I understand that we have to setup a dummy payroll for attaching plans and salary elements to an employee in element entries screen.. Right?

Setting up a dummy payroll or no is my major road-block right now. I guess I have figured out everything else so far for CORE HR setups. I do need to understand how compensation workbench will work without payroll setups..where will the benefits go and what will we achieve?

Once again thanks for your post.. Its pointing me into right direction. I hope to get more clarifications.

Thanks.

Hi EBS_USER

Agree in what Barry has said, I have worked on a number of sites where we just configured a dummy payroll to enable functionality such as Absence Management. This worked fine and we configured Core HR, SSHR, OLM and iRec without any issues.

I am sure others will be able to give you better answers/clarrifications more specific to your questions.

Regards,

Sahir

This is not an issue. Accrual Plans and Absence Management do not require Payroll. In fact, they are purely a HR function. You can define the associated absence elements, and accrual and carryover formulas without utilising payroll. The accrual formulas actually operate when you access the absence accrual forms, they are NOT run as part of a payroll run. Also, the carryover formulas are run through the carryover concurrent process, again, NOT through a payroll run.




I think the main point to bear in mind here is that element definition, salary management, absence management, etc. are HR functionality, not Payroll functionality. Essentially, the "Payroll" component of Oracle licensing pertains to the Payroll calculation engine and related processes (Pre-Payments, BACS (electronic) transfer, Tax Year-End, etc.) only. All the other functionality either exists in HR in association with Standard Benefits, or Advanced Benefits, OLM, OTL, etc.

Many Oracle clients use HR to manage all their compensation, benefits and absence functionality (E.g. Salary, Allowances, Non-Statutory deductions, Tax Codes and NI Categories, etc.), but outsource the actual payroll calculation function to a third party provider. All the pertinent compensation and benefits information is then interfaced to the payroll provider, rather than requiring them to also maintain this information.

As regards your specific question, all the actions you mentioned can be performed in HR.




Compensation Workbench is (I believe) a separately licensed function. Not sure if it sits within Advanced Benefits, or as a standalone. However, again, you don't need Payroll to operate Compensation Workbench.

Sorry, can't help with a BR.100. Normally, this is delivered by your implementation partner.




Again, this is not an issue, OLM is an independent module and does not need payroll. Sorry, can't help with a BR.100 for this.




Sorry, no advice on this question.


Hope this is of some help.

Regards,

Peter.

Thanks guys, this is great!

I did figure out that setups around salary management, absence management, accrual plans are part of HR module.

So from above suggestion, Am I correct in saying that a DUMMY PAYROLL needs to be created so that I can attach accrual plans and salary element to an employee?

I just need to know if Dummy payroll is required or not. Rest, I have figured out.

Thanks.

No, you don't need a payroll definition for accrual processing.

As for salary management, I assume this will utilise an element to store the basic salary. Again, this would only require a payroll designation if you link the element to a payroll, or check the link to all payroll check box. Actually, this comment also applies if you are using elements to track the amount of absence used.

Having said that, a payroll designation is another handy way of striping and securing your data. You can create and utilise payroll definitions without actually running a payroll.

Regards,

Peter.

Thanks Peter.

I guess we are both talking the same thing but in a different way.

I created accrual plans and the only way I figure to attach it with employee is on element entries screen, and only way to access element entries screen is to attach a payroll to employee assignment.

So I created a monthly payroll and called it 'Dummy Payroll', attached it to employee assignment and i was able to access element entries screen and attached accrual plans to an employee.

Checked accrual for an employee and it is calculating perfectly.

Please do correct me if my approach for above is wrong :-)

Question, I have employee numbering set to automatic. How do I assign the beginning number, as in I do not want it to start from number '1' but from number '10001'?


Thanks.

I think the number generation can be formula-based these days (Formula type = 'Person Number Generation')

Alternatively, there is an update you can do directly to the table that holds the last used number - PER_NUMBER_GENERATION_CONTROLS

e.g.
UPDATE per_number_generation_controls
SET next_value = 10001
WHERE type = 'EMP'
AND business_group_id = <whatever>
;

Usual disclaimers apply, do this on a development instance first!

A reference metalink note:

How to Set Contingent Worker Numbering Within the Employee Numbering Sequence [ID 290750.1]