I have a quandary where a client wants to go globally with iRec, but not all of these countries will have HR straight away, with a delay of 6-18 months depending on the country. There is one business group.

I'm not aware of any implementation that has gone wholly with iRec but partially with HR, is anyone else?

For anyone implementing HR without iRec, how has this been accomplished? If HR/Recruitment central records aren't in the system, how can they make offers for candidates?
If supervisors aren't in the system, how can they raise requisitions for vacancies?

Any ideas on potential workarounds would be gratefully received!

Cheers,
Dan

I should have maybe been clearer here - I meant implementing iRec without HR!

Ta

Hi Dan
I admit to not knowing a great deal about iRec, however as with other Oracle apps modules that have links into HR, if you are not taking HR itself then you will have at the very least what used to be termed "HR Foundation".

This will equate to forms for the common touchpoints, but possibly cut down in functionality, provided to enable the set-up and maintenance of the common HR-related data components.
So i would expect there to be a reduced version of the Person Enter & Maintain form to enable you to set up "people" to act as recruiters etc.

Regards
Barry

I think hr would be there as a "shared install", which as my learned colleague says will allow the minimum info to be set up. I do hope though that under a shared install you will be able to create a new business group - in other words, stay away from the Setup one! You will also find it beneficial to create KFF structures for grade, job etc - again, try and avoid using the seeded ones. From bad experiences with putting hr/payroll in after purchasing, the other big headache is likely to be around the lack of date-track capabilities - ie setting up a recruiter on a given date means their hire date is likely to be set up as that date.

I seem to recall that HR Foundation does not have date tracking as such.
Certainly looking at the foundation overloaded versions of the core API's suggests that datetrack is not an option.

Thanks for your input guys.
They are implementing HR in one country so will have the shared set-up complete for that. (Work Structures, etc) We've gone for one business group worldwide so we should be fine using that.

I figure if HR was not being implemented anywhere, or would never be an option it would be fine. The thing creating headaches is that HR will be implemented in one country and will eventually be rolled out worldwide.


I'm going to give it a go doing it split anyway! Workarounds will have to be some kind of business process offline I think until HR is live in that country, may just end up not being ideal.


I'm sure I'll be back later on in the implementation complaining how complicated it is!