Oracle® Human Resources Management Systems

Conguration Workbench User Guide

Release 11i
Part No. B11343-01

August 2005
Oracle Human Resources Management Systems Configuration Workbench User Guide, Release 11i

Part No. B11343-01

Copyright © 2004, 2005, Oracle. All rights reserved.

Primary Author: Diana Richards

The Programs (which include both the software and documentation) contain proprietary information; they
are provided under a license agreement containing restrictions on use and disclosure and are also protected
by copyright, patent, and other intellectual and industrial property laws. Reverse engineering, disassembly,
or decompilation of the Programs, except to the extent required to obtain interoperability with other
independently created software or as specified by law, is prohibited.

The information contained in this document is subject to change without notice. If you find any problems
in the documentation, please report them to us in writing. This document is not warranted to be error-free.
Except as may be expressly permitted in your license agreement for these Programs, no part of these Programs
may be reproduced or transmitted in any form or by any means, electronic or mechanical, for any purpose.

If the Programs are delivered to the United States Government or anyone licensing or using the Programs on
behalf of the United States Government, the following notice is applicable:

U.S. GOVERNMENT RIGHTS

Programs, software, databases, and related documentation and technical data delivered to U.S. Government
customers are "commercial computer software" or "commercial technical data" pursuant to the applicable
Federal Acquisition Regulation and agency-specific supplemental regulations. As such, use, duplication,
disclosure, modification, and adaptation of the Programs, including documentation and technical data, shall
be subject to the licensing restrictions set forth in the applicable Oracle license agreement, and, to the extent
applicable, the additional rights set forth in FAR 52.227-19, Commercial Computer Software–Restricted Rights
(June 1987). Oracle Corporation, 500 Oracle Parkway, Redwood City, CA 94065.

The Programs are not intended for use in any nuclear, aviation, mass transit, medical, or other inherently
dangerous applications. It shall be the licensee's responsibility to take all appropriate fail-safe, backup,
redundancy and other measures to ensure the safe use of such applications if the Programs are used for such
purposes, and we disclaim liability for any damages caused by such use of the Programs.

The Programs may provide links to Web sites and access to content, products, and services from third parties.
Oracle is not responsible for the availability of, or any content provided on, third-party Web sites. You bear
all risks associated with the use of such content. If you choose to purchase any products or services from a
third party, the relationship is directly between you and the third party. Oracle is not responsible for: (a) the
quality of third-party products or services; or (b) fulfilling any of the terms of the agreement with the third
party, including delivery of products or services and warranty obligations related to purchased products or
services. Oracle is not responsible for any loss or damage of any sort that you may incur from dealing with any
third party.

Oracle, JD Edwards, PeopleSoft, and Retek are registered trademarks of Oracle Corporation and/or its affiliates.
Other names may be trademarks of their respective owners.
 Contents

Send Us Your Comments

Preface

1 HRMS Conguration Workbench

Getting Started with the Configuration Workbench . . . . . . . . . . . . . . . . . . . 1-1
Implementation Options . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1-4
Quick Start Implementation . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1-5
Quick Evaluation of Prototypes Using the Configuration Workbench . . . . . . . . . . 1-5
Upgrade HR Foundation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1-6
Full Implementation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1-7
Configuring HRMS Functional Areas . . . . . . . . . . . . . . . . . . . . . . . . . 1-8
Configuration Workbench for Enterprise and Workforce Management . . . . . . . . . 1-9
Configuration Models for Your Enterprise Framework . . . . . . . . . . . . . . . 1-10
Defining Jobs in the Configuration Workbench . . . . . . . . . . . . . . . . . . . 1-15
Defining Positions in the Configuration Workbench . . . . . . . . . . . . . . . . 1-16
Defining Grades in the Configuration Workbench . . . . . . . . . . . . . . . . . 1-17
Configuration Workbench for Compensation, Benefits and Payroll . . . . . . . . . . 1-18
Configuration Workbench for Payroll Process Management . . . . . . . . . . . . . 1-19
Defining Regional Jobs, Positions or Grades in the Configuration Workbench . . . . . 1-19
Managing Data with the Configuration Workbench . . . . . . . . . . . . . . . . . . 1-20
Configuration Workbench for Data Conversion. . . . . . . . . . . . . . . . . . . 1-21
Configuration Workbench for HR Information Systems . . . . . . . . . . . . . . . 1-21
Configuration Workbench for Migrating Data . . . . . . . . . . . . . . . . . . . 1-22

iii
 Send Us Your Comments

Oracle Human Resources Management Systems Conguration Workbench User Guide, Release 11i
Part No. B11343-01

Oracle welcomes your comments and suggestions on the quality and usefulness of this publication. Your
input is an important part of the information used for revision.
• Did you find any errors?
• Is the information clearly presented?
• Do you need more information? If so, where?
• Are the examples correct? Do you need more examples?
• What features did you like most about this manual?

If you find any errors or have any other suggestions for improvement, please indicate the title and part
number of the documentation and the chapter, section, and page number (if available). You can send
comments to us in the following ways:
• Electronic mail: [email protected]
• FAX: 650-506-7200 Attn: Oracle HRMS Documentation Manager
• Postal service:
Oracle HRMS Documentation Manager
Oracle Corporation
500 Oracle Parkway
Redwood Shores, CA 94065
USA

If you would like a reply, please give your name, address, telephone number, and electronic mail address
(optional).
If you have problems with the software, please contact your local Oracle Support Services.

v
 Preface

Intended Audience
Welcome to Release 11i of the Oracle Human Resources Management Systems Configuration
Workbench User Guide.
This guide assumes you have a working knowledge of the following:
• The principles and customary practices of your business area.
• Oracle HRMS.
If you have never used Oracle HRMS, Oracle suggests you attend one or more of the
Oracle HRMS training classes available through Oracle University
• Oracle Self-Service Web Applications.
To learn more about Oracle Self-Service Web Applications, read the Oracle Self-Service
Web Applications Implementation Manual.
• The Oracle Applications graphical user interface.
To learn more about the Oracle Applications graphical user interface, read the Oracle
Applications User’s Guide.
See Related Documents for more information about Oracle Applications product
information.
See Related Documents on page viii for more Oracle Applications product information.

TTY Access to Oracle Support Services

Oracle provides dedicated Text Telephone (TTY) access to Oracle Support Services
within the United States of America 24 hours a day, seven days a week. For TTY support,
call 800.446.2398.

Documentation Accessibility
Our goal is to make Oracle products, services, and supporting documentation accessible,
with good usability, to the disabled community. To that end, our documentation
includes features that make information available to users of assistive technology.
This documentation is available in HTML format, and contains markup to facilitate
access by the disabled community. Accessibility standards will continue to evolve over
time, and Oracle is actively engaged with other market-leading technology vendors to
address technical obstacles so that our documentation can be accessible to all of our
customers. For more information, visit the Oracle Accessibility Program Web site at
http://www.oracle.com/accessibility/ .

vii
Accessibility of Code Examples in Documentation
Screen readers may not always correctly read the code examples in this document. The
conventions for writing code require that closing braces should appear on an otherwise
empty line; however, some screen readers may not always read a line of text that consists
solely of a bracket or brace.

Accessibility of Links to External Web Sites in Documentation

This documentation may contain links to Web sites of other companies or organizations
that Oracle does not own or control. Oracle neither evaluates nor makes any
representations regarding the accessibility of these Web sites.

Structure
1 HRMS Conguration Workbench

Related Documents
Oracle HRMS shares business and setup information with other Oracle Applications
products. Therefore, you may want to refer to other user guides when you set up and
use Oracle HRMS.
You can read the guides online by choosing Library from the expandable menu on your
HTML help window, by reading from the Oracle Applications Document Library CD
included in your media pack, or by using a Web browser with a URL that your system
administrator provides.
If you require printed guides, you can purchase them from the Oracle store at
http://oraclestore.oracle.com.
Guides Related to All Products
Oracle Applications User’s Guide
This guide explains how to enter data, query, run reports, and navigate using the
graphical user interface (GUI). This guide also includes information on setting user
profiles, as well as running and reviewing reports and concurrent processes.
You can access this user’s guide online by choosing ”Getting started with Oracle
Applications” from any Oracle Applications help file.
Guides Related to This Product
OA Personalization Framework and OA Extensibility Framework
Learn about the capabilities of the 11.5.10 Framework technologies.
Oracle Human Resources Management Systems Enterprise and Workforce Management
Guide
Learn how to use Oracle HRMS to represent your enterprise. This includes setting up
your organization hierarchy, recording details about jobs and positions within your
enterprise, defining person types to represent your workforce, and also how to manage
your budgets and costs.
Oracle Human Resources Management Systems Workforce Sourcing, Deployment,
and Talent Management Guide

viii
Learn how to use Oracle HRMS to represent your workforce. This includes recruiting
new workers, developing their careers, managing contingent workers, and reporting
on your workforce.
Oracle Human Resources Management Systems Payroll Processing Management Guide
Learn about wage attachments, taxes and social insurance, the payroll run, and other
processes.
Oracle Human Resources Management Systems Compensation and Benefits
Management Guide
Learn how to use Oracle HRMS to manage your total compensation package. For
example, read how to administer salaries and benefits, set up automated grade/step
progression, and allocate salary budgets. You can also learn about setting up earnings
and deductions for payroll processing, managing leave and absences, and reporting
on compensation across your enterprise.
Oracle Human Resources Management Systems Configuring, Reporting, and System
Administration in Oracle HRMS
Learn about extending and configuring Oracle HRMS, managing security, auditing,
information access, and letter generation.
Oracle Human Resources Management Systems Implementation Guide
Learn about the setup procedures you need to carry out in order to successfully
implement Oracle HRMS in your enterprise.
Oracle Human Resources Management Systems FastFormula User Guide
Learn about the different uses of Oracle FastFormula, and understand the rules and
techniques you should employ when defining and amending formulas for use with
Oracle applications.
Oracle Self-Service Human Resources Deploy Self-Service Capability Guide
Set up and use self-service human resources (SSHR) functions for managers, HR
Professionals, and employees.
Oracle Human Resources Management Systems Deploy Strategic Reporting (HRMSi)
Implement and administer Oracle Human Resources Management Systems Intelligence
(HRMSi) in your environment.
Oracle Human Resources Management Systems Strategic Reporting (HRMSi) User Guide
Learn about the workforce intelligence reports included in the HRMSi product, including
Daily Business Intelligence reports, Discoverer workbooks, and Performance
Management Framework reports.
Implementing Oracle Approvals Management
Use Oracle Approvals Management (AME) to define the approval rules that determine
the approval processes for Oracle applications. Download this guide from Oracle
MetaLink, Note: 282529.1.
Oracle iRecruitment Implementation Guide
Set up Oracle iRecruitment to manage all of your enterprise’s recruitment needs.
Oracle Learning Management User Guide

ix
 Set up and use Oracle Learning Management to accomplish your online and offline
learning goals.
Oracle Learning Management Implementation Guide
Implement Oracle Learning Management to accommodate your specific business
practices.
Oracle Time and Labor Implementation and User Guide
Learn how to capture work patterns such as shift hours so that this information can be
used by other applications such as General Ledger.
Installation and System Administration
Oracle Applications Concepts
This guide provides an introduction to the concepts, features, technology
stack, architecture, and terminology for Oracle Applications Release 11i. It provides a
useful first book to read before an installation of Oracle Applications. This guide also
introduces the concepts behind Applications-wide features such as Business Intelligence
(BIS), languages and character sets, and Self-Service Web Applications.
Installing Oracle Applications
This guide provides instructions for managing the installation of Oracle Applications
products. In Release 11i, much of the installation process is handled using Oracle
Rapid Install, which minimizes the time to install Oracle Applications and the Oracle
technology stack by automating many of the required steps. This guide contains
instructions for using Oracle Rapid Install and lists the tasks you need to perform
to finish your installation. You should use this guide in conjunction with individual
product user guides and implementation guides.
Upgrading Oracle Applications
Refer to this guide if you are upgrading your Oracle Applications Release 10.7 or
Release 11.0 products to Release 11i. This guide describes the upgrade process and
lists database and product-specific upgrade tasks. You must be either at Release 10.7
(NCA, SmartClient, or character mode) or Release 11.0, to upgrade to Release 11i. You
cannot upgrade to Release 11i directly from releases prior to 10.7.
"About" Document
For information about implementation and user document, instructions for applying
patches, new and changes setup steps, and descriptions of software updates, refer
to the "About" document for your product. "About" documents are available on
OracleMetaLink for most products starting with Release 11.5.8.
Maintaining Oracle Applications
Use this guide to help you run the various AD utilities, such as AutoUpgrade, Auto
Patch, AD Administration, AD Controller, AD Relink, License Manager, and others. It
contains how-to steps, screenshots, and other information that you need to run the AD
utilities. This guide also provides information on maintaining the Oracle applications
file system and database.
Oracle Applications System Administrator’s Guide
This guide provides planning and reference information for the Oracle Applications
System Administrator. It contains information on how to define security, customize
menus and online help, and manage concurrent processing.

x
Oracle Alert User’s Guide
This guide explains how to define periodic and event alerts to monitor the status of
your Oracle Applications data.
Oracle Applications Developer’s Guide
This guide contains the coding standards followed by the Oracle Applications
development staff and describes the Oracle Application Object Library components that
are needed to implement the Oracle Applications user interface described in the Oracle
Applications User Interface Standards for Forms-Based Products. This manual also provides
information to help you build your custom Oracle Forms Developer forms so that the
forms integrate with Oracle Applications.
Oracle Applications User Interface Standards for Forms-Based Products
This guide contains the user interface (UI) standards followed by the Oracle Applications
development staff. It describes the UI for the Oracle Applications products and how to
apply this UI to the design of an application built by using Oracle Forms.
Other Implementation Documentation
Oracle Applications Product Update Notes
Use this guide as a reference for upgrading an installation of Oracle Applications. It
provides a history of the changes to individual Oracle Applications products between
Release 11.0 and Release 11i. It includes new features, enhancements, and changes made
to database objects, profile options, and seed data for this interval.
Oracle Workflow Administrator’s Guide
This guide explains how to complete the setup steps necessary for any Oracle
Applications product that includes workflow-enabled processes, as well as how to
monitor the progress of runtime workflow processes.
Oracle Workflow Developer’s Guide
This guide explains how to define new workflow business processes and customize
existing Oracle Applications-embedded workflow processes. It also describes how to
define and customize business events and event subscriptions.
Oracle Workflow User’s Guide
This guide describes how Oracle Applications users can view and respond to workflow
notifications and monitor the progress of their workflow processes.
Oracle Workflow API Reference
This guide describes the APIs provided for developers and administrators to access
Oracle Workflow.
Oracle Applications Flexfields Guide
This guide provides flexfields planning, setup, and reference information for the
Oracle HRMS implementation team, as well as for users responsible for the ongoing
maintenance of Oracle Applications product data. This guide also provides information
on creating custom reports on flexfields data.
Oracle eTechnical Reference Manuals
Each eTechnical Reference Manual (eTRM) contains database diagrams and a detailed
description of database tables, forms, reports, and programs for a specific Oracle
Applications product. This information helps you convert data from your existing

xi
 applications, integrate Oracle Applications data with non-Oracle applications, and
write custom reports for Oracle Applications products. Oracle eTRM is available on
OracleMetalink.
Oracle Applications Message Manual
This manual describes all Oracle Applications messages. this manual is available in
HTML format on the documentation CD-ROM for Release 11i.

Do Not Use Database Tools to Modify Oracle Applications Data

Oracle STRONGLY RECOMMENDS that you never use SQL*Plus, Oracle Data Browser,
database triggers, or any other tool to modify Oracle Applications data unless otherwise
instructed.
Oracle provides powerful tools you can use to create, store, change, retrieve, and
maintain information in an Oracle database. But if you use Oracle tools such as SQL*Plus
to modify Oracle Applications data, you risk destroying the integrity of your data and
you lose the ability to audit changes to your data.
Because Oracle Applications tables are interrelated, any change you make using an
Oracle Applications form can update many tables at once. But when you modify Oracle
Applications data using anything other than Oracle Applications, you may change a row
in one table without making corresponding changes in related tables. If your tables get
out of synchronization with each other, you risk retrieving erroneous information and
you risk unpredictable results throughout Oracle Applications.
When you use Oracle Applications to modify your data, Oracle Applications
automatically checks that your changes are valid. Oracle Applications also keeps track of
who changes information. If you enter information into database tables using database
tools, you may store invalid information. You also lose the ability to track who has
changed your information because SQL*Plus and other database tools do not keep a
record of changes.

xii
 1
HRMS Conguration Workbench

Getting Started with the Conguration Workbench

The Configuration Workbench is an integrated toolset that simplifies the tasks of
configuration management. Configuration tasks are grouped together in a framework
that makes it easy to find the right configuration tool for each task.
Added features make it easy to:
• Track your configuration activities or progress
• Store supporting documents
• View related reports
• Link directly to online training and help
• Link to the latest release information on Metalink
With HRMS you tailor each business area of the system to reflect your own data
structures and policies or processes. The Configuration Workbench provides one central
point with direct access to the tools for configuring each business area of the HRMS
system.
Embedded in the tools is the distilled knowledge of good practice configuration choices
based on our experience of working with many hundreds of customers in different
industries and geographies. The wizards provide step-by-step information as you go
through them and the pages of the Configuration Workbench contain detailed context
sensitive information.

New or Existing Customers

If you are new to Oracle HRMS, you use the Quick Start Implementation to
evaluate different configuration options as part of a conference room pilot
(CRP). When you are satisfied with your prototype configuration, you use the Full
Implementation. See: Configuration Interview, page 1-4 and Quick Start Implementation,
page 1-5
If you already use Oracle HR as a shared option with Financials or Projects, you use the
Upgrade HR Foundation diagnostic to analyze your existing setup before upgrading to
full HRMS. See: Upgrade HR Foundation, page 1-6
If you are an existing Oracle HRMS customer, you use the Full Implementation tools
to manage the ongoing activities of your existing configuration, such as data migration
and diagnostics, adding new modules, entering batches of elements for payroll, and

HRMS Conguration Workbench 1-1

 extracting records for third-party vendors. See: Full Implementation, page 1-7 and
Managing Data with the Configuration Workbench, page 1-21

Oracle HRMS Functional Areas

Oracle HRMS is organized into seven business areas, called functional areas. Information
in the online help, curriculum, and the New Features information in the About Doc is
grouped into these seven functional areas.
The seven Oracle HRMS functional areas are:
• Enterprise and Workforce Management
• Workforce Sourcing and Deployment
• Talent Management
• Compensation and Benefits Management
• Payroll Process Management
• Time Management
• HR Information Systems
The current version of the Configuration Workbench supports Enterprise and
Workforce Management, Compensation and Benefits Management, Payroll Process
Management, and HR Information Systems.
Note: You will find the latest HRMS information in the About Doc on
Metalink.

Application Life-Cycle and Workbench Tools

The tools in the Configuration Workbench are intended for use at different stages of
the application life-cycle. These stages can be described with different names but they
usually include the following:
• Evaluate - Gather and retain essential information for prototyping configurations
during the sales cycle
• Install - Install the Oracle application modules with all of the related software
components
• Configure - Configure the modules that support the functional areas you decide
to deploy
• Convert - Load data from your legacy systems into your configured Oracle system
• Test - Test your configuration for completeness, for user acceptance, and to establish
regression tests for upgrade
• Migrate - Selectively extract and migrate configuration data from one environment
and move it to another, see: Configuration Workbench for Migrating Data, page 1-22
• Sustain - Change your configuration or upgrade to add new functions or features to
your system
The Configuration Workbench provides the following tools:

1-2 Oracle Human Resources Management Systems Conguration Workbench User Guide
1. The guided configuration interview simplifies the process of gathering the key facts
about your enterprise needs. The interview uses best-practice setup templates to
generate an actual configuration reliably and consistently. By using the configuration
interview, you can quickly start to use your Oracle HRMS system with your own
data.
2. The implementation wizards guide you through complex combinations of steps and
choices making it easy to setup and maintain specific functional areas.
3. You can select configured solutions from a library of predefined templates.
4. Excel worksheets for data conversion are dynamically formatted to match your
existing setup using Oracle’s Web ADI tool for desktop integration. The knowledge
of your setup for validating data before loading is embedded in these generated
worksheets. Values you enter in the worksheet are automatically mapped to the
right place in the Oracle system using published open interfaces.
5. Diagnostic reports display current setup details testing for common problems and
suggest actions if any problems are found.
6. The Configuration Workbench generates regression test plans and Mercury
Winrunner Interactive test scripts that combine your specific setup data with
predefined test templates.
7. The Configuration Workbench has specialist migration tools for specific functional
areas or general table and row level migration. You can migrate all the setup data or
selected setup data between instances.

HRMS Conguration Workbench 1-3

Conguration Interview
The configuration interview is a tool that you use to define new configurations. In
the interview, you describe the legal entities, and operating companies that comprise
your organizational framework. The Configuration Workbench uses the configuration
interview to review the decisions and operational questions you make about setting
up your enterprise using Oracle HRMS.
In the Quick Start Implementation, you create copies of the configuration and
use the configuration interview to change some of the key decisions and detailed
information. You then generate different prototypes from the configurations. You use
the prototypes to view and test the differences of specific decisions in each functional
area. You use the Configuration Workbench to store and restore different configuration
versions for comparison and tracking decision-making.
When you use the configuration interview in the Quick Start Implementation, you
also complete the jobs or positions, and grades wizards in sequence. For the Full
Implementation you must ensure that after you complete the configuration interview
you also configure jobs or positions, and grades before you load the configuration.
Note: You can use all the other tools in the Configuration Workbench
even if you do not use the configuration interview to generate your
setup. For example, if you configured Oracle HR in an earlier release
and have since upgraded, you can immediately start to use the data
loaders or diagnostic tools on your existing setup.

First Steps
If this is your first time using HRMS applications, explore some of the online education
and other information sources you can access from the Configuration Workbench home
page. The HRMS Total View class is a good introduction to all the functional areas
and features of Oracle HRMS.
Next, study the Organization Structures Overview to understand the best-practice
configuration models that are embedded as templates in the Configuration
Workbench. These templates are based on the practical experience gained from many
implementation projects and an understanding of the integration points between the
different modules in the Oracle eBusiness Suite.
If you are an implementer who is already familiar with Oracle HR you should pay special
attention to the Organization Structures Overview and the best practice configuration
models. These standard configuration models introduce new organization classifications
and the recommended use of these may differ from how you have used them in the
past. The recommended best practice configuration choices for Business Groups and
Organizations in Oracle HR, or for Jobs and Positions:
• Provide a consistent platform for customers in all industries and geographies
• Incorporate best practice in configuration for using HR only or for full integration of
Company and Cost Center structures with Oracle Financials
• Minimize the risk of reconfiguration if the enterprise expands into new geographies
or acquires new companies
See: Organization Structures Overview, Oracle HRMS Enterprise and Workforce
Management Guide

1-4 Oracle Human Resources Management Systems Conguration Workbench User Guide
Implementation Options

Quick Start Implementation

The Quick Start Implementation is a simplified configuration process that focuses on
the essential tasks for creating a CRP. This process is a quick way to test out the system
and evaluate your own needs.
You use the Quick Start Implementation if you’re a new Oracle HRMS customer and you
want to use your own data to evaluate or compare different configuration options as
prototypes for conference room pilots (CRPs).
You use the configuration interview to set up your organization structures and make
decisions about jobs and positions, and grades. The Quick Start Implementation
configures the Oracle HR and Payroll applications and generates default settings for
the required system components in HR and Payroll that you would typically set up
manually. For example, for the US legislation, the Quick Start Implementation generates
open links for Regular Salary, Regular Wages, VERTEX, and Workers Compensation
Elements.
You copy your configuration and use the configuration interview to create alternative
versions of setup information. You generate the configurations, upload your data
through spreadsheets, and compare the versions to decide the best prototype for your
organization.
For example, you can use jobs in one version and positions in another. You use
spreadsheets to upload the same data to both versions. You then evaluate whether
using jobs or positions works best for you. See: Quick Evaluation of Prototypes Using
the Configuration Workbench, page 1-5
You choose the best prototype for your organization and use it as the basis for the Full
Implementation. See: Full Implementation, page 1-7

Quick Evaluation of Prototypes Using the Conguration Workbench

The Quick Start Implementation is a simplified configuration process that focuses on
key setup and is a quick way to test out the system and evaluate your own needs. You
copy your configuration and use the configuration interview to create alternative
versions of setup information. You generate the configurations, upload your data
through spreadsheets, and compare the versions to decide the best prototype for your
organization.
The sequence of tasks for creating a CRP is:
1. Complete the manage organization tasks: configuration interview, configure jobs or
positions, and configure grades
2. Load the configuration
3. Optionally log in with HRMS_USER
4. Optionally select the common Earnings and Deductions from the Solution Library
and upload
5. Generate the default settings
6. Load reference data

HRMS Conguration Workbench 1-5

 On the Workbench Home page:
• Select HR and Payroll and Manage Organization Configuration to access the work
structures wizard. Use this wizard to configure your organization structures and to
modify, import, export, and load configuration. See: Key Concepts for Representing
Enterprises, Oracle HRMS Enterprise and Workforce Management Guide
The auto-generation process creates an HRMS_USER and automatically assigns
all responsibilities, security profiles, and user profiles that are appropriate for the
loaded configuration. The password for the HRMS_USER is welcome.
• Select HR and Payroll and Select Earnings and Deductions Templates to select
the earnings and deductions you would like the Workbench to load for you. The
Workbench creates the elements, formulas, balances, and formula result rules that
Oracle Payroll requires to process each earnings and deduction type. You can
configure any of the generated components. See: Elements: Building Blocks of Pay
and Benefits, Oracle HRMS Compensation and Benefits Management Guide and Other
Payroll Earnings and Deductions Overview, Oracle HRMS Compensation and Benefits
Management Guide
• Select HR and Payroll and Generate Default Settings to generate default settings
for the required system components in HR and Payroll that you would typically
set up manually. This process generates definitions for payroll and payment
methods, eligibility links for tax elements, eligibility links for all earnings and
deductions, working conditions, and, for the US only, salary bases.
• Select HR and Payroll and Load Reference Data to access the spreadsheets into
which you import your legacy location, job, and employee data and enter your new
data. After you enter your data into the downloaded spreadsheets, you upload the
data to the open interface tables for Oracle HRMS. You then run the Data Pump to
validate and upload your data from the open interface tables to the HRMS tables.
The CRP employee data load process differs from the Full Implementation
employee data load process. The Employee data load process for the Quick Start
Implementation combines person, address, assignment, and salary details. This
process automatically generates a user name and password for each person. The
format of the user name is <first name>.<last name> and the password is welcome.
To demonstrate Employee Self-Service functionality, you use the System
Administrator responsibility to add the Person ID of one of the loaded employees
to the HRMS_USER. You then log in as that user and use Self Service HR to check
and update that user’s personal details.

Upgrade HR Foundation
Upgrade HR Foundation is a guided process to assist customers who are upgrading
from using HR Foundation as a shared option with Financials or Projects to a full
implementation of Oracle HR.
You use the Upgrade HR Foundation process to determine whether you should
re-implement your HR configuration or set up additional business groups and migrate
the data while maintaining references to the existing applications. You also use the
methodology to plan which tools to use to perform the migration and what types of tests
to run to verify that the migration has been successful.
The sequence of tasks for upgrading from HR Foundation is:
1. Review your options for change or reconfiguration

1-6 Oracle Human Resources Management Systems Conguration Workbench User Guide
 2. Determine your ideal setup of work structures
3. Run the diagnostic tool
On the Workbench Home page:
• Select HR Foundation to Full HR and Review Migration White Paper and Get
Diagnostics Scripts to download the "Migrating from Shared to Full HR" White
Paper from Metalink (see Metalink Note 304002.1). Use this White Paper to review
your options for change or reconfiguration and plan the detailed steps to make your
specific setup changes. You must also download the diagnostic scripts available from
this note for use later.
• Select HR Foundation to Full HR and Determine Full HR Setup to access the work
structures wizard. Follow the configuration interview process to determine your
ideal setup of work structures for HR users. The summary report at the end of this
task gives you the full configuration detail for HR users.
• Select HR Foundation to Full HR and Review Financials Integration to run the
diagnostic scripts to report and analyze your existing setup of the shared HR data.
Note: You must run these scripts on your shared instance, and
not on the instance upon which you have installed Configuration
Workbench.

Full Implementation
The Full Implementation process provides access to the complete set of tasks and tools
used to configure Enterprise and Workforce Management; Compensation, Benefits and
Payroll; and Payroll Process Management. You can use the Configuration Workbench to
access these tools even if you did not use the configuration wizard to implement HRMS.
If you are new to Oracle HRMS, you use the Full Implementation after you have
completed the CRP. You can load the full version of the configuration only once, so you
must include all the required details about your organization, jobs or positions, and
grades before you generate the full configuration.
If you already use Oracle HR, you use the Full Implementation tasks and tools to manage
your existing HRMS configuration or add new modules.
You use the Full Implementation to:
• Create a configuration that tailors the capabilities of the applications to your specific
operational requirements
• Select predefined configuration options from a library of solution templates
• Maintain and adapt an existing configuration with functional area wizards
• Generate spreadsheets for data conversion from an existing configuration and use
these to load data directly to your system
• Extract and migrate all or part of your configuration to another instance
• Run diagnostic reports to check the status of your configuration and identify
common problems
• Generate regression test plans and scripts with test data taken from your
configuration

HRMS Conguration Workbench 1-7

 After you have used the Full Implementation to configure HRMS, convert legacy
data, test for completeness, and finally to migrate setup data from a test to a production
environment, you are ready to use the newly configured system to perform HRMS
transactions. You can continue to use the tools in the Configuration Workbench to
manage your configuration through the different stages of the application life cycle.

1-8 Oracle Human Resources Management Systems Conguration Workbench User Guide
Conguring HRMS Functional Areas

Conguration Workbench for Enterprise and Workforce Management

All the Oracle HRMS functional areas are built on a common platform of organizations
and people structures. You start the configuration process by defining the legal entities
and operating companies that comprise your organizational framework. Next you
provide information about the ways that different groups of employees work in your
organization and the Configuration Workbench generates the business groups and
organizations with the job or position structures you need.
A business group in Oracle HR is a container of country specific data. Usually each
business group will be tied to one and only one country, however sometimes if you do
not have a large presence in a country a single business group may contain data from
more than one country.
You must configure organizations, jobs or positions, and grades before you load the
configuration. Create your configuration structures in this sequence:
1. Configure organizations
2. Configure jobs and positions
3. Configure grades
4. Load the configuration
5. Load data using spreadsheets
On the Workbench Home page:
• Select Organization Structures and Manage Organization Configuration to access the
work structures wizard. Use this wizard to configure your organization structures
and to modify, import, export, and load configuration. See: Key Concepts for
Representing Enterprises, Oracle HRMS Enterprise and Workforce Management Guide
• Select Jobs and Positions and Configure Jobs or Positions to define roles to represent
the ways that different groups of employees work. If you operate in multiple
countries the process will also guide you through the options to use a common
global setup or to accommodate different configuration choices for a region or a
country. See: Defining Jobs in the Configuration Workbench, page 1-15 and Defining
Positions in the Configuration Workbench, page 1-16
• Select Organization Structures and Load Organization Data to access the
spreadsheets into which you enter or import the location and organization
details for each business group. After you enter your data into the downloaded
spreadsheets, you upload the data to the open interface tables for Oracle HRMS
and run the Data Pump to upload your data from the open interface tables to the
HRMS tables.
• Select Jobs and Positions and Load Job/Positions Details to access the spreadsheets
into which you enter or import details about your jobs or positions and set their
values for each business group. After you enter your data into the downloaded
spreadsheets, you upload the data to the open interface tables for Oracle HRMS
and run the Data Pump to upload your data from the open interface tables to the
HRMS tables.

HRMS Conguration Workbench 1-9

 Note: You configure grade structures in the configuration interview. For
information about grades, see: Configuration Workbench for
Compensation, Benefits and Payroll, page 1-18

To understand the full implementation process for enterprise and workforce

management, see: Enterprise and Workforce Management, Oracle HRMS Implementation
Guide

Conguration Models for Your Enterprise Framework

The first step in any configuration is to decide what organization structures your
enterprise requires. To help you decide, you can use the following best practice
configuration models:
• Model 1: A single operating company in one country
• Model 2: A single operating company in multiple countries
• Model 3: Multiple operating companies in one country
• Model 4: Multiple operating companies in multiple countries
These models deal with integration points between the different applications and the
requirements of different industries and geographies. They can help you choose the
right organization structures to meet your management and reporting requirements.
The Configuration Workbench uses the models as templates to generate the organization
framework of business groups, operating companies, legal entities, and employers for
any enterprise. Through an interview process, the Configuration Workbench gathers the
detailed information it requires to generate an actual configuration of your enterprise
using the appropriate configuration model.

1-10 Oracle Human Resources Management Systems Conguration Workbench User Guide
Single Operating Company in One Country

The preceding diagram shows the basic configuration for a small or medium sized
enterprise with little or no complexity in operating structures. Vision Corporation is
the ultimate legal entity, and for reporting purposes, this organization holds any data
associated with the enterprise. Every enterprise has one ultimate legal entity.
This simple enterprise structure is based on the best practice configuration
model. Creating the key enterprise structures as separate organizations enables
your enterprise to expand and acquire new companies whilst reducing the cost of
re-implementation.

HRMS Conguration Workbench 1-11

Single Operating Company in Multiple Countries

The preceding diagram shows a configuration for a medium or large enterprise with
some international operations introducing a degree of complexity. It also shows that
operations and people in some countries are held within an international business group
(XZ). You can see that the business groups represent countries, and do not appear in the
organization hierarchy. This is based on the best practice configuration model.
For more information on the key organization structures, See: Key Concepts for
Representing Enterprises, Oracle HRMS Enterprise and Workforce Management Guide

1-12 Oracle Human Resources Management Systems Conguration Workbench User Guide
Multiple Operating Companies in One Country

The preceding diagram shows a configuration for a multi-company enterprise

operating in a single country. This type of complexity can exist in any size of
enterprise. Vision Lighting and Vision Security in the diagram are represented as
operating companies. Every enterprise has at least one operating company. This may
be a division, or a subsidiary within the enterprise which is legally registered in at
least one country.
The Configuration Workbench creates at least one operating company organization as
best practice. This reduces the cost of any re-implementation as a result of expansion
due to acquisition or diversification within the enterprise.

HRMS Conguration Workbench 1-13

Multiple Operating Companies in Multiple Countries

The preceding diagram demonstrates a multi-company enterprise operating in multiple

countries. Every enterprise has at least one legal entity that is the designated legal
employer for all employment related activities. In the diagram, the Vision Security
operating company operates and employs people in the U.S. and Ireland. The Vision
Security U.S. and the Vision Security Ireland organizations represent the designated
legal entities/employers in those countries.
The Configuration Workbench classifies an organization as a GRE/Legal Entity where
your enterprise operates in a country, and classifies it as an Employer if you employ
people in that country also. For example, you can have a legal entity in a country where
you do business, but do not employ people in that country.

1-14 Oracle Human Resources Management Systems Conguration Workbench User Guide
Multiple Operating Companies in Multiple Countries with a Consolidated Legal Entity

The preceding diagram shows an alternative configuration for a multi-national and

multi-company enterprise with the addition of a consolidated legal entity. A consolidated
legal entity acts on behalf of several operating companies or the enterprise, and is the
legal employer in the country. Using the preceding diagram as an example, Vision Corp
UK is the consolidated legal entity for Vision Corporation in the UK. For management
reporting, VL UK and VS UK report to Vision Lighting, and for legal reporting, they
report to Vision Corp UK.
For more information on the key organization structures, see: Key Concepts for
Representing Enterprises, Oracle HRMS Enterprise and Workforce Management Guide

Dening Jobs in the Conguration Workbench

You define roles to represent the ways that different groups of employees work. A
job is a generic role within a business group, which is independent of any single
organization. For example, the jobs Manager and Consultant can occur in many
organizations.
Your enterprise may have groups of employees hired to perform specific tasks. This
can be on a temporary or a permanent basis. Staff in this category can include agency
workers, consultants, and contractors. For these staff, you can define the role more
flexibly as a job.
You can also use jobs to set up supplementary roles that an employee might hold, for
example, fire warden, or health and safety officer. You can distinguish these
supplementary roles from other jobs by using job groups. Job groups are used to store
supplementary roles of a similar type in one group.

HRMS Conguration Workbench 1-15

Dening Jobs in the Conguration Workbench
In the jobs and positions interview, you have chosen to use the flexibility of jobs and
supervisor reporting to represent the primary working roles in your enterprise. The jobs
you define will be available to all departments or organizations in your enterprise and an
employee can move between departments but keep the same job.
In this part of the interview you decide the structure and the component parts of the job
name that best meet your requirements for identifying jobs in your enterprise. When
you define a job you enter a value for each segment of the job name structure. Most
customers who use jobs choose between one and five segments. A typical job might be
HR Application Specialist.Consulting.Level 1.
Define more segments to make job names more specific. For example, use Job Type and
Job Level to be more specific about a job than just using a Job Title. You decide how
many components you want to use to define the unique name for each job. Standard
capabilities mean that you can use the different segments of the name to identify
common jobs or job holders for analysis or compensation, or for grouping records in
reports, for example, to find all jobs of a specific Job Type.
Note: You shouldn’t use segments with values that change regularly, for
example, Salary Ranges or Expense Approval Levels that change every
year. Use the name to uniquely identify the job and use standard
capabilities of the system to enter and maintain related information for
government reporting, valid grades, and skill requirements.

If you operate in multiple countries we usually recommend that you use the same
structure for job names in all countries. However, in this interview you can define
exceptions to this common structure for a single country or for a set of countries that you
define as a Region. See: Defining Regional Jobs, Positions or Grades in the Configuration
Workbench, page 1-19

Dening Positions in the Conguration Workbench

A position is a specific occurrence of one job, fixed within one organization. For
example, the position Finance Manager is an instance of the job of Manager in the Finance
organization. The position belongs to the organization. There may be one, many, or no
holders of a position at any time.
Positions are normally used in role-based enterprise structures where clearly defined
rules largely determine the ways employees work, and the compensation and benefits
they receive.
You can set up both organizations and positions to define reporting structures in your
enterprise, but be careful to avoid duplication of information. It’s best to define most
of the detail at position level. Use your organizations to show your highest level of
departments or divisions and your positions and position hierarchies to show the
reporting groups in your enterprise.

Dening Position Components in the Conguration Workbench

In the jobs and positions interview, you have chosen to use the detailed reporting
capability of positions to represent the primary working roles in your enterprise. A
position can have multiple post holders and a person can be assigned to multiple
posts. You define the rules that control assignments when you define each position.

1-16 Oracle Human Resources Management Systems Conguration Workbench User Guide
 Each position you define will identify a specific role in the enterprise, which you can
manage independently of the person in the post, and it will belong to one specific
department or organization. The name of each position must be unique.
To make it easier for you to manage unique names for positions you can define a
structure for position names that identifies separate components or segments with
separate rules for validation of each segment. For example, you can have a position Title
segment with text names, and another segment for position Number with numeric
values. Standard capabilities mean that you can use the different segments of the name
for queries or grouping records in a report.
When defining the segments that make up the structure of a position name you should
also consider if any of your segments are really part of the definition of a common job
type. Using job types for a position you can efficiently manage common information
that applies to many different positions. For example you can define a job type of
Manager.Level 1 and use this for comparison of positions across departments or lines
or business, or for setting common job requirements. You can then define ten manager
type positions in your HR department, each of which has responsibility for a different
management function or group.
When you define a position you enter a value for each segment of the position name
structure. Most customers who use positions choose between one and five segments.
Note: Do not use segments with values that change regularly, for
example, Salary Ranges or Expense Approval Levels that change every
year. Use the name to uniquely identify the position and use standard
capabilities of the system to enter and maintain related information for
government reporting, valid grades, and skill requirements.

We recommend that you use the same structure for position names in all countries
in which you operate. However, later in the interview you can define exceptions to
this common structure for a single country or for a set of countries that you define
as a Region. See: Defining Regional Jobs, Positions or Grades in the Configuration
Workbench, page 1-19
Identify all the components you might use to define the structure of a Position Name and
then consider if any of these are really part of the definition of a common job type. For
example, you might consider Title, Name, and Code as components of a position. When
you review these you might consider that the Position name should contain Title while
the Job name should contain Name and Code. With this choice, you could define
common types of job using the combination of Name and Code and maintain reporting
or other details for these common job types.

Dening Grades in the Conguration Workbench

Grades are normally used to record the relative status of employee assignments and to
determine compensation and benefits, such as salary, overtime rates, and company car.
For more information about Grades, see: Grades and Grade Structures, Oracle HRMS
Compensation and Benefits Management Guide
In this part of the interview you decide the structure and the component parts of
the grade names that best meet your requirements for identifying grades in your
enterprise. When you define a grade you enter a value for each segment of the
grade name structure. Most customers who use grades choose between one and five
segments. A typical grade might be Clerical.C.1.

HRMS Conguration Workbench 1-17

 Define more segments to make grade names more specific. For example, use Grade
Type and Grade Level to be more specific about a job than just using a Grade Title. You
decide how many components you want to use to define the unique name for each
grade. Standard capabilities mean that you can use the different segments of the name
to identify common grades or for analysis or compensation, or for grouping records in
reports, for example, to find all grades of a specific Grade Type.
Note: You shouldn’t use segments with values that change regularly, for
example, Salary Ranges or Expense Approval Levels that change every
year. Use the name to uniquely identify the Grade and use standard
capabilities of the system to enter and maintain related information for
government reporting, valid grades, and skill requirements.

If you operate in multiple countries we usually recommend that you use the same
structure for grade names in all countries. However, in this interview you can define
exceptions to this common structure for a single country or for a set of countries that you
define as a Region. See: Defining Regional Jobs, Positions or Grades in the Configuration
Workbench, page 1-19

Conguration Workbench for Compensation, Benets and Payroll

Once you have defined your work structures framework, you can start to define your
structures for managing compensation, benefits, and payroll.
On the Workbench Home page:
• Select General Compensation Structures and then Plan Design to access the Plan
Design and Plan Design Copy wizards. Use these wizards to create new or to
copy and modify plans. You can also use the Plan Design Copy wizard to migrate
program and plan design data for health and welfare plans from one instance to
another. See: Configuration Workbench for Migrating Data, page 1-22
See: Plan Design, Oracle HRMS Compensation and Benefits Management Guide and Plan
Design Copy, Oracle HRMS Compensation and Benefits Management Guide
• Select Salary and Grade Related Pay and Progression and then Configure Grades to
define or maintain your grade structures. See: Defining Grades in the Configuration
Workbench, page 1-17 and Grades and Grade Structures, Oracle HRMS Compensation
and Benefits Management Guide
Note: You must include all the required details about your
organization, jobs or positions, and grades before you generate the
full configuration.

• Select Salary and Grade Related Pay and Progression and then Load Grade Details
to access the spreadsheets into which you enter or import the grades and grade
values for each business group. After you enter your data into the downloaded
spreadsheets, you upload the data to the open interface tables for Oracle HRMS
and run the Data Pump to upload your data from the open interface tables to the
HRMS tables.
• Select Payroll Earnings and Deductions to select the earnings and deductions
you would like the Workbench to load for you. The Workbench creates the
elements, formulas, balances, and formula result rules that Oracle Payroll requires to
process each earnings and deduction type. You can configure any of the generated

1-18 Oracle Human Resources Management Systems Conguration Workbench User Guide
 components. See: Elements: Building Blocks of Pay and Benefits, Oracle HRMS
Compensation and Benefits Management Guide and Other Payroll Earnings and
Deductions Overview, Oracle HRMS Compensation and Benefits Management Guide
To understand the complete implementation process for compensation, benefits, and
payroll, see: Compensation and Benefits Implementation Steps, Oracle HRMS
Implementation Guide

Conguration Workbench for Payroll Process Management

Once you have defined your organization framework using the Configuration
Workbench, you can start to define your structures for managing the payroll process. If
you use Oracle Payroll, you must define payrolls and payment methods. You can also
define these items for information and reporting in Oracle Human Resources.
On the Workbench Home page:
• Select Payroll Payment and Distribution and then Configure Organization Payment
Method to define your own names for the standard categories of payment methods
that are predefined with your system. If you have installed Oracle Payroll you can
also use these methods to control payments to your employees.
• Select Payrolls and then Configure Payroll to define payroll groups to meet your
business needs for processing and payment. For example, you may have a monthly
and a weekly payroll but you might want to manage and process your weekly
payroll by plant location. In this case you could define one monthly payroll and
two weekly payrolls, one for each plant.
• US and Canadian business groups only: Select Payroll Statutory Deductions and
Reporting to access the spreadsheets into which you enter or import rules for
withholding tax. After you enter your data into the downloaded spreadsheets, you
upload the data to the open interface tables for Oracle HRMS and run the Data Pump
to upload your data from the open interface tables to the HRMS tables.
To understand the HRMS payroll process, see: Payroll Overview, Oracle HRMS Payroll
Processing Management Guide

Dening Regional Jobs, Positions or Grades in the Conguration

Workbench
From experience with many customers we recommend that you use the same name
structure for all countries in your enterprise and don’t define exceptions for individual
countries.
A common structure will still allow countries to enter local names or use local language
versions of common grades. This choice is best practice if you want to deploy or develop
a consistent approach to reporting and compensation by defining a consistent structure
for reference and administration.
However, if you want to define a different naming structure for one or more countries
then add a regional group and select the countries in the group. For example, you
might define a regional group for South America that includes operations in
Brazil, Argentina, and Chile. Alternatively you might want a regional group for all
Spanish-speaking countries regardless of geography. Then you would add a Spanish
region and include Argentina, Spain, and Chile.

HRMS Conguration Workbench 1-19

 You can also define exceptions for one country at a time. For example, you might want a
different name structure for Japan only. Using the regional group you can support
individual local choices within a common corporate framework.
Note: If you define a Regional Group we recommend you use
your corporate definitions and add new segments for local
requirements. Alternatively, if your local definitions are completely
different you should include an extra segment to hold a corporate name
and use a list of values to make this consistent across all countries. Both
examples make it easier to do corporate analysis and reporting.

1.

1-20 Oracle Human Resources Management Systems Conguration Workbench User Guide
Managing Data with the Conguration Workbench

Conguration Workbench for Data Conversion

Once you have defined your organization framework and structures for managing the
payroll process, you load your employee details.
On the Workbench Home page:
• Select People Data to access the spreadsheets into which you import your legacy data
and enter your new employee data. After you enter your data into the downloaded
spreadsheets, you upload the data to the open interface tables for Oracle HRMS. You
then run the Data Pump to validate and upload your data from the open interface
tables to the HRMS tables.
Note: The Quick Start Implementation has a simplified version of
these spreadsheets.

Features of Data Upload

Data to be uploaded is validated before the upload occurs. You must ensure that you
enter values in all mandatory fields so that validation is successful when the data is
uploaded to the application. If you do not, the data is not uploaded, and an error message
appears in the Messages column in the spreadsheet for the record with the invalid data.
When you change any field in the spreadsheet, the row is flagged for upload. By
default, only flagged rows are uploaded. You can change this setting so that all rows
are uploaded.

Features of Data Pump

The Data Pump Engine process is a standard concurrent process that performs the actual
data validation and loading operations.
When you submit the Data Pump concurrent process you can choose to run it in
validation mode. This enables you to review errors in batches or in related records in a
batch and to change them before any of them are committed to the HRMS database.
When you run the Data Pump the process only loads data that has not already been
processed successfully. This means that you can run a batch, review and correct errors
for any specific lines, and then rerun the same batch. You can repeat this process until
you have successfully loaded all lines in the batch. To do this you submit the concurrent
process with the same batch name. All unprocessed lines or lines with errors are
reprocessed automatically.
The Data Pump has many logging options that help you find errors when running the
process.

Conguration Workbench for HR Information Systems

You use the tools in this part of the Configuration Workbench to administer and maintain
your system, for example, to enter batches of elements for payroll and to extract records
for third-party vendors.
On the Workbench Home page:

HRMS Conguration Workbench 1-21

 • Select HRIS Management: Interface Configuration and then Batch Element Entry
to use BEE (Batch Element Entry) to enter batches of element entries for your
employees, using defaults for fast entry. For example, you can use BEE to record
timecard data needed for regular pay processing, such as hours worked, location
or shift worked, absences, and costing or labor distribution data. See: BEE (Batch
Element Entry), Oracle HRMS Configuring, Reporting, and System Administration Guide
• Select HRIS Management: Interface Configuration and then System Extract
to manage the formatting, extraction, and delivery of HRMS data to benefits
carriers, payroll providers, and other third-party vendors. For example, you can use
System Extract to extract records for benefits plans into an extract file that you then
transmit to a third-party benefits carrier. See: Benefits System Extract, Oracle HRMS
Configuring, Reporting, and System Administration Guide

Conguration Workbench for Migrating Data

The Configuration Workbench migration tool uses predefined groups of related data
called selection sets. You define the criteria for selection and then extract and migrate the
data as a set.
Note: To migrate benefit plans you use the Plan Design Copy
Wizard, see: Configuration Workbench for Compensation, Benefits and
Payroll, page 1-18

Before you extract or migrate data, your database administrator uses the Administration
tab to map the databases you have permission to use as the source or target instances
for extracting and loading setup data. The instance names then appear as choices in
the drop-down lists for extract and load.
You migrate data in three steps:
1. Define selection criteria
2. Run the extract process
3. Load the extracted data

Dene Selection Criteria

You define the selection criteria in the Selection Sets option on the Migrations tab.
You use a selection set template as a starting point to create a selection set. After you
select the template, you enter the name of the selection set and a description of it, and
select the source instance from the list. You scroll down until the locations filter is visible
and then select the button to set the filter. You select the Update Existing (During Load)
option if you want to update the existing setup data in the target instance as well as
insert new records during the load process.

Run the Extract Process

You now run the extract process using the selection set you have just created. You use
the Selection Sets option on the Migrations tab. You select the selection set in the list
and then run the extract process.

1-22 Oracle Human Resources Management Systems Conguration Workbench User Guide
 The migration tool saves the snapshot to the database. You can select the snapshot in
the list on the Extracts option on the Migration tab to review it or to download the
snapshot to a local file.
The migration tool creates a log file of the extract process. If the extract process has an
error status, you can identify the problem by reading the log file.

Load the Extracted Data

You load the saved snapshot of extracted data onto the target instance using the Loads
option on the Migration tab.
You select the file to load from a list of saved snapshots or from a local directory. The
target instance you specify for loading the extracted data can be same instance as the
snapshot was extracted from, or another instance.
Note: When you define the selection set, you specify whether to update
the existing records as well as load the new ones.

HRMS Conguration Workbench 1-23