18 define checklists, actions, and workforce predictions

Partner Boot Camp - Fusion HCM Global HR

Define Checklists, Actions, and Workforce Predictions Instructor Guide

August 8, 2013

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CONTENTS

Lesson 1: Define Checklists, Actions, and Workforce Predictions 1 Objectives.............................................................................................. 1 Defining Checklists .................................................................................. 2

Checklists Overview............................................................................... 2 Checklist Components ......................................................................... 3

Define Checklists Task List ...................................................................... 4 Checklist Template Components .............................................................. 5 Instructor Note: Activity Timing ............................................................... 6 Activity 1 Introduction: Creating a Checklist Template ................................. 7

Activity 1: Creating a Checklist Template ................................................ 8 Checklist Template Allocation ................................................................ 11 Defining Checklists Review Question 1 .................................................... 12 Defining Checklists Review Question 2 .................................................... 13 Defining Checklists Review Question 3 .................................................... 14 Defining Checklists Review Question 4 .................................................... 15 All Defining Checklists Review Questions and Answers ............................... 16

Actions and Action Reasons..................................................................... 17 Overview ........................................................................................... 17 Instructor Note: Activity Timing ............................................................. 19 Activity 1 Introduction: Creating an Action .............................................. 20

Activity 1: Creating an Action .............................................................. 21 Managing Workforce Predictions .............................................................. 23

Predictive Models Overview ................................................................... 23 Predictive Models .............................................................................. 24

Managing Model Attributes.................................................................... 25 Calculating Predictions ......................................................................... 26 Viewing Workforce Predictions ............................................................... 28 Managing Workforce Predictions Review Question 1 .................................. 29 Managing Workforce Predictions Review Question 2 .................................. 30 Managing Workforce Predictions Review Question 3 .................................. 31 All Managing Workforce Predictions Review Questions and Answers ............. 32

Lesson Highlights .................................................................................. 33

Lesson 1: Define Checklists, Actions, and Workforce Predictions

Copyright © 2013, Oracle and/or its affiliates. All rights reserved. 1


Objectives

After completing this lesson, you should be able to:

Define checklists Define Actions and Action Reasons Manage Predictive Models


2 Copyright © 2013, Oracle and/or its affiliates. All rights reserved.

Defining Checklists

Checklists Overview

Use checklists for actions that require the completion of standard tasks, such as creating users or reassigning resources. For example, employee hire and termination actions typically require a number of people to complete standard tasks. You create and maintain tasks within a checklist template. You can create checklist templates that can be allocated to persons either automatically or manually. The figure shows the primary components of a checklist:



Checklist Components

Checklist Templates

You create and maintain tasks within a checklist template. Human Resources (HR) specialists typically create checklist templates and make them available for allocation to all users. Managers can allocate checklist templates to workers and edit the checklist and task attributes within the allocated checklists. Managers can also create checklists and save them as templates, if required. Allocated Checklists A checklist template upon allocation to a worker, is referred to as an allocated checklist. The allocated checklist contains the tasks relevant to the person to whom the checklist is allocated. For example, tasks associated with eligibility profiles are allocated only to those persons who meet the eligibility criteria. Task performers are assigned during checklist allocation. The completion dates for the tasks in the allocated checklist are calculated based on the task duration specified in the checklist template.



Define Checklists Task List

Define ChecklistsTask List and Tasks

To access the Define Checklists task list, select your implementation project from the Functional Setup Manager and navigate to: Workforce Deployment > Define Common HCM Configuration > Define Workforce Business Processes and Events > Define Checklists



Checklist Template Components

Action: Link an action (Hire or terminate, for example) to a checklist template to

allocate the checklist to persons automatically when they experience the action. Task: You create tasks within a checklist template, however, managers can also create and maintain tasks within allocated checklists. Areas of Responsibility: Select the task performers' areas of responsibility when you

create a checklist template. During checklist allocation, the persons with the selected responsibilities are automatically assigned as performers for the tasks. Eligibility Profile: If you link an eligibility profile to a task, the task appears in the

allocated checklist of a worker only if the worker matches the eligibility criteria defined in the eligibility profile.



Instructor Note: Activity Timing

The course was designed for you to facilitate learners doing the specified activity, at this point. Approximate Activity Timing: 10 minutes

.



Activity 1 Introduction: Creating a Checklist Template

Background The employee hire action typically requires a number of people to complete standard tasks. InFusion corporation wants to automatically allocate tasks to all newly hired workers and track the tasks involved in hiring a worker. Requirements

Use the bold text for the object names, replacing the XX with your initials, as indicated by your instructor.

You must have access to Oracle Fusion Application InFusion database or comparable training or test instance at your site, on which to complete this practice.

Activity Scope The following table summarizes critical choices for this activity:



Activity 1: Creating a Checklist Template

In this activity, you create a checklist template. Sign in as hcm_impl or hcm_impl1. Start Here Setup and Maintenance work area, Implementation Project: XX Workforce Deployment page These task lists are expanded: Workforce Deployment - Define Common HCM Configuration - Define Workforce Records - Define Workforce Eligibility Profiles

Creating an Eligibility Profile

1. In the Manage Eligibility Profiles row, click Go to Task. Location: Manage Eligibility Profiles page

2. In the Search Results section toolbar Create button, select Create Participant Profile.

Location: Create Participant Eligibility Profile page

3. In the Name field, enter XX Applications Department.

4. In the Profile Usage field, select Checklist.

5. In the Eligibility Criteria section, click the Employment tab.

6. Select Department.

Note: Click the More icon on the right side of the page to view more subtabs. Select Department to add the Applications and Services department to the eligibility profile.

7. Click the Create icon.

8. In the Sequence field, enter 1.

9. In the Name field, search for and select Applications and Services.

10. Click Save and Close.



Location: Manage Eligibility Profiles page

11. Click Done.

Location: Implementation Project: XX Workforce Deployment page

Creating a Checklist Template

1. Expand these task lists: Define Workforce Business Processes and Events - Define Checklists.

2. In the Manage Checklist Template row, click Go to Task. Location: Manage Checklist Templates page

3. On the Search Results section toolbar, click Create.

Location: Create Checklist Template page

4. In the Name field. enter XX New Hire Checklist.

5. In the Category list, select On Boarding.

6. On the Tasks section toolbar, click the Create icon. button

Location: Create Task window

7. In the Name field, enter XX Create E-mail Account.

8. In the Required field, select Yes.

Note: Create E-mail Account is a required task.

9. In the Target Duration field, enter 5.

10. In the UOM field, select Days.

11. In the Responsibility Type field, select Human resources representative.

12. Click OK.


13. In the Tasks section, click Create.



Location: Create Task window

14. In the Name field, enter XX Issue Meal Vouchers.

15. In the Target Duration field, enter 2.

16. In the UOM field, select Weeks.

17. In the Eligibility Profile field, select XX Applications Department.

Note: You must associate this task with the eligibility profile XX Applications Department, which you created earlier.

18. In the Responsibility Type field, select Human resources representative.

19. Click OK.


20. Click Submit.

Location: Warning dialog box

21. Click Yes.

Location: Confirmation dialog box

22. Click OK.

Location: Manage Checklist Templates page

23. Click Done.


24. In the Manage Checklist Templates task row, click the Status icon button.

Location: Edit Status dialog box

25. In the Status field, select Completed.



At this point, you should have created a checklist template.



Checklist Template Allocation

An allocated checklist is a specific instance of the checklist template; it contains the tasks relevant to the person to whom the checklist is allocated (either manually or automatically). During allocation, performers are assigned to the tasks based on the responsibility types specified in the checklist template and notified of the assignment. Task owner, generally synonymous with a manager, is the person responsible for ensuring task completion. Only task owners and performers can view and update checklist tasks. You can, however, designate workers as owners or performers if you want workers to track the progress of their tasks or perform the task actions.



Defining Checklists Review Question 1

An allocated checklist contains all the tasks from the checklist template.

1. True 2. False




To allocate a checklist to persons automatically, what must you link the checklist template to?




Where can managers create and maintain tasks?




Workers can view and update checklist tasks allocated to them.

1. True 2. False



All Defining Checklists Review Questions and Answers

An allocated checklist contains all the tasks from the checklist template. False To allocate a checklist to persons automatically, what must you link the checklist template to? Action Where can managers create and maintain tasks?

Allocated Checklists Workers can view and update checklist tasks allocated to them. False



Actions and Action Reasons

Overview

Actions track changes to Human Capital Management (HCM) records, for example, changes to employment and assignment records. When you create or update these records, the action identifies the cause of the creation or change. Actions and Action Reasons

Actions categorize the type of change. For example, each predefined termination action is associated with a termination type (either voluntary or involuntary) to help categorize the termination.

Actions determine the business flow. For example, you can select from a list of employment-related actions, such as Assignment Change, Transfer, or Termination. The action you select determines the path you take through the employment flow.

You can optionally associate actions with reasons; the action and reason information can be used for analysis and reporting purposes. For example, predictions of voluntary termination are based on existing data from terminated work relationships, and the action details help here. Here is a screenshot of a worker's assignment history; the action details in the assignment history are particularly useful:



Action Types

Action type identifies the type of business process associated with the action and determines what happens when you select an action. If you are creating a new action, you must associate the action with any one of the predefined action types. For example, the Hire an Employee action type is associated with the Hire action by default. You could create an additional action Hire Part-time and associate it with the Hire an Employee action type. This causes your action to appear in the actions list on the Hire an Employee page. Users can then select the Hire Part-time action when hiring part time employees, instead of the predefined Hire action.



Instructor Note: Activity Timing

Approximate Activity Timing: 10 minutes .



Activity 1 Introduction: Creating an Action

Background Your organization requires a new action for hiring Part-time-time employees. Requirements

Use the bold text for the object names, replacing the XX with your initials, as indicated by your instructor.

You must have access to Oracle Fusion Application InFusion database or comparable training or test instance at your site, on which to complete this practice.

Activity Scope

1. Create an action XX Hire Part-time-time Employees and associate it with the Hire an Employee action type.

2. Associate the action with a new action reason XX HIRE PARTTIME REASON.



Activity 1: Creating an Action

In this activity, you create an action XX Hire Part-time-time employees and associate it with the Hire an Employee action type. Sign in as hcm_impl or hcm_impl1. Start Here Setup and Maintenance work area, Implementation Project: XX Workforce Deployment page These task lists are expanded: Workforce Deployment - Define Common HCM Configuration - Define Workforce Business Processes and Events

1. In the Manage Actions row, click Go to Task. Location: Manage Actions page

2. On the toolbar, click Add.

3. In the Action Code field, enter XX HIRE PARTTIME.

4. In the Action Name field, enter XX Hire Part-Time Employee.

5. In the Start Date field, enter 1/1/12.

6. In the Action Type field, select Hire an Employee.

Information

There is a predefined Hire action that is associated with the Hire an Employee action type. This selection associates your new action with the hire business flow. This also causes your action to appear in the Actions list on the Hire an Employee page.

7. Click Save.

8. On the Hire Part-Time Employee: Action Reasons section toolbar, click Add. Location: Warning window

9. Click Yes.

Location: Create Hire Part-Time Employee: Action Reasons window



10. In the Action Reason Code field, enter XX HIRE PARTTIME REASON.

11. In the Action Reason field, enter Hire Part-time-time employees.

12. In the Reason Start Date field, enter the current date.

13. Click OK. Location: Manage Actions page

14. Click Save.

Location: Warning dialog box

15. Click Yes.

Location: Confirmation dialog box

16. Click OK.

Location: Manage Actions page

17. Click Done. Location: Implementation Project: XX Workforce Deployment page

18. In the Manage Actions row, click the Status icon.



20. In the Manage Action Reasons row, click the Status icon.





At this point, you should have created an action and an action reason



Managing Workforce Predictions

Predictive Models Overview

Using the Manage HCM Predictive Models task, you can define and manage predictive models. Predefined models are available for the prediction of worker performance and voluntary termination:

Note: Workforce Predictions is not included within Global Human Resources, it is a separate product and requires a separate license.



Predictive Models

How are workforce predictions useful?

People are often the enterprise's greatest asset, and their loss can be expensive on many fronts. System predictions can make you aware of potential issues and their likely causes so that you can address them. For example, if an employee whose performance is predicted to be high is also identified as likely to leave voluntarily, you can consider changes to relevant factors, such as grade or location, to reduce the risk. What is the accuracy of the predictive models? The predictive models for both voluntary termination and performance are built using a subset (approximately 70%) of the available historical data. Oracle Data Mining (ODM) tests the accuracy of the models by making voluntary-termination and performance predictions for the remaining held-aside data (the 30% not used in building the predictive models). ODM then compares its predictions with actual outcomes. For performance predictions, the percentage accuracy of the predictive model is a measure of how closely the predicted values match the actual values. For voluntary-termination predictions, the accuracy is derived from the percentage of correct predictions made for all employees (both those who leave the enterprise and those who remain). How are the prediction calculated? To calculate predictions, the process Collect Data and Perform Data Mining for Predictive Analytics is invoked, which rebuilds the selected predictive models and makes predictions based on scores derived during the build process.



Managing Model Attributes

Voluntary-termination and performance predictions are based on specific attributes from a worker's personal, employment, absence, compensation, and talent management information, most of which are held at the assignment level:

For the complete list of attributes and their descriptions, see the help topic Predictive Attributes: Explained Managing Model Attributes

You can create new attributes based on fast formula functions, to include in the predefined predictive models. You can edit or delete any predictive attribute that you create; you cannot edit or delete predefined predictive attributes. You can also control which predefined and locally created predictive attributes appear in what-if analyses. Note: In cloud environments, you cannot create formula functions; therefore, you may not be able to create predictive attributes.



Calculating Predictions

Predictions of voluntary termination are based on existing data from all work relationships. The process that collects relevant data and generates the predictions is Collect Data and Perform Data Mining for Predictive Analytics, which uses Oracle Data Mining (ODM) and also predicts performance:

Note: The screenshot uses the old process name Process Worker Prediction Data

Mining The process has no default schedule. You are recommended to run the process weekly if the volume of relevant transactions in your enterprise (such as hires, terminations, and promotions) is high; otherwise, run the process at least monthly. Schedule the process at a time of low system activity to avoid performance impacts. You can perform



data collection either for the enterprise or for a specified manager assignment; however, the data-mining stage of the process is always performed on all of the latest available data. For detailed information about how voluntary termination is predicted, see the help topic Voluntary Termination: How It is Predicted.



Viewing Workforce Predictions

In the Manager Resources Dashboard, line managers can view predictions of high performance and voluntary termination for their direct and indirect reports, and perform what-if analyses. Predictions are also displayed for a person in the promotion process. Performance and Voluntary Termination Predictions - Graph View

Performance and Voluntary Termination Predictions - Tabular View



Managing Workforce Predictions Review Question 1

Predefined models are available for the prediction of _______________ and _____________.




Who can view the workforce predictions and where?




You can edit predefined predictive attributes.

1. True 2. False



All Managing Workforce Predictions Review Questions and Answers

Predefined models are available for the prediction of _______________ and _____________.

worker performance and voluntary termination Who can view the workforce predictions and where? In the Manager Resources Dashboard, line managers can view predictions of high performance and voluntary termination for their direct and indirect reports, and perform what-if analyses. Predictions are also displayed for a person in the promotion process. You can edit predefined predictive attributes.

False



Lesson Highlights

Define checklists Define Actions and Action Reasons Manage Predictive Models

18 define checklists, actions, and workforce predictions

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