Positions and Types of positions

Positions are used to define employee roles within Oracle Human Resources.position is a specific occurrence of one job, fixed within one organization,Positions are independent of the employees

A position will need to be defined for every unique combination of:

• Job
• Organization
• Reporting To Position Hierarchy
• Valid Grades (Valid Grades to which incumbents are assigned)
• Position Requirements (Required qualifications or valid experience)
• Position Evaluation (Evaluation information and overall evaluation score for the Position)
• Position Key Flex Field (Name Field components, such as Position Title, Position ID or other client defined keys)
• Position Successor
• Probation Periods (To define the length of the Probation Period for incumbents holding this position)
Advantages:
• Position definition with no override attributes, ensures derivation from the position.  It is more accurate because the definition focuses on the position and is not affected by the employee in the position
• Position attributes change less often than employee movement.  When the position attributes change, the system automatically updates incumbent records with the new value. 

Types of Positions

Pooled:  This approach is very good for organizations where groups of people are doing the same work (many employees assigned to one position), have the same reporting relationship (predominate in manufacturing and transportation industries).  This approach allows multiple people to occupy a single position that has the same attributes and reporting relationship.

Shared: This approach supports the ability to assign employees to several part-time positions.  This approach is becoming more common.  In some companies, an employee works part-time (20 hours) in one department and then part-time in another department.  In essence the company divides the employee and distributes the cost across the two departments.  The company benefits from only having to pay benefits to one person.

Single Incumbent: This approach is usually used for positions, which are managerial or at least static.  This approach is usually needed for those positions, which will have spending authority levels, and defined succession planning.  This approach assumes on position per person