Core HRMS Interview Questions 2

Difference between Value Sets and Look Ups

Difference 1

Value sets can be attached to parameters of a concurrent program, whereas Lookups can't.

Difference 2

Certain types of Lookups are maintainable by the users too, for example HR Users will maintain "Ethnic Minority" lookups. Value Sets are almost never maintained by end users, with the exception of GL Flexfield codes. Value sets are usually maintained by System Administrators.

Difference 3

Value sets can contain values that are a result of an SQL Statement.

Hence it is possible to make Value Set list of values dynamic.

On the contrary, Lookup Codes are Static list of values.

What are Look Ups

A LOOKUP is a specific list of values which can be set by a user. LOOKUPS have a 'type' and are either:

Access levels of Lookups and differences

· USER (where the user can add/amend/delete items)

· EXTENSIBLE (where the user can add or amend his own items, but cannot change any of the 'seeded' values)

· SYSTEM (where the user cannot do anything to the 'seeded' values)

LOOKUPs are used directly by forms in the system.

Global HRMS Manager > Other Definitions > Application Utilities Lookups.

Number of segments and attributes at flexfield’s

KFF	DFF
Segments	Attributes
30	20

What is a Business Group

A BG is the largest unit representing the enterprise as a whole. A BG is the highest level of the structure and is an organization that represents the consolidated enterprise, a major division, or an operation company and has no accounting impact.

Represent a legislative grouping (typically a country where the enterprise has a fair number of employees).
Serves as a container for the organizations in the enterprise.
    Enable grouping and managing data in accordance with the legislative rules and reporting requirement of a single country.

Difference between Job and Position

Job is general one, whereas Position is specific term to its role and responsibilities.

JOB: MANAGER (generic term), SOFTWARE DEVELOPER

POSITION:  Finance Manager, HR Manager, Junior SOFTWARE ENGINEER, (this is position which is specific to the role to be played.

How to create EIT and SIT

SIT

Switch Responsibility to ‘Human Resources, Vision Enterprises’

Double click on ‘Security’

Click on ‘Information Types’

Create your own ‘Information Types’ under your ‘Responsibility Name’.

EIT

Switch Responsibility to ‘Human Resources, Vision Enterprises’

Double click on ‘Other Definitions’

Click on ‘Special Information Types’

Difference between FTE (Future Time Equivalent) and Headcount

Head count is the number of physical people, human bodies for a given position.

FTE- Full Time Equivalent is the number of hours spent per week for a given position.

Eg: 1 fte, 2 head count means one full time position where 2 different people work in. if a week is 40 hours, then you have for example Mr X doing 20 hours on that position, and Misses Y an other 20 hours.

Full-time equivalent (FTE) is a way to measure a worker's involvement in a project, or a student's enrollment at an educational institution. An FTE of 1.0 means that the person is equivalent to a full-time worker, while an FTE of 0.5 signals that the worker is only half-time.

Can we delete the employee record

Yes we can delete the employee record

People >> Delete Personal Records

What are the important profile options required to set while implementing Core HR

HR:User Type = HR User

This is necessary to allow the Inventory responsibility to complete the organization setup. Setting the profile to a value of 'User' as opposed to 'Payroll & User' will restrict the Inventory user from accessing any Payroll information if Oracle Payroll is installed.

HR: Business Group = {the users Business Group name}

This points the responsibility to the appropriate Business Group. When multiple Business Groups are defined, you must associate each responsibility with one and only one Business Group. A responsibility cannot see organization data from more than one Business Group.

MO: Operating Unit = {the users Operating Unit name}

Used primarily in a multiorg environment. This points the responsibility to the appropriate Operating Unit. Set the site level to the desired default operating unit. If there is more than 1 Operating Unit Defined, this profile option must be set at the responsibility level for each responsibility.

What is Date Tracking and what are the options available at date tracking when changing a record

1) It is used to maintain the record history by creating a new record when the date track mode is UPDATE and override on the existing record when the Data track mode is CORRECTION.

2) The value of the Data Track record depends on the date.

3) Tables ending with _F are date track tables.

4) To control data tracked rows, every Date Track table must include Effective_start_date & Effective_end_date.

5) The Effective_Start_Date indicates when the record inserted.

6) The Effective_End_Date indicates when the record updated or deleted.

What are 2 modes of date track in Oracle APPS?

There are two Date Track modes are as follow:

·         Update

·         Correction

Difference between correction/update

·         If you choose Update, Oracle HRMS changes the record as from your effective date, but preserves the previous information.

·         If you choose Correction, Oracle HRMS overrides the previous information with your new changes. The start and end dates of the snapshot you have corrected remain the same.

Why Job group?

Job groups allow you to (as you say) set up a different Key Flex for the job name.

This is useful for secondary jobs (like Fire Marshal etc.)

A Job Group enables you to group jobs for specific purposes. You can:

* Specify job groups for project billing rates and for transfer price calculation purposes.

* Associate a Billing Job Group with each project for rate determination and invoice line formatting.

An HR Job Group is automatically seeded for each business group. All jobs defined in that business group are automatically in the HR job group. You can create additional job groups for project purposes, and associate any job within the same business group with the new job groups.

How many responsibilities can we set to a user?

We can set up many responsibilities a user

What is a responsibility?

In an Oracle environment, a responsibility is a defined user right, similar to the word privilege in some other settings. Responsibilities are generally set by the system administrator, and typically specify: what applications a user may access; what transactions a user may perform; and what data the user may perform the transaction on. In her book Oracle E-Business Suite 11i: Implementing core financial applications, Susan Foster explains: "For example, the accounting manager may have full access to Oracle General Ledger, while the accounting clerk may only have access to the Oracle General Ledger journal entry transactions."

What is a Menu

A menu is a hierarchical arrangement of application functions (forms) that displays in the Navigate window. Menus can also point to non-form functions (subfunctions) that do not display in the Navigate window, but that define the range of application functionality available for a responsibility. Each responsibility is associated with a menu.

What is a Function

A function is a part of an application’s functionality that is registered under a unique name for the purpose of assigning it to, or excluding it from, a responsibility.

Types of positions and difference between position types

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