As part of my job, I need to keep abreast of developments in Fusion Applications. Consequently, I do a lot of research into articles published by consultants, users and Oracle.
I recently came across a couple of useful articles published in Oracle's 'My Oracle Support' (the support site previously known as MetaLink). They relate to Role Based Access Control (RBAC), which underpins the security of all Fusion Applications.
Fusion Applications 'out of the box ' includes a reference implementation of
RBAC consisting of hundreds of Job Roles across its product families. Every Job Role comprises a series of privileges called Duty Roles. These Duty Roles grant access to Applications
functionality.
At the beginning of any Fusion Applications implementation, there will be a task to analyse the predefined Job Roles and map them to roles which are relevant to their own enterprise. Whilst Oracle recommends that the out of the box Roles are sufficient for most scenarios, as implementation consultants and customers become more familiar with the product, there will increasingly be a case for creating your own Roles and Privileges.
Oracle has recently released two spreadsheets showing the relationships between Roles, Duty Roles and Privileges; and a cross reference of top-level menus (on the navigator) to Duty Roles.
For in formation on these spreadsheets, see MOS articles 1460486.1 and 1459828.1
Back to the research.....
Sunday 26 August 2012
Wednesday 15 August 2012
Fusion Talent Management (Part 2)
I left the last post hanging half way through the Fusion Talent Management course I was delivering for Oracle University last week. So, what happened in the remainder of the course?
We left the fun bits to the end. By the 'fun' bits, I mean the Talent Review process. For anyone who hasn't seen the process, or the screens, it's a fantastic tool for managing meetings between HR professionals and senior managers at which an in depth analysis of the organization's talent is undertaken.
The screen is divided into regions.
The main region contains the 9-Box grid (or custom size if you want different). The population being reviewed is placed into the appropriate box.
There is a region for filters so you can dynamically alter the data on the screen according to selected subsets of the data.
There's also a neat 'holding area'. This is used to store people who have not yet been rated (and therefore can't be placed in the grid), or you can move people in and out of the grid to the holding area if you want to temporarily remove them from the review.
You can colour code the graphics, so for example you could select all male employees and colour them blue.
There is a drill down facility which allows you to see more data about the selected employee. The data you see if controlled by configuration.
The Talent Review page is simple to configure, but first you need to ask yourself (or your customer) some questions.
Do you use a standard set of rating models for performance, potential, risk of loss, impact of loss, and talent score? If you do, a single template will be OK.
If you have different box chart requirements, or if you have different rules for the analysys of equal opportunity information (e.g. age, gender, etc.), or if you use different rating models then you may need more than one template. Either way, the configuration is straightforward.
The basic setup is as follows:
Create a template and select the basic design and layout.
Choose the rating scales you want to use. Pick the Rating Models, Rating Categories and Talent Scores.
Configure the way the box chart will be organised (e.g. determine what the boxes will mean and how the rating scales will place people into those boxes).
Select the data population. Choose the filters that can be applied to the data, select the actions and analytics that can be made available in the review.
Now you are ready to create a specific version of the Template for the Talent Review meeting. You select the manager you are going to conduct the review with and then select the population for the review.
It's as simple as that! Obviously, there's a lot more behind the whole process, which uses the underlying Fusion HCM setup too. If you want to find out more, ask for details about our training courses.
We left the fun bits to the end. By the 'fun' bits, I mean the Talent Review process. For anyone who hasn't seen the process, or the screens, it's a fantastic tool for managing meetings between HR professionals and senior managers at which an in depth analysis of the organization's talent is undertaken.
 |
| Talent Review |
The main region contains the 9-Box grid (or custom size if you want different). The population being reviewed is placed into the appropriate box.
There is a region for filters so you can dynamically alter the data on the screen according to selected subsets of the data.
There's also a neat 'holding area'. This is used to store people who have not yet been rated (and therefore can't be placed in the grid), or you can move people in and out of the grid to the holding area if you want to temporarily remove them from the review.
You can colour code the graphics, so for example you could select all male employees and colour them blue.
There is a drill down facility which allows you to see more data about the selected employee. The data you see if controlled by configuration.
The Talent Review page is simple to configure, but first you need to ask yourself (or your customer) some questions.
Do you use a standard set of rating models for performance, potential, risk of loss, impact of loss, and talent score? If you do, a single template will be OK.
If you have different box chart requirements, or if you have different rules for the analysys of equal opportunity information (e.g. age, gender, etc.), or if you use different rating models then you may need more than one template. Either way, the configuration is straightforward.
The basic setup is as follows:
Create a template and select the basic design and layout.
Choose the rating scales you want to use. Pick the Rating Models, Rating Categories and Talent Scores.
Configure the way the box chart will be organised (e.g. determine what the boxes will mean and how the rating scales will place people into those boxes).
Select the data population. Choose the filters that can be applied to the data, select the actions and analytics that can be made available in the review.
Now you are ready to create a specific version of the Template for the Talent Review meeting. You select the manager you are going to conduct the review with and then select the population for the review.
It's as simple as that! Obviously, there's a lot more behind the whole process, which uses the underlying Fusion HCM setup too. If you want to find out more, ask for details about our training courses.
Tuesday 7 August 2012
Fusion Talent Management (Part 1)
This week, I've been delivering a training course on Fusion Talent Management for Oracle University. It's the first time the course has been run outside the US, so it was a fairly daunting task!
The good thing about training people in Fusion Apps is the way the system itself is greeted. Invariably, people find the User Interface so much more appealing than the rather old fashioned EBS they were probably used to, and the new functionality and scope of the application is exciting to explore.
This course has been no exception. Lots of discussion on how the new application works, what's good and what's not so good, and an eagerness from the students to test drive the new toy.
Tomorrow is the last day, and we've saved the best bits until last... Talent Reviews. More on this later.
The good thing about training people in Fusion Apps is the way the system itself is greeted. Invariably, people find the User Interface so much more appealing than the rather old fashioned EBS they were probably used to, and the new functionality and scope of the application is exciting to explore.
This course has been no exception. Lots of discussion on how the new application works, what's good and what's not so good, and an eagerness from the students to test drive the new toy.
Tomorrow is the last day, and we've saved the best bits until last... Talent Reviews. More on this later.
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