HRMS and PAYROLL Key Flexfields - Part I

In this document I will try to propose a possible way to configure the KFF’s one by one of HRMS & Payroll. One should keep in mind that this is not something carved in stone and the design should be finalized only after thorough study of business and understanding of client’s requirement is done.

Human Resources

1. Grade Flexfield

2. Job Flexfield

3. Position Flexfield

4. Competence Flexfield (used in Career Management).

5. CAGR Flexfield (Collected Agreement KFF)

6. Personal Analysis Flexfield

7. Soft Coded KeyFlexfield

Payroll

8. People Group Flexfield

9. Cost Allocation Flexfield

10. Bank Details KeyFlexField (used in Payment Method)

Grade KFF

You use grades to compare roles in an organization. Grades represent relative levels of management or seniority in an enterprise.

Oracle HRMS enables you to use grades to record the relative status of employee assignments and to determine compensation and benefits, such as salary, overtime rates, and company car. You can define grades to distinguish different staff groups such as Management, Administrative, Technical, etc.

Using Oracle HRMS, you can define your grade structure and represent the various compensation levels within a grade

Suggested Segments

1        Grade Type/Code (Value list)

2        Grade Name (Value list).

Job KFF

You can define either a simple or a complex job key flexfield structure. Individual jobs can be a combination of segment values. For example, a job can be a one or two segment name, like Manager, Manager.Senior, Consultant, Consultant.1, etc. This is typical if you use Jobs in your enterprise. Jobs are dated so that you can start and end definitions.

You extend the types of information you use to define a job by adding more segments. For example, the jobs you define can be Manual.A.1.ShiftB, Manual.A.2.ShiftA, Clerical.C.1. and Clerical.C.2. This is useful if you use Jobs as the primary roles in your enterprise. 

Suggested Segments

1        Main Group (Value list)

2        Sub-Group (dependant on Main Group) (Value list)

3        Detail Group (dependant on Sub-Group) (Value list)

Difference between Jobs and Positions

A simple distinction is to get people to think about whether the emphasis within their own enterprise is to manage people or posts. A simple question to help the decision-making process is to ask what happens when an employee is terminated. If a role continues to exist after the employee leaves, then think about Positions. If a role ceases or is re-evaluated when the employee leaves, then think about Jobs. Jobs are generic roles within a business group. They are independent of any single organization. For example, the jobs ‘Manager’ and ‘Consultant’ can be in many organizations. Position is a specific role, or function, that exists in one, and only one, organization. Positions show more management reporting detail than organizations alone. Position definition includes Job and Organization. Positions are typically used in Public Sector, Government, Education, Health, and any large enterprises to show management positions.

Position KFF

You use the Position key flexfield to define each position as a combination of segment values. The simplest option is one segment with no validation for ‘Title’. When deciding on the number of segments a flexfield has, it is usually better to set up a few small segments rather than one big segment. For example, if position includes name, region and code, you could define 2 or 3 segments. This gives users a greater choice in reporting using individual segments.

Positions are datetracked so that you can maintain a continuous record of changes. Every position in the enterprise is unique. If every region has a Vice President, you must set up a unique position name for each VP such as VP Sales North, where VP is the job definition for each position, Sales is the Position and North refers to the region. 

Suggested Segments

1        Position name (Value list)

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