Oracle HRMS's job definition functions can contribute to the efficient management of your business and, where required, help you satisfy statutory reporting requirements. A fully specified job enables you to:
Select the best candidate for a role.
Position the job within your industry using standard job evaluation schemes and industry salary surveys.
Specify privileges or authorities attached to the role.
When you define a job in Oracle HRMS, you can specify:
The competencies the worker must have. You can copy into the job definition competencies you defined as essential for your enterprise, and you can copy the competencies required for a job to the competence profile of the worker. Thus, you can describe competencies consistently at the business, job, and person levels.
The grades of potential workers.
Work choices, such as work locations and work schedules, that are suitable or acceptable for the job.
Having specified the job requirements (and also recorded the competencies and work preferences of individual applicants and employees), you can use Oracle HRMS's suitability matching functions to identify candidates for roles and roles for candidates.
Enterprises usually need to assess key activities of their organization, such as job evaluation and salary setting, in relation to industry standards. Accordingly, Oracle HRMS enables you to:
Record job evaluation scores. For a particular job, you select an appropriate job evaluation system and record the job's score.
Compare the salary for a particular job in your enterprise with those for comparable roles in the industry.
Specify whether a job is a benchmark job or relates to one. A benchmark job is one that represents multiple similar jobs in reports and salary surveys.
You can define all roles in an enterprise as jobs. Such roles include those associated with the main business of the enterprise, such as sales manager or clerk, as well as those considered supplementary, such as fire warden or safety representative.
Oracle HRMS organizes jobs into job groups. (Some statutory reports require job group as an input value.) For each business group, there is a default job group to which standard HRMS jobs must belong. Supplementary roles, however, must not belong to the default job group. You can define additional job groups for these supplementary roles and for use in Oracle Projects. Job groups you define can apply globally or within a single business group.
You use the Job window to define jobs, the skills that jobholders require, and the grades to which they can be assigned. You can also enter job evaluation scores, if you have set up a job evaluation system.
You can also enter supplementary roles in the Job window. You can record information about any roles an employee holds which are not part of the employee's contract; for example, fire warden or health and safety representative.
If you intend loading historic assignment details into Oracle HRMS, make sure you enter valid start dates for your jobs. You cannot assign an employee to a job before the start date of the job.
Tip: Consider using a fixed date as a default for your initial setup, for example, 01-JAN-1901. This simplifies your data entry.
To define a job:
Enter a start date early enough to handle any historical information you want to enter.
Select the required job group. This defaults to the Default HR Job Group for your Business Group and should not be changed unless you want to enter a job that describes a supplementary role to a person's normal employment, such as a fire warden or health and safety representative, or you are setting up a job to be used in Oracle Projects.
Only jobs entered in the Default HR Job Group will be available in other windows in Oracle HRMS such as Position, Competencies, or Assignment. The only windows within Oracle HRMS that can access jobs outside of the Default HR Job Group are the Supplementary Roles window and the Elections window.
Enter a unique name for the job. If there is at least one enabled segment in the Job Name flexfield, a window opens when you enter the Name field. You must enter a unique combination of segments in this window.
The flexfield that opens is dependent on the Job Group you have selected.
Enter a numerical approval authority value to define an approval level for incumbents of this job. This value is used by Oracle Approvals Management to determine whether a person has sufficient authority to approve a transaction.
Indicate whether the job carries any additional employment rights or is a benchmark job. A benchmark job is one that can be used to represent a number of jobs in reports such as salary surveys.
Save your work and do not complete any further steps, if you are entering a supplementary role.
Select a benchmark job, if required.
Click the Further Information field to enter additional Hungarian-specific information.
Select the statutory job classification.
Select the FEOR (Code of Unified Classification of Hungarian Professions ) number that classifies this job.
Specify if the employee performing this job may be eligible for the following additional statutory leave:
Additional Health Holiday - for employees who work underground or are exposed to radiation.
Additional Workplace Holiday - for employees who regularly work on public holidays.
You can use this information in accrual plans to determine an employee's additional holiday entitlement.
Save the job. You can now enter further information for the job you have defined. Note that you can only enter some types of further information, such as valid grades or work choices, for jobs defined in the Default HR Job Group.
Choose the Evaluation button to enter evaluation information and an overall evaluation score for the job.
See: Entering Evaluation Information, Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide
If you use suitability matching, then enter your competencies using the Competence Requirements window.
See: Defining Competence Requirements, Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide
Choose the Requirements button to enter job requirements, such as required qualifications or valid experience, to help you match people to roles.
See: Entering Job and Position Requirements, Oracle HRMS Enterprise and Workforce Management Guide
Choose the Valid Grades button to enter the grades to which jobholders can be assigned.
See: Entering Valid Grades for Jobs or Positions, Oracle HRMS Enterprise and Workforce Management Guide
Choose the Work Choices button to enter work choices relevant to the job.
See: Entering Work Choices for a Job or Position, Oracle HRMS Enterprise and Workforce Management Guide
Choose the Survey Mapping button to link salary survey lines to your job.
See: Mapping Salary Survey Lines, Oracle HRMS Compensation and Benefits Management Guide
Choose the Extra Information button to enter job categories for the job. You can link as many categories as you need to a job.
Note: If you have Oracle Projects installed, you can enter further information in the Extra Job Information flexfield.
See: Implementing Resource Utilization, Project Resource Management Implementation and Administration Guide.
You can investigate the job categories in your enterprise using HRMS Intelligence.
Enter any additional types of job information for your enterprise.
Note: You can only access job categories and other types of Extra Information if your system administrator has set them up for your responsibility.