Questions on Oracle HRMS

1. What components in HR need to be setup in order to utilize the Fill Employee hierarchy (Purchasing)? Answer The standard setup includes setting up an employee, position, and a position hierarchy. The fill employee will move to the next available position to become the approval position for Purchasing. In order to accomplish this, we need to have the employee created, assign him to a position, and ensure that a position hierarchy has been created so that it may move positions around as needed. 2. You are attempting to add a new organization, and upon entering the new organization name, you receive an error: FRM-40200: Field is protected against update. Answer Check the HR:Query Only Mode profile in sysadmin. Navigate to Sysadmin -> Profile -> System. Put appropriate values for Application (Oracle Human Resources) and Responsibility(whatever you use to access the HR system). c) In profile field, type in hr%. d) Click on Find. e) Find profile HR:Query Only Mode. Make sure all values in (b) are set to No. a) b) 3. You are running the Government mandated reports and they do not work. You want to know how to get the hierarchy structures to work. Answer Read the chapter on Government mandated reports thoroughly. The most common problem with the setups of these reports is the Classification Name. You must follow the rules for the reports exactly. The purpose of several of these reports is to measure the extent to which various identifiable groups of people are obtaining and advancing in employment. In order to do this, you must issue separate reporting for each GRE in your Business Group. For reporting purposes, an establishment may be a single physical location, or several places within the same locality. To represents these establishments, you give the organization the classification of Reporting Establishment. An establishment serving as the headquarters also gets the classification of Corporate Headquarters. An establishment Hierarchy should also be setup as well. 4. You are trying to create a new Organization during initial setup (multi-org). You navigate to Work Structure -> Organization -> Description And get the following error: APP-PAY-07908: HR ERROR; in PAYWSDOR,trigger WHEN-NEW-FORM-INSTANCE, step 1. SYSTEM ERROR: Form PAYWSDOR Trigger

WHEN-NEW-FORM-INSTANCE, step 1. (PROCEDURE = perwsdor_init) This happens after you had already created some organizations (Business Group) and used that BG to create a Chart of Accounts and Set of Books, etc. Answer You must remove the Business Group name from the profile (HR: Data Migrator Business Group Lockout) and save. After that you can go to the Organization form and create a new organization. 5. Trying to update Business Group information to change job and position flexfields. Can this be done? If not, how do you attach all employees to the new business unit you will need to create? Answer This is a consulting issue and not one that can be resolved by simply changing the business group id in an API. Please call Oracle Consulting for further assistance.

6. You create a new organization which has the classification of "Business Group." Then you proceed to create other organizations, jobs, and positions with the assumption that these new entities would be associated with the newly created Business Group. This does not happen - these new records are attached to the old Business Group. You want to know why this happened. Answer When a new Business Group is created and you wish to associate subsequent records to it, you MUST change the HR:Business Group profile option for the responsibility you are using (or create a new responsibility to point to the correct Business Group). To change the profile option: Log in as System Administrator Navigate to Profile -> System Click on the Responsibility box and enter your responsibility name In Profile field, enter HR:Bu% Click Find Click in Responsibility column for HR:Business Group and select list of values - here you can select your new business group Once changed, everything you create that is associated to a business group will now use the newly assigned value. 7. You are in the Position Hierarchy and query a position, you place your cursor in the position box, click the down box, and get an error message "Warning, the position you chose is not currently in effect." Click OK and it shows the subordinates correctly. Answer The From Date needs to be set for the hierarchy to a date after the Start Date of any position that is to be included in the hierarchy.

8. You have an organization defined as a Reporting Establishment and want to know if you this classification can be used in the GL Rollup. Answer The Reporting Establishment classification is used only by the HR Responsibility. It is designed to be used for Government mandated reports. It cannot be used for GL Rollup.

QUESTIONS & ANSWERS on ADDRESS 1) Why can t I use the GENERIC address style? It isn t in the list of values? The GENERIC address style is no longer supported even though it is a structure in the Personal Address Information descriptive flexfield. 2) How do I default an address style? The address style will be defaulted based on your business group s legislation. You can override this default on the Personal Address Information descriptive flexfield. 3) Is it possible to have each organization s country address style defaulted? Example: if you have 25 organizations in 25 different countries, how can you default an address style based on the organization? The defaulting of address styles is based on your legislation. So if you are an HR shared customer using the Setup Business Group, this is most likely using US legislation. The address style which will be defaulted in this case will be the United States International. There isn t a mechanism to automatically default the address style of an organization unless the organization is a business group. 4) Are addresses datetracked? No. Addresses are not datetracked. They are date effective. 5) Are there any API s available to load address data? Yes. Use the hr_person_address_api to load or update address records. Package filename is peaddapi.pkb. 6) How do HR only installations enable address validation? You will need to obtain a Vertex license and install the North American Address Patch. You will also need to use the North American Address form PERACADR. 7) Is it possible to make a GENERIC address style used in the Define Location window?

No. The address styles used are based on territory codes in FND_TERRITORIES. And GENERIC is not a territory code. 8) What are the available address reports? There are 2 seeded address reports: Invalid Address Report Update Tax Records After Location Address Change Questions on CWB 1) What are the licensing requirements for Compensation Workbench? A: If you purchased a Self-Service HR license prior to June 18th, 2007 and have a core HR license, you may use Compensation Workbench. The purchase of a Self-Service HR license on or after June 18th, 2007 does not permit the use of Compensation Workbench. A separate Compensation Workbench license made available on June 18th, 2007, in addition to a Core HR license, must be purchased to use the product. A Self-Service HR license is not required to use the product if you purchased a Compensation Workbench license. Purchasing a Compensation Workbench license also allows the use of Total Compensation Statement. 2): Where can I find more information about Compensation Workbench? A: Overview, setup, and processing information for CWB can be found in Online Help. Additional information can be found on Metalink such as whitepapers, viewlets, and functional setup documents. Transfer of Information presentations are available from Oracle University (internal) or the OPN (partners). 3): We need to award salary increases and bonuses using a single budget. For example, if I have a budget of $100,000 and I give a $5000 bonus to someone, then I only have $95,000 left to allocate for other salary increases or bonuses. Is this possible? A: You can set up a single group plan that enables you to award different types of compensation such as salary increases, bonuses, and stock options using a single budget amount. 4): We have employees in multiple countries and in different business groups who are eligible for the same compensation plan. Employees are paid in different currencies. Is it possible to set up a single plan in which all these employees can receive compensation using a single budget amount? A: You can set up a single group plan through which employees in different business groups can receive compensation. You set up separate local plans for each currency in which employees are paid. You can also budget and award compensation in a corporate currency defined for the group plan or in the local currency of each employee. 5): What is the difference between a 'group' plan/option and a 'local' plan/option? Are 'group' plan and a 'global' the same thing? A: 'Group' and 'local' plan terminology was introduced with HRMS Family Pack J. 'Group' and 'global' can be used interchangeably.

A group plan groups together local plans, uses a single budget, and defines the common corporate currency of all local plans associated with it. A local plan is linked to a group plan. A local plan without a designated group plan acts as its own group plan. Local plans have their own defined currency, do not have budgets, and may be in the same or different business group than the group plan.

A group option is the child of a group plan and is used for global component or global combination plans. Budgets may be maintained at the group option level. Options defined for a group plan are displayed on the same worksheet within Compensation Workbench. Group options may also be referred to as group components. A local option is a child of a group option and may optionally be the child of a local plan. All rates, except budget rates, may be defined at the local option level. Eligibility may also be defined at this level. Local options may also be referred to as local components.

6): What are the different ways that I can set up a CWB plan? A: Basic Plan - Groups together local plans of the same plan type. Local plans may be in the same or different business group and have the same or different currency than the global plan. Each local plan may have the same or different currency. For example, a global basic plan structure might be defined for a global salary increase plan whose currency is USD and includes local plans for the US, the UK and CA, each defined in its local currency. Using this plan structure, the budget would be set at the global plan level and would then get distributed between each local plan in its local currency. 1. Component Plan - allows for plans that also use components. For global component plans, local plans may be in the same or different business group and may have the same or different currency than the global plan. Each local plan may have the same or different currency. Global and local plans and global and local options (components) must all be of the same plan type. A component plan may have up to four options (components) that are of the same compensation type. For example, a global salary increase plan whose currency is USD may include local plans for the US, the UK and CA each defined in its own local currency, and may also be based on 2 different components, e.g. cost of living and performance. Using this plan structure, the budget would be set at the global plan level and would then get distributed between each local plan in its local currency. Managers would then allocate compensation between each component. For stand-alone component plans, the global and local plan and all components (up to four) must be in the same business group, use the same currency, and be of the same plan type. 2. Combination Plan - Combining the global basic and global component plan structures, a global combination plan structure enables budgets to be issued for plans in multiple business groups and currencies and comprising different types of compensation. Global and local plans and global and local options may be of different plan types. This structure enables different types of compensation to be allocated at the same time and on a single worksheet. A plan may have up to four components whether they are the same or different compensation types. For example, a global focal review plan whose currency is USD may include local plans for the US, UK and CA each defined in its own local currency, and may also include global and local components for salary increases,

bonuses, and stock option awards. For each global component, separate budgets are issued that are then dispersed between the components at the local level. A stand-alone combination plan enables a single budget to be issued across different plan types within the same business group, all using the same currency. For example, in a US business group, a budget in US Dollars may be issued for a focal review plan that includes salary increase, bonuses, and stock option awards all in US Dollars. Each of the above plan structures can also be set up as standalone plans. A single plan acts as the global and local plan and a single type of compensation is awarded within a single business group.

Questions on Grades
1).Why can points above the ceiling can be entered via the Grade Step Placement screen? If you are using 'Increment Progression Points', the process will not increment the placement to a point above the ceiling step for that Grade Scale. However it is possible to enter points above the ceiling on the screen. This allows for individual special circumstances. 2)I changed the value of my grade step but the salary admin element record and element entry weren't updated. If you are holding salary values as a scale rate, you should not also enter them in a salary element using Salary Administration. Instead you view an employee's salary in the Grade Step Placement window, and change it by incrementing the grade step placement of the assignment. Such increments, or changes to the scale rate, would not affect salary element entries for employees. You would have to update these entries separately. Oracle recommends that customers use scale rates for employees whose salaries are determined by their grade step placement and Salary Administration for employees for whom you determine salary on an individual basis. 3)The increment frequency is defined on the pay scale but no increments are made. It is there for information only. Increments are made manually or by running the Increment Progression Points concurrent process. 4)Why does GSP require Grade Approval when the grade ladder is setup as Manual Posting Style and Yes to Use Workflow? With manager's approval in the workflow, the first approval becomes an unnecessary additional mechanical step. How does one get rid of or skip this step?

When the grade ladder is setup as Manual Posting Style then approval from the Progression Approval page is necessary and this cannot be skipped. 5)How can an eligibility profile be deleted from a grade? The data is collapsed in the Progression Rules screen in the Ladder Wizard. You can uncollapse it by clicking on the '+' in the Name column. Once the full data is displayed the Remove icon becomes available.

6).When creating grade steps, the LOV on the Point field is missing some points. In the Pay Scale screen the points are visible so why are they not in this LOV? If the points have been used in a grade step that was ended before your session date they will not be available to use again and so not in this LOV. You will have to remove the end date from the old grade steps. 7).The grade ladder posting style is Manual, workflow option has been enabled and the employee has a supervisor, but the manager is not receiving a notification when a proposed progression is awaiting approval. The Progression Approval page is used to confirm the grade/step changes and then the 'Process Employees Progressed Manually' process should be run. Then workflow kicks in and starts the workflow approval process. 8).How can salary be increased either by a fixed amount or by a percentage? When updating rate values in a ladder it is possible to do a mass update. In the Rates task, click on the Update icon for either 'Update Default Salary Rate' or 'Update Criteria Salary Rate'. Select your effective date and press the 'Update Default/Criteria Salary Rate' button. Under the title 'Update Default/Criteria Step Rate' is a collapsable link called 'Show Mass Update'. Here you can select to increase or decrease every rate by an amount or a percentage. You will then need to run the Recalculate Participation Values Grade/Step Progression Process to pull the changes through to the employees' salaries. 9). How do I get to the form for setting up the Grade Step Progression ladder? Answer Navigation to the form is as follows: HR Responsibility > Total Compensation > Programs and Plans > Plan Design Wizard If presented with options, select Grade Step Ladder. ========================================================================= 10. I already have grades defined. Why don't they show up in the Grade Ladder list of values? Answer In order for grade names to appear for the grade ladder, they must have a short name defined. This was not previously a requirement so many grades are defined without short names. Check to ensure that the grades defined have short names included. Navigate: HR Responsibility > Workstructures > Grade > Description ========================================================================= 11). Does putting an employee on a grade step ladder automatically place the employee on a grade step? In other words, can the grade step progression process be used to place

an employee on their initial grade step? Answer The Grade Step Progression process is not designed to place an employee on their initial grade step. It is designed to determine what the next step is given the employees current step and if they are eligible to be moved to that step. In order to go through this process, the employee must have a grade/step to be evaluated by the process. Since that is the case, placing each employee on a grade/step is still a part of the implementation process. ========================================================================= 12. What is the name of the process that I run to execute the grade step progression? Answer -----The name of the process is Participation Process - Grade Step (BENGSMOD) ========================================================================= 13. Do I need to adjust my comp objects associated with the Grade Ladder through the Benefits forms? Answer No. All work done on the setup and maintenance of the Grade/Step Ladder should be done via the Plan Design Wizard, not the Benefits forms for Programs, Plans, Options, etc. ========================================================================= 14. How do I know if I am using the new Grade Step Progression/Grade Step Ladder process as opposed to the previous functionality of Point Progression? Answer There are two easy ways to tell if the new Grade Step Progression process has been implemented: 1) Check the employee assignment screen for the presence of a tab labeled Grade Ladder. This tab is specifically designed to associate the employee with a ladder defined through the Plan Design Wizard. If the tab is present and a value exists, then the new GSP process is in place. 2) Check the Plan Design Wizard screen to see if any Ladders have been defined. Navigate: HR Responsibility > Total Compensation > Programs and Plans > Plan Design Wizard ========================================================================= 15. Changes are not appearing on employee records when the approval for the grade step progression is set to manual. Why? Answer When the progression method is set to manual rather than automatic, the follow steps need to occur: - Run the Participation Process: Grade Step - Navigate to Work Structures/Grade/Progression Approval - Select the employee's record and approved it.

- Run the concurrent process Process Employees Progress Manually Changes will now appear for the employee. ========================================================================= 16. How do I trace processing behind the Plan Design Wizard form when it is creating a Grade Ladder? Answer Please see Note 283820.1. ========================================================================= 17. Do I have to create Person Changes associated with the Grade Step Progression Life Event? Answer No. It is not necessary to create Person Changes associated with the Grade Step Progression Life Event. ========================================================================= 18. Which support team handles Grade Step Progression (GSP) issues? Answer Grade Step Progression issues are currently handled by the support team responsible for Oracle Human Resources since the functionality is related to Salary Administration/ Total Compensation. The model that it is built on is the Total Comp model which is most often associated with Benefits code. Lastly, the code is actually written by the Public Sector Human Resources team (product code 210) and if a bug needs to be logged, it should most likely be logged under product 210. Questions on PTO 1)Where can I find information on how to define my PTO plan? Information on accrual plans, accrual elements, enrolling participants, viewing absence information and absence types can be found in Chapter 4 of Oracle Human Resources Management Systems Compensation and Benefits Management Guide (UK) Release 11i Part No. B15579-01. The guide includes tips and general setup guides. Examples of Formulas can also be found in this document. For other legislation Part No. please see 11i (11.5.10.2) Documentation Library available via My Oracle Support > Knowledge > Knowledge Browser > Online Documentation > Applications > Oracle Applications 11.5.10.2+ Online Documentation Library (or your release) > Human Resources > Oracle HRMS Compensation and Benefits Management Guide (Your Legislation) (zipped) For other latest versions Part No. please see R12 (12.1.2) Documentation Library available via My Oracle Support > Knowledge > Knowledge Browser > Online Documentation > Applications > Oracle E-Business Suite Online Documentation Library Release 12.1.2 (or your release) > Human Resources > Oracle HRMS Compensation and Benefits Management Guide (Your Legislation) (zipped)

2. What flexibility is there when defining a PTO accrual plan in Oracle HRMS? Oracle HRMS provides you with the flexibility to define your own plan rules. Examples are: * The length of the accrual term (often one year), and the start date, which may be fixed (such as 1 January) or vary by employee (such as the anniversary of the employee's hire date). Some plans have no start date, but always calculate accruals for the previous 12 months (or other length of time). * The frequency of accrual, such as monthly, or once each pay period. In other plans, employees receive their full entitlement up front, at the beginning of the accrual term. * The amount of accrual and any ceiling on the amount that can be held. These figures may be fixed or vary by length of service, grade, time worked, or other factors. * What happens to unused PTO at the end of the accrual term? * Rules for part time employees, and for employees with suspended assignments * Rules for new hires, including when they can begin accruing PTO and when they can begin use of accrued time. 3. How do absence types relate to PTO accrual plans? Each accrual plan is associated with one absence element (and hence one absence type). Each entry of time off reduces the net accrual on the plan. You can also associate any number of other elements with a plan and determine how entries to the element affect the accrual calculation. This is useful for recording time bought or sold, or unused PTO brought into a new plan on enrollment. 4. Can I define which types of absence I want to track and the units of time which are recorded? Yes. You can define as many types of absence as you require, and assign them to categories for ease of reporting. You can also define reasons for absence, to provide additional reporting information. For example, the category might be "family leave," the type might be "maternity," and the reason might be "birth." Each absence type can be recorded in days or hours. 5. What about STUDY LEAVE and OTHER ABSENCE TYPES that are not available to all employees? You can control which groups of staff are eligible to take absences of each type. Absences are recorded on element entries. By linking the element to organizations, jobs, grades, employment categories, or other assignment components, you control who can take each absence type.

6. How many absence types can I define when setting up a PTO Accrual Plan? In Oracle HRMS you can define as many absence types as you need to track employee time off, and you can group these types into categories and define absence reasons to provide further information for absence reporting. 7. What is the difference between Absence Type and Absence Category? An absence category is a group of related absence types. An example of this would be as follows; Medical Leave is an absence category with the following absence types Illness or Injury, Workrelated Injury, Work-related Illness, and Medical Appointment. 8. What is necessary to setup an Absence Type? Setting up an absence type is a two-step process. First, define the type entering the name, absence category and reason for the absence. Second, define an element to associate with the absence type. 9. How would you keep one total for several absence types? To hold a single running total of time taken for two or more absence types, you associate all the types with the same absence element. For example, your absence category Personal Leave may include two absence types you need for certain reporting purposes, Compassionate Leave and Personal Business. However, you require just one running total to be kept of employees' time taken for both types of personal leave. In this case you simply associate both absence types with the same absence element. 10. What are Accrual Bands and how do they impact Accrual Plans? Time off that plan participants can accrue increases with their length of service, or varies by job, grade, or number of hours worked. Accrual bands determine accrual amounts. In addition, these bands can determine ceiling and maximum carry over amounts. Ceiling rules, found in some vacation accrual plans, set a maximum accrual amount an employee can hold at any time. When a participant's accrual amount reaches the ceiling, no additional time accrues. Accruals begin again only after the participant uses some accrued time. In the PTO_PAYROLL_CALCULATION seeded formula, the accrual amount, ceiling and maximum permitted carry over depend on length of service bands. Alternatively, you can customize the formula to use bands based on other factors, such as grade, or a combination of factors, to determine the accrual amounts for your plans. 11. Where do you setup Length of Service Bands and why are they necessary? You set up length of service bands using the Accrual Bands window. For each band (such as 0 to 5 years of service), you can enter the accrual amount for the whole accrual term (such as an annual amount), an accrual ceiling, and the maximum permitted carry over.

12. When is the Length of Service calculated from and can it be overridden? In Oracle HRMS, the first day of the month of an employee's hire date is the default date from which his or her length of service is calculated for accrual purposes. For example, someone hired on 18 January 1997 completes one year of service on 1 January 1998, and someone hired on 31 December 1996 completes one year of service on 1 December 1997. For individual accrual plan participants, you can override the default date from which a plan starts its length of service calculations. This is useful for managing exceptional cases that arise when, for example, employees who already have accumulated periods of service in your enterprise transfer from one place to another. When enrolling the participant, enter the override date in the input value Continuous Service Date of the element representing the plan. 13. In release 11.5 and above, what elements are generated from the creation of the Accrual Plan? The system generates the following elements when you save a new accrual plan: * An element representing the plan and which has the same name as the plan. You use this element to enroll participants in the plan. * An element to hold participants' unused PTO that is available for carry over to the next year. * An element to hold residual PTO, that is, unused PTO not available for carry over under plan rules. The Carried Over and Residual elements have input values that automatically receive entries when you run the PTO Carry Over process: * Hours or Days (depending on the plan's units) * Effective Date * Expiry Date (on the Carry Over element), which is the date by which the employee must use the carried over time. Oracle HRMS automatically links these elements using the same link criteria that you created for the absence element associated with the plan. If you change the links for the absence element, you should also update the links for the three plan elements. 14. How do you enroll an employee into an Accrual Plan? You enroll an employee in an accrual plan by assigning the accrual plan element to the employee. You can only enroll employees who are eligible for the plan (that is, their assignments match the element's links). 15. In release 11.5 and above what are the recommended methods to enroll and record updates for an employee in a PTO Accrual Plan?

Batch Element Entry (BEE) and the Absence Detail window are the methods by which you can enter absences or accrued time taken for employees. You can also use OTL timecards to enter absence entries. 16. Where can you find out how much time an employee has accrued or taken in a given Accrual Plan? You can navigate to View > Employee > Accruals window to see, at any time, how much time an employee has accrued and used under an accrual plan. You cannot change the amount accrued using this window. The gross accrual is calculated by a formula that may, for example, vary the accrual according to length of service, grade, overtime or other factors. 17. When do you run the CarryOver Process? If your Accrual Plan allows for carry over of unused accrued time then, once each year (or other plan term), an employee's balance of unused accrued time must be cleared down for the new plan term. You run the PTO CarryOver process to clear down these balances and record both unused time available for carryover, and residual time unavailable for carryover. If you are granting PTO based on anniversary date then the PTO carryover process should be run on a nightly basis to capture all of the Anniversary Dates of Employees. Note: Some accrual plans are based on a rolling plan term. The CarryOver Process is not relevant to this type of plan. 18. What is Residual Time? Residual Time is the difference between accrual balance and the max carryover amount. Residual time is optional. 19. Is Oracle Payroll needed in order to utilize the full functionality of an Accrual Plan (PTO) set up in my Oracle HR only application? No, you do not need to have Oracle Payroll in order to use Accrual Plans. A fully licenced installation of Oracle Human Resources is required. The accruals are not triggered off of the processing of any payroll process. Accruals are triggered by dates and date ranges defined in your plan 20. PTO time taken has been processed through BEE (Batch Element Entry) without an effective_date. Therefore the Net Entitlement was not reduced. What can be done to have the PTO time taken recognized by the View Accruals? Update the effective date on the employee's Absence Detail form. Navigation: People> Enter & Maintain> Others> Absence. Add the date of absence information and save the data. 21. May fastformulas be used for PTO plans in an HR only application?

Yes, fastformulas may be used in an HR only instance. Yet the formulas are not processed the same as they are in the Payroll application. You can use Oracle FastFormula to edit the seeded Accrual type formulas, or to write your own. Each accrual plan needs two formulas: one to calculate gross accrual, and the other to return information to the PTO Carry Over process. You can optionally create a third formula if you want to use the Batch Element Entry (BEE) to make absence entries against accrual plans. This formula is called by BEE to check whether an employee is eligible to use accrued PTO. Questions on Flexfields 1)How many Key Flexfields are there in the HRMS Suite and what are they? 2) Which Key Flexfields are required for setup prior to configuration and use of the application? 3) Which Descriptive Flexfields are required for setup prior to configuration and use of the application? 4) What are value sets and are these required? 5) Can you control which values are entered on any segment? 6) Is there anything you have to do after you have completed setup and configuration of all your flexfields? 7) Should you check 'Allow Dynamic Inserts' on all HRMS flexfields? 8) After you have configured the structure, segments, value sets, etc, what should you do next to validate the flexfield structure? 9) Entering Assignment form gives error: APP-FND-00668: The data that defines the flexfield on this field may be inconsistent. Action: FDFRKS could not find the structure definition for the flexfield specified by Application = &APPL, Code = GRP and Structure number = 101 (APPID=801) 10) How do you know which descriptive flexfields are available on any form? 11) Can the same flexfield structure have a different set of segments? 12) Which table holds the data for each Key Flexfield structure? 13) Why aren't any of the key or descriptive flexfield windows opening when you click on them? 14) Is there a profile option or functionality to temporarily turn off flexfield validation? 15) You have defined your Job Key Flexfield structure and segments. When you navigate to Assignment form, the Job field has no list of values. Answers: There are 6 Key Flexfields in HRMS application. They are: A. Job B. Position C. Grade D. People Group E. Cost Allocation F. Personal Analysis 2) All Key Flexfields are required for setup.

3) No Descriptive Flexfields are required for setup. 4) Value Sets are a way to define a set of values which can be used to validate against segments of your flexfields. Value Sets can be shared by different segments of the same flexfield, or by segments of any other flexfield. You do not need to use value sets for validation. If no value sets are used, then users can enter any alphanumeric value up to 150 characters. 5) Yes. You can define cross validation rules in your value sets to control which combinations of values that can be selected or entered. 6) Yes. After you have completed the definition of a key flexfield, you need to run the Create Key Flexfield Database Items process concurrent process to generate Database Items for the individual segments of the Flexfield. This applies to your Job, Position, Grade and People Group Key Flexfields only. As with any concurrent process, this is run under the navigation of Process and Reports > Submit Processes and Reports. 7) Yes. If this is not checked, you will not be able to enter new records in the respective flexfield windows. 8) You should freeze and compile the flexfield. Check your compilation request under View > My Requests to ensure the compilation completed without error. 9) This error occurs because at least one segment hasn't been defined for the People Group flexfield. You will need to define at least one segment. If you do not need this 'dummy' segment, you can define the segment as 'Enabled' but leave 'Displayed' unchecked. 10) Enter into any HR form. From the menu, select Help > Diagnostics > Examine. For the Block field, click the list of values (LOV) and select value $DESCRIPTIVE_FLEXFIELD$. Now click on the LOV for the Field field. In this LOV, you will see all descriptive flexfields available on the form. Upon clicking any value here, this will populate the Value field with the full name of the descriptive flexfield. 11) Yes. These are context-sensitve segments. These appear only when a defined context exists. This can manually be where the user selects the context. Or it can be automatic by referencing another segment and its value. 12) The following are the flexfield/table relationships: Flexfield: Table: Job PER_JOB_DEFINITIONS Position PER_POSITION_DEFINITIONS Grade PER_GRADE_DEFINITIONS People Group PAY_PEOPLE_GROUPS Cost Allocation PAY_COST_ALLOCATION_KEYFLEX Personal Analysis PER_ANALYSIS_CRITERIA

13) Make sure the following profile options in System Administrator are set to Yes at the Site level: Flexfields:Open Descr Window Flexfields:Open Key Window 14) No. There is no functionality to flag validation one way or another. 15) You need to create the Job flexfield data on the Job form. Navigation: US HR Manager > Work Structures > Job > Description After this has been defined, you should now see data from Job field list of values on Assignment form. The same is applicable for Position and Grade on their respective forms. Out of all flexfields on Assignment form, the People Group flexfield you can create your records without having to go to a separate form.