Oracle Fusion HCM Modules and HCM Functions

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• Below are the potential HCM/ Typical HR
  Activities to manage in the Oracle Fusion HCM
  Application.
• We are having promising faculties to teach Oracle
  Fusion HCM Training from every corner of the
  application features from basic to advanced, once
  attend the demo and enjoy the experience of
  learning.
• Onboarding
• Payroll
• Benefits
• Absence Management
• Workforce Modeling and predictions
• Workforce Directory
• Potential HR Functions
• Each activity has its own significance and will
  walk you through this.

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Onboarding
The onboarding process gets initiated after the
HR team identifies the right candidate for the
right job. In this process, the HR team will
introduce the company policies, values, culture,
vision, etc. During this activity, employees will
get to know when did this company establish.
Where did it get started (Location)? What are the
company's core strengths such as IT, ITES, etc?
This is the foundation step for all employees who
will admire and strive to achieve organizational
Goals. In this program, employees can raise any
questions related to company activities and
compliance, etc. The HR team will introduce a
management hierarchy with respect to each
department. Based on this, the employee will
communicate concerned team to resolve any
queries.
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Payroll Generating employee payroll is a key
function of the HR consultant to consider a lot
many factors like company policies/ statutory
compliances/ country taxation policies etc.
certainly all these calculations/formulas can be
written in the application according to various
scenarios and situations in the Oracle Fusion HCM
Online Training instructor is very capable to
explain all these aspects and delivers the
training to accommodate various scenarios of the
clients. This payroll module implementation is
key for any successful project delivery hence all
the students have to gain a lot of skill sets
through real-time coaching from experienced
instructors.
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Benefits Employer provides additional benefits
other than the agreed compensation to all
employees such as Health insurance, Gratuity,
Incentives etc. When it comes to Health
insurance, most companies provide insurance to
the employee along with their family members
(13). In some cases, if an employee wishes to
add another family member to this health
insurance, he/she needs to pay an additional
premium. This is an added advantage for all the
employees who have more dependents. The employee
will be eligible for Gratuity when they complete
service for more than 5 years. Gratuity is
calculated based on the last month salary and the
number of years service. Incentives will be
decided based on the employee role. Employer
initiate this incentive program to improve
productivity and client satisfaction. Employees
receive this incentive by each month or year.
Majority of the companies insist to improve
employee knowledge by undergoing some training
which will be reimbursed based on the company
policies. This will enhance employee skills and
produce more than expected results.
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Absence Management Does this module talk about
how many PTOs (Paid Time Off) can be utilized by
each employee? In general, all employees in one
organization follow the same structure
irrespective of designation or department where
they worked. However, it will be different for
Consultant and Permanent Employees. The
organization needs to follow government
instructions before providing Leaves details with
employees. These PTOs are broadly categorized
into Casual Leaves, Privileged Leaves, Sick
Leaves, Optional Holidays (Self Birthday, Spouse
Birthday and Marriage Anniversary, etc), and
Bereavement leaves (this is applicable for
employees parents or in-laws' demise). Before
employees consume any PTOs, he/she needs to take
prior approval from either their immediate
supervisor or the HR department.
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Workforce Modeling and Predictions Based on the
requirement, organizations hire employees as FTE
(Full Time Employees), Contingent workers
(Consultants). After hiring any employee, the HR
team will assign a position and department that
they need to work on. When it comes to the
contingent worker, he/she considers a part-time
employee and once the project gets finished, the
HR team will assign them to another project.
Otherwise, they will be retired from the
organization. In workforce modeling, SLT (senior
leadership Team) identifies who is working on
different projects and how much revenue they are
generating from each project, and how much we are
spending (Employee compensation). Based on this
information, they can easily understand the
significance of each department's potential
strengths and weaknesses. Before SLT make any
changes in the workforce model such as changing
employee department and designation, they will do
a what-if analysis. Does it mean that what will
be the expected outcome when we move an employee
from one department to another department? Does
it give meaning and full value to the
organization or client? Lets assume that
employee A is working in the same organization
for the last 15 years on different projects.
Before the SLT team move him into a critical
project, they will look into his historical
performance (Appraisal ratings) and client
feedback and predict his performance in a future
project.
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Workforce Directory Lets assume that we wanted
to know Mr. Ravi Kishore's details such as where
he is working, his designation, immediate
supervisor, and contact information. In such a
scenario, we cant ask every time to Human
resource department to get these details. Hence,
the Human Resource team load all employee-related
information in a system which is called the
Workforce directory. By using this directory, we
can easily get to know all employee details. This
will be useful for employees as well. Lets say
an employee is going on vacation, he/she can
update this information in his directory to let
others know that will be on leave from date to To
date and contact another person for any quick
work. Employees can acknowledge their colleague's
accomplishments. With the help of the workforce
directory, we can easily pull organization charts
like Mr. Ravi Kishore's immediate supervisor and
subordinates as well as peers. At the same time,
we can get to know his position and working
department.
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End Note If youre really serious about your
carrier shake hands with us and join the most
promising Oracle HCM Training with us from the
exceptional senior trainers and upgrade your
knowledge to make difference in the emerging
world. Thanks for your time and interest in
reading through the whole concept, hope we made
an impact! See you next time, thanks Tech Leads
IT Team.
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• At Tech leads IT, we will teach Oracle Fusion HCM
  Training each and every topic theoretically and
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• Instance Access
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• Will be adding to a WhatsApp group where students
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  trainer will provide resolutions
• Trainer will conduct mock interviews and provide
  constructive feedback
• From the date of the enrollment, we can attend
  multiple batches within a year

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