Revision History

This document will continue to evolve as existing sections change and new information is added. All updates are logged below, with the most recent updates at the top.

The new functionality referenced in this document may not be immediately available to you if your organization has chosen not to receive optional monthly updates.  Rest assured you will receive the new functionality in the next quarterly update which is required and cumulative. Quarterly updates are applied in February, May, August, and November.

.

Date	What's Changed	Notes
07 APR 2017	Oracle Fusion Succession Management and Talent Review: Talent Review Submission Process	New feature delivered in Update 16 (April), which will also be included in the May Quarterly update.
The following features were included in the February Quarterly update.
06 JAN 2017	Oracle Profile Management: Display Competency Gap Chart on the Skills and Qualifications Page	New feature delivered in Update 13 (January), which will also be included in the February Quarterly update.
06 JAN 2017	Oracle Profile Management: Display Talent Rating Details on the Simplified Career Planning Page	New feature delivered in Update 13 (January), which will also be included in the February Quarterly update.
06 JAN 2017	Oracle Profile Management: Display All Configured Attributes for Work Requirements and Career Preferences	New feature delivered in Update 13 (January), which will also be included in the February Quarterly update.
06 JAN 2017	Oracle Profile Management: Enhance Licenses and Certifications Details with the Renewal Date	New feature delivered in Update 13 (January), which will also be included in the February Quarterly update.
06 JAN 2017	Oracle Profile Management: Item Description Included in Content Search Results	New feature delivered in Update 13 (January), which will also be included in the February Quarterly update.
The following features were delivered via monthly updates.
02 DEC 2016	Oracle Profile Management: Item Description Included in Content Search Results	Added new feature information delivered in Update 6 (June).
05 AUG 2016	Oracle Fusion Performance Management: Question Responses Field Text Length Increased	Added new feature information delivered in Update 8 (August).
05 AUG 2016	Oracle Fusion Performance Management: Human Resource Specialist Search for Worker Performance Documents	Added new feature information delivered in Update 8 (August).
01 JUL 2016	Oracle Fusion Succession Management and Talent Review: New Directory in Succession Management and Talent Review	Added new feature information delivered in Update 7 (July).
01 JUL 2016	Oracle Fusion Performance Management: Consistent Goals Details View	Added new feature information delivered in Update 7 (July).
01 JUL 2016	Oracle Fusion Performance Management: Flexible Rating Calculations	Added new feature information delivered in Update 7 (July).
03 JUN 2016	Oracle Learning Cloud: Publish and View Videos	Added Key Resources section.
03 JUN 2016	Oracle Learning Cloud: Publish and View Tutorials	Added Key Resources section.
03 JUN 2016	Oracle Learning Cloud: Collaborate Using Oracle Social Networking for Social Learning	Added Key Resources section.
03 JUN 2016	Oracle Learning Cloud: Learner Profile	Added Key Resources section.
03 JUN 2016	Oracle Learning Cloud: Report Inappropriate Content	Added Key Resources section.
03 JUN 2016	Oracle Learning Cloud: Manage Learning Catalog for Courses and Classes	Added Key Resources section.
03 JUN 2016	Oracle Learning Cloud: eLearning with Support for SCORM 1.2 and 2004	Added Key Resources section.
03 JUN 2016	Oracle Learning Cloud: Mange Learning Assignments and Track Completions	Added Key Resources section.
03 JUN 2016	Oracle Fusion Goal Management: Separate Creation of Worker and Organization Goal Plans	Added new feature information delivered in Update 5 (May).
06 MAY 2016	Oracle Learning Cloud: Manage Learning Catalog for Courses and Classes	Added new feature information delivered in Update 5 (May).
06 MAY 2016	Oracle Learning Cloud: eLearning with Support for SCORM 1.2 and 2004	Added new feature information delivered in Update 5 (May).
06 MAY 2016	Oracle Learning Cloud: Manage Learning Assignments and Track Completions	Added new feature information delivered in Update 5 (May).
06 MAY 2016	Oracle Learning Cloud: Learner Self-Service Enrollment Through Catalog	Added new feature information delivered in Update 5 (May).
06 MAY 2016	Oracle Learning Cloud: Mobile Support for Learning	Added new feature information delivered in Update 5 (May).
01 APR 2016	Oracle Learning Cloud: Learning Roles	Added new feature information delivered in Update 4 (April).
01 MAR 2016		Initial Document Creation

Overview

This guide outlines the information you need to know about new or improved functionality in Oracle HCM Release 11. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

Oracle HCM Cloud release documents are delivered in five functional groupings:

Suggested Reading for all HCM Products:

• HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)
• Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

NOTE: Not all Global Human Resource features are available for the base Talent and Compensation stand alone applications.

Optional Reading for HCM Products (Depending on what products are in your cloud service):

• Talent Management (All Talent applications)
• Workforce Rewards (Compensation, Benefits, Payroll and Global Payroll Interface)
• Workforce Management (Absence Management and Time and Labor)

Additional Optional Reading:

• Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness.

Give Us Feedback

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Please indicate you are inquiring or providing feedback regarding the Talent Management Cloud What’s New for Release 11 in the body or title of the email.

Release Feature Summary

Some of the new Release 11 features are automatically available to users after the upgrade and some require action from the user, the company administrator, or Oracle.

The table below offers a quick view of the actions required to enable each of the Release 11 features.

	Action Required to Enable Feature
Feature	Automatically Available	End User Action Required	Administrator Action Required	Oracle Service Request Required
Performance Management
Increased Size of Performance Comments Fields
Time Based Auto Save
Populate Goals in Performance Documents Using Goal Plans and Review Periods
Consistent Goals Details View
Flexible Rating Calculations
Human Resource Specialist Search for Worker Performance Documents
Question Responses Field Text Length Increased
Goal Management
Separate Creation of Worker and Organization Goal Plans
Learning Cloud
Publish and View Videos
Publish and View Tutorials
Manager Self Services
Collaborate Using Oracle Social Network for Social Learning
Learner Profile
Report Inappropriate Content
Manage Learning Catalog for Courses and classes
eLearning with Support for SCORM 1.2 and 2004
Manage Learning Assignments and Track Completions
Learner Self-Service Enrollment through Catalog
Mobile Support for Learning
Learning Roles
Career Development
OSN Conversation for Job Role Profiles
Profile Management
Behaviors (Subcompetencies)
Manage Talent Profiles Using Person Management
Item Description Included in Content Search Results
Display Competency Gap Chart on the Skills and Qualifications Page
Display Talent Rating Details on the Simplified Career Planning Page
Display All Configured Attributes for Work Requirements and Career Preferences
Enhance Licenses and Certifications Details with the Renewal Date
Item Description Included in Content Search Results
Talent Review and Succession Management
Manager Self-Service for Succession Planning
Review Population Selection with OTBI
Additional Filters and Criteria in the Review Meeting
New Directory in Succession Management and Talent Review
Talent Review Submission Process
Transactional Business Intelligence
New Subject Area: Performance – Performance Document Eligibility
New Subject Area: Performance – Performance Documents Evaluation Manager
New Subject Area: Goals – Development Goals
New Subject Area: Performance- Performance Rating Dimension Added to Person Profile
New Subject Area: Succession – Succession Plans Based on Position

Performance Management

Performance Management

Oracle Fusion Performance Management supports features and functions for measuring and reporting worker performance. This section describes the Performance Management changes in Release 11.

Increased Size of Performance Comments Fields

Enter longer comments in performance documents. With the increased character limit of 2 gigabytes, you can enter more comprehensive comments in the document. The increased size of the comments fields more easily accommodates formatted text you copy and paste from other sources, which could contain a large number of characters because of the formatting. The increased size applies to item, section, overall, and final feedback comments in the performance document.

Comments Fields in the Performance Document Were Expanded

Steps to Enable

There are no steps necessary to enable this feature.

Tips and Considerations

Copying and pasting text from outside sources, such as a Word document, can introduce more characters than just letters to accommodate formatting.

Time Based Autosave

With time based autosave, you can now enter information in performance documents with assurance that if you are interrupted because of a distraction or a system crash, your comments and ratings are saved. The default time based autosave is set to 10 minutes. Increase or decrease the frequency of autosave to the appropriate time for users in the Setup and Maintenance work area. Search for the Manage Administrator Profile Values task. Use the Performance Autosave Interval profile option to change autosave frequency.

Edit the Profile Value to Change the Time in Minutes for the Interval between Autosaves

Steps to Enable

There are no steps necessary to enable this feature.

Tips and Considerations

• Autosave occurs as long as you are actively working on the document, for example, using the mouse or keyboard. If you aren’t active, the defined session timeout takes effect.
• The time based autosave default is 10 minutes, but you can change it in the profile option. The profile value indicates in minutes how frequently autosave is performed.
• A last saved timestamp appears on the performance document when you modify the document and an autosave occurs.

Populate Goals in Performance Documents Using Goal Plans and Review Periods

Leverage review periods and goal plans to determine which goals populate performance documents from the Goal Management business process. Create a goal plan, and associate it with a review period and document types. In the performance template, you select the document type and review period associated with the goal plan to pull only the goals associated with that goal plan into the performance document. Any goals added to the performance template directly also appear in the performance document.

   

Goals from the Goal Plan Associated Appear in the Performance Document

Workers Manage Goal Plans Using the Goal Management Business Process

Steps to Enable

Prerequisites:

• Create a Review Period using the Manage Review Periods task.
• Create a document type using the Manage Performance Document Types task.

Creating a Goal Plan:

1. Sign in as an Implementer.
2. Select Navigator > Setup and Maintenance.
3. In the In the Setup and Maintenance work area, in the Search field, enter Manage Goal Plans.
4. Click Search to open the Search page.
5. Click the Manage Goal Plans link to open the Manage Goal Plans page.
6. Click Create Goal Plan to open the Create Performance Goal Plan: Goal Plan Details page.
7. In the Goal Plan Name field, enter a name.
8. In the Review Period field, select the name of the review period you created.



9. Select Include in Performance Document, if not already selected.
10. In the Document Types list, select the document type you created.
11. Click Next to open the Create Goal Plan: Organization Assignment page.
12. Add the organization to which you want to assign a goal plan, if required.
13. Click Next to open the Create Goal Plan: Worker Assignment page.
14. Search and select workers to assign the goal plan to, and goals at assign to them.
15. Click Next to open the Create Goal Plan: Review page.
16. Click Submit to assign the goal plan and goals to the organization and workers.
17. Click Done.

Configuring the Performance Template

1. Sign in as an Implementer.
2. Select Navigator > Setup and Maintenance.
3. In the Setup and Maintenance work area, in the Search field, enter Manage Performance Templates.
4. Click Search.
5. Click the Manage Performance Templates link to open the Manage Performance Templates page.
6. Click the Create icon to open the Create Performance Template page.
7. On the General tab, enter a name and configure it as required for your organization.



8. In the Document Type list, select the name of the performance document type you created.
9. Select the Process tab and configure it as required for your organization.
10. Select the Structure tab.
11. In the Sections section, click the Add icon.
12. In the Sections Name field, select a goal section.
13. In the Section Content section, select Populate with Worker Goals.



14. Configure the rest of the section as required for your organization.
15. Add and configure additional sections as required for your organization.
16. Select the Content tab and configure as required for your organization.
17. Select the Document Periods tab.
18. In the Document Periods section, in the Name field, enter a name for the period.
19. In the Review Period field, select the review period you created.



20. Complete the rest of the tab as required for your organization.
21. Select the Summary tab and review your selections.
22. Click Save and Close to open the Confirmation dialog.
23. Click OK.
24. Click Done.

Tips and Considerations

• You are not required to create goal plans, but the application creates a default goal plan if you have not created one. Goal plans are mandatory, so if you do not already have goal plans in your system you will need to define a goal plan to use goals in the performance document.
• If the document period is in use, any in progress performance documents or new performance documents created using that document period will continue to use the date match algorithm used in previous releases.

Key Resources

For more information, go to Applications Help for the following guide topic:

• Creating Goal Plans: Points to Consider topic

Consistent Goals Details View

You can view goal details in the performance document that are consistent with those in the goal management business process. You can view, add, and update target outcome and tasks in goals in the performance document, and those updates are reflected in the goal management business process pages.

Target Outcomes and Tasks Now Appear for Goals in the Performance Document

Steps to Enable

There are no steps necessary to enable this feature.

Tips and Considerations

• To use worker goals from the goal management business process, select the Populate with Worker Goals option on the Goals performance template section.
• Workers and managers can add performance goals on the Goal Management pages and the goals are pulled into the workers' performance documents when the documents are created.
• Goal plans are required to manage goals in the goal management business process.
• When managers or workers edit the worker's existing goals in the goal management business process, the changes are reflected in the performance document when it's opened.
• To copy new goals into the performance document from the goal management business process you must use the Update Goals and Competencies action in the performance document.

Key Resources

For more information, go to Applications Help for the following topics:

• Performance Documents: How They Work with Goals topic
• Creating Goal Plans: Points to Consider topic

Flexible Rating Calculations

You can define more flexible rules to calculate ratings in the performance document. Create fast formulas using a new set of Data Base Items (DBIs) to calculate section and overall ratings for users. You can configure different fast formulas for each section to calculate the ratings for all users, or use them in combination with existing predefined calculation rules. Workers, managers, and matrix managers can now see each others’ calculated ratings if they are allowed to view manually entered ratings. Non-matrix manager participants can view their own calculated ratings. Ratings calculations configurations are redesigned to ease setup and provide more flexibility.

To use calculated ratings, you:

• Create fast formulas with Performance DBIs and calculation rules (optional).
• Configure the Overall Summary, Profile Content (Competencies), and Goals sections.
• Configure the performance template.

To create fast formulas to calculate section ratings in performance documents, you use predefined data base items (DBIs). These DBIs represent data, such as attributes of the items, goals and competencies, that reviewers rate in the performance documents. These DBIs items can calculate ratings on specific attributes, or a combination of attributes. For example, you can use DBIs to calculate a rating on the measurement attributes of a goal. You must use Performance Rating Calculation type to create the fast formulas for performance documents.

Use DBIs to Create Fast Formulas to Evaluate Workers in Performance Documents

On the Processing tab of the performance template, you set up performance documents to:

• Calculate and display the ratings provided by workers, managers, matrix managers, and other participants.
• Display calculated ratings along with, or instead of, manual ratings.

Configure Who Can View Calculated Ratings on the Performance Template

Matrix managers, along with the managers can view calculated ratings provided by the worker. Other participants can view only their own calculated ratings.

In the performance template section for the Overall Summary, Profile Content (Competencies), or Goals sections, you now configure all the calculation rules, instead of just on the performance template. Consolidating calculation rules on the section enables you to configure each section independently.

The new calculation rule Fast Formula was added to the predefined rules Average, Sum and Band, so you can use your own custom rules. With the new Mapping Metric option, it is possible to select the metric (Numeric Rating or Review Points Range) the calculated score is mapped to regardless of the calculation rule. Previously the calculated score generated during a calculation was mapped to either the Numeric Rating in a rating model or to the Review Points Range, depending on which calculation rule was selected.

Configure the Calculation Rules on the Performance Template Section

In the performance document, calculated ratings and calculated scores appear when users click the Calculated Rating icon. Managers, workers, and matrix managers can see the calculated ratings for themselves, each other, and other participants if configured. Participants who are not matrix managers can see only their own calculated ratings. The application also calculates ratings when users save or submit the performance document, preserving the ratings.

Calculated Rating Scores Appear When You Click the Calculated Rating Icon

Steps to Enable

There are no steps necessary to enable this feature.

Tips and Considerations

• Configure sections using the Manage Performance Template Sections task in the Setup and Maintenance area, or from the Tasks panel in the Performance Management work area.
• Configure templates using the Manage Performance Templates task in the Setup and Maintenance area, or from the Tasks panel in the Performance Management work area.
• Create fast formulas using the Manage Fast Formulas task in the Setup and Maintenance work area.

Key Resources

For more information, go to Applications Help for the following topics:

• Calculated Ratings: Explained topic
• Performance Template Section Calculation Rules: Critical Choices topic
• Setting Up Calculated Ratings in a Performance Templates and Sections: Points to Consider topic

Human Resource Specialist Search for Worker Performance Documents

Human resource specialists now have a separate task to search for worker performance documents. They can easily locate current performance documents using the Search for My Organization Performance Documents task. Search for My Organization Performance Documents is selected from the administration task list in the Performance Management work area. Using advanced search, they can also search for terminated assignments and workers.

Steps to Enable

There are no steps necessary to enable this feature.

Role Information

If you are not using the predefined reference roles, then you need to ensure that the transaction analysis duty role that secures the new subject area is mapped to relevant job roles. This table identifies the required transaction analysis duty role and suggests target job and abstract roles. You can add the duty role to different roles if you prefer.

See the Upgrade Guide for Oracle HCM Cloud Applications Security (My Oracle Support document ID 2023523.1) for instructions on implementing new features in existing roles.

Transaction Analysis Duty Role	Job or Abstract Role
Performance Management HR Specialist	Human Resource Specialist

Tips and Considerations

• Workers use the Search Performance Document panel link in the Performance Management work area to search for their own performance documents.
• Managers use the Search Performance Document panel link in the Performance Management work area to search for their teams’ performance documents.

Key Resources

For more information, go to Applications Help for the following guides and topics:

• Oracle Talent Management Cloud Implementing Performance Management Guide
• Oracle Talent Management Cloud Using Performance Management Guide
• Search Performance Documents: Explained topic
• Managing Performance Documents for Inactive Assignments: Explained topic

Question Responses Field Text Length Increased

Questionnaire respondents can answer text type questions with responses up to virtually any length. In subscriber applications where questionnaires appear, such as in performance documents, respondents can answer a question without regard to character limits. However, implementers can still set up text type questions with minimum and maximum length requirements to ensure that responses are at least adequate in length.

The entire response is also available in OTBI reports, so you can capture all the data provided by respondents.

Respondents can provide longer responses to text questions in questionnaires

Steps to Enable

There are no steps necessary to enable this feature.

Tips and Considerations

• Use the Manage Question Library task to configure questions.
• You can specify a minimum and maximum length for responses to ensure that responses meet your business requirements.

Key Resources

For more information, go to Applications Help for the following guides and topics:

• Oracle Talent Management Cloud Implementing Performance Management Guide
• Oracle Talent Management Cloud Using Performance Management Guide
• Questionnaire Questions and Responses Types: Explained topic
• Questionnaires: Explained topic

Goal Management

Oracle Fusion Goal Management transforms business objectives into goals across various organization levels, providing a clear line of sight from managers to employees. Business leaders can communicate high-level initiatives which managers can translate into goals for their employees.

Separate Creation of Worker and Organization Goal Plans

Manage goal plans separately for employees and organizations. The application now does not allow creating a single goal plan that is valid for both workers and organizations. You now must create goals plans for workers, and separate ones for organizations. You can still use any existing goal plans from an earlier release that were created for both workers and organizations.

Goal Plan for Workers Only

Goal Plan for an Organization Only

Steps to Enable

There are no steps necessary to enable this feature.

Key Resources

For more information, go to Applications Help for the following guides and topics:

• Oracle Talent Management Cloud Using Goal Management Guide
• Talent Management Cloud Implementing Goal Management Guide
• Creating Goal Plans: Points to Consider topic

Learning and Development

Learning Cloud

Oracle Learning Cloud enables you to make a transformational shift in learning delivery. Subject matter experts in your organization can easily publish videos and assemble tutorials to deliver on-demand, social learning. Collaboration features encourage continuous community feedback.

Publish and View Videos

Publish a video after you create it, you can publish the video to everyone or to a select audience. Learners will then discover relevant content published by their peers through Oracle Learning. Through Oracle Learning users will experience high-quality streaming on all networks and devices when viewing videos. There is no need to worry about resolution or bandwidth issues.

Publish Videos

Steps to Enable

No steps are necessary to enable this feature.

Key Resources

To get started, review the following information on My Oracle Support about provisioning and configuration:

• Oracle Learning Cloud: Master Article (Document ID 2158160.1)

For more information on this feature, go to Applications Help for the following topics:

• Promoting Learning to Your Team: Critical Choices
• What happens if I don't view a required video by the deadline?

Publish and View Tutorials

Tutorials allow subject matter experts to highlight a particular learning topic by assembling content from various sources including Oracle Learning; documents on their computer, web links or content from external sites like YouTube.

Create Tutorials

Steps to Enable

No steps are necessary to enable this feature.

Key Resources

To get started, review the following information on My Oracle Support about provisioning and configuration:

• Oracle Learning Cloud: Master Article (Document ID 2158160.1)

For more information on this feature, go to Applications Help for the following topics:

• Authoring a Tutorial: Worked Example
• What's the difference between a video and a tutorial?

Manager Self-Services

Managers can accelerate learning by quickly responding to their team’s time-sensitive performance and learning needs by assigning the required learning. You can set deadlines, track progress, and take corrective action using a simple and intuitive dashboard.

   

Manager’s Team Required Learning Progress

Steps to Enable

No steps are necessary to enable this feature.

Key Resources

To get started, review the following information on My Oracle Support about provisioning and configuration:

• Oracle Learning Cloud: Master Article (Document ID 2158160.1)

Collaborate Using Oracle Social Networking for Social Learning

You can share knowledge with your peers by liking or recommending videos and tutorials. You can use the integration with Oracle Social Network to start conversations and form communities around learning items.

You can analyze social statistics to understand the likes, recommendations, and comments on a learning item. This analysis helps you to measure the effectiveness of the learning item within your learning community.

   

Liking and Recommending a Video

Steps to Enable

No steps are necessary to enable this feature.

Key Resources

To get started, review the following information on My Oracle Support about provisioning and configuration:

• Oracle Learning Cloud: Master Article (Document ID 2158160.1)

For more information on this feature, go to Applications Help for the following topics:

• Social Learning: Examples
• Fostering a Collaborative Learning Approach: Critical Choices

Learner Profile

Get a 360 degree view of a learner to see the content they have published or recommended. You can also view your team’s required learning. Review your own learning history and your required and recommended learning, or search for learning items by entering names, jobs, video titles, and keywords.

360 View of the Learner and the Learning Items

Steps to Enable

No steps are necessary to enable this feature.

Key Resources

To get started, review the following information on My Oracle Support about provisioning and configuration:

• Oracle Learning Cloud: Master Article (Document ID 2158160.1)

For more information on this feature, go to Applications Help for the following topic:

• Learning Pages: Explained

Report Inappropriate Content

Report inappropriate content if it violates organizational guidelines or does not belong. The application sends a notification to the HR Specialist and the content owner. The HR Specialist can review the learning content and then disposition the content appropriately.

Reporting Content

Report Inappropriate Content on the Tutorial

Steps to Enable

No steps are necessary to enable this feature.

Key Resources

To get started, review the following information on My Oracle Support about provisioning and configuration:

• Oracle Learning Cloud: Master Article (Document ID 2158160.1)

For more information on this feature, go to Applications Help for the following topic:

• Learning Pages: Explained

Manage Learning Catalog for Courses and Classes

You can easily manage a catalog of learning items, including courses and classes and make it available to all employees.

Manage Learning Catalog for Courses and Classes

Steps to Enable

No steps are necessary to enable this feature.

Key Resources

To get started, review the following information on My Oracle Support about provisioning and configuration:

• Oracle Learning Cloud: Master Article (Document ID 2158160.1)

For more information on this feature, go to Applications Help for the following topics:

• Learning Components: How They Work Together
• Courses: Explained
• Classes: Explained

eLearning with Support for SCORM 1.2 and 2004

Take advantage and benefit from the latest SCORM standards by uploading and managing SCORM content. You can create classes using this SCORM content.

Import SCORM Content in the Manage Content Page

Steps to Enable

No steps are necessary to enable this feature.

Key Resources

To get started, review the following information on My Oracle Support about provisioning and configuration:

• Oracle Learning Cloud: Master Article (Document ID 2158160.1)

For more information on this feature, go to Applications Help for the following topics:

• Learning Content: Explained
• Importing and Uploading Learning Content: Procedure
• What learning content can I import?

Manage Learning Assignments and Track Completions

Streamline your class management efficiently and economically with new features to enroll learners into specific classes and track their completions. Track learner progress of a class in the Manage Learners tab of a class. You can identify learners to enroll by name, manager, or by using work structures such as job, division, or department.

You can track learner results and enroll learners in the Manage Learners page from the context of a class.   

Track Learner Results in the Manage Learners Page

Steps to Enable

No steps are necessary to enable this feature.

Key Resources

To get started, review the following information on My Oracle Support about provisioning and configuration:

• Oracle Learning Cloud: Master Article (Document ID 2158160.1)

For more information on this feature, go to Applications Help for the following topics:

• Classes: Explained
• Enrolling Learners: Explained
• Creating a Class: Worked Example

Learner Self-Service Enrollment Through Catalog

Improve learner uptake by publishing a learning catalog where learners can discover relevant courses and classes. After discovering, learners can join and start learning instantly.

   

Learner Catalog

Learner Self-Service

Steps to Enable

No steps are necessary to enable this feature.

Key Resources

To get started, review the following information on My Oracle Support about provisioning and configuration:

• Oracle Learning Cloud: Master Article (Document ID 2158160.1)

Mobile Support for Learning

Accelerate learning using the Oracle HCM Cloud Mobile application, which provides the ability for the learner to complete and review required items from the convenience of their mobile device. With offline support, learners can complete their learning at any time. When a device connects online again, it synchronizes the learning assignment progress and completion status with the server.

   

Learning Application on the Mobile

Steps to Enable

No steps are necessary to enable this feature. Sign into the learning application from your mobile.    

Key Resources

To get started, review the following information on My Oracle Support about provisioning and configuration:

• Oracle Learning Cloud: Master Article (Document ID 2158160.1)

Learning Roles

To enable your users to access Oracle Learning Cloud features, you must add some predefined aggregate privileges and function security privileges to the Employee and Line Manager abstract roles. The following tables identify the Oracle Learning Cloud aggregate privileges and function security privileges that you need to add to the Employee abstract role.

Aggregate Role Name	Aggregate Role Code
Manage Learning Tutorial	ORA_WLF_MANAGE_TUTORIAL
Manage Learning Video	ORA_WLF_MANAGE_LEARNING_VIDEO
View Published Learning	ORA_WLF_VIEW_PUBLISHED_LEARNING_CONTENT
View Recommended Learning	ORA_WLF_VIEW_RECOMMENDED_LEARNING
View Required Learning	ORA_WLF_VIEW_REQUIRED_LEARNING
View User Learning History	ORA_WLF_VIEW_USER_LEARNING_HISTORY
View What to Learn	ORA_WLF_VIEW_WHAT_TO_LEARN
Function Security Privilege Name	Function Security Privilege Code
Access Learn	WLF_ACCESS_LEARN_PRIV
View User Learning	WLF_VIEW_USER_LEARNING_PRIV

The following tables identify the Oracle Learning Cloud aggregate privileges and function security privileges that you need to add to the Line Manager abstract role.

Aggregate Role Name	Aggregate Role Code
Manage Required Learning by Manager	ORA_WLF_MANAGE_REQUIRED_LEARNING_BY_MANAGER
View Required Learning	ORA_WLF_VIEW_REQUIRED_LEARNING

Function Security Privilege Name	Function Security Privilege Code
Access Learn	WLF_ACCESS_LEARN_PRIV

We strongly recommend that you do not add these aggregate privileges and function security privileges to the predefined Employee and Line Manager roles. Any customizations may be overwritten during a future upgrade.

If you already have custom versions of the predefined Employee and Line Manager roles, then you can add these privileges to your existing custom roles. See these sections of the Upgrade Guide for Oracle HCM Cloud Applications Security (My Oracle Support document ID 2023523.1) for instructions on adding new privileges to your existing custom roles:

• Adding Function Security Privileges to Existing Roles
• Adding Aggregate Privileges to Existing Roles

If you are not currently using custom versions of the Employee and Line Manager roles, then you need to create custom roles. You are recommended to:

1. Create Learning Employee (LEARNING_EMPLOYEE_ABSTRACT) and Learning Line Manager (LEARNING_LINE_MANAGER_ABSTRACT) roles from scratch. Add the Oracle Learning Cloud function security privileges and aggregate privileges to these roles.

See the topic Creating Job or Abstract Roles on the Security Console: Procedure in Chapter 16 of the guide Securing Oracle HCM Cloud on the Oracle Help Center for instructions.

2. Run the Retrieve Latest LDAP Changes process.

See the topic Running Retrieve Latest LDAP Changes: Procedure in Chapter 16 of the guide Securing Oracle HCM Cloud on the Oracle Help Center for instructions.

3. Provision the roles to employees and line managers, as appropriate.

Learning Employee and Learning Line Manager roles, then you can add your custom roles to the If every user who currently has the predefined Employee and Line Manager roles must have your custom existing role mapping. Otherwise, create a new role mapping for your custom roles.

See Chapter 9 Provisioning Roles to Application Users in the guide Securing Oracle HCM Cloud on the Oracle Help Center for instructions.

As an alternative to creating Learning Employee and Learning Line Manager abstract roles, you can copy the predefined Employee and Line Manager abstract roles and add the Oracle Learning Cloud aggregate privileges and function security privileges to the copied roles. You may prefer this approach if you want all employees and line managers to access the Oracle Learning Cloud functions. However, if you want to allow access to these functions selectively, then creating dedicated Learning Employee and Learning Line Manager abstract roles may be the better approach.

Key Resources

To get started, review the following information on My Oracle Support about provisioning and configuration:

• Oracle Learning Cloud: Master Article (Document ID 2158160.1)

Career and Succession

Career Development

Oracle Fusion Career Development provides tools for workers and managers to manage their career interests and development plans. These tools include recommendations on roles based on workers’ qualifications, comparisons to target roles and required development needs for workers, manage roles of interest for the worker, and comprehensive development plan for workers that you can use to establish development goals and manage development progress.

OSN Conversations for Roles (Job Profiles)

Enhance collaboration on roles (job profiles) so key individuals can share critical information with each other and enhance the explore roles process. Employees can now start OSN conversations about job profiles and invite other employees to those conversations.

Enabling the Job Profile Business Object

Social Panel Tab on the Roles Page

Steps to Enable

1. Sign in as an Implementer.
2. Select Navigator > Setup and Maintenance.
3. In the field before the Search icon, enter Manage Oracle Social Network Objects and click the Search icon.
4. Click the Manage Oracle Social Network Objects link in search results.
5. In the Business Objects region, expand Profile Management and select the row for the Job Profile business object.
6. Click Enable Object on the Business Objects region toolbar. The Job Profile: Enable Object dialog box opens.
7. Select Manual and click OK. A green check mark is disabled for the business object in the Status column.

Profile Management

Oracle Fusion Profile Management provides a common foundation for the Oracle Fusion talent suite of products and other Oracle Fusion applications to retrieve, insert, and update talent profile information. Profile Management also supports the HR specialists, line managers, matrix managers, and employees in performing critical HR talent functions. Managing people and job profiles, career planning functions, managing, and tracking talent data can be also done through Profile Management.

Behaviors (Subcompetencies)

Capture behaviors that are associated with a competency to measure a person’s knowledge and skills or to define skills and qualifications for a job or position. Use the Behaviors content type with the Competencies content type to define behaviors and establish the relationship between the Behaviors and Competencies content types as a parent and child or let one content type support another.

Behaviors Content Type on the Manage Content Types Page

Relationships between the Behavior and Competencies Content Types

Behaviors Associated with a Competency on the Skills and Qualifications Page of a Person Profile

Steps to Enable

1. Sign in as an HR specialist.
2. Select Navigator > My Workforce > Profiles.
3. Select the Tasks tab on the right panel and click Manage Content Types.
4. In the Search Results section, select Behaviors, and click Edit from the Search Results toolbar to open the Edit Content Type page.
   TIP: Alternatively, select Competencies, and click Edit from the Search Results toolbar to open the Edit Content Type page.
5. Select the Relationships tab and ensure that there is a relationship between the Competencies and Behaviors content types.
6. Click Save and Close to save your changes. Associate the Behaviors content items with the Competencies content items using the Manage Content Items task in the Profiles work area. To view and edit the behaviors associated with a competency use the Skills and Qualifications page of a talent profile.

Manage Talent Profiles Using Profiles and Person Management

Enhanced visibility of talent profiles in the Profiles and the Person Management work area. Human Resource Specialists can use the simplified user interface for the Profiles or the Person Management work area to:

• View and edit the skills and qualifications, such as area of expertise, degrees, and languages, of a person.
• Perform compare and best-fit analyses.
• Print talent profile details.

Compare and Manage Talent Profile on the Person Management UI

Manage Talent Profile Tab on the Person Management UI

Edit Skills and Qualifications Page on the Person Management UI

Steps to Enable

There are no steps necessary to enable this feature.

Item Description Included in Content Search Results

You can now view the item description in the content search results. Now, when you use the Search and Select dialog box to search for a competency or other profile item on the Edit Skills and Qualifications page, the search results include the item name and item description details for the content.

Content Search Results Displaying the Item Description

Steps to Enable

There are no steps necessary to enable this feature.

Key Resources

For more information, go to Applications Help for the following topics:

• Oracle Fusion Profile Management Components: How They Work Together
• Content Section Properties: Explained
• Profile Types: Explained

Display Competency Gap Chart on the Skills and Qualifications Page

You can now view the competency gap chart on the Skills and Qualifications page for a person even if the person has no ratings. If the person does not have any ratings for role competencies, the chart displays the target rating for the competencies only.

Competency Gap Chart Displaying Only Target Proficiency Ratings for Role Competencies

Steps to Enable

There are no steps necessary to enable this feature.

Key Resources

For more information, go to Applications Help for the following topics:

• What's a competency gap chart?   
• Oracle Fusion Profile Management Components: How They Work Together

Display Talent Rating Details on the Simplified Career Planning Page

You can now view talent rating attributes such as the Last Updated Date, Last Updated By, Source, and Assignment on the Career Planning page. Hover over a talent rating to view its attributes.

Talent Rating Attributes Displayed on the Career Planning Page

Talent Rating Attributes Displayed on the Edit Career Planning Page

Steps to Enable

There are no steps necessary to enable this feature.

Key Resources

For more information, go to Applications Help for the following topics:

• Oracle Fusion Profile Management Components: How They Work Together
• Updating Talent Ratings: Explained
• What happens if I update the talent ratings on the career planning card?

Display All Configured Attributes for Work Requirements and Career Preferences

You can display all configured attributes for Career Preferences and Work Requirements content sections on the Career Planning tab. You must set the value of the Display attribute of a content property to display on the Career Planning tab. The Display attribute for a property can be set to be such that the property is displayed on the content section summary table, content section details area, or both. By default, the attributes of these content sections appear in the same order as their content properties are displayed on the Content Section page. To reorder the attributes of these content sections on the Career Planning tab, you can use the Page Composer.

Steps to Enable

1. Sign in as a user who can access the Profiles work area.
2. Click Navigator > My Workforce > Profiles.
3. Click Manage Profile Types in the Tasks pane.
4. In the Search Results section, select the PERSON row.
5. On the Search Results section toolbar, click Edit to open the Edit Profile Type page.
6. On the Content Sections tab, click the content section, Career Preferences or Work Requirements, you want to edit.
7. In the Content Sections section, click the content section link to open Content Section page.
8. Use the Content Section page to edit the Display attribute of content properties. You can set the value of the Display attribute so that the property is displayed on the content section summary table, content section details area, or both.

Career Preferences Content Properties

Role Information

If you are not using the Human Resource Specialist role, then you must ensure that the Manage Talent Profile Type privilege is added to the role for configuring the content properties for Career Preferences and Work Requirements content sections. The role must be granted view, update, or both accesses for the Career Preferences and Work Requirements content sections.

Key Resources

For more information, go to Applications Help for the following topics:

• Oracle Fusion Profile Management Components: How They Work Together
• Content Section Properties: Explained
• Profile Types: Explained

Enhance Licenses and Certifications Details with the Renewal Date

You can now define the Renewal Date property for the Licenses and Certifications content section. The new property Renewal Date is a predefined attribute for the Licenses and Certifications content section and is mapped to the ITEM_DATE_4 column.

New Predefined Renewal Date Property for the Licenses and Certifications Content Section Mapped to the ITEM_DATE_4 Column

Steps to Enable

There are no steps necessary to enable this feature.

Key Resources

For more information, go to Applications Help for the following topics:

• Oracle Fusion Profile Management Components: How They Work Together
• Content Section Properties: Explained
• Profile Types: Explained

Item Description Included in Content Search Results

You can now view the item description in the content search results. Now, when you use the Search and Select dialog box to search for a competency or other profile item on the Edit Skills and Qualifications page, the search results include the item name and item description details for the content.

Content Search Results Displaying the Item Description

Steps to Enable

There are no steps necessary to enable this feature.

Key Resources

For more information, go to Applications Help for the following topics:

• Oracle Fusion Profile Management Components: How They Work Together
• Content Section Properties: Explained
• Profile Types: Explained

Talent Review and Succession Management

Oracle Fusion Talent Review is an analytic product enabling your organization to review and evaluate data from the profile, performance, goals, and compensation management solutions. Using Oracle Fusion Succession Management, you can create succession plans to replace key personnel. Succession plans identify workers who are ready now, or can develop the necessary skills, for jobs and positions that aren't currently vacant, ensuring, a smooth transition and help you to manage candidate development. This section describes the following Talent Review and Succession Management changes for Release 11.

Manager Self-Service for Succession Planning

Managers can now manage succession directly from the Directory. From the organization chart in the Directory, they can create a plan for a worker and add a worker to a plan, along with perform other succession-related actions. If enabled, managers can also drill down to view succession candidate’s information directly from the organization chart. Managers can quickly see how many candidates there are and who the interim successors are. They can also group candidates by plan or by readiness. This information helps managers determine the plan bench strength.

Steps to Enable

Use Page Composer to enable the Succession Candidates region in the organization chart. Enabling the region is optional.

1. Log in with a user who has access to page customizations.
2. Create a sandbox and set it to Active.
3. Navigate to the Directory, search for a worker and click the Directory icon to view that worker’s hierarchy.
4. Click the user name and from the Settings and Actions menu, under Administration, select Customize Pages.
5. In the Customize Pages dialog box, select Site level.
6. Expand the worker’s card by navigating to the bottom center of the card to see the additional worker details.



7. Click View in the top left corner. Select the Source option.
   NOTE: The source may be disabled in some customer environments. Refer to My Oracle Support document id - 2041257.1 to enable the source view option.
8. Click in the white space in the expanded card below Work Address. A dialog appears to confirm the task flow edit. Click Edit.



9. The source position appears at the bottom of the page in the gray area. If it is not visible, click View at the top left corner, and select Source Position to find the source position. At the bottom of the page, notice a panel splitter icon. Select the panel and drag it up to see the source of the components.



10. In the components, source scroll down to see panelLabelAndMessage: Worker Address. Below this component is the region component. Hover over region to display Location: …../SuccessionCandidatesCard.jsff.



11. Right-click on region and select Show Component.



12. Close the page composer to see the Succession Candidates region displayed in the organization chart, based on the defined data security.
13. Test and publish the customizations in the sandbox to activate the region for all users.

Role Information

This feature leverages the delivered Line Manger and Human Resource Analyst roles.

See the Upgrade Guide for Oracle HCM Cloud Applications Security (My Oracle Support document ID 2023523.1) for instructions on implementing new features in existing roles.

Duty Role	Job or Abstract Role
Create Succession Plan for Worker ORA_HRM_SUCCESSION_PLAN_CREATE_DUTY	Human Resource Analyst Line Manager
Manage Succession Plan Candidate ORA_HRM_SUCCESSION_PLAN_CANDIDACY_MANAGEMENT_DUTY	Human Resource Analyst Line Manager
View Succession Plan Duty ORA_ HRM_VIEW_SUCCESSION_PLAN_DUTY	Human Resource Analyst Line Manager

Tips and Considerations

• The Add to Succession Plan action will only display plans for which the logged in user is an owner or candidate manager.
• To allow senior managers to manage their own succession plans, perform these steps:
• Create a custom role, such as HRM_SENIOR_EMPLOYEE_ROLE in APM.
• Run the LDAP process.
• Assign the Create Succession Plan privilege to the custom role with Access own Record person security profile.
• Assign the custom role to the user who is considered a senior employee.

Key Resources

For more information, go to Applications Help for the following topics:

• Searching for People in the Directory: Explained
• Succession Management: Explained

Review Population Selection with OTBI

Select workers from any OTBI analyses you create as members of the talent review meeting review population, giving you the ability to tailor your review population to your exact needs. You create an analysis in OTBI that includes the specific criteria you want to evaluate to create your review population. You are no longer limited to the search criteria delivered in the review meeting configuration. In the review meeting configuration, you can now select the analysis you created. The system creates the review population resulting from the output of the analysis.

To use this feature:

• Using the Manage Talent Review Profile Option Values task in the Setup and Maintenance work area, add the folder to the profile value in the HRR_DEFAULT_REPORT_FOLDER profile option value.
• Create an OTBI analysis and move it to the folder you specified in the profile option.

   

Select Add from Analyses to Add Workers from the Analyses you Select to the Review Population

Add the Folder where you Stored the OTBI Analyses to the Talent Review Profile Option

Steps to Enable

There are no steps necessary to enable this feature.

Tips and Considerations

• You create analyses using the Reports and Analytics work area.
• You can add multiple analyses from the Select Review Population page.

Key Resources

For more information, go to Applications Help for the following topics:

• Talent Review Template: Explained
• Talent Review Data Options: Points to Consider

Additional Filters and Criteria in the Review Meeting

Use the new review population criteria and dashboard filters to simplify your search for workers when configuring and conducting your review meeting. Search for workers to add to your review population and filter your review population in the talent review dashboard utilizing three new criteria:

• Job Family
• Job Function
• Management Level

You can also use the new Reviewers and Participants option to filter the review population for workers whose direct managers are neither reviewers nor participants in the meeting.

Implementers configure the talent review template to use the new filter options on the Talent Review dashboard. . When creating a talent review meeting, on the Select Review Population page, the meeting facilitator can use the new criteria to filter workers. With the new flat table, they can quickly find and add the desired population. For example, you can locate everyone who are civil engineers who are level 3 manager and above.

   

Add the New Filters when Configuring the Talent Review Template

New Filters Increase Flexibility to Locate Workers for the Review Population

New Dashboard Filters Increase Your Flexibility in Displaying Workers

Steps to Enable

1. Sign in as an Implementer.
2. Select Navigator > Setup and Maintenance.
3. In the Setup and Maintenance work area, in the Search field, enter Configure Talent Review Dashboard Options.
4. Click Search to open the Search page.
5. Click the Configure Talent Review Dashboard Options link to open the Create Talent Review Template page.
6. In the Template Name field, enter a name for the template.
7. From the Status list, select Active.
8. Configure the Owner, Maximum Number of Fields, Include Succession Plans, Talent Pool Details and Color Scheme options as required for your business process.
9. In the Rating Options section, configure the ratings and box chart views as required for your business process.
10. In the Data Options section, in the Population Filters section, select Job Family, Job Function, and Management Level.



11. Configure the rest of the Data Options section as required for your business process.
12. Click Save and Close.
13. Click Done.

Tips and Considerations

Job Family, Job Function and Management Level must be set up in Global Human Resources.

Key Resources

For more information, go to Applications Help for the following topics:

• Talent Review Template: Explained
• Talent Review Life Cycle: Explained

New Directory in Succession Management and Talent Review

You can access the new directory from the organization chart in the Talent Review and Succession Management work areas. The Human Resource Specialist can create succession plans for reports and add them to existing succession plans. Additionally, they can quickly see how many succession candidates there are for the worker, and who the interim and ready now successors are, to quickly assess replacement bench strength.

Worker Successor Information Displays in the Directory

HR Specialists can Create a Succession Plan for a Worker, or Add to the Worker to a Plan

Steps to Enable

There are no steps necessary to enable this feature.

Role Information

This feature leverages the delivered Line Manger and Human Resource Analyst roles.

See the Upgrade Guide for Oracle HCM Cloud Applications Security (My Oracle Support document ID 2023523.1) for instructions on implementing new features in existing roles.

Duty Role	Job or Abstract Role
Create Succession Plan for Worker ORA_HRM_SUCCESSION_PLAN_CREATE_DUTY	Human Resource Analyst Line Manager
Manage Succession Plan Candidate ORA_HRM_SUCCESSION_PLAN_CANDIDACY_MANAGEMENT_DUTY	Human Resource Analyst Line Manager
View Succession Plan Duty ORA_ HRM_VIEW_SUCCESSION_PLAN_DUTY	Human Resource Analyst Line Manager

Tips and Considerations

• You access the directory as before: in the Succession Planning work area, select the Organization Chart tab, and on the Talent Review dashboard, select the View Organization Chart button.
• HR specialists can only add and view workers who are within their data security profile.
• Only plan owners and candidate managers can add workers.
• The Add to Succession Plan action only displays plans for which the logged in user is an owner or candidate manager.
• When you create and save succession plans from the directory, some details about the worker populate the succession plan automatically to make creating the plan quicker and easier.

Key Resources

For more information, go to Applications Help for the following guides and topics:

• Searching for People in the Directory: Explained, accessible from Applications Help
• Succession Management: Explained topic, accessible from Applications Help

Talent Review Submission Process

You can use an Oracle Enterprise Scheduler job to submit talent review meeting data to Profile Management automatically while you proceed to other tasks. By configuring the talent review template, you can specify the size of the review population that triggers the use of the automatic processing job. Using an Oracle Enterprise Scheduler job, you no longer need to wait for the talent review meeting to submit. Turning on the new process is optional. You can continue to submit your review meetings instantly as well.

To turn on the process, in the template, in the Submission Process Threshold field, enter the number of workers in the review population above which a scheduled process starts to automatically update ratings when the facilitator submits the meeting. Upon submitting the meeting, a message appears informing the facilitator of the process job number. The facilitator can use the Scheduled Processes task to track the status. If you enter no threshold number, when the facilitator submits the meeting, the ratings are updated to the worker profiles without a scheduled process.

Two new meeting statuses are available to display in the legend on the Talent Review overview page to track the submission process status: Submission Process Error and Submission Process in Progress. The statuses are hidden by default.

Enter a Number in the Submission Process Threshold Field to Activate the Submission Process

Steps to Enable

There are no steps necessary to enable this feature.

Tips and Considerations

To display the new legend items for the submission process status on the Talent Review Overview page, use Page Composer.

Key Resources

For more information, go to Applications Help for the topics:

• Talent Review Template: Explained
• What happens when I submit a talent review meeting?

Talent Management Transactional Business Intelligence

Oracle Fusion Transactional Business Intelligence is a real time, self service reporting solution offered to all Oracle® Fusion application users to create ad hoc reports and analyze them for daily decision-making. Oracle Fusion Transactional Business Intelligence provides human resources managers and specialists, business executives, and line managers the critical workforce information to analyze workforce costs, staffing, compensation, performance management, talent management, succession planning, and employee benefits.

New Subject Area: Performance - Performance Document Eligibility Real Time

This feature enables you to report on the eligibility criteria for employees to create a specific performance document using a new subject area. The new subject area is called Workforce Performance - Performance Document Eligibility. Report on eligibility criteria, count of workers who have not yet created their performance documents, and the count of workers who have created their documents.

Steps to Enable

If you use the predefined reference roles, then no steps are necessary to enable this feature.
Otherwise, you must assign relevant security privileges to your roles to enable this feature. See Role Information (below) for details.

Role Information

If you are not using the predefined reference roles, then you need to ensure that the transaction analysis duty role that secures the new subject area is mapped to relevant job roles. This table identifies the required transaction analysis duty role and suggests a target job role. You can add the duty role to different roles if you prefer.

See the Upgrade Guide for Oracle HCM Cloud Applications Security (My Oracle Support document ID 2023523.1) for instructions on implementing new features in existing roles.

Transaction Analysis Duty Role	Job Role
Performance Management Transaction Analysis Duty FBI_PERFORMANCE_MANAGEMENT_TRANSACTION_ANALYSIS_DUTY	Human Resource Analyst

Performance Document Evaluation Manager Added to Workforce Performance Subject Areas

Enhance reporting on performance documents using a new attribute in the Workforce Performance subject areas, called Performance Document Manager. This attribute enables you to report on the actual manager that was responsible for the evaluation of the employee’s performance document. Reporting using this attribute is beneficial when the evaluation manager is different from the assignment manager for an employee.

Steps to Enable

If you use the predefined reference roles, then no steps are necessary to enable this feature.
Otherwise, you must assign relevant security privileges to your roles to enable this feature. See Role Information (below) for details.

Role Information

If you are not using the predefined reference roles, then you need to ensure that the transaction analysis duty role that secures the new subject area is mapped to relevant job roles. This table identifies the required transaction analysis duty role and suggests a target job role. You can add the duty role to different roles if you prefer.

See the Upgrade Guide for Oracle HCM Cloud Applications Security (My Oracle Support document ID 2023523.1) for instructions on implementing new features in existing roles.

Transaction Analysis Duty Role	Job Role
Performance Management Transaction Analysis Duty FBI_PERFORMANCE_MANAGEMENT_TRANSACTION_ANALYSIS_DUTY	Human Resource Analyst

New Subject Area: Goals - Development Goals

Simplify goal development using a new subject area called Workforce Career Development - Development Goal Overview Real Time. This new subject area enables you to report on all development goals created by employees and managers. Report on employees’ progress for each development goal.

Steps to Enable

If you use the predefined reference roles, then no steps are necessary to enable this feature.
Otherwise, you must assign relevant security privileges to your roles to enable this feature. See Role Information (below) for details.

Role Information

If you are not using the predefined reference roles, then you need to ensure that the transaction analysis duty role that secures the new subject area is mapped to relevant job roles. This table identifies the required transaction analysis duty role and suggests target job and abstract roles. You can add the duty role to different roles if you prefer.

See the Upgrade Guide for Oracle HCM Cloud Applications Security (My Oracle Support document ID 2023523.1) for instructions on implementing new features in existing roles.

Transaction Analysis Duty Role	Job or Abstract Role
Career Development Transaction Analysis Duty FBI_CAREER_DEV_TRANSACTION_ANALYSIS_DUTY	Human Resource Analyst Line Manager

New Subject Area: Profile - Performance Rating Dimension Added to Person Profile

Expand your performance document reporting using a new dimension in the Person Profile Real Time subject area called Performance Rating. This new dimension contains the rating history from multiple sources including performance management and talent review.

Steps to Enable

There are no steps necessary to enable this feature.

New Subject Area: Succession - Succession Plans Based on Position

Streamline your succession planning using a new subject area called Workforce Succession Management - Position Plans Real Time. This new subject area enables you to report on incumbents in positions specified in position succession plans. Report on incumbent dimensions such as worker, job, department, as well as succession plan details, and plan owners.

Steps to Enable

If you use the predefined reference roles, then no steps are necessary to enable this feature.
Otherwise, you must assign relevant security privileges to your roles to enable this feature. See Role Information (below) for details.

Role Information

If you are not using the predefined reference roles, then you need to ensure that the transaction analysis duty role that secures the new subject area is mapped to relevant job roles. This table identifies the required transaction analysis duty role and suggests a target job role. You can add the duty role to different roles if you prefer.

See the Upgrade Guide for Oracle HCM Cloud Applications Security (My Oracle Support document ID 2023523.1) for instructions on implementing new features in existing roles.

Transaction Analysis Duty Role	Job Role
Succession Management Transaction Analysis Duty FBI_SUCCESSION_MANAGEMENT_TRANSACTION_ANALYSIS_DUTY	Human Resource Analyst