Oracle Global HR Cloud · Subject 2 · 19 lessons
Managing Global HR Data and Transactions
The Oracle employment model end to end: person records, work relationships and assignments, then every transaction that moves a worker through them.
All 19 lessons, free to read in full. No sign-in required.
What this course covers
- Person Record
- Work Relationship
- Worker Types
- Pending Worker & Conversion
- Hire & Rehire
- Assignment
- Multiple Assignments
- Change Assignment
- Local Transfer
- Temporary Assignment
- Global Transfer
- Global Temporary Assignment
- Termination, Resignation & Rehire
- Managers, Direct Reports & AOR
- Seniority Dates
- Manager Self-Service
- Notifications & Approvals
- Document Records
- Worker Data Load
Lesson 01
Person Record
Who is this human across the whole enterprise?
Fundamentals
Start with the business situation
Priya Nair worked for TechNova India, left, and is now joining TechNova Singapore. The recruiter finds an old record with her date of birth and national ID. Should TechNova create a second Priya?
Pause and think
Question 1: What should HR do first?
Why: A rehire or cross-employer move normally reuses the person record; duplicating it fragments history.
Question 2: Does a new legal employer require a new person record?
Why: The legal-employer link belongs to the work relationship, not the person record.
Question 3: Which record keeps Priya's new job?
Why: Job and department describe the work, not the human identity.
One human -> one person record.
A transfer changes employment records; a name correction changes the person record without creating a new person.
Now state the concept
The enterprise-wide record for one individual. It stores personal information that can apply across every work relationship, such as name, date of birth and national identifier, and is identified by one person number.
What it controls
Why it is useful
It prevents one human from becoming several disconnected workers and preserves enterprise history.
When consultants use it
Created when the person first enters the enterprise as a worker or contact; reused afterward.
Important distinction
Person = the human. Work relationship = link to a legal employer. Assignment = the work performed.
A Person Record is the single enterprise-wide identity record that holds personal information shared across a person's work relationships.
Relationships
Where Person Record fits
Owns one or more work relationships
Is reused for rehire and global mobility
Supplies identity to every assignment
Change impact
A transfer changes employment records; a name correction changes the person record without creating a new person.
Implementation
Consultant implementation sequence
- 1
Agree duplicate-check rules
- 2
Search before creating a person
- 3
Create or reuse the person during the worker transaction
- 4
Validate person number and identity details
Prerequisites
- Enterprise person-number method
- Duplicate-check configuration
- Legislative personal-data requirements
Acceptance checks
- Search name, DOB and national ID
- Confirm the person number
- Review existing work relationships
- Check effective date
Technical Details
Person Record Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
The enterprise-wide record for one individual. It stores personal information that can apply across every work relationship, such as name, date of birth and national identifier, and is identified by one person number. Retained across employment periods. Correct erroneous personal history; do not create a new person for a rehire.
2Setup Navigation
My Client Groups -> Hire an Employee / Add a Contingent Worker; use Person Search before creation
3Prerequisites & Sequence
Enterprise person-number method -> Duplicate-check configuration -> Legislative personal-data requirements
4Field Dictionary
5UI Walkthrough
Agree duplicate-check rules -> Search before creating a person -> Create or reuse the person during the worker transaction -> Validate person number and identity details
6HDL, HSDL & REST
UI worker flows; Worker.dat; Workers REST resources - release sensitive
7Sample / Key Structure
Key identifiers and references: Person Number, Effective Start Date, Legal Name, Date of Birth. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Retained across employment periods. Correct erroneous personal history; do not create a new person for a rehire.
9Security & Privileges
Visibility depends on person security profiles and the user's data role.
10Downstream Impact
Search and identity; Security; Benefits and payroll identity; Reporting history
11Validation Checklist
- Search name, DOB and national ID
- Confirm the person number
- Review existing work relationships
- Check effective date
12Troubleshooting
An existing person matches configured attributes
Search was skipped or matching data differed
13Technical Consultant Challenge
Priya's old record is visible but the HR specialist cannot see its prior employment details. Can the record still be reused? Answer: Yes. Confirm identity and reuse the person; access to the previous work relationship can be restricted by data security.
Certification
A Person Record is the single enterprise-wide identity record that holds personal information shared across a person's work relationships.
Common traps
Configuration assessment
Yes. Confirm identity and reuse the person; access to the previous work relationship can be restricted by data security.
Revision
60-second revision
The enterprise-wide record for one individual. It stores personal information that can apply across every work relationship, such as name, date of birth and national identifier, and is identified by one person number.
One human -> one person record.Five things to recall
- Who is this human across the whole enterprise?
- Person = the human. Work relationship = link to a legal employer. Assignment = the work performed.
- Retained across employment periods. Correct erroneous personal history; do not create a new person for a rehire.
- Search and identity
- Yes. Confirm identity and reuse the person; access to the previous work relationship can be restricted by data security.
Lesson 02
Work Relationship
How is the person connected to one legal employer?
Fundamentals
Start with the business situation
Priya remains the same human, but TechNova Singapore becomes responsible for employing her. Oracle needs a record that says who employs her and from when.
Pause and think
Question 1: Which record provides that link?
Why: It binds the person to a specific legal employer.
Question 2: Can one relationship span two legal employers?
Why: A work relationship is specific to one legal employer.
Question 3: Must it contain an assignment?
Why: Assignments exist inside the employment context supplied by the relationship.
Person + legal employer = work relationship.
Global transfer ends the old relationship and creates another; global temporary assignment keeps the source relationship and creates a temporary destination relationship.
Now state the concept
The date-effective employment relationship between a person and a legal employer. It provides the context for assignments and holds employment-level dates and status.
What it controls
Why it is useful
It separates enterprise identity from employment with a particular statutory employer.
When consultants use it
Created by Hire, Rehire, Global Transfer, Global Temporary Assignment or Create Work Relationship.
Important distinction
Changing a department normally updates an assignment; changing legal employer normally creates a new work relationship.
A Work Relationship defines how a person is related to a specific legal employer and contains at least one assignment.
Relationships
Where Work Relationship fits
Belongs to one person
References one legal employer
Contains at least one assignment
Change impact
Global transfer ends the old relationship and creates another; global temporary assignment keeps the source relationship and creates a temporary destination relationship.
Implementation
Consultant implementation sequence
- 1
Select the correct person
- 2
Choose worker type and legal employer
- 3
Set start dates
- 4
Create the initial assignment
- 5
Validate primary relationship
Prerequisites
- Existing legal employer
- Valid worker type
- Person record or creation data
- Action and reason
Acceptance checks
- Confirm legal employer
- Check start-date alignment
- Verify at least one assignment
- Review primary flags
Technical Details
Work Relationship Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
The date-effective employment relationship between a person and a legal employer. It provides the context for assignments and holds employment-level dates and status. Date-effective. Termination ends the relationship and all its assignments; rehire creates a new relationship on the existing person.
2Setup Navigation
Created within Hire, Rehire, Create Work Relationship and Local and Global Transfer flows
3Prerequisites & Sequence
Existing legal employer -> Valid worker type -> Person record or creation data -> Action and reason
4Field Dictionary
5UI Walkthrough
Select the correct person -> Choose worker type and legal employer -> Set start dates -> Create the initial assignment -> Validate primary relationship
6HDL, HSDL & REST
UI employment flows; Worker.dat WorkRelationship component; REST - verify current resource
7Sample / Key Structure
Key identifiers and references: Legal Employer, Worker Type, Start Date, Seniority Date. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Date-effective. Termination ends the relationship and all its assignments; rehire creates a new relationship on the existing person.
9Security & Privileges
Person security and legal-employer data access determine visibility and maintenance.
10Downstream Impact
Assignments; User access lifecycle; Payroll context; Seniority
11Validation Checklist
- Confirm legal employer
- Check start-date alignment
- Verify at least one assignment
- Review primary flags
12Troubleshooting
Incorrect legal employer selected
Relationship or reference data is not effective
13Technical Consultant Challenge
A worker keeps the same job but permanently moves from India LE to Singapore LE. Update only the assignment? Answer: No. A permanent legal-employer change requires a new destination work relationship and assignment; the source relationship is ended.
Certification
A Work Relationship defines how a person is related to a specific legal employer and contains at least one assignment.
Common traps
Configuration assessment
No. A permanent legal-employer change requires a new destination work relationship and assignment; the source relationship is ended.
Revision
60-second revision
The date-effective employment relationship between a person and a legal employer. It provides the context for assignments and holds employment-level dates and status.
Person + legal employer = work relationship.Five things to recall
- How is the person connected to one legal employer?
- Changing a department normally updates an assignment; changing legal employer normally creates a new work relationship.
- Date-effective. Termination ends the relationship and all its assignments; rehire creates a new relationship on the existing person.
- Assignments
- No. A permanent legal-employer change requires a new destination work relationship and assignment; the source relationship is ended.
Lesson 03
Worker Types
What kind of relationship does this person have with the legal employer?
Fundamentals
Start with the business situation
TechNova needs a permanent developer, a six-month cybersecurity consultant, an unpaid mentor and a future hire completing preboarding. One label cannot describe all four.
Pause and think
Question 1: Who is the future hire?
Why: The person can complete preboarding before conversion.
Question 2: Who is the external specialist?
Why: The engagement is typically time-bound and not employee employment.
Question 3: Who is the unpaid mentor?
Why: They need an organizational relationship without joining the core workforce as an employee.
E-C-N-P: employed, contracted, nonworking, preboarding.
A pending worker converts to the proposed type; a retiree may retain the person and receive a new nonworker relationship.
Now state the concept
Oracle supports Employee, Contingent Worker, Nonworker and Pending Worker relationship types, each representing a different business relationship.
What it controls
Why it is useful
It represents the legal and operational nature of the person's engagement correctly.
When consultants use it
Chosen when creating the work relationship and reconsidered only through the proper conversion or new-relationship process.
Important distinction
Worker type describes the relationship; person type is a configurable reporting label and should not be confused with it.
Worker type identifies whether a work relationship is Employee, Contingent Worker, Nonworker or Pending Worker.
Relationships
Where Worker Types fits
Classifies a work relationship
Affects actions and processing
Does not create a new human identity
Change impact
A pending worker converts to the proposed type; a retiree may retain the person and receive a new nonworker relationship.
Implementation
Consultant implementation sequence
- 1
Confirm business and legal status
- 2
Choose proposed worker type
- 3
Enter duration where relevant
- 4
Validate downstream access and payroll expectations
Prerequisites
- Legal and HR classification decision
- Legal employer
- Action and reason
Acceptance checks
- Match contract reality
- Confirm payment treatment
- Review start/end dates
- Check proposed conversion
Technical Details
Worker Types Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
Oracle supports Employee, Contingent Worker, Nonworker and Pending Worker relationship types, each representing a different business relationship. Use supported conversion or relationship actions; do not relabel history casually.
2Setup Navigation
Worker type is selected in the relevant Add Person or Hire flow
3Prerequisites & Sequence
Legal and HR classification decision -> Legal employer -> Action and reason
4Field Dictionary
5UI Walkthrough
Confirm business and legal status -> Choose proposed worker type -> Enter duration where relevant -> Validate downstream access and payroll expectations
6HDL, HSDL & REST
UI worker flows; Worker.dat
7Sample / Key Structure
Key identifiers and references: Worker Type, Proposed Worker Type, Person Type, Start Date. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Use supported conversion or relationship actions; do not relabel history casually.
9Security & Privileges
Available actions depend on role privileges and the worker population secured to the user.
10Downstream Impact
Payroll eligibility; Onboarding; Access provisioning; Headcount reporting
11Validation Checklist
- Match contract reality
- Confirm payment treatment
- Review start/end dates
- Check proposed conversion
12Troubleshooting
Worker was created under the wrong relationship type
Proposed type or conversion settings are incomplete
13Technical Consultant Challenge
A consultant will join as an employee in three months but must complete forms now. Which initial type? Answer: Pending Worker with Employee as the proposed worker type.
Certification
Worker type identifies whether a work relationship is Employee, Contingent Worker, Nonworker or Pending Worker.
Common traps
Configuration assessment
Pending Worker with Employee as the proposed worker type.
Revision
60-second revision
Oracle supports Employee, Contingent Worker, Nonworker and Pending Worker relationship types, each representing a different business relationship.
E-C-N-P: employed, contracted, nonworking, preboarding.Five things to recall
- What kind of relationship does this person have with the legal employer?
- Worker type describes the relationship; person type is a configurable reporting label and should not be confused with it.
- Use supported conversion or relationship actions; do not relabel history casually.
- Payroll eligibility
- Pending Worker with Employee as the proposed worker type.
Lesson 04
Pending Worker & Conversion
How can a future worker complete preboarding before day one?
Fundamentals
Start with the business situation
Aarav accepts TechNova's offer on 1 March and starts on 1 April. IT, compliance and HR need him to complete tasks during March without making him an active employee too early.
Pause and think
Question 1: Why not hire him effective today?
Why: Pending Worker supports preboarding while preserving the true start date.
Question 2: What determines his future status?
Why: Conversion creates the appropriate Employee or Contingent Worker relationship state.
Question 3: How can conversion run automatically?
Why: Only eligible records marked for automatic conversion are included.
Prepare now, employ later.
A changed joining date updates the proposed start date; conversion turns the pending relationship into the intended worker status.
Now state the concept
A Pending Worker represents a person before the employment or contingent-worker start date and can later be converted manually or automatically to the proposed worker type.
What it controls
Why it is useful
It separates acceptance and onboarding from legal employment commencement.
When consultants use it
Used after offer acceptance and before the person starts, where early tasks or access are required.
Important distinction
Pending Worker is a work-relationship type, not merely an offer status.
A Pending Worker supports preboarding before start and is converted manually or by the scheduled process to the proposed worker type.
Relationships
Where Pending Worker & Conversion fits
Uses an existing or new person
Carries proposed employment data
May trigger an onboarding Journey
Converts to Employee or Contingent Worker
Change impact
A changed joining date updates the proposed start date; conversion turns the pending relationship into the intended worker status.
Implementation
Consultant implementation sequence
- 1
Create pending worker
- 2
Set proposed type and date
- 3
Decide automatic-conversion flag
- 4
Assign preboarding tasks
- 5
Convert and validate on start
Prerequisites
- Person and offer data
- Proposed legal employer
- Proposed start date
- Conversion decision
Acceptance checks
- Proposed date is correct
- Automatic flag matches policy
- Required job/position is effective
- Conversion result is validated
Technical Details
Pending Worker & Conversion Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
A Pending Worker represents a person before the employment or contingent-worker start date and can later be converted manually or automatically to the proposed worker type. Created before start, editable before conversion, then converted rather than duplicated.
2Setup Navigation
My Client Groups -> Pending Workers; Scheduled Processes -> Convert Pending Workers Automatically
3Prerequisites & Sequence
Person and offer data -> Proposed legal employer -> Proposed start date -> Conversion decision
4Field Dictionary
5UI Walkthrough
Create pending worker -> Set proposed type and date -> Decide automatic-conversion flag -> Assign preboarding tasks -> Convert and validate on start
6HDL, HSDL & REST
UI pending-worker flow; Worker.dat; Automatic conversion scheduled process
7Sample / Key Structure
Key identifiers and references: Proposed Worker Type, Proposed Start Date, Include for Automatic Conversion, Legal Employer. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Created before start, editable before conversion, then converted rather than duplicated.
9Security & Privileges
Preboarding access and HR visibility depend on account rules, roles and person security.
10Downstream Impact
Journeys; User provisioning; Onboarding documents; Headcount timing
11Validation Checklist
- Proposed date is correct
- Automatic flag matches policy
- Required job/position is effective
- Conversion result is validated
12Troubleshooting
Include for Automatic Conversion was No or criteria were not met
A separate hire was created instead of conversion
13Technical Consultant Challenge
Aarav's start moves by two weeks after the pending record is created. What should HR change? Answer: Update the proposed start date on the pending worker; do not create another person or pending relationship.
Certification
A Pending Worker supports preboarding before start and is converted manually or by the scheduled process to the proposed worker type.
Common traps
Configuration assessment
Update the proposed start date on the pending worker; do not create another person or pending relationship.
Revision
60-second revision
A Pending Worker represents a person before the employment or contingent-worker start date and can later be converted manually or automatically to the proposed worker type.
Prepare now, employ later.Five things to recall
- How can a future worker complete preboarding before day one?
- Pending Worker is a work-relationship type, not merely an offer status.
- Created before start, editable before conversion, then converted rather than duplicated.
- Journeys
- Update the proposed start date on the pending worker; do not create another person or pending relationship.
Lesson 05
Hire & Rehire
When do we create identity, relationship and assignment records?
Fundamentals
Start with the business situation
Meera joins TechNova for the first time. Vikram left two years ago and is returning. The same Hire page can look similar, but Oracle must preserve very different histories.
Pause and think
Question 1: What is created for Meera?
Why: She has no existing enterprise identity.
Question 2: What is reused for Vikram?
Why: Rehire preserves identity and prior history.
Question 3: What is new for Vikram?
Why: The prior relationship remains terminated history.
First time: 3 records. Return: reuse 1, create 2.
Correct an erroneous start date through the supported start-date process; use a new relationship for genuine re-employment.
Now state the concept
Hire creates the worker's employment context and initial assignment; Rehire reuses the existing person record and creates a new work relationship and assignment.
What it controls
Why it is useful
It establishes employment without breaking identity or historical continuity.
When consultants use it
Hire for a first employment entry; Rehire after a previous relationship ended.
Important distinction
Rehire is not correction of the old relationship and not creation of a second person.
Hire creates person, relationship and assignment when no person exists; Rehire reuses the person and creates a new relationship and assignment.
Relationships
Where Hire & Rehire fits
Creates or reuses Person
Creates Work Relationship
Creates Primary Assignment
Change impact
Correct an erroneous start date through the supported start-date process; use a new relationship for genuine re-employment.
Implementation
Consultant implementation sequence
- 1
Search for duplicates
- 2
Choose Hire or Rehire
- 3
Enter employer and assignment data
- 4
Submit approvals
- 5
Validate employment and access
Prerequisites
- Legal employer and BU
- Job or position
- Location and department
- Action/reason
- Person-number setup
Acceptance checks
- Duplicate search completed
- Effective dates align
- Primary assignment exists
- Transaction status is committed
Technical Details
Hire & Rehire Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
Hire creates the worker's employment context and initial assignment; Rehire reuses the existing person record and creates a new work relationship and assignment. Hire begins a relationship. Termination ends it. Rehire begins a later relationship while retaining person history.
2Setup Navigation
My Client Groups -> Hire an Employee; search existing persons during the guided flow
3Prerequisites & Sequence
Legal employer and BU -> Job or position -> Location and department -> Action/reason -> Person-number setup
4Field Dictionary
5UI Walkthrough
Search for duplicates -> Choose Hire or Rehire -> Enter employer and assignment data -> Submit approvals -> Validate employment and access
6HDL, HSDL & REST
UI guided flow; Worker.dat; HSDL where configured
7Sample / Key Structure
Key identifiers and references: Hire Date, Legal Employer, Business Unit, Job/Position. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Hire begins a relationship. Termination ends it. Rehire begins a later relationship while retaining person history.
9Security & Privileges
HR Specialist/data role controls population access; approvals may delay database commit.
10Downstream Impact
Account provisioning; Payroll and benefits; Manager hierarchy; Seniority and onboarding
11Validation Checklist
- Duplicate search completed
- Effective dates align
- Primary assignment exists
- Transaction status is committed
12Troubleshooting
Existing person was not reused
Approval is pending or effective date is future
13Technical Consultant Challenge
Vikram's person record is found but his old relationship is terminated. Which action preserves history? Answer: Rehire the existing person and create a new work relationship and assignment.
Certification
Hire creates person, relationship and assignment when no person exists; Rehire reuses the person and creates a new relationship and assignment.
Common traps
Configuration assessment
Rehire the existing person and create a new work relationship and assignment.
Revision
60-second revision
Hire creates the worker's employment context and initial assignment; Rehire reuses the existing person record and creates a new work relationship and assignment.
First time: 3 records. Return: reuse 1, create 2.Five things to recall
- When do we create identity, relationship and assignment records?
- Rehire is not correction of the old relationship and not creation of a second person.
- Hire begins a relationship. Termination ends it. Rehire begins a later relationship while retaining person history.
- Account provisioning
- Rehire the existing person and create a new work relationship and assignment.
Lesson 06
Assignment
What work is the person doing right now?
Fundamentals
Start with the business situation
Priya is one person employed by TechNova India, but the business still needs to know that she is a Cloud Engineer in Bengaluru, reports to Neha and works 30 hours per week.
Pause and think
Question 1: Where are job and department stored?
Why: They describe Priya's work rather than her identity or employer link.
Question 2: Can a relationship exist without one?
Why: Every work relationship must contain at least one assignment.
Question 3: What happens in a local transfer?
Why: Its ID and number remain unchanged.
Assignment = the worker's seat and duties.
Use Update for a new effective-dated state and Correct for an error in existing history, subject to transaction rules.
Now state the concept
A date-effective record inside a work relationship that describes the worker's job, position, business unit, department, location, manager, hours and other work attributes.
What it controls
Why it is useful
It is the operational center of worker administration and feeds reporting, approvals, security and payroll.
When consultants use it
Created with each work relationship and maintained throughout employment.
Important distinction
Relationship answers who employs; assignment answers what work, where and for whom.
An Assignment is the date-effective work record within a work relationship that holds the worker's organizational and job details.
Relationships
Where Assignment fits
Exists inside one work relationship
References Subject 1 structures
May inherit from a position
Supplies manager hierarchy
Change impact
Use Update for a new effective-dated state and Correct for an error in existing history, subject to transaction rules.
Implementation
Consultant implementation sequence
- 1
Choose job or position model
- 2
Populate mandatory work attributes
- 3
Set primary flags
- 4
Review synchronized values
- 5
Validate as-of-date result
Prerequisites
- Active work relationship
- Effective reference data
- Manager and position where used
Acceptance checks
- View correct as-of date
- Confirm primary flag
- Compare synchronized position values
- Review transaction status
Technical Details
Assignment Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
A date-effective record inside a work relationship that describes the worker's job, position, business unit, department, location, manager, hours and other work attributes. Date-effective; local changes create history. Ending the relationship ends all contained assignments.
2Setup Navigation
My Client Groups -> Employment Info and employment transaction quick actions
3Prerequisites & Sequence
Active work relationship -> Effective reference data -> Manager and position where used
4Field Dictionary
5UI Walkthrough
Choose job or position model -> Populate mandatory work attributes -> Set primary flags -> Review synchronized values -> Validate as-of-date result
6HDL, HSDL & REST
UI employment flows; Worker.dat Assignment component; REST worker/assignment resources
7Sample / Key Structure
Key identifiers and references: Assignment Number, Job, Position, Business Unit. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Date-effective; local changes create history. Ending the relationship ends all contained assignments.
9Security & Privileges
Assignment security can derive from person security, organization, position, AOR and data roles.
10Downstream Impact
Approvals; Security; Payroll; Talent; Reporting; Work schedule
11Validation Checklist
- View correct as-of date
- Confirm primary flag
- Compare synchronized position values
- Review transaction status
12Troubleshooting
Wrong effective date or transaction pending
Position synchronization or defaulting controls it
13Technical Consultant Challenge
A location change is effective next month but HR searches as of today. Which location should appear? Answer: The current location. The future assignment row appears only when viewed as of its effective date.
Certification
An Assignment is the date-effective work record within a work relationship that holds the worker's organizational and job details.
Common traps
Configuration assessment
The current location. The future assignment row appears only when viewed as of its effective date.
Revision
60-second revision
A date-effective record inside a work relationship that describes the worker's job, position, business unit, department, location, manager, hours and other work attributes.
Assignment = the worker's seat and duties.Five things to recall
- What work is the person doing right now?
- Relationship answers who employs; assignment answers what work, where and for whom.
- Date-effective; local changes create history. Ending the relationship ends all contained assignments.
- Approvals
- The current location. The future assignment row appears only when viewed as of its effective date.
Lesson 07
Multiple Assignments
How can one employment relationship contain more than one job?
Fundamentals
Start with the business situation
Priya remains employed by TechNova India as a Cloud Engineer but also takes a part-time internal trainer role for six months.
Pause and think
Question 1: Create another person?
Why: The same human identity continues.
Question 2: Create another relationship?
Why: Add Assignment creates another assignment within the existing relationship.
Question 3: Which assignment is primary?
Why: Overall primary derives from the primary assignment in the primary relationship.
Same employer, two hats.
End only the additional assignment when that role finishes; do not terminate the entire relationship.
Now state the concept
A multiple-assignment model allows one work relationship to contain several assignments, with one identified as primary.
What it controls
Why it is useful
It models genuine concurrent roles without inventing another employer relationship.
When consultants use it
Used where the legal employer permits multiple assignments and the worker performs parallel roles.
Important distinction
Add Assignment runs concurrently; Temporary Assignment suspends existing assignments.
In a multiple-assignment model, a work relationship contains one or more assignments and exactly one is primary.
Relationships
Where Multiple Assignments fits
Shares one work relationship
One assignment is primary
Each assignment can have distinct job and hours
Change impact
End only the additional assignment when that role finishes; do not terminate the entire relationship.
Implementation
Consultant implementation sequence
- 1
Enable/confirm employment model
- 2
Use Add Assignment
- 3
Set nonprimary by default
- 4
Enter distinct work attributes
- 5
End the additional assignment when finished
Prerequisites
- Legal employer allows multiple assignments
- Existing active relationship
- Valid reference data
Acceptance checks
- One primary per relationship
- Hours and FTE are reasonable
- Distinct assignment numbers
- End correct assignment only
Technical Details
Multiple Assignments Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
A multiple-assignment model allows one work relationship to contain several assignments, with one identified as primary. Additional assignments run concurrently and can be ended independently.
2Setup Navigation
Employment actions -> Add Assignment / End Assignment
3Prerequisites & Sequence
Legal employer allows multiple assignments -> Existing active relationship -> Valid reference data
4Field Dictionary
5UI Walkthrough
Enable/confirm employment model -> Use Add Assignment -> Set nonprimary by default -> Enter distinct work attributes -> End the additional assignment when finished
6HDL, HSDL & REST
UI employment flows; Worker.dat Assignment component
7Sample / Key Structure
Key identifiers and references: Assignment Number, Primary Flag, Job, Hours. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Additional assignments run concurrently and can be ended independently.
9Security & Privileges
Access may differ by assignment scope and secured organizations.
10Downstream Impact
Payroll processing; Benefits rules; Reporting headcount/FTE; Manager visibility
11Validation Checklist
- One primary per relationship
- Hours and FTE are reasonable
- Distinct assignment numbers
- End correct assignment only
12Troubleshooting
Employment model or validation disallows it
Primary flag changed unintentionally
13Technical Consultant Challenge
Priya's trainer role ends, but her Cloud Engineer employment continues. Which action? Answer: End the trainer assignment only, not the work relationship.
Certification
In a multiple-assignment model, a work relationship contains one or more assignments and exactly one is primary.
Common traps
Configuration assessment
End the trainer assignment only, not the work relationship.
Revision
60-second revision
A multiple-assignment model allows one work relationship to contain several assignments, with one identified as primary.
Same employer, two hats.Five things to recall
- How can one employment relationship contain more than one job?
- Add Assignment runs concurrently; Temporary Assignment suspends existing assignments.
- Additional assignments run concurrently and can be ended independently.
- Payroll processing
- End the trainer assignment only, not the work relationship.
Lesson 08
Change Assignment
How do we change work details without moving the legal employer?
Fundamentals
Start with the business situation
Priya keeps the same employer but her hours change from 40 to 32 and her department changes to Cloud Operations next month.
Pause and think
Question 1: Does she need a new relationship?
Why: Her legal employer has not changed.
Question 2: Should history be overwritten?
Why: The old state must remain valid before the change date.
Question 3: What identifies business intent?
Why: They drive reporting and may influence approvals and rules.
Same employer + same seat ID + new details.
Future updates coexist with current data and can conflict with later transactions if sequencing is wrong.
Now state the concept
A guided employment flow that updates assignment attributes using supported action types such as Change Employment, Demote Employment, Suspend Assignment or Extend Temporary Assignment.
What it controls
Why it is useful
It changes employment data while preserving the worker, employer link and assignment identity.
When consultants use it
Use for same-employer changes not better represented by a specialized promotion, transfer or manager flow.
Important distinction
Correct fixes bad history; Update records a genuine change from a chosen date.
Change Assignment updates a worker's assignment within the existing work relationship through an effective-dated employment action.
Relationships
Where Change Assignment fits
Updates Assignment
Uses Actions and Reasons
May trigger approvals and notifications
Change impact
Future updates coexist with current data and can conflict with later transactions if sequencing is wrong.
Implementation
Consultant implementation sequence
- 1
Choose effective date
- 2
Select action and reason
- 3
Enter changed sections only
- 4
Review warnings and approvals
- 5
Validate as-of-date history
Prerequisites
- Active assignment
- Effective reference values
- Valid action/reason
- No blocking future transaction
Acceptance checks
- Correct effective date
- Transaction committed
- Future row visible
- No unintended fields changed
Technical Details
Change Assignment Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
A guided employment flow that updates assignment attributes using supported action types such as Change Employment, Demote Employment, Suspend Assignment or Extend Temporary Assignment. Creates a new effective-dated assignment row for real change; Correction modifies the selected historical row.
2Setup Navigation
My Client Groups -> Change Assignment
3Prerequisites & Sequence
Active assignment -> Effective reference values -> Valid action/reason -> No blocking future transaction
4Field Dictionary
5UI Walkthrough
Choose effective date -> Select action and reason -> Enter changed sections only -> Review warnings and approvals -> Validate as-of-date history
6HDL, HSDL & REST
UI guided flow; Worker.dat assignment update; REST where supported
7Sample / Key Structure
Key identifiers and references: Effective Date, Action, Action Reason, Department. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Creates a new effective-dated assignment row for real change; Correction modifies the selected historical row.
9Security & Privileges
Functional access starts the flow; data security determines which workers can be changed.
10Downstream Impact
Approvals; Payroll; Security; Schedules; Reports
11Validation Checklist
- Correct effective date
- Transaction committed
- Future row visible
- No unintended fields changed
12Troubleshooting
Future-dated transaction or privilege restriction
Viewed before effective date or approval incomplete
13Technical Consultant Challenge
HR entered the wrong department yesterday; no real business change occurred. Update or Correct? Answer: Correct, because the existing historical value is erroneous rather than a new change.
Certification
Change Assignment updates a worker's assignment within the existing work relationship through an effective-dated employment action.
Common traps
Configuration assessment
Correct, because the existing historical value is erroneous rather than a new change.
Revision
60-second revision
A guided employment flow that updates assignment attributes using supported action types such as Change Employment, Demote Employment, Suspend Assignment or Extend Temporary Assignment.
Same employer + same seat ID + new details.Five things to recall
- How do we change work details without moving the legal employer?
- Correct fixes bad history; Update records a genuine change from a chosen date.
- Creates a new effective-dated assignment row for real change; Correction modifies the selected historical row.
- Approvals
- Correct, because the existing historical value is erroneous rather than a new change.
Lesson 09
Local Transfer
What changes when a worker moves but keeps the same legal employer?
Fundamentals
Start with the business situation
Priya moves permanently from TechNova India's Software BU in Bengaluru to its Cloud BU in Mumbai. Her legal employer remains TechNova India Pvt Ltd.
Pause and think
Question 1: Is this global?
Why: The legal employer did not change.
Question 2: What happens to the assignment?
Why: The assignment number and ID stay the same.
Question 3: What happens to the relationship?
Why: Only work attributes move.
Local = same employer, same assignment.
The effective-dated assignment history shows pre- and post-transfer values.
Now state the concept
A permanent move within the same legal employer that updates the current assignment while keeping the work relationship, assignment ID and assignment number.
What it controls
Why it is useful
It preserves employment continuity while accurately recording internal movement.
When consultants use it
Use for permanent BU, department, job, position, location or manager movement within one legal employer.
Important distinction
Local transfer updates an assignment; global transfer replaces the legal-employer relationship.
A Local Transfer changes assignment details within the same legal employer without creating a new work relationship or assignment identity.
Relationships
Where Local Transfer fits
Updates current Assignment
Keeps Work Relationship
May reassign direct reports
Change impact
The effective-dated assignment history shows pre- and post-transfer values.
Implementation
Consultant implementation sequence
- 1
Confirm employer remains same
- 2
Choose transfer date/action reason
- 3
Enter destination work attributes
- 4
Decide direct-report treatment
- 5
Submit and validate
Prerequisites
- Destination BU/reference data
- Effective job/location
- No blocking transaction
Acceptance checks
- Legal employer unchanged
- Assignment number unchanged
- Destination values effective
- Reports handled
Technical Details
Local Transfer Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
A permanent move within the same legal employer that updates the current assignment while keeping the work relationship, assignment ID and assignment number. A permanent effective-dated assignment change; previous state remains history.
2Setup Navigation
My Client Groups -> Local and Global Transfer (system determines local when employer is unchanged)
3Prerequisites & Sequence
Destination BU/reference data -> Effective job/location -> No blocking transaction
4Field Dictionary
5UI Walkthrough
Confirm employer remains same -> Choose transfer date/action reason -> Enter destination work attributes -> Decide direct-report treatment -> Submit and validate
6HDL, HSDL & REST
UI transfer flow; Worker.dat effective-dated update
7Sample / Key Structure
Key identifiers and references: Transfer Date, Business Unit, Department, Location. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
A permanent effective-dated assignment change; previous state remains history.
9Security & Privileges
Destination organizations must be visible to the initiator and valid for the transaction.
10Downstream Impact
Manager hierarchy; Security; Approvals; Costing; Work schedule
11Validation Checklist
- Legal employer unchanged
- Assignment number unchanged
- Destination values effective
- Reports handled
12Troubleshooting
A different legal employer was selected
Set, date, security or BU reference-data issue
13Technical Consultant Challenge
Priya changes BU and city but remains under TechNova India Pvt Ltd. What record is newly created? Answer: No new relationship or assignment identity; the existing assignment is updated effective the transfer date.
Certification
A Local Transfer changes assignment details within the same legal employer without creating a new work relationship or assignment identity.
Common traps
Configuration assessment
No new relationship or assignment identity; the existing assignment is updated effective the transfer date.
Revision
60-second revision
A permanent move within the same legal employer that updates the current assignment while keeping the work relationship, assignment ID and assignment number.
Local = same employer, same assignment.Five things to recall
- What changes when a worker moves but keeps the same legal employer?
- Local transfer updates an assignment; global transfer replaces the legal-employer relationship.
- A permanent effective-dated assignment change; previous state remains history.
- Manager hierarchy
- No new relationship or assignment identity; the existing assignment is updated effective the transfer date.
Lesson 10
Temporary Assignment
How do we model a temporary role inside the same legal employer?
Fundamentals
Start with the business situation
Priya will lead TechNova India's implementation team for four months, then return to Cloud Engineering.
Pause and think
Question 1: Why not use Add Assignment?
Why: Add Assignment models concurrent work; Temporary Assignment suspends existing assignments.
Question 2: Does the relationship change?
Why: Both roles are inside the same legal employer.
Question 3: How does she return?
Why: The temporary assignment ends and original assignments are reinstated.
Same employer: suspend home, open temporary, then restore.
End Temporary Assignment reinstates the originals on the return date.
Now state the concept
A same-legal-employer transaction that creates a temporary assignment and suspends existing assignments until the return action reinstates them.
What it controls
Why it is useful
It preserves the home role while clearly showing the temporary working state.
When consultants use it
Use when policy defines a temporary move and the worker is expected to return.
Important distinction
Temporary Assignment is within one legal employer; Global Temporary Assignment crosses legal employers.
A Temporary Assignment creates a new assignment in the same work relationship and suspends the original assignments until return.
Relationships
Where Temporary Assignment fits
Creates temporary Assignment
Keeps Work Relationship
Suspends original Assignments
Change impact
End Temporary Assignment reinstates the originals on the return date.
Implementation
Consultant implementation sequence
- 1
Confirm temporary policy
- 2
Set start and expected end
- 3
Create temporary assignment
- 4
Verify home suspension
- 5
End and validate reinstatement
Prerequisites
- Same legal employer
- Existing active assignment
- Temporary destination data
Acceptance checks
- Source assignments suspended
- Temporary assignment active
- Return date correct
- Originals reinstated
Technical Details
Temporary Assignment Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
A same-legal-employer transaction that creates a temporary assignment and suspends existing assignments until the return action reinstates them. Temporary assignment begins, originals become suspended-payroll eligible by default, then the end action restores originals.
2Setup Navigation
Employment actions -> Temporary Assignment / End Temporary Assignment
3Prerequisites & Sequence
Same legal employer -> Existing active assignment -> Temporary destination data
4Field Dictionary
5UI Walkthrough
Confirm temporary policy -> Set start and expected end -> Create temporary assignment -> Verify home suspension -> End and validate reinstatement
6HDL, HSDL & REST
UI guided actions; Worker.dat only with carefully validated component/status logic
7Sample / Key Structure
Key identifiers and references: Start Date, Expected End Date, Temporary Job/Position, Suspension Status. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Temporary assignment begins, originals become suspended-payroll eligible by default, then the end action restores originals.
9Security & Privileges
Both source and destination assignment contexts must be accessible.
10Downstream Impact
Payroll eligibility; Manager hierarchy; Approvals; Reporting
11Validation Checklist
- Source assignments suspended
- Temporary assignment active
- Return date correct
- Originals reinstated
12Troubleshooting
Add Assignment was used instead
Wrong end action or return date
13Technical Consultant Challenge
Priya will perform both jobs simultaneously. Should TechNova use Temporary Assignment? Answer: No. Use Add Assignment for concurrent work; Temporary Assignment is for a temporary replacement role that suspends existing assignments.
Certification
A Temporary Assignment creates a new assignment in the same work relationship and suspends the original assignments until return.
Common traps
Configuration assessment
No. Use Add Assignment for concurrent work; Temporary Assignment is for a temporary replacement role that suspends existing assignments.
Revision
60-second revision
A same-legal-employer transaction that creates a temporary assignment and suspends existing assignments until the return action reinstates them.
Same employer: suspend home, open temporary, then restore.Five things to recall
- How do we model a temporary role inside the same legal employer?
- Temporary Assignment is within one legal employer; Global Temporary Assignment crosses legal employers.
- Temporary assignment begins, originals become suspended-payroll eligible by default, then the end action restores originals.
- Payroll eligibility
- No. Use Add Assignment for concurrent work; Temporary Assignment is for a temporary replacement role that suspends existing assignments.
Lesson 11
Global Transfer
What happens in a permanent move to another legal employer?
Fundamentals
Start with the business situation
Priya permanently relocates from TechNova India Pvt Ltd to TechNova Singapore Pte Ltd.
Pause and think
Question 1: Does her person record change?
Why: She remains the same enterprise person.
Question 2: What happens to the India relationship?
Why: Permanent legal-employer responsibility moves away from India.
Question 3: What is created in Singapore?
Why: Employment begins under the destination legal employer.
Same person; close old employer, open new employer.
The destination assignment defaults source data that the consultant can review and change.
Now state the concept
A permanent legal-employer move that ends the source work relationship and its assignments and creates a destination work relationship with a new primary assignment on the same person.
What it controls
Why it is useful
It preserves enterprise identity while enforcing legal-employer employment boundaries.
When consultants use it
Use for a permanent change to a different legal employer.
Important distinction
Global transfer ends the source relationship; global temporary assignment retains it for return.
A Global Transfer keeps the person record, ends the source relationship and assignments, and creates a new destination relationship and primary assignment.
Relationships
Where Global Transfer fits
Reuses Person
Ends source Work Relationship
Creates destination Work Relationship and Assignment
Change impact
The destination assignment defaults source data that the consultant can review and change.
Implementation
Consultant implementation sequence
- 1
Confirm permanent intent
- 2
Select destination employer
- 3
Review termination and start dates
- 4
Enter destination assignment
- 5
Handle reports and approvals
- 6
Validate both sides
Prerequisites
- Destination legal employer and LDG context
- Destination BU/reference data
- No blocking global temporary transaction
Acceptance checks
- Source relationship ended
- Destination relationship active
- New assignment is primary
- Dates do not overlap incorrectly
Technical Details
Global Transfer Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
A permanent legal-employer move that ends the source work relationship and its assignments and creates a destination work relationship with a new primary assignment on the same person. Source ends and destination begins; the person survives both histories.
2Setup Navigation
My Client Groups -> Local and Global Transfer
3Prerequisites & Sequence
Destination legal employer and LDG context -> Destination BU/reference data -> No blocking global temporary transaction
4Field Dictionary
5UI Walkthrough
Confirm permanent intent -> Select destination employer -> Review termination and start dates -> Enter destination assignment -> Handle reports and approvals -> Validate both sides
6HDL, HSDL & REST
UI transfer flow; Worker.dat coordinated source/destination load
7Sample / Key Structure
Key identifiers and references: Transfer Type, Destination Legal Employer, Start Date, Destination BU. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Source ends and destination begins; the person survives both histories.
9Security & Privileges
Initiator needs access to relevant source and destination populations or coordinated processing.
10Downstream Impact
Payroll/statutory context; Roles and access; Benefits; Seniority; Approvals
11Validation Checklist
- Source relationship ended
- Destination relationship active
- New assignment is primary
- Dates do not overlap incorrectly
12Troubleshooting
Legal employer was not changed
Reference or transaction validation failed
13Technical Consultant Challenge
Only the BU changes, even though the BU name contains 'Singapore'. Is it automatically global? Answer: No. The determining boundary is Legal Employer, not the BU name or geography label.
Certification
A Global Transfer keeps the person record, ends the source relationship and assignments, and creates a new destination relationship and primary assignment.
Common traps
Configuration assessment
No. The determining boundary is Legal Employer, not the BU name or geography label.
Revision
60-second revision
A permanent legal-employer move that ends the source work relationship and its assignments and creates a destination work relationship with a new primary assignment on the same person.
Same person; close old employer, open new employer.Five things to recall
- What happens in a permanent move to another legal employer?
- Global transfer ends the source relationship; global temporary assignment retains it for return.
- Source ends and destination begins; the person survives both histories.
- Payroll/statutory context
- No. The determining boundary is Legal Employer, not the BU name or geography label.
Lesson 12
Global Temporary Assignment
How do we move a worker temporarily across legal employers and bring them back?
Fundamentals
Start with the business situation
Priya supports TechNova Singapore for six months but has a guaranteed return to her India role.
Pause and think
Question 1: Why not global transfer?
Why: Global transfer would end the India relationship.
Question 2: What remains in India?
Why: This preserves the return path.
Question 3: What exists in Singapore?
Why: The destination employer needs its own employment context.
Keep home link, pause home work, open host link.
End Global Temporary Assignment ends the destination relationship and assignment and reinstates the source assignment.
Now state the concept
A temporary cross-legal-employer movement that retains the source work relationship, suspends the current source assignment, and creates a destination relationship and primary assignment.
What it controls
Why it is useful
It records host employment while protecting the home-employer relationship.
When consultants use it
Use when moving temporarily to another legal employer with an expected return.
Important distinction
GTA creates a destination relationship; same-employer Temporary Assignment does not.
A Global Temporary Assignment retains the source relationship, suspends the source assignment and creates a destination relationship and assignment until the return action.
Relationships
Where Global Temporary Assignment fits
Reuses Person
Retains source Work Relationship
Creates host Work Relationship
Suspends and later restores source Assignment
Change impact
End Global Temporary Assignment ends the destination relationship and assignment and reinstates the source assignment.
Implementation
Consultant implementation sequence
- 1
Confirm temporary international policy
- 2
Create GTA with host details
- 3
Validate source suspension and host primary
- 4
Process End GTA on return
- 5
Validate restoration
Prerequisites
- Two legal employers
- Destination reference data
- Return policy
- No conflicting future actions
Acceptance checks
- Source relationship not ended
- Source assignment suspended
- Host relationship active
- Return action restores source
Technical Details
Global Temporary Assignment Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
A temporary cross-legal-employer movement that retains the source work relationship, suspends the current source assignment, and creates a destination relationship and primary assignment. Two relationships coexist for the period; source work is suspended, then the host relationship ends on return.
2Setup Navigation
My Client Groups -> Local and Global Transfer; End Global Temporary Assignment for return
3Prerequisites & Sequence
Two legal employers -> Destination reference data -> Return policy -> No conflicting future actions
4Field Dictionary
5UI Walkthrough
Confirm temporary international policy -> Create GTA with host details -> Validate source suspension and host primary -> Process End GTA on return -> Validate restoration
6HDL, HSDL & REST
UI guided flow; Complex Worker.dat lifecycle - validate in test
7Sample / Key Structure
Key identifiers and references: Transfer Type Temporary, Host Legal Employer, Start/Expected End, Host Assignment. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Two relationships coexist for the period; source work is suspended, then the host relationship ends on return.
9Security & Privileges
Cross-employer access and destination setup must be coordinated.
10Downstream Impact
Payroll/statutory processing; Security; Benefits; Approvals; Global mobility reporting
11Validation Checklist
- Source relationship not ended
- Source assignment suspended
- Host relationship active
- Return action restores source
12Troubleshooting
Permanent transfer was selected
Future GTA records must first be resolved
13Technical Consultant Challenge
Priya is not expected to return to India. Which flow is more accurate? Answer: Global Transfer, because the legal-employer move is permanent.
Certification
A Global Temporary Assignment retains the source relationship, suspends the source assignment and creates a destination relationship and assignment until the return action.
Common traps
Configuration assessment
Global Transfer, because the legal-employer move is permanent.
Revision
60-second revision
A temporary cross-legal-employer movement that retains the source work relationship, suspends the current source assignment, and creates a destination relationship and primary assignment.
Keep home link, pause home work, open host link.Five things to recall
- How do we move a worker temporarily across legal employers and bring them back?
- GTA creates a destination relationship; same-employer Temporary Assignment does not.
- Two relationships coexist for the period; source work is suspended, then the host relationship ends on return.
- Payroll/statutory processing
- Global Transfer, because the legal-employer move is permanent.
Lesson 13
Termination, Resignation & Rehire
How do we end employment without deleting the person's history?
Fundamentals
Start with the business situation
Priya resigns from TechNova India on 30 June. She manages five people and may return next year.
Pause and think
Question 1: What ends?
Why: Termination operates at relationship level.
Question 2: What remains?
Why: Oracle preserves identity and audit history.
Question 3: What about her reports?
Why: Their assignment manager changes generally take effect the day after termination.
End employment, keep the human.
Rehire later reuses the person and creates a new relationship and assignment.
Now state the concept
Termination ends a work relationship and all assignments within it. The person record remains and can later support rehire or another relationship.
What it controls
Why it is useful
It closes employment cleanly while retaining legally and operationally important history.
When consultants use it
Use when employment with a legal employer ends; use End Assignment only for one additional assignment.
Important distinction
End Assignment closes one assignment; Termination closes the relationship and every assignment inside it.
Termination ends a work relationship and all its assignments but retains the enterprise person record for history and possible rehire.
Relationships
Where Termination, Resignation & Rehire fits
Ends Work Relationship
Ends contained Assignments
May reassign reports
Influences user-account lifecycle
Change impact
Rehire later reuses the person and creates a new relationship and assignment.
Implementation
Consultant implementation sequence
- 1
Review future-dated changes
- 2
Choose termination date/reason
- 3
Reassign reports
- 4
Set access-revocation timing
- 5
Submit/approve
- 6
Validate post-termination
Prerequisites
- Active relationship
- Termination action/reason
- Resolved GTA/future conflicts
- Report reassignment plan
Acceptance checks
- All assignments ended
- Reports reassigned
- Account timing correct
- Future transactions resolved
Technical Details
Termination, Resignation & Rehire Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
Termination ends a work relationship and all assignments within it. The person record remains and can later support rehire or another relationship. Relationship and assignments become ended; person and history remain. Rehire creates a new relationship.
2Setup Navigation
My Client Groups -> Terminate; worker self-service may use Resign
3Prerequisites & Sequence
Active relationship -> Termination action/reason -> Resolved GTA/future conflicts -> Report reassignment plan
4Field Dictionary
5UI Walkthrough
Review future-dated changes -> Choose termination date/reason -> Reassign reports -> Set access-revocation timing -> Submit/approve -> Validate post-termination
6HDL, HSDL & REST
UI termination flow; Worker.dat termination component
7Sample / Key Structure
Key identifiers and references: Notification Date, Termination Date, Last Working Date, Reason. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Relationship and assignments become ended; person and history remain. Rehire creates a new relationship.
9Security & Privileges
Access and roles are normally revoked after termination date but timing can be configured.
10Downstream Impact
User account; Payroll final processing; Benefits; Manager hierarchy; Vacancy/incumbency
11Validation Checklist
- All assignments ended
- Reports reassigned
- Account timing correct
- Future transactions resolved
12Troubleshooting
Future-dated changes exist
Future global temporary records must be deleted/cancelled first
13Technical Consultant Challenge
Priya has a second concurrent assignment under the same relationship. Can HR terminate only her primary assignment and leave the relationship? Answer: Termination ends every assignment in that relationship. Use the correct assignment-ending action only if employment itself continues.
Certification
Termination ends a work relationship and all its assignments but retains the enterprise person record for history and possible rehire.
Common traps
Configuration assessment
Termination ends every assignment in that relationship. Use the correct assignment-ending action only if employment itself continues.
Revision
60-second revision
Termination ends a work relationship and all assignments within it. The person record remains and can later support rehire or another relationship.
End employment, keep the human.Five things to recall
- How do we end employment without deleting the person's history?
- End Assignment closes one assignment; Termination closes the relationship and every assignment inside it.
- Relationship and assignments become ended; person and history remain. Rehire creates a new relationship.
- User account
- Termination ends every assignment in that relationship. Use the correct assignment-ending action only if employment itself continues.
Lesson 14
Managers, Direct Reports & AOR
Who manages the worker, and who has functional responsibility for a population?
Fundamentals
Start with the business situation
Priya changes line manager. Separately, HR partner Kavya must support everyone in the Cloud BU without becoming their line manager.
Pause and think
Question 1: Which flow changes Priya's supervisor?
Why: It updates Priya's assignment manager.
Question 2: Which flow moves several reports away from a departing manager?
Why: It is initiated for the manager and updates the reports' assignments.
Question 3: How should Kavya receive HR responsibility?
Why: AOR delegates a functional scope and can support approvals/security without creating a line-manager relationship.
Manager leads; AOR covers.
During termination, reassigned reports normally change effective termination date plus one day.
Now state the concept
Manager relationships are stored on assignments. Direct Reports actions reorganize reports under managers, while Areas of Responsibility delegate functional responsibility for defined worker populations.
What it controls
Why it is useful
It separates supervisory hierarchy from HR, payroll or benefits responsibility.
When consultants use it
Use manager actions for reporting lines; AOR for delegated functional coverage and approval routing.
Important distinction
Manager = supervisory relationship. AOR = responsibility for a defined population or scope.
Change Manager updates one worker's assignment; Direct Reports reorganizes reports under a manager; AOR assigns functional responsibility for a population.
Relationships
Where Managers, Direct Reports & AOR fits
Manager stored on Assignment
Direct Reports updates other assignments
AOR can feed security and approvals
Change impact
During termination, reassigned reports normally change effective termination date plus one day.
Implementation
Consultant implementation sequence
- 1
Define manager types
- 2
Choose individual or bulk flow
- 3
Configure AOR scope
- 4
Assign representative
- 5
Validate hierarchy and access
Prerequisites
- Active assignments
- Valid manager
- Responsibility type and scope
Acceptance checks
- Correct manager type
- Effective dates
- No circular hierarchy
- AOR scope matches population
Technical Details
Managers, Direct Reports & AOR Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
Manager relationships are stored on assignments. Direct Reports actions reorganize reports under managers, while Areas of Responsibility delegate functional responsibility for defined worker populations. Manager and AOR records are date-effective and should be ended or changed without overwriting history.
2Setup Navigation
My Client Groups -> Change Manager / Direct Reports / Areas of Responsibility
3Prerequisites & Sequence
Active assignments -> Valid manager -> Responsibility type and scope
4Field Dictionary
5UI Walkthrough
Define manager types -> Choose individual or bulk flow -> Configure AOR scope -> Assign representative -> Validate hierarchy and access
6HDL, HSDL & REST
UI actions; Worker.dat manager components; AOR load methods - verify release
7Sample / Key Structure
Key identifiers and references: Manager Type, Manager Assignment, Responsibility Type, Scope. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Manager and AOR records are date-effective and should be ended or changed without overwriting history.
9Security & Privileges
AOR may be used by security profiles and approvals, but assigning AOR alone does not automatically grant every privilege.
10Downstream Impact
Approvals; Person security; Team views; Notifications
11Validation Checklist
- Correct manager type
- Effective dates
- No circular hierarchy
- AOR scope matches population
12Troubleshooting
AOR/security profile/role mapping is incomplete
Default retention was not overridden
13Technical Consultant Challenge
Kavya must approve benefits changes for Cloud BU but should not appear as line manager. What should be configured? Answer: An appropriate Benefits Representative Area of Responsibility and the required approval/security setup.
Certification
Change Manager updates one worker's assignment; Direct Reports reorganizes reports under a manager; AOR assigns functional responsibility for a population.
Common traps
Configuration assessment
An appropriate Benefits Representative Area of Responsibility and the required approval/security setup.
Revision
60-second revision
Manager relationships are stored on assignments. Direct Reports actions reorganize reports under managers, while Areas of Responsibility delegate functional responsibility for defined worker populations.
Manager leads; AOR covers.Five things to recall
- Who manages the worker, and who has functional responsibility for a population?
- Manager = supervisory relationship. AOR = responsibility for a defined population or scope.
- Manager and AOR records are date-effective and should be ended or changed without overwriting history.
- Approvals
- An appropriate Benefits Representative Area of Responsibility and the required approval/security setup.
Lesson 15
Seniority Dates
From which date should length of service be calculated for a specific purpose?
Fundamentals
Start with the business situation
Priya was rehired after a break. TechNova counts earlier service for long-service leave but not for her current department tenure.
Pause and think
Question 1: Can one start date answer both policies?
Why: Different seniority rules can operate at different levels and treat gaps differently.
Question 2: Which level suits enterprise service?
Why: It can represent service across relationships.
Question 3: How are dates refreshed in bulk?
Why: Its parameters can include complete assignment history and terminated relationships.
Start date is history; seniority date is policy.
Employment changes can trigger recalculation when rules are active; manual adjustments require allowed overrides.
Now state the concept
Calculated or adjusted dates at person, work-relationship or assignment level used to measure service for rules such as leave, benefits or progression.
What it controls
Why it is useful
It converts complex service history into consistent eligibility dates.
When consultants use it
Configure when business rules depend on enterprise, employer, department, grade, union or other tenure.
Important distinction
Start date records when something began; seniority date is a policy-driven basis for service calculation.
A Seniority Date Rule defines how service is calculated at person, work-relationship or assignment level, including gap and override behavior.
Relationships
Where Seniority Dates fits
Reads person and employment history
Feeds eligibility and progression
Calculated by scheduled process
Change impact
Employment changes can trigger recalculation when rules are active; manual adjustments require allowed overrides.
Implementation
Consultant implementation sequence
- 1
Identify business policy
- 2
Choose level and attribute
- 3
Decide gap handling and override
- 4
Activate rule
- 5
Run calculation and validate examples
Prerequisites
- Defined policy
- Reliable employment history
- Rule name/level
Acceptance checks
- Correct level
- Gap policy matches requirement
- Process parameters correct
- Rehire sample calculated
Technical Details
Seniority Dates Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
Calculated or adjusted dates at person, work-relationship or assignment level used to measure service for rules such as leave, benefits or progression. Rules are active/inactive; calculated results evolve with employment history and manual adjustments.
2Setup Navigation
Setup seniority rules; Employment Info -> Seniority Dates; Scheduled Processes -> Calculate Seniority Dates
3Prerequisites & Sequence
Defined policy -> Reliable employment history -> Rule name/level
4Field Dictionary
5UI Walkthrough
Identify business policy -> Choose level and attribute -> Decide gap handling and override -> Activate rule -> Run calculation and validate examples
6HDL, HSDL & REST
UI configuration; Calculate Seniority Dates scheduled process
7Sample / Key Structure
Key identifiers and references: Rule Name, Level, Attribute, Active. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Rules are active/inactive; calculated results evolve with employment history and manual adjustments.
9Security & Privileges
Only authorized HR users should view or adjust seniority details.
10Downstream Impact
Leave accrual; Benefits eligibility; Pay progression; Service awards
11Validation Checklist
- Correct level
- Gap policy matches requirement
- Process parameters correct
- Rehire sample calculated
12Troubleshooting
Rule inactive or population excluded
Complete history/gap configuration does not include it
13Technical Consultant Challenge
TechNova wants total enterprise service across a rehire gap, but current employer tenure must restart. One rule or two? Answer: Two rules at appropriate levels with different previous-service/gap treatment.
Certification
A Seniority Date Rule defines how service is calculated at person, work-relationship or assignment level, including gap and override behavior.
Common traps
Configuration assessment
Two rules at appropriate levels with different previous-service/gap treatment.
Revision
60-second revision
Calculated or adjusted dates at person, work-relationship or assignment level used to measure service for rules such as leave, benefits or progression.
Start date is history; seniority date is policy.Five things to recall
- From which date should length of service be calculated for a specific purpose?
- Start date records when something began; seniority date is a policy-driven basis for service calculation.
- Rules are active/inactive; calculated results evolve with employment history and manual adjustments.
- Leave accrual
- Two rules at appropriate levels with different previous-service/gap treatment.
Lesson 16
Manager Self-Service
How can managers review teams and initiate HR transactions securely?
Fundamentals
Start with the business situation
Neha manages 18 workers. She needs to review her team, change Priya's hours and initiate a transfer without asking HR to key every transaction.
Pause and think
Question 1: Where does Neha begin?
Why: It presents workers, positions, requisitions and offers according to her access.
Question 2: Can she act on anyone in TechNova?
Why: Function and data security restrict available actions and people.
Question 3: Is the change immediate after submit?
Why: Configured approvals may route it before database commit.
See team -> choose action -> submit -> approve -> commit.
Position hierarchy views require HCM position hierarchy to be enabled; Redwood features can change presentation.
Now state the concept
My Team experiences, including Team Activity Center and quick actions, let line managers view secured team information and initiate permitted employment transactions.
What it controls
Why it is useful
It distributes routine workforce administration while retaining security and approvals.
When consultants use it
Used daily by line managers for permitted team actions and information.
Important distinction
The page exposes transactions; it does not replace the underlying employment records or approval engine.
Manager Self-Service provides secured team views and actions for line managers through My Team and Team Activity Center.
Relationships
Where Manager Self-Service fits
Reads Assignment manager hierarchy
Launches employment transactions
Triggers approvals and notifications
Change impact
Position hierarchy views require HCM position hierarchy to be enabled; Redwood features can change presentation.
Implementation
Consultant implementation sequence
- 1
Provision manager role
- 2
Validate data access
- 3
Expose required quick actions
- 4
Configure transaction rules
- 5
Test submitter and approver experience
Prerequisites
- Line-manager relationship
- Role provisioning
- Data security
- Transaction configuration
Acceptance checks
- Correct workers visible
- Expected actions available
- Approval route works
- Committed result appears
Technical Details
Manager Self-Service Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
My Team experiences, including Team Activity Center and quick actions, let line managers view secured team information and initiate permitted employment transactions. Access follows manager relationships and employment status; transactions remain date-effective.
2Setup Navigation
My Team -> Team Activity Center / Quick Actions
3Prerequisites & Sequence
Line-manager relationship -> Role provisioning -> Data security -> Transaction configuration
4Field Dictionary
5UI Walkthrough
Provision manager role -> Validate data access -> Expose required quick actions -> Configure transaction rules -> Test submitter and approver experience
6HDL, HSDL & REST
Redwood self-service UI; AI assistants where enabled
7Sample / Key Structure
Key identifiers and references: Team View, As-of Date, Worker Type Filter, Transaction Effective Date. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Access follows manager relationships and employment status; transactions remain date-effective.
9Security & Privileges
Both function security and person data security must allow the view/action.
10Downstream Impact
HR workload; Approval routing; Data quality; Manager accountability
11Validation Checklist
- Correct workers visible
- Expected actions available
- Approval route works
- Committed result appears
12Troubleshooting
Function privilege or page configuration
Manager hierarchy or person security
13Technical Consultant Challenge
Neha sees Priya but cannot see Transfer. Is person security necessarily the problem? Answer: No. Visibility proves some data access; the Transfer action can still be missing because of function security or transaction/page configuration.
Certification
Manager Self-Service provides secured team views and actions for line managers through My Team and Team Activity Center.
Common traps
Configuration assessment
No. Visibility proves some data access; the Transfer action can still be missing because of function security or transaction/page configuration.
Revision
60-second revision
My Team experiences, including Team Activity Center and quick actions, let line managers view secured team information and initiate permitted employment transactions.
See team -> choose action -> submit -> approve -> commit.Five things to recall
- How can managers review teams and initiate HR transactions securely?
- The page exposes transactions; it does not replace the underlying employment records or approval engine.
- Access follows manager relationships and employment status; transactions remain date-effective.
- HR workload
- No. Visibility proves some data access; the Transfer action can still be missing because of function security or transaction/page configuration.
Lesson 17
Notifications & Approvals
What happens between submitting an HR transaction and committing it?
Fundamentals
Start with the business situation
Neha submits Priya's promotion. The screen confirms submission, but Priya's grade has not changed because two approvals are required.
Pause and think
Question 1: Is submission the final update?
Why: The transaction can remain pending until workflow completes.
Question 2: Where does an approver find it?
Why: Actionable and FYI notifications are presented there.
Question 3: Where does Neha track her request?
Why: It lists workflow tasks she submitted that await final approval.
Submit -> route -> decide -> commit.
Rejection normally stops the process; delegation or editing depends on configuration and security.
Now state the concept
Workflow routes a submitted task through configured approvers; notifications alert participants, and approved transactions are committed when the route completes.
What it controls
Why it is useful
It applies governance without removing self-service.
When consultants use it
Transaction-facing use belongs here; deep rule configuration and Transaction Console troubleshooting belong to the Workflows subject.
Important distinction
Notification alerts; approval decides; workflow controls the sequence.
An HCM workflow routes a submitted transaction through approvers, sends notifications, and commits the change after successful completion.
Relationships
Where Notifications & Approvals fits
Receives employment transaction
May use manager hierarchy or AOR
Commits to worker records after final approval
Change impact
Rejection normally stops the process; delegation or editing depends on configuration and security.
Implementation
Consultant implementation sequence
- 1
Identify transaction
- 2
Confirm approval policy
- 3
Test submitter and approvers
- 4
Review notifications
- 5
Validate committed data
Prerequisites
- Approval rule configured
- Resolvable approvers
- Notification setup
- Transaction privileges
Acceptance checks
- Correct route
- No missing approver
- Final status
- Database result matches request
Technical Details
Notifications & Approvals Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
Workflow routes a submitted task through configured approvers; notifications alert participants, and approved transactions are committed when the route completes. Pending, approved, rejected, withdrawn or failed states precede or prevent commit.
2Setup Navigation
Notifications -> Assigned to Me / Created by Me; deeper administration in Transaction Console
3Prerequisites & Sequence
Approval rule configured -> Resolvable approvers -> Notification setup -> Transaction privileges
4Field Dictionary
5UI Walkthrough
Identify transaction -> Confirm approval policy -> Test submitter and approvers -> Review notifications -> Validate committed data
6HDL, HSDL & REST
Redwood notifications UI; BPM/AMX underlying services
7Sample / Key Structure
Key identifiers and references: Transaction Type, Submitter, Approver, Status. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Pending, approved, rejected, withdrawn or failed states precede or prevent commit.
9Security & Privileges
Approvers need task access and may need data privileges to view or edit transaction details.
10Downstream Impact
Effective-dated records; Audit trail; Manager experience; Processing time
11Validation Checklist
- Correct route
- No missing approver
- Final status
- Database result matches request
12Troubleshooting
Approver, rule or routing issue
Effective date is future or commit failed
13Technical Consultant Challenge
A promotion is approved today with an effective date next month. Should today's assignment show the new grade? Answer: No. Approval commits the future-dated change, but the current as-of date still shows today's grade.
Certification
An HCM workflow routes a submitted transaction through approvers, sends notifications, and commits the change after successful completion.
Common traps
Configuration assessment
No. Approval commits the future-dated change, but the current as-of date still shows today's grade.
Revision
60-second revision
Workflow routes a submitted task through configured approvers; notifications alert participants, and approved transactions are committed when the route completes.
Submit -> route -> decide -> commit.Five things to recall
- What happens between submitting an HR transaction and committing it?
- Notification alerts; approval decides; workflow controls the sequence.
- Pending, approved, rejected, withdrawn or failed states precede or prevent commit.
- Effective-dated records
- No. Approval commits the future-dated change, but the current as-of date still shows today's grade.
Lesson 18
Document Records
How does Oracle classify, secure and generate employee documents?
Fundamentals
Start with the business situation
TechNova stores Priya's passport, medical certificate and visa letter. Each has different retention, access, expiry and letter-generation needs.
Pause and think
Question 1: Are all three one document type?
Why: Each purpose needs its own type and controls.
Question 2: What provides broad grouping?
Why: Types such as Passport or Medical Certificate sit within meaningful categories/subcategories.
Question 3: How can a visa letter be generated?
Why: The resulting letter can be stored as a PDF attachment.
Category = shelf; type = folder; record = item; attachment = file.
Types should be governed carefully because records, security and integrations depend on them.
Now state the concept
A centralized record for employee-related documents, organized by category, subcategory and document type, with configurable scope, attachments, expiry, review, delivery and security.
What it controls
Why it is useful
It supports compliance, consistent storage and controlled employee/HR access.
When consultants use it
Used for licenses, certificates, visas, letters and other tracked HR evidence.
Important distinction
Category groups; document type defines the specific record and behavior; attachment is the file evidence.
Document Records centrally store employee documents whose behavior is controlled by document categories, types, scope, attachments, delivery and security.
Relationships
Where Document Records fits
Belongs to person or assignment scope
Uses document type
Can generate BI Publisher letter
Protected by document security profile
Change impact
Types should be governed carefully because records, security and integrations depend on them.
Implementation
Consultant implementation sequence
- 1
Design taxonomy
- 2
Create type and scope
- 3
Set expiry/attachment/review rules
- 4
Configure delivery/security
- 5
Test record and mass download
Prerequisites
- Category/subcategory
- Scope decision
- Security design
- BI path if generating letters
Acceptance checks
- Correct scope
- Attachment minimum met
- Expiry behavior
- Security profile
- Generated PDF stored
Technical Details
Document Records Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
A centralized record for employee-related documents, organized by category, subcategory and document type, with configurable scope, attachments, expiry, review, delivery and security. Records can be added, edited, duplicated, expired and downloaded according to type configuration and security.
2Setup Navigation
My Client Groups -> Document Records / Document Types
3Prerequisites & Sequence
Category/subcategory -> Scope decision -> Security design -> BI path if generating letters
4Field Dictionary
5UI Walkthrough
Design taxonomy -> Create type and scope -> Set expiry/attachment/review rules -> Configure delivery/security -> Test record and mass download
6HDL, HSDL & REST
UI; HDL; HSDL; REST; Employment-flow plugins
7Sample / Key Structure
Key identifiers and references: Document Type, Category, Scope, Expiration. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Records can be added, edited, duplicated, expired and downloaded according to type configuration and security.
9Security & Privileges
Use document security profiles plus appropriate roles/privileges; ordinary person access may not be enough.
10Downstream Impact
Compliance; Employee self-service; Letters; Audits; Integrations
11Validation Checklist
- Correct scope
- Attachment minimum met
- Expiry behavior
- Security profile
- Generated PDF stored
12Troubleshooting
Document security is separately restricted
BI Publisher report path or data is invalid
13Technical Consultant Challenge
Managers may view employment letters but not medical certificates for the same worker. What design supports this? Answer: Separate document types/categories with appropriate document security profiles and roles.
Certification
Document Records centrally store employee documents whose behavior is controlled by document categories, types, scope, attachments, delivery and security.
Common traps
Configuration assessment
Separate document types/categories with appropriate document security profiles and roles.
Revision
60-second revision
A centralized record for employee-related documents, organized by category, subcategory and document type, with configurable scope, attachments, expiry, review, delivery and security.
Category = shelf; type = folder; record = item; attachment = file.Five things to recall
- How does Oracle classify, secure and generate employee documents?
- Category groups; document type defines the specific record and behavior; attachment is the file evidence.
- Records can be added, edited, duplicated, expired and downloaded according to type configuration and security.
- Compliance
- Separate document types/categories with appropriate document security profiles and roles.
Lesson 19
Worker Data Load
How do we migrate people, relationships and assignments reliably?
Fundamentals
Start with the business situation
TechNova must migrate 2,000 workers. The legacy file has one flat row per employee, but Oracle expects related components with stable identifiers and correct effective dates.
Pause and think
Question 1: Can assignments load before their relationships?
Why: Child components depend on the worker and relationship hierarchy.
Question 2: How are later updates matched?
Why: SourceSystemOwner and SourceSystemId must be governed and reused.
Question 3: Does a successful ZIP mean every worker loaded?
Why: Import and load status must be checked at business-object and component level.
Parent first, stable keys, validate every component.
Updates must reuse original keys and apply the correct effective operation; new keys can create duplicates.
Now state the concept
Worker.dat is the HCM Data Loader file used to load the connected worker hierarchy, including person, work relationship, work terms where applicable, assignment and related components.
What it controls
Why it is useful
It enables repeatable, auditable migration and integration at scale.
When consultants use it
Use for implementation conversion, bulk maintenance and controlled integrations—not as a substitute for design and validation.
Important distinction
Worker.dat is a file container; Person, WorkRelationship and Assignment are connected components inside it.
Worker.dat loads the worker hierarchy using ordered components, stable keys, valid references and effective-dated records.
Relationships
Where Worker Data Load fits
Loads Person
Loads Work Relationship
Loads Assignment
References Subject 1 setup data
Change impact
Updates must reuse original keys and apply the correct effective operation; new keys can create duplicates.
Implementation
Consultant implementation sequence
- 1
Map legacy IDs
- 2
Clean duplicates
- 3
Load dependencies
- 4
Create test ZIP
- 5
Import and Load Data
- 6
Reconcile results
- 7
Rerun corrected records
Prerequisites
- Legal employers and workforce structures
- Source-key strategy
- Reference-data mapping
- Date and action mapping
Acceptance checks
- Parent-child keys resolve
- References exist and are effective
- Import and load both complete
- Counts reconcile
- Sample workers reviewed as-of date
Technical Details
Worker Data Load Technical Details
Configure, maintain, validate and troubleshoot this area.
1Technical Profile
Worker.dat is the HCM Data Loader file used to load the connected worker hierarchy, including person, work relationship, work terms where applicable, assignment and related components. Create, update, correct and terminate operations must preserve component identity and date-effective history.
2Setup Navigation
My Client Groups / Data Exchange -> Import and Load Data
3Prerequisites & Sequence
Legal employers and workforce structures -> Source-key strategy -> Reference-data mapping -> Date and action mapping
4Field Dictionary
5UI Walkthrough
Map legacy IDs -> Clean duplicates -> Load dependencies -> Create test ZIP -> Import and Load Data -> Reconcile results -> Rerun corrected records
6HDL, HSDL & REST
HCM Data Loader - Worker.dat; HSDL for selected use cases; REST for transactional integrations
7Sample / Key Structure
Key identifiers and references: SourceSystemOwner, SourceSystemId, EffectiveStartDate, PersonNumber. For HDL updates, preserve stable source keys and validate the current business-object template.
8Effective Dating & Lifecycle
Create, update, correct and terminate operations must preserve component identity and date-effective history.
9Security & Privileges
Loader users need HCM Data Loader access plus business-object access to Worker.
10Downstream Impact
All worker records; Payroll and security provisioning; Reporting; Approvals bypass/behavior depending on method
11Validation Checklist
- Parent-child keys resolve
- References exist and are effective
- Import and load both complete
- Counts reconcile
- Sample workers reviewed as-of date
12Troubleshooting
Load order or source key mismatch
Person matching or source keys failed
BU/job/location/set/date mismatch
13Technical Consultant Challenge
The second file uses a new SourceSystemId for the same assignment name. Update or duplicate risk? Answer: Duplicate risk. Reuse the original stable source key to target the existing component.
Certification
Worker.dat loads the worker hierarchy using ordered components, stable keys, valid references and effective-dated records.
Common traps
Configuration assessment
Duplicate risk. Reuse the original stable source key to target the existing component.
Revision
60-second revision
Worker.dat is the HCM Data Loader file used to load the connected worker hierarchy, including person, work relationship, work terms where applicable, assignment and related components.
Parent first, stable keys, validate every component.Five things to recall
- How do we migrate people, relationships and assignments reliably?
- Worker.dat is a file container; Person, WorkRelationship and Assignment are connected components inside it.
- Create, update, correct and terminate operations must preserve component identity and date-effective history.
- All worker records
- Duplicate risk. Reuse the original stable source key to target the existing component.