ORACLE HRMS实施经验谈

OR A C L EEN T E R P R I S EBE N C H M A R KRE V. 1.0O RACLE ’S P EOPLE S OFT HRMS 9.1 FP2 S ELF -SERVICE AND P AYROLL USING O RACLE DB FOR O RACLE S OLARIS (U NICODE ) ON AN O RACLE ’S SPARC M7-8 ServerAs a global leader in e-business applications, Oracle is committed to delivering high performance solutions that meetour customers’ expectations. Business software must deliver rich functionality with robust performance. This performance must be maintained at volumes that are representative of customer environments.Oracle benchmarks demonstrate our software’s performance characteristics for a range of processing volumes in a specific conf iguration. Customers and prospects can use this information to determine the software, hardware, and network configurations necessary to support their processing volumes.The primary objective of our benchmarking effort is to provide as many data points as possible to support this important decision.Figure 1: Average Response Times (Two Workloads × 2)BENCHMARK PROFILEIn September 2015, Oracle (PeopleSoft) conducted a benchmark in Burlington, MA to measure the online and batch performance of Oracle’s PeopleSoft Enterprise Human Resources Management System(HRMS) 9.1 on Oracle's SPARC M7-8 Server configured with two Oracle VM Server for SPARC (logical domains) LDoms of 2 chips. Each logical domain was configured with (23 cores) for database Oracle Solaris zone (referred to simply as zone hereafter), (16 cores + 16 cores) for Application zones and (7 cores) forthe Web zone. The remaining 2 cores were dedicated to network and disk interrupt handling. The database domain was configured with Oracle11g ™ R2 database running Solaris 11.3. The application and web tiers were configured with 2 zones for PeopleSoft Application Server and one zone for Weblogic server respectively running Oracle Solaris 11.3. Approximately 600 GB of storage (12 TB DB data on 2 × Oracle ZFS Storage ZS3-2 Appliances) and 200 GB of storage (6.4 TB redo logs on 1 × Oracle Server X5-2L) was allocated to the database instance.DB-Tier #1184 CPUsWeb-T. #156 CPUsHR OLTP 35,000 Users App.-T. #1128 CPUsApp.-T. #2128 CPUs ZS3-2 Data LDom#1ZS3-2 Data LDom#2Payroll 500,480 EEsFigure 1: Virtualization Resource ApportionmentThe benchmark measured client response times for a total of 70,000 concurrent users with concurrent Payroll batch executions for a total of 1,000,960 employees. The standard database composition model represents an extra-large-sized company profile. The testing was conducted in a controlled environment with no other applications running. The goal of this Benchmark was to obtain baseline results for PeopleSoft HRMS 9.1 FP2 self-service and batch transactions with Oracle Database for Solaris on Oracle ’s SPARC M7 Servers.This report summarizing concurrent OLTP and batch processing in HCM 9.1 FP2 on this particular hardware and software environment is the baseline. Two complementary reports cover stand-alone batch and stand-alone OLTP resultsFigure 2: Average Response Times* This average is weighted based on the business mix as reflected in Table 1: Business Process Mix.METHODOLOGYOracle® ATS™ was used as the load driver, simulating concurrent users. It submitted a business process at an average rate of one every five minutes for each concurrent user.Measurements were recorded when the user load was attained and the environment reached a steady state.Figure 3 shows a typical 4-tier benchmark configuration.'Agents'35,000Users perLDom65%Utilized1 × 7-cores76%Utilized2 × 16-cores500,480 EEPayroll perLDom78%Utilized1 × 23-cores Figure 3: 4-Tier Configuration (Each LDom)Load (search/retrieval) times were measured from the time the user clicks the<OK>button until all the data for the entire business transaction has been retrieved.Update (save) times were measured from the time the user clicks the<SAVE>button until the system has released the page. ONLINE BUSINESS PROCESSESOracle (PeopleSoft) defines a business transaction as a series of HTML pages that guide a user through a particular scenario, such as promoting an employee.The fourteen PeopleSoft Enterprise 9.1 FP2 HRMS business processes tested in this benchmark are as follows: EMPLOYEE SELF-SERVICEeProfileUpdate Home Address:Update address in Personal Data section.Update Home Phone:Update phone number in Personal Data section.eBenefitsView Benefits Summary:View overall benefits enrollment data.Benefits Change Life:View benefits and alter the beneficiaries’ allocations in the Basic Life Plan.ePayView Paycheck: View current paycheck information. Update Direct Deposit Info: Add a direct deposit directive. Employee Adds Profile Items:Add competencies to personnel profile.MANAGER SELF-SERVICEeDevelopmentView Employee Info: View job and personal information. eProfileInitiate Termination: Initiate a termination by recording an effective date and reason for termination.Initiate Promotion:Initiate a promotion by entering a new job title and salary.eCompensationInitiate Employee Salary Change: Process a salary change for a single employee.HR ADMINISTRATIONAdd a Person: Add a person and their biographical details. Hire a Person:Enter the specified job data and work location, followed by the payroll and compensation details. Add a Job: Add job details to an existing employee.Table 1: Business Process MixThe table above shows the proportions of the business processes used in the measurements of this benchmark. The proportions are intended to simulate a typical user scenario. The database and application servers were processing a total of 14,000 (7,000 + 7,000) business processes per minute at the peak load of 70,000 (35,000 + 35,000) concurrent users. The estimated transaction rate is calculated by dividing the total number of concurrent users by the average pacing rate. Performance may vary on other hardware and software platforms and with other data composition models. ONLINE PROCESS RESULTSThe table below shows average retrieval (search) and update (save) times, in seconds, for each business process.Table 2: Employee/Manager Process RuntimesBATCH BUSINESS PROCESSESThe five Payroll processes tested are as follows:Paysheet Creation:Generates payroll data worksheets for employees, consisting of standard payroll information for each employee for the given pay cycle. The Paysheet process can be run separately from the other two tasks, usually before the end of the pay period.Payroll Calculation:Looks at Paysheets and calculates checks for those employees. Payroll Calculation can be run any number of times throughout the pay period. The first run will do most of the processing, while each successive run updates only the calculated totals of changed items. This iterative design minimizes the time required to calculate a payroll, as well as the processing resources required. In this benchmark, Payroll Calculation was run only once, as though at the end of a pay period.Payroll Confirmation:Takes the information generated by Payroll Calculation and updates the employees’ balances with the calculated amounts. The system assigns check numbers at this time and creates direct deposit records. Confirm can only be run once, and therefore, must be run at the end of the pay period.Print Advice Forms: This process takes the information generated by Payroll Calculation and Confirmation and produces an Advice for each employee to report Earnings, Taxes, Deductions, net pay and bank accounts where Net Pay were sent.Create Direct Deposit File: This process takes the information generated by Payroll Calculation and Confirmation and produces an electronic transmittal file used to transfer payr oll funds directly into an employee’s bank account. BATCH RESULTSThe table below contains the actual runtimes, in minutes, for the Payroll processes. It also shows how many employees were processed and the number of checks and advices produced.Table 3: PeopleSoft 9.1 FP2 Payroll Process RuntimesTable 4: PeopleSoft 9.1 FP2 Payroll Process Throughputs The throughputs above are linear extrapolations only. For Paysheet, PayCalc and PayConfirm the throughputs are payments per hour. For Print Advice and Direct Deposit, throughputs are PayAdvice per hour. Performance may vary on other hardware and software platforms and with other data composition models.SERVER PERFORMANCEFigure 4 shows the average CPU utilization for the database server. The CPU utilization is the average across all of the CPUs. Notice that the OLTP ramp-up and ramp-down phases clearly book-end the batch execution. The three ‘Payroll’ batch processes are in the dark color, followed by the ‘Print Advice’ and brief ‘Direct Deposit’ processes in the light color.Figure 4: Average Server CPU UtilizationTable 5: Summary of CPU UtilizationTable 6: Average Memory UtilizationI/O PERFORMANCETwo Oracle ZFS Storage ZS3-2 Appliances were used for storage of tables and indexes. An Oracle Server X5-2L with NVMe was used for storage of redo logs . I/O performance is crucial to performance and is summarized as follows:Table 7: I/O MetricsDATA COMPOSITION DESCRIPTION OF EACH DATABASEThere are 500,480 active employees and each employee has eleven months of payroll history. Within the active employee population, there are a total of 500,480 Jobs from which the active employees receive compensation. In this benchmark there are a total of 500,480 payments.The employees were distributed over four monthly, semi-monthly, bi-weekly and weekly pay groups. Each of these four pay groups was assigned to 32 pay groups for a total of 128 pay groups. With further sub-divisions, the benchmark was set up for 128 concurrent processes for the Paysheet, PayCalc and PayConfirm processes for this test. The employee profiles are as follows:Table 8: Employee Profiles for Seed Data ∙Part-time, hourly paid weekly with one additional pay, with Federal and California State tax, two general deductions and eight per pay period benefit deductions, one garnishment (KU0200).∙One Part-time salaried and paid monthly with one additional pay, with Federal and California State tax, one general deduction, three garnishments and seven per pay period benefit deductions with Absence Management (KU0202 ER0).∙One Part-time exception hourly paid bi-weekly with one additional pay, with Federal and California State tax, one general deduction, three garnishments and seven per pay period benefit deductions with Absence Management (KU0202 ER1).∙Full-time salaried paid monthly with Federal, New Jersey and New York State tax and New Jersey local tax, with five benefit deductions and no general deductions with Absence Management (KU0203).∙Full time, salaried paid biweekly with Federal and Pennsylvania State tax and seven per pay period benefit deductions (KU0204).∙Full time, salaried paid semi-monthly with one additional pay, with Federal and Michigan State tax, five per pay period benefit deductions, with Time and Labor (KU0205).∙One Part-time salaried paid weekly with one additional pay, with Federal and Georgia State tax, seven per pay period benefit deductions and one general deduction with Absence Management and Time and Labor (KU0208 ER0).Full time, hourly paid semi-monthly with one additional pay, with Federal and California State tax, seven per pay period benefit deductions and no general deductions (KU0209)The benchmarking payroll Pay_End_Dt is Dec 9th(PB1 weekly), Dec 16th (PB2 bi-weekly), Dec 15th(PB3 semi-monthly), or Dec 31st(PB4 monthly). The database reflects ~11 months history in calendar year 2006.Note that this ‘Data Model’ has been revised from that used for Release 9.1. Direct comparison between this result and results published for earlier releases is impossible.OLTP DATA COMPOSITION DESCRIPTION OF EACH DATABASEThe standard database was comprised of:∙500,480 Employees (8 per Department)∙62,560 Managers∙62,560 Department Table EntriesBENCHMARK ENVIRONMENT HARDWARE CONFIGURATION (SPARC M7-8)Database Server: (One per LDom)1 × Oracle Solaris Zone with 23 cores on an Oracle’s SPARC M7-8 server was used as a database server in each LDom. It was equipped with the following:∙ 1 × 4.13 GHz SPARC™ M7 Thirty-Two Core processors each with 16 Kilobytes of Instruction and 16 Kilobytes of Data Level-1 on core cache, 128 Kilobytes of sharedInstruction and Data Level-2 cache per core, and 48Megabytes of Level-3 on-chip cache (32 cores total – 256 vcpus/threads)∙1024 Gigabytes of Memory (~426 GB used at peak load) per LDOMTwo Oracle ZFS Storage ZS3-2 Appliances were used for Database data storage. The storage servers were equipped with the following:∙40 × 300 GB 10K RPM SAS-2 HDD∙8 × Write Flash Accelerator SSD∙ 2 × Read Flash Accelerator SSD 1.6 TB SASOne Oracle Server X5-2L was used for redo log files.∙ 2 × 2.4 GHz Intel Xeon E5-2630 v3 Eight-Core processors∙32 Gigabytes of Memory∙ 4 × 1.6 TB NVMe SSDApplication Server(s): (Two per LDom)2 × Oracle Solaris Zones with 32 cores total on an Oracle’s SPARC M7-8 server were used as the application servers in each LDom. They were equipped with the following:∙ 1 × 4.13 GHz SPARC™ M7 Thirty-Two Core processors each with 16 Kilobytes of Instruction and 16 Kilobytes of Data Level-1 on core cache, 128 Kilobytes of sharedInstruction and Data Level-2 cache per core, and 48Megabytes of Level-3 on-chip cache (32 cores total – 256 vcpus/threads)∙1024 Gigabytes of Memory (~347 GB used at peak load) per LDOMIn the application tier, 5 PeopleSoft domains with 350 application servers (70 per each domain) were hosted in the two separate Oracle Solaris Zones for a total of 10 domains with 700 application server processes.One Oracle Server X5-2L was used for App. objects cache.∙ 2 × 2.4 GHz Intel Xeon E5-2630 v3 Eight-Core processors∙32 Gigabytes of Memory∙ 4 × 1.6 TB NVMe SSD Web Server(s): (One per LDom)1 × Oracle Solaris Zone with 7 cores on an Oracle’s SPARC M7-8 server was used as the web server in each LDom. It was equipped with the following:(1 zone was configured with 32 Web Logic instances with 1 GB heap size.)∙ 1 × 4.13 GHz SPARC™ M7 Thirty-Two Core processors each with 16 Kilobytes of Instruction and 16 Kilobytes of Data Level-1 on core cache, 128 Kilobytes of sharedInstruction and Data Level-2 cache per core, and 48Megabytes of Level-3 on-chip cache (32 cores total – 256 vcpus/threads)∙1024 Gigabytes of Memory (~49 GB used at peak load) per LDOMLoad Simulation Driver(s):1 × Oracle Server X3-2 server was used as the load driver controller (LDom1). It was equipped with the following:∙ 2 × 2.9 GHz Intel Xeon E5-2690 Eight-Core processors, each with 2 × 6 Megabytes of Level-2 on-chip cache (16 cores total)∙128 Gigabytes of Memory1 × Oracle Server X4-2 server was used as the load driver controller (LDom2). It was equipped with the following:∙ 2 × 3.0 GHz Intel Xeon E5-2697 v2 Eight-Core processors, each with 6 Megabytes of Level-3 cache (16cores total)∙256 Gigabytes of Memory6 × Oracle Server X3-2 servers were used as the load drivers (LDom1). They were equipped with the following:∙ 2 × 2.9 GHz Intel Xeon E5-2690 Eight-Core processors, each with 2 × 6 Megabytes of Level-2 on-chip cache (16 cores total)∙128 Gigabytes of Memory6 × Oracle Server X4-2 servers were used as the load drivers (LDom2). They were equipped with the following:∙ 2 × 3.0 GHz Intel Xeon E5-2697 v2 Eight-Core processors, each with 6 Megabytes of Level-3 cache (16cores total)∙256 Gigabytes of MemorySOFTWARE VERSIONSOracle’s PeopleSoft HRMS and Campus Solutions 9.10.00.000 with FP 2Oracle’s PeopleSoft Enterprise (PeopleTools) 8.52.03Oracle Database 11g 11.2.0.3.0 (64-bit)Oracle Solaris 11.3 (on the Database Server)Oracle Solaris 11.3 (on the App Server and Web Server) Java Platform, Std. Edition Development Kit 6 with Update 32 Microsoft® Windows Server 2008 R2 Enterprise Edition (on the Controller and Drivers)Oracle ATS Load Test software 9.20.0370Oracle (BEA) Tuxedo® 10.3.0.0 Patch Level 043 (64-bit)Oracle WebLogic Server™ 11g (10.3.5)Oracle (PeopleSoft) Pleasanton5815 Owens DriveP. O. Box 8018Pleasanton, California 94588-8618Tel 925/694-3000Fax 925/694-3100************************World Wide Web Enterprise HRMS 9.1 on SPARC M7-8 October 2015Oracle CorporationWorld Headquarters500 Oracle ParkwayRedwood Shores, CA 94065U.S.A.Worldwide Inquiries:Phone: +1.650.506.7000Fax: +1.650.506.7200 Copyright © 2015, Oracle and/or its affiliates. All rights reserved. This document is provided for information purposes only and the contents hereof are subject to change without notice. This document is not warranted to be error-free, nor subject to any other warranties or conditions, whether expressed orally or implied in law, including implied warranties and conditions of merchantability or fitness for a particular purpose. We specifically disclaim any liability with respect to this document and no contractual obligations are formed either directly or indirectly by this document. This document may not be reproduced or transmitted in any form or by any means, electronic or mechanical, for any purpose, without our prior written permission.Oracle and Java are registered trademarks of Oracle and/or its affiliates. Other names may be trademarks of their respective owners.AMD, Opteron, the AMD logo, and the AMD Opteron logo are trademarks or registered trademarks of Advanced Micro Devices. Intel and Intel Xeon are trademarks or registered trademarks of Intel Corporation. All SPARC trademarks are used under license and are trademarks or registered trademarks of SPARC International, Inc. UNIX is a registered trademark licensed through X/OpenCompany, Ltd. 1010。

《深度探讨：Oracle人力资源管理系统的使用手册》一、引言在当今信息化程度越来越高的企业管理中，人力资源管理系统（HRMS）的作用愈发凸显。

Oracle人力资源管理系统作为业界领先的软件之一，其功能强大，操作复杂。

学习和掌握Oracle HRMS的使用技巧至关重要。

二、什么是Oracle人力资源管理系统？Oracle人力资源管理系统是一款全面的企业管理软件，主要用于管理企业人力资源、员工信息、薪酬福利、绩效考核、培训发展等方面。

它能够帮助企业高效地管理人力资源，提高工作效率，降低成本，增强企业竞争力。

三、Oracle人力资源管理系统的功能1.员工信息管理：包括员工基本信息、合同信息、薪酬信息、福利信息等。

2.薪酬管理：包括薪资计算、社会保险、个人所得税等。

3.绩效考核：包括目标设定、考核评分、绩效奖金等。

4.培训发展：包括培训计划、培训记录、员工技能库等。

四、如何使用Oracle人力资源管理系统？1.登录系统：输入用户名和密码登录系统。

2.员工信息管理：在系统中录入员工基本信息、合同信息等。

3.薪酬管理：设置薪资计算方式，录入薪酬信息等。

4.绩效考核：设定绩效考核指标，进行考核评分等。

5.培训发展：制定培训计划，记录培训情况等。

五、掌握Oracle人力资源管理系统的技巧1.学习培训：及时参加Oracle HRMS的相关培训，了解系统的功能和操作技巧。

2.操作实践：通过实际操作，加深对系统功能的理解，掌握系统的使用技巧。

3.讨论交流：与其他使用人员交流经验，互相学习，共同进步。

4.不断优化：在使用过程中，不断总结经验，优化操作流程，提高工作效率。

六、个人观点和理解Oracle人力资源管理系统作为一款功能强大的软件，帮助企业实现了人力资源管理的信息化和智能化。

学习和掌握Oracle HRMS的使用技巧，对于提高人力资源管理水平，提高企业竞争力至关重要。

只有深入了解系统功能和操作技巧，才能更好地发挥其作用，实现人力资源管理的最大化效益。

oracle安装和实施计划
以下是一个基本的Oracle安装和实施计划：
1.确定安装环境：确定Oracle软件需要安装的操作系统、硬件配置和数据库版本等信息。

2.准备安装介质：从Oracle官方网站下载Oracle软件安装介质，并将其刻录到光盘或USB驱动器上。

3.安装Oracle软件：按照Oracle安装指南的要求进行安装，包括选择安装类型、选择安装目录、输入许可证密钥等步骤。

4.配置Oracle软件：根据需要进行Oracle软件的配置，包括设置数据库实例名称、设置数据库文件组、设置数据库参数等步骤。

5.安装补丁程序：根据Oracle版本和补丁程序版本，下载并安装所需的补丁程序。

6.配置网络：配置Oracle软件所需的网络设置，包括配置监听器、设置TNS 服务名称、配置网络安全等步骤。

7.配置实例：启动Oracle软件并配置实例，包括设置实例参数、创建数据库用户、分配用户权限等步骤。

8.测试和调试：进行Oracle软件的测试和调试，包括启动和停止实例、连接数据库、执行SQL语句等步骤，确保Oracle软件正常运行。

9.部署应用程序：将应用程序部署到Oracle数据库中，包括创建表空间、分配空间、导入数据等步骤。

10.维护和管理：定期备份数据库、监控性能、优化配置、更新补丁等操作，确保Oracle数据库的稳定性和安全性。

以上是一个基本的Oracle安装和实施计划，具体的实施过程和细节可能因项目需求而异。

在实施过程中，需要根据实际情况灵活调整和完善。

首先需要说明的是HRMS(e-HR)系统实施专注于人力资源管理系统的设计、实现和应用推广，而不是进行人力资源管理咨询，如薪酬体系、考核方案、指标及兑现方案、素质模型、人才测评方案、岗位分析和评价等人力资源管理方法的设计。

但作为eHR系统实施咨询顾问，也应具备理解人力资源业务人员设计的管理方法和制度，然后通过软件系统来提供工具支持的能力，一方面通过系统固化业务和管理，另一方面可以加快业务的处理速度和效率。

虽然eHR咨询顾问也可能能延伸到管理咨询方面，能给客户的业务梳理和优化提供一些有价值的建议。

但人力资源管理软件系统是支持人力资源业务管理的工具软件，两者是高度关联又各有分工。

一、人力资源管理软件满足国有集团型企业的管控和分析预测需求问题怎么让国际化人力资源管理软件满足国有集团型企业的管控和分析预测需求?这对软件本身和实施团队都是极大的挑战！国有集团型企业企业本身由于历史和现实的原因，人力资源管理的体现以下的一些特点：1）需求复杂度需求主要体现为在线监控、过程管理、业务操作和维护、查询统计和度量分析几个方面。

2）业务差异化各下属企业在人力资源业务管理的制度、流程、表单等方面存在差异，在系统实施过程中如何求大同、存小异。

3）分权与集权管理模式总部对下属企业的管理，有集权和分权两种情况，前者集团总部制定的政策，对全集团各下属企业适用，后者则是集团总部给出原则和指导意见，下属企业可以根据自身的特点再制定具体的制度和政策！有些集团总部和下属企业存在管理博弈，集团总部希望对下属企业加强管理和控制，希望企业的业务和数据对总部是透明的，而下属企业则可能希望总部支持宏观和总量管控，希望保持自己自主权和独立性，有些敏感信息可能还希望对总部有所保留！以上几方面国有大型集团型企业和欧美国际化企业的管理还是有比较大的差异，目前的几个主要国际化人力资源管理软件都是源自欧美，以欧美发达国家的企业人力资源管理为需求的主要来源，虽然进入中国后，有的已经根据中国的法律制度做了一些本地化开发的工作，但和中国企业的管理需求和实践还是有有一些差距，实施过程中在坚持使用系统的成熟方案的前提下，有时候也避免不了要对软件进行一些改造和扩展，也就是根据国有集团型企业的特点设计和实现一些特定的客户化解决方案。

Oracle人力资源管理解决方案71 人力资源管理子系统1.1 管理需求分析ORACLE提供的人力源管理解决方案，主要由组织机构管理、招聘管理、员工档案管理、员工技能管理，员工职业发展，培训管理，绩效考核，以及工资福利管理等主要系统。

应用ORACLE人力资源管理系统，让人力资源部门的人员从繁琐的事务性工作中解放出来，有利于人力资源管理部门专业人员更多地关注企业战略重点，同时，降低了管理成本；全面先进的分析工具和方法，可以帮助企业做出科学的决策；基于的能力驱动管理，可以帮助企业建立科学的能力和业绩评估体系以及竞争性的激励机制，使企业充分地挖掘和利用员工的知识、技术和能力，实现企业和员工个人目标的有机统一，最大限度地发挥人力资源的作用。

1.2 ORACLE解决方案1.2.1组织机构、岗位通过Oracle HRMS，企业可以定义各种不同的组织类型，比如电厂(分公司)、车间、部门、科室等等，同时，可以定义各组织之间，在不同情况下的层次关系。

在各组织中，企业可以定义不同的岗位及其结构关系，建立岗位说明、岗位的能力需求和其他属性。

企业可以管理不同时期的组织结构模型和岗位结构模型。

并可以根据现在和历史的组织结构或岗位结构，结合各种相关的人力资源信息或其他业务信息，进行不同时期的数据分析和比较。

可以通过Oracle HRMS所提供的安全验证机制，设置权限，不同级别，不同职务，权限不同。

功能图：1.2.2 员工招聘、任免及调配企业可以根据组织结构和岗位结构、以及人员编制的制定，分析当前的人力资源情况和企业目前或将来某个时段所需要的人力资源和能力的差距，帮助决策者制定相应的人力资源管理方案。

其中，员工招聘和甄选、关键岗位的任免和调配是人力资源管理的常用方法。

通过Oracle 人力资源管理系统可以对员工（能力）需求进行分析，各级主管人员可以据此提出相应的空缺岗位的申请，人力资源管理部门可以根据这些需求安排合适的招聘活动。

O RACLE实践ORACLE HR模块学习总结PART1Author: 孟文利Creation Date: 2014-11-13Last Updated:Document Ref:Version: 1.0Copy No. _____November 13, 2014 Document ControlChange RecordReviewersDistributionNote To Holders:If you receive an electronic copy of this document and print it out, please write yourname on the equivalent of the cover page, for document control purposes.If you receive a hard copy of this document, please write your name on the frontcover, for document control purposes.255487254.doc Document Control iiNovember 13, 2014 ContentsDocument Control .................................................................................................................. i iContents (iii)介绍 (1)概述 (1)内容 (1)（一）Oracle 人力资源管理(Oracle HR) (2)1组织管理 (3)1.1 地点管理 (3)1.2 组织设置 (4)1.3 组织层次结构 (8)1.4 职务管理 (10)1.5 职位管理 (11)1.6 定义安全性配置文件 (12)2人事管理 (13)2.1 新员工入职 (14)2.2 人员特殊信息 (15)2.3 离职管理 (23)3.其他相关总结 (24)3.1 人事模块表关系 (24)Open and Closed Issues for this Deliverable (26)Open Issues (26)Closed Issues (26)255487254.doc Contents iii255487254.docCompany Confidential - For internal use only 介绍 1 of 26介绍概述Oracle 人力资源管理方案由两方面组成：一方面，由人事管理、培训管理、时间管理和薪资管理来实现人事管理的基本业务的运作、诸如组织机构、招聘、合同、绩效考评、员工发展、培训、薪酬福利、以及其他人事管理业务。