Introduction

Before we start with detailing the steps required as well as the impact of the same let-us try to understand What Workforce Modeling is and Why is it Required.

Workforce Modeling as the name implies is a way of rearranging your team members in a specific design.

Workforce modeling provides managers and human resource (HR) specialists with the ability to plan, model, and execute workforce changes using a graphical tool.

One can perform the following actions on workers and managers:

1) Promote

2) Transfer

3) Terminate

4) Change manager

5) Change location

We can move people with or without direct reports either by dragging and dropping or using the table view and selecting a new manager. You can create vacancies in the model, and on final approval they're added to the database. Use an existing model or create a new one to terminate workers.

We can even review the impact of planned terminations using the analytics. The modeled changes are saved to the Oracle Fusion database when the model is approved.

In a real life scenario it is very difficult for any individual to take promotion, transfer and other aligned changes. Workforce modeling provides a graphical too enabling lift and shift movement whereby one is even able to analyze the impact before the impact actually takes place.

Since workforce modeling is associated with assignment changes it does has to follow some approval rules and there are certain stages before the entire process gets completed.

Security Aspect

Line managers and HR specialists have access to Workforce Modeling. You can access all the Workforce Modeling features if you are either an author or the top manager of a model. If you try to access the same using an Implementation Role you would encounter an error.

To access the model as the top manager, the author of the model can give you access in the model properties. HR representatives can edit the model, and other approvers can open and view the model.

The following rules define who the default approvers are:

1. If all the modeled changes occur within the top manager's organization, then the approvers are the author's HR Representative, the top manager's manager and one level of manager approval above.

2. In addition to the above rule, the manager who has authority to approve all the changes and one level above, are the approvers. These approvers are in addition to the author's HR Representative and two levels above the top manager.

Workforce Modeling Status

Once a Workforce Model is designed it may have either of the below mentioned status. It could be in either of Draft, Pending, Rejected, Returned or Completed status. A complete description in tabular format below:

Impact of Workforce Modeling

Once the newly created workforce model is approved, the relevant assignments are updated using the model effective date. Currently, notifications aren't issued for this. Role provisioning Security occurs automatically if it's set up accordingly. For example, if the line manager role is enabled for auto-provisioning, then a user who becomes a manager is given the line manager role automatically. Vacancy changes are reflected in the system on the date on which a Model is approved and not on the Date on which the Model was created/designed.

So that is it from a theoretical perspective, let us now try to create a Model and verify whether the results match with the concept as described above.

As a first step login to the application with appropriate login credentials ( A user with HR Specialist / Line Manager role)

We need to select 'Workforce Modeling' from the Navigator icon's dropdown menu.

A new page will open and you need to choose the 'Create Model' button.

Next, populate the following data in the new popup window:

Once you populate the above details the popup window should appear as below:

Click on the ‘Continue’ button and you would land-up in a new screen which would display an Organization Chart

Now, you may expand individual Employee Cell and perform actions as shown:

Also, you may pick a specific employee from a specific manager and move him/her to another manager. In the below screen you may see how you may pick an employee (Landy Madrid) in this case from One Manager (Brian Joseph) to Another (Frank Pukta).

The moment you perform this operation a new window opens up with prepopulated fields (based on the actions performed by you ) and it would look as:

Click on the OK button and the operation is complete.

We will perform one similar action so that we have Two Transfers and post that when we return to the screen it would appear as below:

Note the small infolets along with relevant info displayed on the header section. Each one of them shows the impact of this reorganization and we would try to understand the same better by taking our cursor to each one of them.

Let-us begin with the first one (The Numeral ‘2’)

A click on the same shows up the following details:

And the above window does clearly shows that there has been a transfer for Simon Gilbert to HR Service Desk US and also 2 Vacancies have opened up for Human Resources Specialist post and other relevant details. Nice way of information sharing isn’t it.

But let us see at other

A mouse click on numeral ‘1’ (for Alerts) shows up below info:

The ‘Headcount’ one is of particular interest as it summarizes pretty much everything ( movement from one manager to another denoted by additions and substractions, vacancy created, no of contingent workers which have moved across as well as the current count).

Similarly if we move on to the next one ‘Worker Cost’ it would display us the annualized salary of the workers. An important point to note is that the change figure due to the Transfer operation proposed as a Data Modeling activity has not impacted in any change (Employees have been transferred from one Manager to another without a change in remuneration and also while 2 vacancies have been created none of the individuals have been hired to date which also ensures that the Worker Cost remains the same).

With this we would move on ‘Predictive Effectiveness’ and a click on the same displays following info:

Precise Information served in form of specific analytic reports, I would say.

Really helpful for top executive to make quick changes and analyze the impact the same is going to have not only from a Cost perspective but also from a point of effectiveness and utilization of an individual.

And I would end this article now with a hope that this was able to demonstrate the Workforce Modeling Feature and showcase the capabilities of the same. Having said so do take some time and try this in your environment and feel free to share your findings and experiences.

Thank you for your time and have a nice day….

Good Bye…….

Ashish Harbhajanka

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