In this article, let us take a look at the topic of Oracle Fusion HCM coexistence. We will also see what the various scenarios of coexistence are. The screenshot below shows Fusion Application coexisting with Applications Unlimited such as PeopleSoft or EBS. Customers need not move away from their existing core HR application. Instead, they migrate certain data to Fusion Application to leverage some of the new functionalities of Fusion such as Talent Review and Compensation Management.
Let us assume that Company ABC Fusion Corporation has Oracle EBS for Core HR. HCM Coexistence allows existing customers of E-Business Suite or Peoplesoft to use the best of both worlds, continue using a well established existing HCM system in production and implement some new functionality in Fusion HCM like Talent Management and Compensation Management. So Company ABC Fusion Corporation will not move away from the core HR existing application. They will implement new modules such as Fusion Talent Management and Compensation Management which will coexist with the EBS Application.
In Fusion Application various modules exist along with the core HR. These are Talent Review, Performance Management, Goal Management, Compensation Management, Network at Work etc. Some of the modules of the Talent Management product offering include Talent Review, Performance Management and Goal Management. You also have Compensation Management as a seperate module.
The Data that resides in the EBS Core HR system goes to Fusion HR tables to support coexistence. In this model, Fusion will not be the core HR. The existing core HR System will be. The foundation data will be synchronised between the Core HR System and Oracle Fusion frequently i.e., refreshed. The reason for refreshing the data from core HR system to the Fusion application is so that Fusion has the foundation data, the configuration data and also the employee data to support coexistence and leverage the other modules of Fusion. That is the purpose of implementing Fusion in the coexistence model.
The profile data from the core HR system will be migrated once to the Fusion application. From then on, Fusion maintains the profile data of all employees. In this way, Fusion becomes the single source of truth for all the employee profile data. For the core HR data, the existing core HR system will still be the single source of truth.
If customer wants to leverage the Compensation Management module of Fusion, then there is an option available to push back the compensation data changes to the core HR application and ensure the data is synchronized between the two applications. The customer can therefore choose to implement either of these products or both in Fusion.
If an organization implements Compensation Management, there is an option to push back the data especially the compensation changes from Fusion to the core HR.
The other data like Time and Labor, Payroll and Benefits residing in the core HR system will not be moved to Fusion and the existing core HR will continue to be the single source of truth and the source of data transactions for those applications.
The next article will cover the topic on HCM Integration Overview.
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