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Subject: How To Compare Jobs and Positions within HumanResource Management System

Doc ID: Note:136723.1 Type: HOWTO

Last Revision

Date:17-APR-2003

Status:PUBLISHED

@@PrimusID:OSS10761

goal: How To Compare Jobs and Positions within Human ResourceManagement

System

fact: Oracle Human Resources

fix:

***** THIS WHITE PAPER IS FOR INTERNAL USE ONLY *****

Jobs & Positions - Comparison

Last updated: 22-NOV-2000

Richard Burkow, CTTHRMS Instructor - Oracle UniversityPerformance Consulting

This is a collective "team effort" - my thanks to the manycontributors who helped make this comparison possible!

Definitions:

Job: Generic Title or Role within a Business Group, independent of any singleorganization. Required. Usually more specific if positions are not used.

Position: Specific occurrence of one job, fixed within an organization. Notrequired.

Jobs:

-- Required-- Generic within Business Group-- Independent of any single organization-- Jobs can occur in many organizations-- Holds Fair Labor Standards Act (FLSA) Code

https://metalink.oracle.com/help/usaeng/Search/search.html#filehttps://metalink.oracle.com/metalink/plsql/Get?WwwID=SOL:OSS10761:URLhttps://metalink.oracle.com/help/usaeng/Search/search.html#filehttps://metalink.oracle.com/metalink/plsql/Get?WwwID=SOL:OSS10761:URL

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-- Holds Equal Employment Opportunity (EEO) Work Category-- Associated with Worker's Compensation Codes

Positions:

-- Optional-- Specific occurrence of one job-- Must be unique within an organization-- Linked to an Organization, Job and Location-- Shared with Other Applications (i.e. Purchasing)-- Position Hierarchies control access to information (security)

Jobs and Positions - Similar Functionality:

Valid Grades Evaluations Competencies Skills Work Choices Not Date Tracked

Some Advantages of Using Positions:

Define jobs more specifically Reporting Views Position hierarchies for P.O. approvals Position hierarchies for security Occupancy View Probation Periods Standard Conditions & Working Hours Successor Position Control for Authorized Positions Competencies Requirements Recruitment Career Management Career Paths Job and Position Skills Matching Report Expands Oracle Training Administration Allows for eligibility through element linking can view which position it reports to Simplifies Assignments by connecting and populating org, job and location Web security and online approvals

ADE (Application Data Export) Position Hierarchy Diagrammer Grade relationships Evaluations Competencies - more specific to job Skills - more specific to job Work Choices - more specific to job Mass Moves: Organizations, Locations, Jobs, GRE's, Standard Conditions Succession Planning Positions are better (than Job and Supervisor) for P.O. approvals

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You may NOT want to use positions in the case of:

Re-organizations Concerned about increased maintenance

Positions for Governments and Unions:

Positions are typical of government/public sector agencies or those companieswith a heavy blue collar or union influence. There are a few reasons forthis:

1) Public sector agencies are position driven which means that theyIdentify roles and skills based on the position, not the individual. ThePosition carries with it a defined set of criteria that the person who isApplying for the position must have, people are not brought into the agencyBecause they have special skills - they are hired to fill a role and theyHave the skills/knowledge/abilities that the role defines.

2) You can also have multiple "holders" or people filling oneposition and that does not necessarily mean job sharing.

3) Companies can define positions and employees on a one to one relationship,meaning each position can have only one employee assigned to it. Unlessone is dealing with a small company, this can be an administrative nightmare.

This might be used in an organization that wants to define purchasingauthority on a per position/person basis (provided there is no costing ofpositions so maintenance may remain relatively low).

4) Public sector agencies also practice encumbrance based accountingcompared to private enterprise - meaning the funding or budget fordepartments can be determined ahead of time, providing flexibility inbudgetary spending.

5) Positions are tracked and monitored as a result of this type ofaccounting for another reason as well. .Typically in government

agencies, funding for positions comes from multiple sources, such as 50% ofpositions X is paid for by the federal government and 50% is paid for by thestate therefore, detailed tracking/costing is required on a per positionbasis.

Summary & Recommendations:

If you are using Positions, you may wish to create a segment on the PositionKey Flexfield called, "Organization" to simplify the connectionprocess.

Positions work well to track "reports to" and to see which person

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occupies which position. Providing the Business Group (the primaryorganization) is fairly stable, positions make positional mass moves very easyto do. They are also a must for strict security needs and used for purchaseorder approvals. In using Positions, one must be careful to create generic jobnames, and mak