Getting Started with JD Edwards EnterpriseOne Human Resources

This chapter discusses:

Human Resources overview
Human Resources business processes
Human Resources integrations
Human Resources implementation

Human Resources Overview

JD Edwards EnterpriseOne understands that no such thing as a standard human resources department exists. Management depends on you to respond to workforce and industry changes, government regulations, and the organization policies and procedures. The information that you need is unique and often complex.

The JD Edwards EnterpriseOne Human Resources system tracks the information that you need to meet both the immediate and long range goals, as well as the demands of change and growth within the company and industry. You can access and compile the information quickly and provide quick answers to questions. Because the Human Resources system manages many mundane and repetitive tasks, you have more time to play a strategic role on the organization management team.

The Human Resources system provides these features:

Recruitment processing
Requisition management
Applicant tracking
Position budget management
Compensation management
Pay grade step progression
Competency management
Performance management
Health Safety management

Human Resources Business Processes

This process flow illustrates the Human Resources business processes:

Human resources business processes

We discuss these business processes in the business process chapters in this Implementation Guide.

Human Resources Integrations

The Human Resources system integrates with these JD Edwards EnterpriseOne systems:

Address Book
Human Capital Management Foundation
Payroll
General Accounting
Accounts Payable
Asset Lifecycle Management

We discuss integration considerations in the implementation chapters in this Implementation Guide. Supplemental information about third party application integrations is located on the JD Edwards EnterpriseOne Customer Connection website.

Address Book

The Address Book system maintains employee personal information such as name, address, and tax ID.

Human Capital Management Foundation

The Human Capital Management Foundation system tracks information that is shared with the Human Resources system:

Complete employee information.
Job information.
Pay type, deduction, benefit, and accrual (PDBA) information.
Time and labor information.

Payroll

The Payroll and Human Resources systems share a central database, enabling the system to reflect employee human resource changes immediately in the Payroll system. This ensures that each paycheck is up to date.

General Accounting

The Human Resources system creates salary budgets by business unit and update them in the general ledger.

Accounts Payable

You can set up the Payroll system, which is closely integrated with the Human Resources system, to create accounts payable vouchers for deductions and benefits that occur during payroll processing.

Asset Lifecycle Management

The Resource Management functionality within Asset Lifecycle Management uses the Human Resources Competency information to select assets and people with the right training, skills, accomplishments, certifications, education and language competencies for the job.

Human Resources Implementation

This section provides an overview of the global, core, and application steps that are required to implement the JD Edwards EnterpriseOne Human Resources system.

In the planning phase of the implementation, take advantage of all JD Edwards EnterpriseOne sources of information, including the installation guides and troubleshooting information. A complete list of these resources appears in the About This Documentation, with information about where to find the most current version of each.

When determining which electronic software updates (ESUs) to install for JD Edwards EnterpriseOne Human Resources, use the EnterpriseOne and World Change Assistant. EnterpriseOne and World Change Assistant, a Java-based tool, reduces the time required to search and download ESUs by 75 percent or more and enables you to install multiple ESUs at one time.

See JD Edwards EnterpriseOne Tools 8.98 Software Update Guide

For information about the Rapid Start solution for implementation of JD Edwards EnterpriseOne Human Resources, review the documentation available.

Global Implementation Steps

This table lists the global implementation steps for the JD Edwards EnterpriseOne Human Resources system:

Step	Reference
1. Set up fiscal date patterns, companies, and business units.	See Setting Up Organizations.
2. Set up accounts.	See Creating the Chart of Accounts.
3. Set up General Accounting constants.	See Setting Up Constants for General Accounting.
4. Set up multicurrency processing, including currency codes and exchange rates.	See Setting Up General Accounting for Multicurrency Processing.
5. Set up ledger type rules.	See Setting Up Ledger Types for General Accounting.
6. Enter Address Book Records.	See Entering Address Book Records.
7. Set up default location and printers.	JD Edwards EnterpriseOne Foundation, Setting Up Default Locations and Printers
8. Set up Human Capital Management fundamental information.	See JD Edwards EnterpriseOne Human Capital Management Application Fundamentals 9.0 Implementation Guide.

Core Implementation Steps

This table lists the core implementation steps for JD Edwards EnterpriseOne Human Capital Management Foundation.

Step	Reference
1. Set up system controls.	See Setting Up System Controls.
2. Set up general options, position control options, company options, business unit constants, and common settings for Human Capital Management.	See Setting Up System Options.
3. Define category codes, select fields for future data revisions, and release record reservations.	See Setting Up Employee Information.
4. Select data for history tracking purposes and initialize history and turnover tracking.	See Setting Up Employee History and Turnover Tracking.
5. Set up cross reference tables by business unit, job classification constants, and union local and job cross references.	See Setting Up Job Information for Employees.
6. Set up shift-rate differentials, occupational pay rates, pay type cross reference tables, and then run the Synchronize Employee Master Rates with Union Rates report (R059122).	See Setting Up Earnings Information for Employees.
7. Set up tax area information, corporate tax IDs, activate Quantum for Payroll, test the Quantum connection, set up the GeoCoder, and then run these UBEs:	Tax Area Table report (R07500). GeoCoder Employee Batch Processing report (R070103). Cost Center Tax Area Processing report (R079052). Populate Vertex Filing Status Process report (R0701730). See Setting Up Tax Information.
8. Set up workflow for Human Capital Management.	See Setting Up Workflow.
9. Set up a web mail merge queue, convert mail merge templates, add a web mail merge template, or add a web mail merge template record and data structure.	See Setting Up Web Mail Merge.
10. Set up pay types.	See Setting Up Pay Types.
11. Set up calculation tables and attach calculation tables to DBAs.	See Setting Up Calculation Tables.
12. Set up basic DBA information, General Accounting information, the basis of calculation, add text to DBAs, set up group plan DBAs, set up tax status for deductions, and set up tax status for benefits.	See Setting Up Deductions, Benefits, and Accruals.
13. Set up rollover calculation tables and rollover information for DBAs.	See Setting Up Additional Information for DBAs.
14. Set up limits for tax deferred compensation deductions, tax deferred compensation deductions for the U.S., and taxable fringe benefits for the U.S.	See Setting Up Tax-Deferred and Taxable PDBAs.
15. Set up category codes for DBAs.	See Setting Up Category Codes for DBAs.
16. Set up a DBA based on another DBA.	See Setting Up a DBA Based on Another DBA.
17. Set up advance deductions, a deduction DBA to adjust negative pay, a deduction DBA for overpayment, and a DBA to calculate if no gross pay.	See Setting Up Advanced DBAs.
18. Set up garnishment deductions, fee deductions, tax levy deductions, and a wage assignment deduction.	See Setting Up Deductions for Wage Attachments.

Human Resources Applications Implementation Steps

This table lists the implementation steps for the JD Edwards EnterpriseOne Human Resources applications:

Step	Reference
1. Define common settings for compensation management. Set up additional system options. Define increase type guidelines, increase type rules, the approval hierarchy, public models, and the performance appraisal scale. Generate tables.	See Setting Up Compensation Management.
2. Set up security for competency levels and routing instructions for competency approvals. Required only if resource competencies are implemented.	See Setting Up Competency Management.
3. Define scales for performance management, define the approval hierarchy, set up employee goal suggestions, set up traditional appraisal templates, define performance management company constants, define business unit overrides for performance appraisals, define performance management appraisal type override, and set up security for performance management. This functionality is optional.	See Setting Up Performance Management.
4. Set up pay rate tables, pay grades, pay grade steps, pay range formulas, and define job evaluation factors.	See Setting Up Pay Information.
5. (USA) Set up establishment conditions, set up OSHA establishment information for OSHA 200 and 300 reports, and set up establishment reporting information for the BLS Survey of Occupational Injuries and Illnesses.	See (USA) Setting up OSHA Reporting Information.