Oracle Fusion HCM Coexistence – Part 2
This blog explores Oracle Fusion HCM coexistence and the various scenarios it enables. The diagram below illustrates how Fusion Applications can coexist with Applications Unlimited products like PeopleSoft or EBS. Instead of completely replacing their current core HR systems, customers can migrate specific data to Fusion Applications to benefit from advanced features like Talent Review and Compensation Management.
For instance, let’s consider Company ABC Fusion Corporation, which uses Oracle EBS for Core HR. Fusion HCM coexistence allows organisations to maintain their existing, reliable HCM systems while incorporating Fusion modules to access enhanced functionalities. In this case, Company ABC continues using its EBS Core HR system while integrating new modules such as Talent Management and Compensation Management to complement its current setup.
Fusion Applications offers various modules in addition to Core HR, such as Talent Review, Performance Management, Goal Management, Compensation Management, and Network at Work. Talent Management includes key modules like Talent Review, Performance Management, and Goal Management, while Compensation Management is available as a standalone module.
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In a coexistence model, data from the existing EBS Core HR system is synchronised with Fusion HR tables. Here, Fusion does not replace Core HR but complements it by integrating foundation, configuration, and employee data. This regular synchronisation ensures Fusion has the necessary data to support coexistence and fully utilise its advanced modules, enabling organisations to enhance.
The employee profile data will be initially migrated from the core HR system to the Fusion application. After that, Fusion will manage and maintain all employee profile data, becoming the primary source of truth for this information. However, the existing core HR system will continue to be the source of truth for core HR data.
If the customer opts to use the Compensation Management module in Fusion, they can choose to send any compensation data updates back to the core HR system, ensuring both systems remain synchronised. The customer has the flexibility to implement one or both modules in Fusion.
If an organisation implements the Compensation Management module, it can send compensation updates from Fusion back to the core HR system to ensure synchronisation.
Other data, such as Time and Labor, Payroll, and Benefits, which reside in the core HR system, will not be migrated to Fusion. The core HR system will remain the primary source of truth and handle data transactions for these applications.
Conclusion
Oracle Fusion HCM coexistence offers flexibility, allowing businesses to retain their existing core HR systems while leveraging the advanced functionalities of Fusion Applications. By synchronising key data, organisations can enhance their HR processes without fully replacing their legacy systems. This coexistence model provides a seamless integration of Fusion modules like Talent Management and Compensation Management, offering businesses the best of both worlds.
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