This blog explores Oracle Fusion HCM Coexistence and how the coexistence scenarios differ, with each requiring smooth integration between Fusion and the current core HR system. 

Integration in Coexistence Scenarios 

In these setups, the current core HR system remains the primary source of employee data, while Fusion HCM is utilised for specific modules, such as: 

• Talent Management: Includes sub-modules like Talent Review, Goal Management, and Performance Management. 
• Compensation Management: A standalone module equipped with embedded analytics. 

Coexistence with Talent Management 

• Employee data essential for Talent Management is synchronised with Fusion. 
• Profile details are transferred to Fusion for use. 
• Fusion is employed for Talent Review and analytics purposes. 
• Fusion serves as the primary system for managing talent-related data. 

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Coexistence with Compensation Management 

• Key employee data is regularly synchronised with Fusion. 
• Fusion is used for activities like compensation analysis, planning, and allocations. 
• After the compensation review cycle, updates such as bonuses and promotions are synced back to the original application. 

The integration objects that are in scope 

In a coexistence model, all the entities shown in the screenshot are synchronised between the core HR system and the Fusion application. If the customer opts only for the Talent Management module, synchronisation will include all entities except those related to Workforce Compensation. Conversely, if the customer chooses only Compensation Management module, synchronisation will cover all entities except those specific to Talent Management. Descriptive flex fields apply solely to the EBS core HR system. 

Configurations on the Fusion side 

Most of the entities displayed in the above screen come pre-configured with seeded data. Reference data sets include default values such as “common,” seeded lookups, profile types, content types, assignment statuses, and person types. These defaults can be customised by the customer as needed. However, some entities like legislative data groups, legal entities, legal addresses, legal jurisdictions, and legal entity HCM details must be manually configured by the implementation team. These configurations are essential to enable the successful import of integration objects from the core HR system into the Fusion application. 

For this integration, Oracle provides the following tools: 

• File Base Loader for inbound integration into Fusion 
• HCM Extract for outbound data extraction from Fusion 

Conclusion 

Oracle Fusion HCM coexistence enables organisations to integrate advanced modules like Talent and Compensation Management with their existing core HR systems. By synchronising key data and leveraging Oracle’s integration tools, businesses can enhance their HR capabilities without fully replacing their current systems. This flexible approach ensures a seamless blend of innovation and stability, catering to diverse organisational needs. 

Looking for Part 2 of this blog series? Click on the link below.

Stay tuned for part 3 of our Oracle Fusion HCM coexistence blog series,
where we’ll explore the features of these tools.