Which two model profiles are applicable for workforce structures?

In the context of workforce structures within Oracle HCM Cloud, job profiles are crucial because they define the various roles and responsibilities assigned to employees within an organization. Job profiles serve as templates that outline the necessary qualifications, skills, and competencies associated with specific positions. This standardization helps organizations manage workforce capabilities and ensures consistency in recruiting, performance evaluations, and training.

For instance, when defining the workforce structure, having a job profile in place allows for effective translation of organizational needs into specific roles that can be assigned to individual workers or positions. It also enables better workforce planning by providing clear expectations for performance and development paths.

By contrast, while the individual worker and position are also relevant in workforce management, they are more focused on specific instances of employment rather than the overarching categories of roles and responsibilities that job profiles embody. Departments do not define the structure but instead serve as units within which jobs and positions are situated. Therefore, while all options play a role in workforce planning, job profiles specifically serve as foundational models defining the roles across the organization.