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The PER_OBJECTIVES table in Oracle E-Business Suite (EBS) versions 12.1.1 and 12.2.2 is a critical component of the Oracle Human Capital Management (HCM) module, specifically within the Performance Management functionality. This table stores objective-related data, enabling organizations to define, track, and evaluate employee performance goals. Below is a detailed analysis of its structure, purpose, and integration within Oracle EBS.

Purpose and Functional Context

The PER_OBJECTIVES table serves as the foundation for performance management by storing employee objectives, which are key performance indicators (KPIs) or goals assigned to individuals or teams. These objectives align with organizational strategies and are used in performance appraisals, competency assessments, and career development planning. The table integrates with other HCM modules, such as Oracle Performance Management, Oracle Succession Planning, and Oracle Learning Management, to provide a holistic view of employee performance.

Key Columns and Data Structure

The table includes several essential columns, each serving a specific purpose:

• OBJECTIVE_ID: Primary key uniquely identifying each objective.
• NAME: The title or description of the objective (e.g., "Increase Sales by 10%").
• START_DATE and END_DATE: Define the active period for the objective.
• STATUS: Indicates whether the objective is "Active," "Completed," or "Cancelled."
• PERSON_ID: Foreign key linking to PER_ALL_PEOPLE_F, associating the objective with an employee.
• APPRAISAL_ID: Links to PER_APPRAISALS if the objective is part of a formal appraisal process.
• WEIGHTING: Assigns a priority or importance value to the objective (e.g., 20% of total performance evaluation).
• MEASUREMENT_TYPE: Specifies how progress is quantified (e.g., "Percentage," "Numeric," "Text").
• TARGET_VALUE and ACTUAL_VALUE: Store goal and achieved metrics, respectively.

Integration with Other Modules

The PER_OBJECTIVES table interacts with multiple EBS components:

1. Performance Appraisals: Objectives are evaluated during appraisals via joins with PER_APPRAISALS and PER_APPRAISAL_OBJECTIVES.
2. Competency Management: Links to PER_COMPETENCE_ELEMENTS ensure objectives align with required skills.
3. Compensation: Data may feed into PER_PAY_PROPOSALS to tie bonuses or raises to goal achievement.
4. Workflow: Oracle Workflow may trigger notifications when objectives are updated or overdue.

Customization and Extensions

Organizations often extend the table by adding custom columns (via Descriptive Flexfields) to capture industry-specific metrics. For example, a retail company might add STORE_LOCATION_ID to track location-based goals. Custom triggers or APIs can also automate objective updates based on external systems (e.g., CRM or ERP data).

Data Security and Access Control

Access to PER_OBJECTIVES is governed by Oracle’s Function Security and Data Security models. Roles like "HR Manager" or "Employee Self-Service" determine who can create, modify, or view objectives. Row-level security ensures employees see only their own objectives unless granted broader access.

Technical Considerations

In EBS 12.2.2, the table benefits from Oracle’s Online Patching (ADOP) for maintenance without downtime. Indexes on OBJECTIVE_ID, PERSON_ID, and APPRAISAL_ID optimize query performance, especially for large datasets. Partitioning may be applied for global enterprises with millions of objectives.

Conclusion

The PER_OBJECTIVES table is a cornerstone of Oracle EBS HCM, enabling structured performance management. Its design supports scalability, integration, and customization, making it indispensable for aligning individual performance with organizational goals. Understanding its schema and relationships is essential for HR analysts, developers, and consultants working with Oracle EBS.