During a recent Oracle Fusion HCM implementation, I led a gap analysis that surfaced 45 configuration issues between the client's legacy system and Fusion. Here is the structured approach that made it possible to find all 45 — not just the obvious ones.
The Framework — Four Gap Categories
| Category | Description | Gaps Found |
|---|---|---|
| Functional | Business process exists in legacy, not in Fusion | 18 |
| Configuration | Feature exists but not configured to match requirement | 14 |
| Data | Data cannot be migrated cleanly without transformation | 9 |
| Integration | Third-party system connection not supported out of the box | 4 |
Step-by-Step Process
- Workshop each module separately — do not try to cover all modules in one session. Absence alone can take half a day.
- Use the Oracle Fusion standard process flow as your baseline, not the legacy system. Map legacy → Fusion, not Fusion → legacy.
- Score each gap by impact (High / Medium / Low) and effort to resolve (Easy / Medium / Complex).
- Document resolution options — not just "gap exists" but specifically: configure, extend, workaround, or accept.
- Get sign-off on each gap resolution before build begins.
✦ The most commonly missed gaps are in Payroll element configurations and Absence accrual rules. Always run a dedicated session for each of these — they are deceptively complex.
Output Format
Maintain a living gap log in Excel with columns: Gap ID, Module, Description, Impact, Effort, Resolution Type, Owner, Status. Update it weekly during the build phase — gaps evolve as you configure.
