3.1.4TM 1 Introduction to TM

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Oracle E-Business Suite R12.1 Human Capital Management (HCM)

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Introduction to Talent Management



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Key Content Contributors

Contributing Companies



R12: Oracle HRMS

Module: Talent Management



Module Objectives

Overview

Competency Management

Appraisal Management

Career Path

Education and Qualification

Workforce Performance Management

Performance Management Plan (PMP)

Succession Planning

Talent Management Implementation Steps



Overview

Talent Management can be defined as a conscious, deliberate approach undertaken to attract,develop and retain people with the aptitude and abilities to meet current and future organizational needs.

Talent management involves individual and organizational development in response to a changing and complex operating environment.

It includes the creation and maintenance of a supportive, people oriented organization culture.



Overview (Contd.)

Talent management essentially helps with management of Employee competencies and objectives to support the enterprise business goals. It involves:

Using the Workforce Performance Management (WPM) functions to set and manage workforce objectives

Using the appraisal process to evaluate a worker's competencies, assess worker objectives, and recommend training to develop competencies.

Maintaining a record of a worker's competency levels in a competency profile.

Maintaining a record of a worker's educational qualifications and other professional qualifications.

Using competency information to match workers to opportunities and opportunities to workers.



Overview (Contd.)

Talent Management



Appraisals

Career Paths

Education and Qualifications




Competencies are measurable skills a workforce

either has or must develop to meet enterprise

objectives.

Competence Profile

Competence requirement

Suitability Matching

Qualification & competencies




Appraisal Management

Evaluation of Competencies

Setting & Assessment of Objectives

Identification of training needs

Assess a worker's advancement potential

Inventory of Competencies

Achievement of enterprise goals



Career Path

A career path defines a route to a job or position

from a different job or position that is lower in the

hierarchy.

Base career paths on either job progression or

position progression, but not both.

Job or position can appear in multiple career paths,

but once only in any single career path.



Career Path (Contd.)

(N)Work Structures:Job > Career Path Names

(N)Work Structures:Job > Career Path



Education and Qualifications

The Education and Qualifications functions enable

you to:

Identify the educational and professional qualifications

your enterprise recognizes

Identify the educational establishments that deliver

recognized qualifications

Record qualifications obtained by each worker

Managers can update records of educational qualifications

obtained by their subordinates

Workers can update their own records




The Workforce Performance Management functions

enable you to:

Create a library of reusable objectives.

Allocate objectives to workers automatically.

Cascade objectives through the enterprise hierarchy.

Record and track objective progress.

Create appraisals automatically for all members of a PMP.

Assess objectives during appraisals.



The Performance Management Plan (PMP) defines the performance-management process for a specified period, such as a calendar year. It identifies:

Who is a member of the plan

Whether and how you will set objectives for plan members

Whether the application will create appraisals automatically forplan members

The tasks workers and managers will perform throughout the process

HR Professionals create and manage the PMP using the

Performance Management Plans function.

Performance Management Plan (PMP)



Succession Planning

Succession planning is used to

Map available resources with important roles in the

organization.

Identify a talent pool in the organization

Identify critical roles in an organization

Build a pool of talent within the organization and ensure

that key roles are filled without any external hiring method.



Succession Planning (Contd.)

Setup

Enable and define Job, Position, Employee Career Management Information and Extra Information type in the HRMS responsibility.

Define Look up values for 'Risk level', Succession Potential and Readiness Potential.

Define succession plans for Employee, Job, Position

Update succession plans




Setup Extra Information Type(N) Super HRMS Manager>Security>Information Types Security

Query and Set Job,

Employee and Position

Career EITs

Query the HRMS Manager

responsibility




Setup Look Up Values(N) Super HRMS Manager> Other definitions> Lookup Tables




Setup Create a Succession Plan for Employee(N) Manager Self Service> Succession Planning

Click on Create Plan

Query Employee and

Successor




Setup Create a Succession Plan for Job & Position (N) Manager Self Service> Succession Planning

Create Plan for Position and

also add more than one

successor

Create Plan for Job




Step 1: Set HR:Global Competence Flex Structure Profile Option

Step 2: Create Proficiency Rating Scales

Step 3: Create Competencies

Step 4: Upload Third-Party Competency Definitions

Step 5: Create Competency Types

Step 6: Group Competencies into Types

Step 7: Define Competency Requirements




(Contd.)

Step 8: Create Worker Competency Profiles

Step 9: Create Qualification Types

Step 10: Create Schools and Colleges

Step 11: Set Up Workforce Performance

Management

Step 12: Set Up the Appraisal Process

Step 13: Define Career Paths

Step 14: Enter Work Choices for Jobs or Positions

Step 15: Enter Worker Preferences

Documents

3.1.4TM 1 Introduction to TM