History.

Larry Ellison and his friends and former coworkers Bob Miner and Ed Oates started the consultancy Software Development Laboratories (SDL) in 1977. SDL developed the original version of the Oracle software. The name Oracle comes from the code-name of a CIA-funded project Ellison had worked on while previously employed by Amex.

I flex.

Oracle.

Higher market share.

Vertical industry expertise. To have Competitive advantage.

To have Competitive advantage.

Advancement in Technology and Manpower.

Oracle can now offer complete banking ERP suite

Oracle Financial Services

Services

Products

Consultancy

KPOs

Software and Hardware.

Clients National Australian Bank. Deutsh Bank International Monetary Fund (IMF) Bank of America Lloyds Barclays New York Life Insurance.

The recruitment
SEARCHING THE GEMS ..

RECRUITMENT PROCEDURE
PROSPECTIVE EMPLOYEE DATABASE

JOB DESIGN
INTERVIEW WRITTEN TEST 1. INTELLIGENCE QUOTIENT 2. LOGICAL AND APTITUDE TEST PSYCHOMETRIC TEST OPERATION ROUND SELECTION

JOB FAIRS NAUKRI.COM MONSTER.COM TIMES JOB SHINE TIMES ASCENT HT HORIZONS

WHAT ORACLE SEARCH FOR ?

BACKGROUND EXPERIENCE DOMAIN KNOWLEDGE FLEXIBILITY FOR PROCESS CHANGE AND JOB ROTATION EFFORTS ON JOB

MAINTENANCE OF APPLICANTS INFORMATION IN THE HRM INORMATION SYSTEM.

OUTSOURCING OF ONLY 5% OF WORKFORCE THROUGH PLACEMENT AGENCY.

THE OPTIONS FOR RECRUITMENT

OWN RECRUITMEN T PLACEMENT AGENCY INTERNAL, MAIL ID AND JOB FAIRS

CAMPUS

LATERAL

THE HR TEAM >>>>>>> EMPLOYEE NEED IDENTIFICATION RECRUITMENT TALENT ACQUISITION TALENT HOLDING TALENT NURTURING ACCOUNTS AND PAYROLL GRIEVANCE HANDLING

THE BENEFITS.
BETTER WAY OF HANDLING WORK AND TIME.

ANY FUTURE CHANGES IN RECRUITMENT POLICY ?

EMPOLYEES

FUNCTIONAL AREAS ????

TALENT AND PROCESS REQUIREMENT.

JOB ROTATION. EMPLOYEE SKILLS. LEARNING ABILITY. EQUAL OPPURTUNITY FOR ALL.

Job design: Process of structuring work.

JOB ANALYSIS

JOB DESCRIPTION AND SPECIFICATION

RECRUITING AND SELECTION DECISIONS

PERFORMAN CE APPRAISAL

JOB EVALUATIO N

TRAINING REQUIREMEN TS

Job designing includes process design as the criterion. Employees skills are not considered while designing the job. Knowledge sharing on the basis of various software languages. Live interaction among the employees.

Privacy tools at ORACLE:

Employees data cannot be shared with other employees. Accesses to Data confined to specific person.

Orienting employees: Basic information. A five step process: Needs analysis, instructional design, validation, implement and evaluation. Training methods practiced :On-the job training, job instruction training, audio-visual tools, computer based training etc. Many off-the-job techniques also come in play.

Training period :Minimum 3 months. Carry out EIP for 2 months. Measurement of effectiveness of the training provided to the employees. Encouragement to employees for gaining extra knowledge and skills. Employees get benefitted from the knowledge sharing.

ORACLE collaborated with Oracle University US. Training cost recovery: Covering the cost. Minimize the attrition rate. Conduction of training program.

Oracle's diversity vision starts with cultivating an environment that is inclusive of all employees. Individual differences gives the opportunities to examine business issues from varying perspectives.

To effectively compete on a global scale.

Diversity the USP. The Glocal Concept. Equal employment opportunity policy. Cultural Events. Team building events.

Oracle's Employee Affinity Groups Oracle's celebration of Black History Month Muslims Celebrate and Educateat Oracle's Ramadan Events Diwali Festivals Light Up Oracle

Process Line Managers. Diversity Group Managers.

Human Resource Manager.

Employees.

Process

Methods
Class Room

Result
knowledge leader

Training On-The Job

people leader

Transfers. The Oracle Channel. Oracle University. Weekly and Monthly news letter. Stanford Instructional Television Network. (SITN).

Investing in employees future. Employee Stock Purchase Plan. Vertical and Horizontal functional Training programs. Employee Assistance Program (EAP). Education Reimbursement Policy. Live and Work Well.

Periodical Reviews.
Employee requirements. Process requirements. Industrial requirements.

EMPLOYEE COMPENSATION(TYPES) o DIRECT FINANCIAL PAYMENTS o INDIRECT FINANCIAL PAYMENTS

Compensation systems are based on various laws o Minimum Wages Act,1948 o Companies Act,1956 o Equal Pay Act,1963

o
o

Basic salary structure at Oracle financial services are according to Government Regulations and Industry Compensation. Bonuses and Incentives provided on two Parameters i.e. Company Performance &Employee Performance. Competency based pay system also followed. ORACLE PAYROLL software as Information System to manage HR activities which includes Human Resources(Core),Incentive Compensation, Advanced Benefits, Self Service HR &Oracle Financials.

Succession planning is a process for identifying and developing internal personnel with the potential to fill key or critical organisational positions. Without the implementation of a succession plan, there can be significant impacts on an organisation including; Loss of expertise and business knowledge Loss of business continuity Damaged client relationships Time and effort to recruit and train replacement employees

Plan for Succession planning through Internal referencing. Identify the key business positions through the needs as required by the clients. Generally avoid succession planning from external sources. Methods employed for the Succession planning includes process like job rotation,internal training,Cross functional experiments.

Every employee has certain expectations, which he thinks must be fulfilled by the organization he is working for. When the organization failed to do this, he develops a feeling of dissatisfaction. When an employee feels that something is unfair in the organization. He is said to have a grievance.

1.

Economic Wage fixation Overtime Wage revision Work Environment Poor physical condition of workplace Tight production norms Defective tools and equipment Poor quality of material Unfair rules Lack of reorganization etc. Supervision Relates to the attitude of the supervisor towards the employee such as perceived notions of bias, favoritism, regional feelings etc. Work Group Employee is unable to adjust with his colleagues, suffers from feelings of neglect, victimization and becomes an object of ridicule and humiliation etc.

2.

3.

4.

Treat each case as important and get the grievances in writing. Talk to the employee directly. Encourage him to speak the truth. Give him a patient hearing. Discuss in a private place. Ensure confidentiality, if necessary. Handle each case within a time frame. Refer company Policy in each case. Inform your superior about all grievances. Get all relevant facts about the grievance; examine the personal records of the aggrieved worker. See whether any witness are available and visit the work area.

Control your emotions, your remarks and behavior.

Maintain proper records and follow up the action taken in each case.

OD is often defined as a planned, top-down, organization-wide effort to increase the organization's effectiveness and health. According to Warren Bennis, OD is a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges. OD can involve interventions in the organization's "processes," using behavioral science knowledge as well as organizational reflection, system improvement, planning, and self-analysis.

1. Applying criteria to goals 2. Establishing inter-unit task forces 3. Experimentation with alternative arrangements 4. Identifying Key Communicators 5. Identifying Fireable Offenses 6. In-Visioning 7. Team Building 8. Inter-group Problem Solving 9. Management / Leadership Training 10. Setting up measurements

Branding in HR has traditionally been limited to the employment function. The HR branding has become a topic of great interest. The importance of mastering the concepts and skills behind branding have greater implications for HR professionals in the "new economy". If you want HR to be perceived as more strategic, more valuable, more credible, more whatever, you need to start thinking like a business with a product and market your overall brand image."

Identify your customer's needs and perceptions Craft an identity based on customer needs Develop a mission statement that resonates with meeting customer needs Deliver your promises. Update your image Enhance your visibility Continuously improve. keep on keeping on.