3.1.4TM 1 Introduction To TM

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

Essentials Partner Boot Camp Training Courseware
Introduction to Talent Management
For Oracle employees and authorized partners only. Do not distribute to third parties.
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Key Content Contributors

Contributing Companies
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R12: Oracle HRMS
Module: Talent Management
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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
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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.
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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.
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Overview (Contd.)
Appraisals
Talent
Management
Competency
Management
Career
Paths
Workforce
Performance
Management
Education and
Qualifications
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Competency Management
Competencies are measurable skills a workforce
either has or must develop to meet enterprise

objectives.
Competence Profile
Competency
Management
Competence requirement
Suitability Matching
Qualification &
competencies
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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
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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.
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Career Path (Contd.)

(N)Work Structures:Job > Career Path Names
(N)Work Structures:Job > Career Path
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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
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Workforce Performance Management

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.
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Performance Management Plan (PMP)

The Performance Management Plan (PMP) defines the
performance-management process for a

period, such as a calendar year. It identifies:
specified
Who is a member of the plan

Whether and how you will set objectives for plan members
Whether the application will create appraisals automatically for
plan members
The tasks workers and managers will perform throughout the
process
HR Professionals create and manage the PMP using the
Performance Management Plans function.
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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.
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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
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Setup Extra Information Type
(N) Super HRMS Manager>Security>Information Types Security
Query the HRMS Manager
responsibility
Query and Set Job,

Employee and Position
Career EITs
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Setup Look Up Values
(N) Super HRMS Manager> Other definitions> Lookup Tables
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Setup Create a Succession Plan for Employee
(N) Manager Self Service> Succession Planning
Click on Create Plan
Query Employee and

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

also add more than one
successor
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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
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(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
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Oracle E-Business Suite R12.1 Human Capital Management (HCM)

Safe Harbor Statement

Oracle Training Materials Usage Agreement

Key Content Contributors

R12: Oracle HRMS

Module: Talent Management

deliberate approach undertaken to attract,develop

management involves individual and

It includes the creation and maintenance of a

supportive, people oriented organization culture.

management essentially helps with

Using the Workforce Performance Management (WPM)

Competencies are measurable skills a workforce

either has or must develop to meet enterprise

from a different job or position that is lower in the

position progression, but not both.

but once only in any single career path.

Career Path (Contd.)

(N)Work Structures:Job > Career Path

Education and Qualifications

your enterprise recognizes

Workforce Performance Management

enable you to:

Performance Management Plan (PMP)

performance-management process for a

Who is a member of the plan

Performance Management Plans function.

Succession Planning (Contd.)

Management Information and Extra Information type

Potential and Readiness Potential.

Succession Planning (Contd.)

Query and Set Job,

Succession Planning (Contd.)

Succession Planning (Contd.)

Query Employee and

Succession Planning (Contd.)

Create Plan for Position and

Talent Management Implementation Steps

Talent Management Implementation Steps

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