Successfully Setting

U S
Up Succession
i
Planning <enter your company logo here>

Lisa Laine
Agenda

• Introduction
• What is Succession Planning
• Before You Begin…
g
• Set Up Steps
• Q&A
Introduction

• Lisa Laine
o VP HCM Solutions, Solution Beacon
o 13 Years Oracle HR Experience (10.7 to R12)
o Have multiple perspectives on HCM: practitioner
practitioner,
functional, technical, management & strategic
perspective
o User Group Volunteer
WHAT IS SUCCESSION
PLANNING?
Succession Planning
A process for identifying and developing internal
people with the potential to fill key leadership
positions in the company. Succession planning
increases the availabilityy of experienced
p and
capable employees that are prepared to assume
these roles as they become available.
A Module with in Oracle Talent
Management Suite
Acquire
iRecruitment

Reward
Incentive Compensation Compensation Workbench Total Comp Statement

Align
Performance Management

Develop
iLearning Learning Management Tutor/UPK Succession Planning
Quick Demo of Succession Planning
BEFORE YOU BEGIN
Before you begin…

• How far down in the organization will succession

planning
l i (SP) reach?h?
• Is SP position or person based
• How is SP integrated with other HR processes?
• What criteria will be used for identifying &
selecting leadership talent (competencies
(competencies,
experiences, results)
• What criteria will be used for identifying and
selecting talent?
Before you begin…

• Are succession plans based on positions, jobs,

or people
l iin organization
i ti
• What constitutes risk?
• What constitutes potential?
• How do you want to identify potential successor
pools?
• How will you evaluate the successor pool?
 Compare Talent Profile:
SSHR and Succession Planning
Talent Profile Feature SSHR SP
View Talent Profiles of workers X X
View a selected worker’s Performance Matrix (9-Box) on potential X x
and retention
Print talent profile of a selected worker X X
Launch and perform self-service actions (ie change manager, X X
change worker status, and manage absences )
Use the Performance Matrices: Potential and Retention to compare X
and evaluate talent
Generate a profile comparison report that includes details such as x
qualifications, competency profile, and appraisal ratings of workers
 Compare Succession Planning:
SSHR and Succession Planning
Succession Planning Feature SSHR SP
Identify critical roles (jobs and positions) and people for business X X
continuity
Create Succession Plans X x
Maintain Succession Plans X X
View talent profile of workers when creating succession plans X
Use competency
p y based Show Suitable Successors feature to X
search for suitable successors for succession planning
Use Performance Matrix (Potential) to assess performance and x
potential of workers in a manager’s hierarchy for SP
Launch the Suitability Analyzer tool to compare worker x
competencies.
Succession Planning Approach
Comparison
Talent Profile Competency Based
Approach Approach
• Review Talent Profiles • Define Competencies
• Review Performance • Search & Probe
M t i (9
Matrix (9-Box)
B ) successors
• Compare Talent • Use Suitability
p
Profile Reports Analyzer
y
• Analyze Profile • Analyze Competency
Reports Ratings
Succession Plan Capabilities

• Create Plans by Person, Job, Position

• Compare profiles*
• 9-Box Matrix*
• Suitability analyzer*

*Requires succession planning license

SET UP STEPS
Implementation Skills Required

• Analyst or Super User

• Self Service Skills (SSHR must be installed)
• Functional SME
Definitions

• Succession Plan
• Suitability Plan
Pre-requisites for 9-Box

• In order to have a 9-Box icon, you must have

d t related
data l t d tto performance
f andd succession
i
readiness:
o Performance data: Core HR or completed
p Performance
Appraisal.
o Succession information: EIT Employee Succession
Information or a completed Performance Appraisal.
Pre-Requisites for Suitability Matching
and Suitability Analyzer
• Add competencies to Core HR or in Self Service.
• Note suitability matching within talent profile is
run off of a “successor for”. Therefore you will
want to make sure that the competencies on the
“successor for” match to some extent the
competencies you add to your person.
Profile Options
System Administrator > Profile >
System

Set the HR: Succession Planning

Licensed Profile Option
Profile Options
System Administrator > Profile >
System

Set the HR: Enable Talent profile

Option
Succession Planning:
Extra Information
Types
US Super HRMS Manager >
Security > Information Types
Security

Add:
Employee Succession Planning
Job Career Management
Position Career Management
Succession Planning:
g
Readiness Level
US Super HRMS Manager >
Security > Information Types
Security
Manually add the lookup codes
available in :
• PER_SUCC_PLAN_POTENTIAL
lookup type to the
READINESS_LEVEL lookup type.
• PER_SUCC_PLAN_RISK_LEVEL
to the
PER_RETENTION_POTENTIAL
PER RETENTION POTENTIAL
lookup type.
Succession Planning
y
Functionality
Retention Potential
US Super HRMS Manager >
Security > Information Types
Security
Manually add the lookup codes
available in:
• PER_SUCC_PLAN_RISK_LEVEL
to the
PER_RETENTION_POTENTIAL
lookup type.
Succession Planning:
Job & Position
Succession Items
Job & Position Career Management
- Turnover Rate:
PER SUCC PLAN RISK LEVEL
PER_SUCC_PLAN_RISK_LEVEL
Succession Planning:
g
Workers Potential
US Super HRMS Manager > Other
Definitions > Lookup Tables

Add
PER_SUCC_PLAN_POTENTIAL
Talent Profile:
Performance 9-Box
US Super HRMS Manager > Other
Definitions > Lookup Tables

PER_9_BOX_LEVEL
Talent Profile:
Potential 9-Box
US Super HRMS Manager > Other
Definitions > Lookup Tables

PER_POTENTIAL_9_BOX_LEVEL
Talent Profile:
Retention 9-Box
US Super HRMS Manager > Other
Definitions > Lookup Tables

PER_RETENTION_9_BOX_LEVEL
Mapp Codes to 9 Box
for Performance
US Super HRMS Manager > Other
Definitions > Person Types and
Statuses

Name: Performance Rating

Mapp Codes to 9 Box
for Readiness
US Super HRMS Manager > Other
Definitions > Person Types and
Statuses
Readiness Level
Mapp Codes to 9 Box
for Retention
US Super HRMS Manager > Other
Definitions > Person Types and
Statuses
Readiness Level
Configure Actions
Performance Matrix
((Retention and
Potential) (1 of 2)
Add the SSHR function to the
Action List of Talent Profile:
i) Find the menu from which the
SSHR actions
ti are coming.
i Th
The
menu name is the value of the
following profiles:

a) HR_PERSONAL_ACTIONS_MENU
(for Personal Actions)
b) HR__ACTIONS_MENU (for Manager
Actions)
c) HR_CWK_ACTIONS_MENU (for
Contingent Worker Personal Actions)
d)
HR CWK MANAGER ACTIONS MENU
HR_CWK_MANAGER_ACTIONS_MENU
(for Contingent Worker Manager Actions)

** For talent profile submenu is called

(HR_TP_ MGR_MENU)
Configure Actions
Performance Matrix
((Retention and
Potential) (2 of 2)
Add the new required function to
the required menu.

The same function also needs to be

attached to the following menu:

HR_GLOBAL_SS_FUNCTIONS_C
USTOM

Compile all the changed menus

and clear the cache.

The Action
Th A ti will
ill appear iin th
the A
Action
ti
List in Talent Profile
Error
If you skip previous step, you get
this error
 •
This is an extensible
New in 12.1.3
New Lookup lookup. The predefined
SUCCESSION_PLAN_STATUS
values are: Draft, Active,
Inactive, and Completed.
You can change the
d
description
i ti off th
the llookup
k
values or add your own
lookup values to this
lookup type.
DATA SETUP
Complete
p Extra
Information
Succession Planning > Employee
Succession Information

Indicated if this is a key person

Enter Succession Potential
Retention Potential
Start Date of evaluation
Appraisal Completion Date
Employee Succession
Information: Review

Review Entered Information

Configuring
g g the Region
g
Icons
Hierarchy
y list & q
quick
Search
Q&A
References

• Oracle Succession Planning

• Talent Profile and Succession Planning in Oracle
Self-Service HR and Oracle Succession
Planning – A Comparative Note [ID 861499
861499.1]
1]