Talent Management HCM Oracle

Oracle HCM Cloud: Career and Succession Planning and Talent Review 8 - 2
The talent review process is centered around one or more talent review meetings intended to
evaluate organizational trends, assess strengths, and address areas of risk for an entire
organization. The people invited to participate in the meeting, who are generally managers within the
organization that is being reviewed, can review and evaluate existing profile, performance, goals,
compensation, and other data for individuals within the organization and calibrate the data before
and during the talent review meeting.
The life cycle of a talent review spans tasks from creating the meeting template through the
completion of the meeting, and follow-through tasks after the meeting concludes.
Using the activity guide, your instructor performs the specified demonstration.
Initial setup for Talent Review is performed using Functional Setup Manager. Specifically, using the
Workforce Development offering, Define Talent Review task list.
Ongoing maintenance is also performed using Functional Setup Manager.
Setup tasks in the Define Talent Review task list are:
• Manage Talent Review Lookups
• Manage Talent Review Value Sets
• Manage Talent Review Descriptive Flexfields
• Manage Talent Review Profile Option Values
• Manage Talent Review Notifications
• Manage Potential Assessment
The Ongoing maintenance task is Configure Talent Review Dashboard Options.
Notifications
The Manage Talent Review Notifications task allows users to enable and disable predefined
notifications. Since Oracle Fusion Profile Management is a foundation product that is available in
any Oracle Fusion installation, regardless of which other talent management products are licensed,
this setup page is "owned" by the Profile Management product and may have already been
configured.
Using Notes to Attach Information About a Worker
Notes are visible only within the context of the talent review meeting for which they are created and
on the Manage Notes and Tasks page.
Assigning Note Types to Categorize Notes
Select a note type for the note to categorize it for future reference:
• External
• General
• Internal
Storing Note Type Lookup Values
Lookup values for the note type are stored in the HRT_NOTES_TYPE lookup type. The predefined
values for note types are External, Internal, and General, but you can add others to suit business
requirements. You can access HRT_NOTES_TYPE lookup types using the Manage Common
Lookups task.
Exporting Notes to a Spreadsheet
You can export all notes for workers across all talent review meetings to review all notes for a worker
one at a time.
You configure descriptive flexfields using the Manage Talent Review Descriptive Flexfields task.
Add and Edit Questions to Accurately Rate Workers
You can add or remove questions in the potential assessment, or edit existing questions to
accurately reflect your business process. You can also edit some general attributes of the potential
assessment, such as the name and instruction text. However, you cannot replace the potential
assessment questionnaire with another questionnaire. When you add questions, you can select a
response type of either Radio Button List or Single Choice from List. You can also edit the short
description.
Profile Option code
Entering a profile value enables HR specialists to add analyses to the specified folder, and use the
analysis to add workers to the review population of a talent review meeting.
Add from Analyses
Add from Analyses is a method used by the facilitator to select the review population. You use Add
from Analyses to add worker names to the review population from one or more analyses your
organization has already created. With this option, your organization can create analyses that
encompass any criteria required for the talent review, and locate any workers who qualify using the
criteria.
After running the analysis, you can select individual workers from the result set to add to the review
population.
To use this option, HR specialists must:
• Enter a folder to store the analysis to the Default Reports Folder for Talent Review profile
option
• Create analyses
• Add the analyses to the folder
The HR specialist or application administrator configures the talent review configuration template,
which controls the general layout of the box chart matrix (often simply referred to as the nine-box, or
n-box) as well as the data elements and actions available during the talent review meeting. The
template is broken down into two sections. The first section provides configuration options for the
box chart analytic. The second section defines the data display options for the talent review meeting
dashboard.
Creating Templates Targeted for Specific Enterprise Requirements
You can create as many templates as required for your enterprise, or you may find that the
predefined template is sufficient. If your enterprise uses a standardized process for your talent
review meetings across organizations and regions, you may require only one template that can be
used for multiple meetings. If your enterprise employs a decentralized talent review process, you can
configure templates to customize talent review meetings by industry, region, or organization.
Questions to Ask to Determine How Many Templates You Need
Does your enterprise use a standard set of rating models for performance, potential, risk of
loss, impact of loss, talent score, competencies, and goals?
• If so, then a single template may suffice. If different rating models are used within
organizations or geographic regions, then separate templates are required.
Do you use a standard configuration for the box chart throughout the enterprise?
• If so, you can use one template. When different configurations are required, for
example, by separate organizations or geographic regions, separate templates are
required. This would be the case, for example, if one organization used a nine-box
configuration, while another used a six-box configuration.
Do industry or legislative rules governing the use of data related to age, gender, ethnicity, or
religious affiliation, vary by organization or geographic region?
• If so, then separate templates are required to cover the rules for each organization or
region.
Does your enterprise review compensation data at certain levels of the organization or for
some talent review meetings, but not for others?
• If so, then separate templates are required.
Template Name
Enter a template name that is meaningful and easy to identify when you use it to create meetings.
Status
Select Active to use the template for meetings, or Inactive to prevent it being used before it is ready
or if it is no longer required.
Owner
Select the one person who is responsible for maintaining the template.
Maximum Number of Records
Select the number of records that you think the meeting requires. Each record is equivalent to a
worker instance. For example, if the meeting review population is 300 workers, and you expect to
compare them to two previous meetings, set the number of records to 900 (300 x 3).
Include Succession Plans
Select this option to enable succession plans to be associated with talent review meetings.
Meeting participants can then view the plans and add candidates to them in the meeting.
Talent Pool Details
Enable talent pools to be associated with talent review meetings. Meeting participants can
then view the pools and add members to them in the meeting.
Color Scheme
Use a color scheme to provide a visual cue of the progress of worker ratings.
Ratings
The ratings options determine the data that appears in the box chart matrix. You must enter a label
and rating model for each rating, whether or not you use it in the box chart matrix. The sources of the
ratings data are:
• Performance rating: The overall performance rating is provided from the performance
document, the updates provided in a talent review meeting, or Compensation.
• Potential rating: The rating that is provided from the person's Portrait or another talent review
meeting.
• Overall Goals rating: The rating for the entire Goals section is provided from the performance
document or Compensation.
• Overall Competencies rating: The rating for the entire Competencies section is provided from
the performance document or Compensation.
• Impact of Loss, Risk of Loss, and Talent Score: These ratings are provided from the person's
profile, another talent review meeting, or succession plans (for Impact and Risk of Loss).
The ratings that appear in the meeting are the most recent profile ratings for workers provided at the
time the meeting starts, whether these come from the performance document, another talent review
meeting, succession plans, or Compensation.
Rating Models
Select the rating models to provide the scale for the ratings that correspond to the axis values
you specify in the box chart. You can then use the ratings to compare workers' scores for
performance, potential, overall goals, overall competencies, Impact of Loss, Risk of Loss,
and Talent Score ratings.
Important: The rating models you select should be consistent with those used to rate
workers elsewhere. For example, if you use the Overall Competencies Rating for one of the
axes, you must select the same rating model used to rate the Competencies section in the
performance document.
Select Available Ratings
Select Select Available Ratings to use a rating in the box chart view that appears in the box
chart on the Talent Review dashboard.
View Name
The name you enter appears on the top of the box chart on the meeting dashboard.
View Type
Select XY View to add a rating for the X-axis and another for the Y-axis, or Single Rating View to use
only one rating on the box chart view.
X-Axis or Single Rating, and Y-Axis.
If you selected XY View for the view type, you select a rating for both the X- and Y-axis. For the
single rating view, you select only one rating in the X-Axis or Single Rating column; Y-Axis is not
available.
Set as Default
You can select one box chart view that appears when the meeting starts or reopens.
Submit Box Assignment
When you select Submit Box Assignment for a view, the label of the box where the worker is
located:
• Appears in the table view of the box chart as the Box Assignment
• Updates in the worker profile
You must select one XY view and one single rating view, if both exist. If you don't use one or
the other view types, select a view for the type you added.
Configure Boxes and Box Chart Dimensions
For each box chart view, you must configure the boxes in the chart. You must enter a name
for each box. For XY views, you enter a name; for single rating views, you select a name
provided from the rating levels in the rating model.
The box chart dimensions are determined in one of these ways:
• For XY views in which both the X- and Y-axis rating models have rating categories
associated with them, the number of boxes is determined by multiplying the number
of rating categories for each rating model. For example, if the horizontal axis rating
model has three rating categories, and the vertical axis rating also has three rating
categories, the number of boxes that appear in the box chart is nine (3 x 3).
• For single rating views, you can select the number of vertical and horizontal boxes for
the matrix.
Option Considerations
You determine which data and actions to make available to participants in a talent review meeting by
setting it up in the template used to create the meeting.
When you decide which data options and actions to make available in a template, consider what
information you want to expose to the meeting participants. For example, for a meeting of high-level
managers, you may want to show compensation data, but not in meetings that include lower-level
managers. Your organization may also have policies requiring that certain data, such as age or
religion, not be exposed to others. You must decide the options and actions to include from the
following types:
Analytic Options
Activate the display of Risk of Loss, Impact of Loss, and Mobility data from worker profiles.
Detail-on-Demand Options
Detail-on-Demand data appears on the Show Details dialog that you open from the Talent Review
dashboard.
Population Filters
These data options include filters which can be used to change the population of workers
showing in the meeting box chart according to characteristics such as job, location, team,
and more.
Note: To enable facilitators and reviewers to display all managers in the review population
hierarchy, even if they have no direct reports in the population, select Reviewers and
Participants in the Population Filters Data Option. All workers in the organization of selected
reviewers and participants appear on the dashboard if they are part of the review population.
Actions
Data options also include which actions can be used in the meeting, such as adding goals or
using the holding area. You can also select to enable the Potential Assessment, a
questionnaire used to calculate the worker potential on the Prepare Review Content page.
Color Code Options
Select the color code options to make available in the meetings. When the facilitator selects
one of the options in the meeting, the worker markers are distinguished by the color that
corresponds to their option, such as person, job, or location. Diversity data, including
ethnicity, gender, and age are included in these options.
Using your activity guide, perform the specified practice.
Answer: b
Answer: b
You are not required to select those rating models, and can select additional rating models,
depending on what data you want to display in the box chart.

Talent Management HCM Oracle

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Oracle HCM Cloud: Career and Succession Planning and Talent Review 8 - 2

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