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KFF of Competency
Segments Detail
1 Career Management
In career management the first set is below.
1.1 Rating Scales
Competence is a measurable behavior required by an organization, job, or position that a person may
demonstrate in the work context. Competencies are mainly classified in two categories i.e., Generic and
core competencies. Core competencies are the competencies which are required to conform by all the
employees of an organization, hence are attached to either Business Group or HR Organizations. Generic
competencies apply on specific jobs or positions. At Prainsa, competencies core and generic
competencies will be defined in the system. Mainly generic competencies will be associated with the
jobs of the employees. Competencies will be used to shortlist candidates for hiring using suitability
matching in SSHR. These competencies will also be used for performance assessment of employees for
evaluation and salary increments purposes.
Competence Flexfield
The competencies will be set up in the Oracle HRMS as a flexfield. The competence flexfield will
comprise of the following segments:
1 Competence type 50
2 Competence 50
3 Future I 50
4 Future II 50
Competency type:
This segment will be used to group similar type of competencies for reporting purpose. The following
competencies groups will be maintained in this segment.
• Knowledge
• Interpersonal Skills
• Leadership Skills
Competence:
This segment will represent competencies required at Prainsa. Following are the examples of values for
this segment:
• Vision
• Adaptability
• Creativity
• Personality
Competency requirements
Competence requirements define required skills and competencies for a job or position. Competency
requirements enable to devise an appropriate evaluation procedure as part of the appraisal process, and
to evaluate individuals against the competencies for selection, qualification or training and development
purposes. This is the main driver for most of the HR activities, whether deployment, reward, incentives,
succession planning, and so on. Competency requirements can be defined at the following levels:
• Business Group
• Organization
• Job
• Position
Competency Types.
1.3 Questionnaire
Appraisal Template:
Either you can create all independent Template individually or you can create while creating Appraisal
Template.
You can define as many appraisal templates as you need to meet your enterprise.
requirements. Alternatively, you can use a single appraisal template for all appraisals.
Click the Create Appraisal Template button. The fill fields as below.
First Part of Screenshot
Now click on Apply Button
Participant Eligibility Profile
Logs in to the HR Professional V4.0 responsibility. 2. Selects the Performance Management link. The
Performance Management home page appears. 3. Clicks the Performance Management Plans link in the
Administration region and then Create Plan.
Below screen of plan (This can be done after objective as well)
Create Objective Library using Performance Management Option: use HR Professional V4.0
Data Entry of Objective
Menu: HR Professional
Here you can have any hierarchy type: recommended use position hierarchy with level 2 as in
document. Below is supervisory for testing.
3. Leaves the Hierarchy Levels field blank to select all levels in Sam's hierarchy.
workers.
1. Selects the Include Objective Setting in Process check box and provides the start
• Selects the Include Appraisals in Process check box and appraisal template.
• Enters the appraisal start and end dates, appraisal task start and end dates.
Include Objective Setting in Process with start and end date of objective deadline.
Cascading will remain checked as this option will allow manager to cascade objective to subordinates if
parallel option select than subordinate will set objective in parallel.
You can select Automatic Allocation option to make objective automatically appear in the plan.
Click on Sharing and Alignment option if you want your employees their Objective with the manager’s
objectives or vice versa.