3.1.4tm 1 introduction to tm
DESCRIPTION
talent mgmt docTRANSCRIPT
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Oracle E-Business Suite R12.1 Human Capital Management (HCM)
Essentials Partner Boot Camp Training Courseware
Introduction to Talent Management
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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.)
Talent Management
Competency Management
Workforce Performance Management
Appraisals
Career Paths
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
Competence requirement
Suitability Matching
Qualification & competencies
Competency Management
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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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The Performance Management Plan (PMP) defines the performance-management process for a specified period, such as a calendar year. It identifies:
Who is a member of the plan
Whether and how you will set objectives for plan members
Whether the application will create appraisals automatically forplan members
The tasks workers and managers will perform throughout the process
HR Professionals create and manage the PMP using the
Performance Management Plans function.
Performance Management Plan (PMP)
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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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Succession Planning (Contd.)
Setup Extra Information Type(N) Super HRMS Manager>Security>Information Types Security
Query and Set Job,
Employee and Position
Career EITs
Query the HRMS Manager
responsibility
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Succession Planning (Contd.)
Setup Look Up Values(N) Super HRMS Manager> Other definitions> Lookup Tables
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Succession Planning (Contd.)
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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Succession Planning (Contd.)
Setup Create a Succession Plan for Job & Position (N) Manager Self Service> Succession Planning
Create Plan for Position and
also add more than one
successor
Create Plan for Job
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Talent Management Implementation Steps
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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Talent Management Implementation Steps
(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