oracle fusion talent management fixed services offering implementation
TRANSCRIPT
Oracle Fusion Talent Management
Fixed Scope Implementation
Jethro Training and Consultancy
Agenda
• Overview
• Business Challenges
• Best Practices
• Features
• Scope
• Project Plan
Overview
• Fusion-Taleo automates complete Human Capital Management business processes
Human Resources Reviews
Taleo Fusion
Modeling Payroll Social
Business Challenges • Publish clear values and promote them to every individual staff member. Absence of clear talent strategy & values
• Staff role shall align organizational objectives to achieve short term profit and growth targets
Align organizational objectives with staff objectives
• Plan periodic short term and long term objectives within budgets Absence of Performance Planning
• Quality of the expected results and measures in job descriptions and objectives. If expectations are vague, then feedback is not meaningful.
Biased/meaningless feedback
• create a work environment that enables staff to perform well, to identify & correct skills and knowledge gaps.
Non clear methodology to deal with poor performance
• Need plentiful and objective performance data, and a sound methodology for accurate performance evaluation
Lack of accurate evaluation
• Open and transparent Review process with strict adherence to clear evaluation criteria.
Standardised evaluation process
Best Practices
Profile Management
• For Business Leaders •Total workforce capabilities •Adapts easily to changing business strategy
•Links across all applications
• For Managers •Total picture of worker •Easy compare across capabilities
Goal management
• For Business Leaders •Set direction •Ensure alignment
• For Managers •Assign targets •Monitor progress
• For Workers •Tie goals to what matters •Communicate progress
Performance Management
• For Business Leaders •Monitor process •Monitor guideline compliance
• For Managers •Easy to keep track •Easy to complete
• For Workers •Know what’s expected of me •Easy to do
Talent Review
• For Business Leaders •Develop leadership pipeline
•Identify top talents for strategic initiatives
• For Managers •Identification & mitigation of talent risks
•Develop the leadership pipeline at every level
•Take action to ensure the best talent is recognized assessed
Business Flow Set and track goals
• Manage goals in the library
• Create performance or development goal plans
• Populate existing goal plans
• Assign goals using a mass process
• Administer Goals
• Manage Eligibility Profiles
• Goal Scheduled Process
Evaluate performance
• Create document types, sections, and process flows
• Create performance document templates
• create default content and target ratings.
• Create and edit rating distributions
• Create and edit box labels for the Performance and Potential matrix.
Manage talent review
• Identify readiness and potential for future assignments or positions
• Review possible succession plans
• Determine strengths and development needs of employees
Update profiles
• Maintain information within person profiles about the skills, qualifications, accomplishments, and career preferences
• Maintain information in model profiles about the targeted skills and qualifications of the jobs and positions
Features
Goal Management
•Create Goals
•Cancel Goal, Transfers Goal , Upload Goal and Deletes Organization Goal
•Promote collaboration using goal sharing and social network
•View goal progress for your team at a glance
Performance Management
•Create, Transfer, Reopen, Cancel, Delete, Complete, Restore & acknowledge Performance
•Track objectives round the year
•Evaluate competencies & goals of Performance
•Provide ratings and comments for the employees in the organization
Profile Management
•Use the competency gaps chart to compare the competencies of a worker to that of a job from his interest list to identify whether he is a suitable candidate for the job.
•View the suggestions list and determine whether to add any of the suggested jobs or positions to their interest list.
Talent Review
•Creating the Meeting Template
•Creating and Scheduling a Meeting
•Preparing and Submitting Content
•Conducting the Talent Review Meeting
•Reviewing the Action Plan and Working on Goals
• HR Specialist
Features • Managers
Goal Management
•Create the worker performance goal, sharing the goal.
•Align organizational goals to performance goals automatically
Performance Management
•Can set goals and evaluate workers.
•Share performance document and confirming review meting
•Providing the performance summary
•Providing the task completion status.
Profile Management
•Review areas of expertise and other qualifications for workers.
•Identify areas of expertise, such as a specific software package.
Talent Review
•Creating the Meeting Template
•Creating and Scheduling a Meeting
•Preparing and Submitting Content
•Conducting the Talent Review Meeting
•Reviewing the Action Plan and Working on Goals
Features • Workers
Goal Management
•Set/View organization, performance goals
•Set development goals
Performance Management
•Perform self appraisal
•View supervisor rating & comments .
•Acknowledge performance document & provide the final feedback.
Profile Management
•Create a career statement to identify career goals.
•Review career preference information for workers, such as job or job family of their next career move.
Talent Review
•Creating and Scheduling a Meeting
•Preparing and Submitting Content
•Working on the Talent Review Meeting
•Setting Goals
Scope
HR Structures
•2 Legal entities
•2 Business units
•1 Enterprise
•1 Custom reference set
•10 Jobs, 1 country and 1 language
• Standard HCM workflows
• FBL load 1 jobs, locations & departments
•1 EIT, 2 DFF and 1 free form data structure
•4 customer specific application roles: HR Manager, HR Super User, Employee & Manager
•4 custom data roles
Goal
•1 Goal library with 20 goals
•1 Goal plan with 10 goals per plan
•Upload of development & performance goals
•Configure defaults for mass goal plans
•Enable pre-configured security roles
•Enable notifications
Performance
•2 Process flows
•2 Performance templates per flow
•Up to 50 Questions in the question library
•Up to 2 questionnaires
•2 Eligibility profiles
•Enable notifications
Talent Review
•1 Talent review template
•Enable standard Talent Review related notifications and approvals
•Enable standard pre-configured security roles
Implementation Methodology
Conduct Kick-off Meeting
Schedule Workshops
Conduct Integration and Data Load workshops
Conduct Implementation Checkpoint
Perform Setup
Conduct Workshops & Prototype Configuration
Capture & Prioritize Changes
Conduct Implementation Checkpoint
Load, Reconcile & Validate Data Loads
Update Business Processes and Validation Cases
Conduct End-to-End Review
Load, Reconcile & Validate Data Loads in Production
Conduct Implementation Checkpoint
Begin system use
Prepare Training Material Verify Production &
Final Validation Review with Users & Stakeholders
Migrate Configuration to Production
Manage Transition to Steady-state Operations
Apply & Validate Setup Changes
Plan for Next Release
Post Go-Live Support Create Detailed Release
Plan
Plan Prototype Validate Transition Sustain
Prepare Integration Details
Workshops
Apply & Validate Extensible Items
Implement & Validate Integrations
Load & Validate Data
Populate Data Load Templates Review In-Scope High-
Level Business Processes
Gather Setup Information
Project Plan Week W0 W1 W2 W3 W4 W5 W6 W7 W8 W9 W10 W11 W12 W13
Plan
Requirement Workshops
Solution
CRP1
CRP2
Training
UAT
Deployment Readiness
Go Live
Support
Assumptions • Implement standard Fusion flows
• Documentation language is English
• Adopt ‘Train the Trainer’ approach
• No Customization, only configuration, No
Single sign-on solution, No Historical data
migration
• No Upgrade of Fusion Application
Why Cloudenvision • Proven implementation methodology
• Tailored solutions
• Ready to use Implementation tool kit
• Strong development and implementation capabilities
