Oracle Talent Management software allows companies to manage various aspects of the talent lifecycle including competency management, performance reviews, objective setting and tracking, and integrating with other HR applications. It provides tools for competency profiling, creating performance management plans to cascade objectives across teams, and generating automated performance reviews linked to objectives and competencies. The system aims to help companies identify, develop, evaluate, and retain top talent to meet business goals.

1. Oracle Talent Management - Performance Appraisal System Presents

2. Agenda on Talent Management Oracle Talent Management best suit’s to an Enterprise Competency Management Types of Measurement Scales Appraisal Types Benefits of Objective Library Performance Management Plan (PMP) Cascading of Objectives Integration with other HRMS applications (OLM, CWB ,I-Rec, SSHR) Reports in Talent management

3. What is Talent Management ? Talent Management is essentially the identification, development, evaluation, and retention of workers who have the competencies the enterprise needs to meet business objectives. Talent Management Encompasses Goal Management Competency Management Career Planning Performance Management Performance Appraisals

4. Talent Management in Oracle HRMS Talent Management Competency Management Appraisals Management Workforce Performance Management Education and Qualifications

5. Competency Management The Oracle HRMS competency management functions enable you to define competencies for use in many Talent Management activities. Competencies Link Competencies to Qualifications Define Competency Requirements Create Competency Profiles

6. Education and Qualifications Oracle HRMS enables you to: Enter qualifications and educational establishments that deliver the qualifications . Record and update worker qualifications .

7. Appraisals Management Appraisals Assessing Competencies and Objectives Assessing Worker Advancement Potential Identifying Training Needs Involve

8. Workforce Performance Management The Workforce Performance Management functions facilitate enterprise-directed objective setting, management, and assessment. Workforce Performance Management Create a Library of Objectives Create Performance Management Plans Create Appraisals Automatically Allocate and Track Objective Progress

9. Performance Management Plans You create a Performance Management Plan (PMP) to define the workforce performance management activities. PMP Identifies Performance Management Tasks Plan Members Objective Setting Process Appraisal Creation Process

10. Talent Management and Integrated Applications Compensation Workbench Oracle SSHR Oracle Learning Management Talent Management Oracle iRecruitment

11. What are Competencies? Competencies are measurable behaviors required by an organization that a person may demonstrate in the work context. Competency definitions are fundamental to many talent management activities.

12. Measuring Competencies – Proficiency Level Three types of Rating Scales: Proficiency, Performance, and Weighting Scales. You can measure competencies using individual proficiency levels or general proficiency rating scales.

13. Measuring Competencies – Performance You can measure competencies using individual performance levels.

14. Uploading Third-Party Competencies You can upload multiple global competencies from third-party suppliers, eliminating the need to create individual competency definitions. Upload Competency Definitions

15. Competency Profiles A competency profile lists a person’s competencies showing the proficiency level in each competency. You can copy the competencies associated with the worker’s primary assignment to the competency profile. Managers can update workers’ competency profiles, and workers can update their own competency profiles.

16. Competency Requirements Competency requirements identify the competencies workers must exhibit for the enterprise to meet its goals. Searching for Candidates for Work Opportunities Assessing Workers During Appraisals Identifying Training and Development Needs Used When

17. Defining Competency Requirements You can define competency requirements: At the Business Group, organization, job, and position levels

18. Workforce Performance Management (WPM) Personal Scorecards The Objectives Library Performance Management Plan (PMP) Automatic Creation of Appraisals

19. What is an Objective ? An Objective: Is a precise statement of a goal to which a worker directs effort during a specified period Enables you to assess worker performance against targets Can be defined effectively using SMART guidelines

20. The Objective Definition The HRMS objective-definition functions support the creation of SMART objectives. The objective definition includes: Validity Dates Next Review Date Target Date Group Priority Inclusion in Appraisals Weighting Defining Objectives

21. Measuring Objectives HRMS defines: A quantitative measurement style for objectives with outcomes that you can measure in numerical terms. A qualitative measurement style for objectives with outcomes that you cannot assess in numerical terms. Increase Sales Revenue Improve Communication Skills Quantitative Measurement Qualitative Measurement

22. The Objectives Library The Objectives Library: Is a collection of reusable objectives that HR professionals can create and maintain Is a key WPM function that enables you to manage the enterprise objective-setting process efficiently

23. Objectives Outside WPM Objectives outside WPM: Are individual objectives that you enter directly in the Objectives section of the appraisal Do not belong to the Objectives Library and are unaffected by other WPM functions Appraisals Objectives outside WPM Created In

24. What do you understand by Appraisal and their types Oracle HRMS supports three appraisal types: Appraisers Reviewers Other Participants Appraisers Reviewers Appraisee 360-Degree Appraisal Standard Appraisal Self Appraisal Main Appraiser Appraisee Main Appraiser Appraisee Appraisal Types

25. The Appraisal Template The appraisal template enables you to configure all sections of an appraisal to suit your requirements. Competencies Objectives Learning Path Appraisal Sharing Options Participants Questionnaires Appraisal Template Configure

26. Defining Appraisals The HRMS Appraisals function enables you to: Configure appraisal templates to suit your requirements. Conduct appraisals collaboratively. Automatically update competency profiles after an appraisal. HRMS provides an integrated set of workforce performance management functions that can create appraisals automatically for workers.

27. Appraisal Participants Appraisee Main Appraiser Appraisers Reviewers Other Participants

28. Initiating the Appraisal Either the main appraiser or the appraisee can initiate a standard or 360-degree appraisal. Appraisals created automatically can identify either the main appraiser or the appraisee as the initiator. Main Appraiser Appraisee Appraisal

29. Configuring the Appraisal In an appraisal template, you can: Specify validity dates. Specify the template scope. Include instructions to participants.

30. Configuring the Appraisal In an appraisal template, you can: Specify whether to include the Learning Path region in an appraisal (if you use Oracle Learning Management). Configure the default appraisal-sharing options. Learning Path Appraisal Sharing Configure

31. Questionnaires Using HRMS functions, you can : Create questionnaires to include in appraisals. Prevent the use of a questionnaire by changing the status from Published to Unpublished. Create global and local questionnaires.

32. Assessing Competencies and Objectives To assess competencies and objectives during an appraisal, include a competency template and an objective template in the appraisal template. Assess Competencies and Objectives

33. Producing a Combined Score for Competencies and Objectives You can calculate a combined score using the total scores for objectives and competencies. You can use the combined score as the appraisee’s overall rating in the appraisal. Competencies and Objectives Assessment Competency Scores Objective Scores

34. Career Paths HRMS enables you to define career paths that show a route to a job or position from a different job or position. You can include names of career paths in questionnaires or in other relevant sections of the appraisal for discussion during the appraisal.

35. What is a Performance Management Plan (PMP)? A Performance Management Plan (PMP) defines the performance management process for a specified period. PMP Enables You to Allocate Objectives to Workers Automatically Align Worker Objectives with Business Goals Track Worker Progress with Objectives Create Appraisals Automatically

36. Creating the PMP When you create a PMP, you specify the: Plan Name Plan Administrator Previous Plan Plan Start and End Dates

37. Identifying the PMP Members You identify the population of a PMP by selecting part or all of a hierarchy structure. You can select one of the following hierarchy types: Supervisor Assignment Supervisor Position Organization

38. Selecting the Appraisal Template The appraisal template that you include in a PMP must: Be valid throughout the appraisal period. Be valid for the plan population. Include an Objective Template, if the PMP includes objective setting.

39. Allocating Objectives Automatically When you publish a PMP, each plan member automatically receives objectives from the Objectives Library in the personal scorecard if: The member satisfies the eligibility requirements associated with the objective. The objective's validity dates are the same as or wholly within the PMP dates.

40. Allocating an Objective to Workers in Multiple Business Groups Objective VerBG1 Objective VerBG2 Objective VerBG3 Eligibility Profile BG3 Eligibility Profile BG2 Eligibility Profile BG1

41. Worker Objective-Setting Tasks Objective-Setting Tasks Worker Set Objectives Align Objectives Share Objectives Finish Objective Setting View and Track Objective Progress

42. Manager Objective-Setting Tasks Objective-Setting Tasks Manager Cascade or Set Objectives Align Objectives Transfer Scorecards to Workers for Action Review Worker Changes View and Track Objective Progress Finish Objective Setting

43. Cascading Objectives Development Manager Reduce development cycle By 20% Project Manager A Complete Project A within 6 months Project Lead A1 Complete Project A Module1 within 2 months Project Manager B Complete Project B within 6 months Project Lead A2 Complete Project A Module2 within 4 months

44. Mass Cascading of Objectives

45. Sharing Objectives Workers can share any of their objectives with other members of the PMP. Managers typically share objectives by cascading them. Worker Manager PMP Members

46. Personal Scorecards in Appraisals Personal scorecards appear automatically in the Objectives sections of appraisals if: The PMP includes one or more appraisals. The appraisal template identified in the PMP includes an objective template.

47. Manage Appraisals Tasks If the PMP includes appraisal creation, the application generates the Manage Appraisals task and allocates it to managers and workers. The application enables this task on the task start date and disables it on the plan-end date. Application Generates Published PMP Manage Appraisals Task for Managers and Workers

48. Reporting in Talent Management The Talent Management reports enable you to investigate competencies, appraisals, and training in your enterprise. Oracle HRMS provides over 50 standard and HRMSi reports for Talent Management.

49. Questions Answers

51. E-mail – [email_address] Website – www.iwarelogic.com