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Copyright © 2014 Oracle and/or its affiliates. All rights reserved. |
Talent Management Roadmap Showcasing: Career Development
Vladimir Palacio-Martinez HCM Consulting Director June 24th, 2015
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Copyright © 2015 Oracle and/or its affiliates. All rights reserved.
Safe Harbor Statement
The following is intended to outline our general product direction. It is intended for information purposes only, and may not be incorporated into any contract. It is not a commitment to deliver any material, code, or functionality, and should not be relied upon in making purchasing decisions. The development, release, and timing of any features or functionality described for Oracle’s products remains at the sole discretion of Oracle.
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Copyright © 2015 Oracle and/or its affiliates. All rights reserved.
Program Agenda
Talent Management Today
R10 Highlights By Product
Introducing Career Development
Product Demo
What’s Next
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Copyright © 2015 Oracle and/or its affiliates. All rights reserved.
Deloitte 2015 Global Human Capital Trends
“Capability gap” between importance and readiness
3,300 HR and business leaders
106 countries
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1
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Copyright © 2014 Oracle and/or its affiliates. All rights reserved.
Oracle’s Beliefs for Modern HR Systems
Integrate social capabilities to enable collaboration throughout
the organization
Find, grow, and retain the best
people
Provide complete workforce insights for
every stakeholder
Make it easy for everyone to use on every device
Social Talent Centric Insightful Mobile
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Oracle’s Cloud Vision
Personalized Connected Secure
Copyright © 2014 Oracle and/or its affiliates. All rights reserved. |
What is Possible?
Wouldn’t it be great to know…
Which people are at risk to leave?
If a worker will perform as expected?
If a worker is underpaid?
If you have talent plans in place to support directional shifts and new opportunities?
Copyright © 2014 Oracle and/or its affiliates. All rights reserved. |
Data-Driven Decisions Outperform Instincts
Management Styles Data vs. Instinct
Decisions more instinct-driven
Decisions more data-driven
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45
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Average and weak performers
Strong performers
Source: Economist Intelligence Unit survey, August 2012
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HCM Cloud Talent Management
Talent Profile
Recruiting
Learning
Compensation
Career Development
Goals
Performance Talent Review Succession
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listen innovate
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Key Roadmap Investment Themes Through CY 2015
These six focus areas are priorities for our continuing investments across the Oracle HCM Cloud.
Customer feedback influences everything we do.
Customer Success
User Experience
Product Depth
Integration & Unification
Analytics Social and Work Life
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New HCM Cloud UI
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HCM Cloud UI - Unity Across Home Page and Navigator
Navigator Home Page
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HCM Cloud UI - Unity Across Global Header
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Global Header Global Header Global Header
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Find the Best Fit
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Profile Management
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Profile Management
• Simplified User Interface For Edit Skills And Qualifications
• Database Items For Fast Formula Calculations
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User Experience
Oracle Confidential – Internal
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Talent Profile - Skills and Qualifications
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Edit Skills And Qualifications
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Alignment to a common purpose
Goal Management
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Goal Management
• First Phase for Improved Integration with Performance Mgt
• New Look & Feel (R11 backport)
• Enhanced Mass Approval (R11 backport)
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User Experience
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Design Direction
Review Periods organize review activities into time periods/review cycles
Mandatory Goal Plans provide a consistent approach to grouping goals
Performance Documents have well-defined and transparent rules determining which goals
are included
Consistent goal behavior Consistent
goal data
Release 10
Release 10 +
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New Look and Feel
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Performance Management
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Creating a High- Performance Culture
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Performance Management
• New look and feel for Performance Document
• Interim Checkpoints (aka “Mid Year”)
• Mobile Performance Evaluation
User Experience
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New Look & Feel
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Mobile
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Mobile Performance Feature Support
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Supports Does Not Support
• Worker Self Evaluation & Manager Evaluation • Rate & comment on competencies & goals • Questionnaire • View participant & manager feedback • Share Document, Confirm Meeting, Approval • Final Feedback • Print
• Participant Evaluation (including Matrix Manager) • Manage participant feedback • Set Goals task • Add/remove competencies & goals in document
• Note, goals are edited using Mobile Goals • Import from another evaluation • Update action in evaluation • Admin tasks (e.g., transfer document) • Simultaneous use of proficiency & performance ratings for a competency • Display kudos • My Organization analytics
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Know Your Top Talent
Talent Review Succession
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Talent Review & Succession Management
• Capture additional key succession information (backport R8,9)
• Leverage the power of talent pools (backport R8,9)
• Review talent and view succession by Business Unit (backport R8,9)
• Manage Notes & Tasks
• Launch Custom Analyses
• Upload Talent Pools en Masse
Increased Flexibility & Usability
Oracle Confidential – Internal
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Capture Key Succession Data
• Rank candidates on succession plans
• Identify interim successors
• Capture additional information about succession candidates
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Leverage the Power of Talent Pools
• Create a talent review meeting to select succession candidates from talent pools
• Use a talent pool to create your “rolled up” talent review meetings
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Career Development
Nurture and Grow
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As An Employee I Can …
Search for & explore different roles in the organization
Find out what’s required in my current or potential role
Learn more about a role from a colleague
Build a development plan connected with my roles of interest
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Career Development Vision: An Interconnected System
Role, Job, Department
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Development Plan
Talent Processes &
Programs
Succession Mgt
Strategic Planning
Development Goal
Internal Mobility
Outcomes
Competencies Languages, Certs
Learning Job Rotation, …
Tasks
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Let’s Take a Look
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What’s Next?
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Future Investments
• Enhanced Goals/Performance integration
• Flexible Calculations in Performance
• Succession Organization Chart
• Connect Learning to Development
• Continued Focus on Enhanced User Experience
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listen innovate
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