The following topics describe the self-service functions available in the Talent Management area. They provide information about the functionality and configuration options for each function:
Note: To grant your users access to the Training, External Training, and Training Plans functions, which were previously available from the Employee Self-Service menu, you must use the Learner Self-Service responsibility and the Learner Home and External Learning functions. For all other training functionality, see: Oracle Learning Management, Oracle Learning Management User Guide.
Oracle Performance Management is a separately licensed product. You must purchase a separate Oracle Performance Management license in addition to an Oracle Self-Service HR license to use the Appraisals, Questionnaire Administration, and Objectives Management functions.
See: Oracle Performance Management Overview, Oracle Performance Management Implementation and User Guide
The following topics describe the functions available in Oracle Performance Management. They provide information about the functionality and configuration options for each function:
Configuring the Appraisals Function, Oracle Performance Management Implementation and User Guide
Questionnaire Administration, Oracle Performance Management Implementation and User Guide
You can access the Competency Profile, Event and Bookings, Employee Review, Suitability Matching, Work Preferences, Education and Qualifications, Succession Planning, and Other Professional Qualifications functions from SSHR.
Important: The Appraisals and Questionnaire Administration functions are part of Oracle Performance Management. You require additional license to use these functions.
See: Oracle Performance Management Overview, Oracle Performance Management Implementation and User Guide
No. The Employee Review function enables you to set up a review meeting and invite reviewers to the meeting. The Appraisals functions enable you to perform an appraisal (for example, an annual performance review) during which you can evaluate a worker's competencies, set or assess objectives, and complete a questionnaire.
You use the Education and Qualifications function to identify the schools and colleges a person has attended and the qualifications they earned. For example, if an employee has a Bachelor of Arts degree, you use this function to record the qualification and the college or university the employee attended.
You use the Other Professional Qualifications function to record all other recognized qualifications. Such qualifications are typically gained in the work environment.
No. To create a competency profile, you use the forms-based interface. However, you can use SSHR to view and update a person's competency profile.
The Events and Bookings function enables self-service users to create their own events such as meetings, presentations, or training days or to book themselves on existing events. The Events and Bookings function is available to both managers and workers, enabling managers to book their subordinates onto events. If a manager books a subordinate onto an event, the subordinate worker receives notification of the booking.
See also: Event and Attendance Administration, Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide
This module can be accessed from the following menus and functions:
| User Menu Name | Function Name |
|---|---|
| Employee Self Service | Events and Bookings |
| Manager Self Service | Events and Bookings |
The workflow details for this module are listed below:
Not applicable
Not applicable
| Region Name | Tip Type | Message Name |
|---|---|---|
| Events Search Criteria | Instruction | PQH_EVENT_SEARCH |
| Events Create Button | Instruction | PQH_EVENT_ADDORCANCEL |
| Events Search And Result Header | Instruction | PQH_EVENT_BOOK |
| Manager Events Search And Result Header | Instruction | PQH_EVENT_MGR_SEARCH |
| Events Create Button | Instruction | PQH_EVENT_ADDORCANCEL |
See: Adding Instructions to Web Pages
Not applicable
Not applicable
The Employee Review function enables employees and managers to create or update reviews. Employees can create their own reviews and managers can create reviews for their employees. Both managers and employees can invite reviewers to attend the review. They can also remove these reviewers if necessary. They can also attach supporting documents. If the Save Attachments check box is available in the Attachments region, then they can select this option to make these attachments available in the Oracle HRMS People window. When reviewers are invited to a review or removed from a review, they receive a notification.
See: Event and Attendance Administration, Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide
This module can be accessed from the following menus and functions:
| User Menu Name | Function Name |
|---|---|
| Employee Self Service | Employee Review |
| Manager Self Service | Employee Review |
The workflow details for this module are listed below:
Employee Review
Not applicable
Not applicable
Not applicable
Not applicable
The Suitability Matching function provides a range of competency-based methods for finding the right person for a work opportunity or finding the right work opportunity for a person. Managers and HR professionals can compare employees, applicants, and contingent workers by role, job, and position, and employees can find work opportunities that fit their competencies.
Depending on their responsibility, the default Suitability Matching page offers users multiple matching options.
The Suitability Matching page for managers displays two regions:
Note: You must select the Include Core Competencies check box to use competency requirements defined at the business group level in the Suitability Matching feature. Otherwise, the application uses the competency requirements set below the business group level.
In the Find a Person for a Work Opportunity region, the Include Core Competencies check box appears for these actions:
Find Suitable People by Role
Find Suitable People by Competency
In the Find a Work Opportunity for a Person region, the Include Core Competencies check box appears for the Find Work Opportunities by Competency action.
When you compare current assignments, the application uses competency requirements defined for organization, job, and position of the assignment and does not consider competency requirements defined at the business group level.
Find a Person for a Work Opportunity
Using the options available in this region, managers can:
Find employees, contingent workers, and applicants who fit the competency profile for a job, position, department, vacancy, or some combination of these criteria.
Find employees, contingent workers, and applicants who match a list of competencies that the managers specify.
Compare the competencies of employees and contingent workers who currently occupy a specified job or position in a department or any department within the business group.
Compare anyone who has applied for a vacant job or position in a department or any department within the business group.
In addition to these options, HR Professionals can use the Compare Named Successors for a Position option.
Find a Work Opportunity for a Person
Using the options available in this region, managers can:
Find work opportunities for an individual who fits the competency profile for one or more jobs, positions, departments, vacancies, or some combination of these criteria.
Find work opportunities for an individual employee or contingent worker who matches a list of competencies that the managers specify.
Compare an applicant's competency profile with the competency profiles of existing vacancies.
Compare, by competency, an employee's or contingent worker's current assignments.
In addition to these options, HR Professionals can use the Compare Succession option.
Workers can use the Suitability Matching function to compare their competencies to those of current or potential future jobs, positions or vacancies and also search for suitable work opportunities.
Using the Suitability Matching page, workers can:
Find work opportunities that suit their competency profile for one or more jobs, positions, departments, vacancies, or some combination of these criteria.
Find work opportunities using person competencies.
Compare their competency profiles with the competency profiles of existing vacancies.
Compare, by competency, their succession options as defined for successors in the succession plans.
Compare the competency profiles of their assignments with those of the other employee assignments.
Succession planning and management is critical to the growth of an enterprise. Using the Succession Planning functionality, as an HR Professional or a manager, you can:
Identify key positions in your organization to ensure that succession plans are in place.
Identify employees who are likely to vacate their current positions because of promotion, retirement, or voluntary termination.
Define additional information for succession plans to meet business needs.
Create and update succession plans for jobs, positions, and employees.
On the Succession Planning page, you can:
Search for plans for a job, position, or an employee.
Create, update, and delete succession plans.
You can use search criteria such as job, position, and employee to search for plans. For example, you can search for plans for the Manager job or search for plans for employee John Smith. The application provides additional search criteria, such as key role and turnover rate to search for job and position plans. You can use search criteria such as employee name, employee number, or key person, to search for an employee's succession plans.
Some employees may have multiple succession plans. To search for multiple succession plans use the Successor search criteria. The successor for a job, position, or person is always an employee.
You can view the following information for a succession plan:
Name of the job, position, or employee.
Whether the job or position is a key role and the employee is a key person.
The time frame after which an employee is eligible to move to the new position.
The turnover rate for the role and the risk of loss for an employee.
Succession dates, such as the earliest date on which an employee can move to a new position.
Additional successions plan details.
From the search results table, you can update or delete an existing succession plan.
See: Creating and Maintaining Succession Plans
As an HR Professional or manager, you can create and maintain succession plans for workers.
For a general introduction to succession planning, see: Succession Planning
The following sections describe how to create and update succession plans.
Using the Create Succession Plan page, you can create a succession plan for a job, position, or an employee, and you can add successors. You can add multiple successors to a plan.
When creating a succession plan, you can use the following features to find suitable successors:
Complete these steps to create a succession plan:
Select the type of succession plan that you want to create. You can create a succession plan for a job, position, or an employee.
Select the worker's successor. The worker's number automatically appears.
Specify the time period after which the worker is eligible to move to a new position, for example, immediately or in one month.
Enter the succession dates, such as the earliest date on which an employee can move to a new position.
Select whether the worker is eligible for a promotion.
Provide additional plan details, if required.
Add your comments on the succession plan.
If your enterprise has set up information for job, position, and worker, then the following information appears automatically on the page:
Key role and turnover rate for a role (job or position)
Key person, advancement potential, and risk of loss for a person
You update a succession plan to modify details such as succession dates or the readiness level. You can record your comments on the update.
To enable managers and HR professionals use the Succession Planning functionality, you must complete the setup tasks.
To set up information for succession planning
Link the following succession planning information types to the responsibilities that users access:
Employee Career Management Information
Job Career Management Information
Position Career Management Information
Use the Information Type Security window to link EITs to a responsibility.
See: Setting Up Extra Information Types For a Responsibility, Oracle HRMS Configuring, Reporting, and System Administration Guide
You can link the Employee Career Management Information EIT to the Manager Self-Service responsibility to enable managers to update this extra information for employees in their hierarchy.
Define the following lookup types required for succession planning:
PER_TIME_SCALES: Using this lookup, users can define values for the Readiness Level field.
PER_SUCC_PLAN_RISK_LEVEL: Using this lookup, users can identify whether an employee is at a high risk of vacating their current position. This lookup type populates the Risk of Loss field.
PER_SUCC_PLAN_RISK_LEVEL: Using this lookup, users can identify the turnover rate of a role (job or position).
The Turnover Rate and Risk of Loss fields use the same PER_SUCC_PLAN_RISK_LEVEL lookup.
PER_SUCC_PLAN_POTENTIAL: Using this lookup, users can identify the advancement potential of an employee.
See: Adding Lookup Types and Values, Oracle HRMS Configuring, Reporting, and System Administration Guide
Complete the extra information required for succession planning for employees, jobs, and positions using the following windows:
For an employee, use the Extra Person Information window in Oracle HRMS.
For a position, use the Extra Position Information window in Oracle HRMS.
For a job, use the Extra Job Information window in Oracle HRMS.
See: Person Extra Information Types, HRMS Workforce Sourcing, Deployment, and Talent Management Guide
See: Position Extra Information Types, Oracle HRMS Enterprise and Workforce Management Guide
See: Job Extra Information Types, Oracle HRMS Enterprise and Workforce Management Guide
Managers can use the Extra Information page of the Manager Self-Service responsibility to update the extra information required for succession planning for employees. You must ensure that only one extra information record exists for an employee on a specific date, irrespective of whether the extra information is entered using Oracle HRMS or Oracle SSHR.
Add segments to the Add'l Succession Planning Det descriptive flexfield to capture additional information required for succession plans in your enterprise.