Succession planning and management is vital to the growth of an enterprise. Enterprises have key questions such as:
Which are the key roles in the enterprise?
How can we identify high performers with high potential to fill key leadership roles?
Who are the workers who are the best fit for key roles?
Which workers have specialized skills and experience; process, and product knowledge that would be difficult or impossible to replace?
How do we train and prepare high performers with high potential for key roles?
How do we increase employee engagement and retain our key talent?
Oracle Succession Planning is a comprehensive and integrated product that helps enterprises to:
Identify succession-planning requirements.
Identify available and qualified talent.
Assess types of talent required to meet business goals.
Search for potential successors using various tools such as 9-Box analysis, Talent Matrix, Suitability Matching, and Suitability Analyzer and compare workers' talent profiles.
Create and maintain succession plans to ensure that important roles are covered at all times.
Identify training and other development activities to close the gap between a worker's competencies and those required by the enterprise.
Using the relevant data that Oracle Succession Planning presents, managers can take informed decisions to staff key roles with competent workers to maintain and grow business. A professionally executed succession planning process helps enterprises to focus on the future, including the identification of the most qualified candidates for growth and the development of emerging talent.
The first step in the succession planning process is to understand the succession planning requirements. Using Oracle Succession Planning, enterprises can identify:
Workers in the enterprise who are critical to business.
Roles (jobs and positions) that must always be staffed with competent and well-trained workers to sustain business.
Competent workers who may leave the enterprise due to reasons, such as retirement, turnover, competitor offers, or other causes.
An Organization Chart is a visual representation of relationships between workers in an organization. Talent managers can use the organization chart to view contact, employment, and salary details of workers.
Managers must identify the talent that is available in their enterprise to carry out their business strategy. They require information about their workers such as education, experience, current assignment, learning, and mobility to ensure continuity of coverage in important positions. Oracle Succession Planning provides the Talent Profile feature that helps enterprises to obtain a complete picture of the talent profile of their workforce. The single-interface Talent Profile page obtains relevant data from talent management products and presents the information in regions, such as Competencies, Qualifications, and Work Preferences .
Managers can process multiple self-service transactions effectively and with minimum navigation using the action links in a side navigator from the Organization Chart or Talent Profile.
Oracle Succession Planning provides various tools such as Compare Profile report, 9-Box analysis, Talent Matrix, Suitability Matching, and Suitability Analyzer to assess workforce talent.
Enterprises can compare talent profiles of their workforce and use this information in succession planning. While creating a succession plan, managers can use the Show Suitable Successors feature that uses the competency-based search to display a list of workers who meet the competency requirements.
Talent Matrix is a flexible and configurable tool that helps enterprises to define succession planning dimensions as per their business requirements. To assess succession potential of their workforce, plan administrators can create different talent matrix templates for use in their enterprise, based on the delivered talent matrix types and combinations of X and Y axes dimensions.
Important: The Talent Matrix tool is not displayed in the application, by default. If required, system administrators must enable this tool by completing additional implementation steps.
Talent Profile's performance matrixes: Performance Matrix (Potential) and Performance Matrix (Retention) provide insight into the depth and breadth of the talent pool. Managers can use these matrixes to assess the workforce:
Performance
Potential for growth
Readiness level for promotion
Retention prospects
Managers can view performance matrixes of individual workers and also of workers in their supervisor hierarchy.
Oracle Succession Planning provides the following default templates to display talent matrixes in the nine box format:
Default Retention vs. Impact of Loss
Default Performance vs. Potential
Default Performance vs. Retention
These nine box matrixes are built on Oracle Applications Development Framework (ADF). For more information, see Using the Default Nine Box Matrix Templates to Assess Workforce.
Managers can use the Suitability Matching function to find a person for a work opportunity or a work opportunity for a person. This process uses factors such as a person's current role, a person's competency levels (as defined in their competency profile), and succession plans to identify workers and opportunities.
Suitability Analyzer displays competency ratings of workers in a graphical format. Managers can use the Suitability Analyzer to compare competencies of workers for succession planning.
Suitability Analyzer is built on Oracle Applications Development Framework (ADF).
Oracle Succession Planning provides talent managers and plan administrators with portals for quick access to succession plans and to launch relevant actions from a single page. The Succession Planning Portal enables managers and plan administrators to:
View analytical reports to assess succession planning effectiveness in their enterprise.
View the hierarchy of workers reporting to them and easily identify key high potential workers within their hierarchy.
Compare a worker's:
Potential with performance
Retention with performance
Retention with impact of loss
View details of plans available for key high potential workers and process their plans.
View recently reviewed and plans coming up for review.
Talent managers can create and update succession plans for jobs, positions, and workers. They can add attachments to succession plans to document or support the decision making process and view assignment changes of probable successors. When a succession plan is created, key stakeholders of the plan can receive a workflow approval notification.
The succession hierarchy is a visual representation of the successors identified for workers at each level. Talent managers and plan administrators can analyze the impact of succession plans that are in place, particularly at the middle and senior management levels in an enterprise. The succession hierarchy assists in tracking succession changes, understanding gaps in the succession hierarchy, and assessing the impact of these gaps on business continuity.
Availability of succession planning data enables enterprises to develop organization-wide training programs to address competency gaps. After assessing competencies and evaluating talent profiles, managers can enroll workers in appropriate training. Oracle Succession Planning's integration with Oracle Learning Management enables managers to identify training courses and enroll workers in relevant courses.
Oracle Succession Planning delivers a range of actionable analytics that help plan administrators and talent managers to administer the succession planning process effectively and efficiently.
The following reports are available:
Succession Plan Details for High Potential Workers: Enables to plan and manage the succession planning process. The report helps to track key high potential workers with and without succession plans.
Readiness and Risk Analysis of Successors for High Potential Workers: Gives insight into the risk associated with probable successors identified for key high potential workers. The risk may be in terms of low readiness of the probable successors in a plan to assume higher responsibilities or inadequate number of successors identified.
Turnover Analysis of Key Talent: Helps analyze the turnover details of probable successors identified for key high potential workers.
Succession Plan Effectiveness: Helps to evaluate the effectiveness of the succession planning and management process based on the number of plans filled by potential successors identified for such plans.
Oracle Succession Planning provides the following reports:
Compare Profile
Using this report, managers can compare the talent profiles of their workers.
Printable Profile
Using this feature, managers can print worker talent profiles.
Oracle Succession Planning is an integrated talent management solution that enables managers to plan and implement integrated succession management processes. Oracle Succession Planning and Oracle HRMS talent management products such as Oracle Learning Management, Oracle Performance Management, and the Oracle Compensation suite of products (Compensation Workbench, Total Compensation Statement, and Salary Administration) use a single data repository to enable you to share and view common information for succession planning purposes. Oracle Succession Planning retrieves relevant data from Oracle HRMS, Oracle SSHR, Learning Management, Performance Management, and the Compensation suite of products.
For information on how to use features in Oracle Succession Planning, see:
Organization Chart
Default Nine Box Matrix Templates
Using the Default Nine Box Matrix Templates to Assess Workforce
Talent Profile
Talent Matrix
Suitability Matching
Succession Planning