Talent Management is essentially the management of worker competencies to meet enterprise objectives. Oracle HRMS, Oracle SSHR, and Oracle Learning Management (OLM) each supply key components of the Talent Management functionality. For many talent-management tasks, you can use either the Oracle HRMS forms-based interface or the SSHR interface.
The Oracle HRMS Talent Management functionality encompasses competency management, career paths, education and qualifications, events, and reviews.
Competencies are measurable skills a workforce either has or must develop to meet enterprise objectives. The Oracle HRMS competency management functions enable you to:
Define a library of competencies or upload competency definitions from third-parties. You can use such definitions throughout the enterprise to ensure consistency of approach.
Identify each worker's competencies in a competency profile.
Measure competencies using either general rating scales or proficiency scales that are specific to the competency.
Define the competency requirements of a business group, organization, job, or position.
Define core competencies for a business group or organization. All workers in the business group or organization must have its core competencies.
Link competencies to qualifications.
You can define career paths based on either job progression or position progression. You define job-based career paths using the Oracle HRMS Map Career Path function. For position-based career paths, you use new or existing position hierarchies.
The Education and Qualifications functions enable you to:
Identify the educational and professional qualifications your enterprise recognizes.
Identify the educational establishments that deliver recognized qualifications.
Record qualifications obtained by each worker.
You can set up an event, such as a training course or departmental meeting, and identify employees who are to attend the event. You use this functionality for scheduling training courses only if you are not using Oracle Learning Management.
You can record information about any employee review meeting, such as a performance review, disciplinary hearing, or medical test, using the Employee Review function.
You can enter work preferences (such as preferred work locations and work hours) for an individual in the Oracle HRMS Work Preferences window.
Managers, HR professionals, and employees can access talent-management functions using SSHR.
Managers can use the self-service Competency Profile function to update the competency profiles of their subordinates. Employees can use this function to update their own competency profiles.
Managers and HR Professionals can use the self-service Suitability Matching function to find a person for a work opportunity or a work opportunity for a person. The process uses factors such as a person's current role, a person's competency levels (as defined in their competency profile), and succession plans in identifying candidates and opportunities. Employees can use this function to find opportunities suited to their competency levels.
The Succession Planning functionality enables managers to plan for future vacant positions by identifying possible successors for employees, jobs, and positions.
Managers can use the self-service Education and Qualifications function to update records of educational qualifications obtained by their subordinates. Employees can use this function to update their own records.
Managers can use the self-service Other Professional Qualifications function to update records of professional qualifications obtained by their subordinates. Employees can use this function to update their own records.
Managers can use the self-service Event and Bookings function to create events and event bookings for their subordinates. Employees can use this function to create events and event bookings for themselves.
Both managers and employees can use the self-service Employee Review function to set up review meetings and invite reviewers to attend.
Managers can use the self-service Work Preferences function to enter work preferences (such as preferred work locations and work hours) for a subordinate. Employees can use this function to enter their own work preferences.
Note: The purchase of a Self-Service HR license on or after June 18th, 2007 does not permit the use of Oracle Performance Management. 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 self-service functions.
See: Oracle Performance Management Overview, Oracle Performance Management Implementation and User Guide
Oracle Learning Management (OLM), formerly Oracle Training Administration, is a complete system for the definition and delivery of training. OLM is tightly integrated with the talent-management functionality of HRMS. For example:
When a learner completes a class, OLM can automatically update the learner's competency profile with the competencies and competency levels delivered by the class.
An appraisal can include a learning path, which identifies classes to be taken by the appraisee.
Oracle Learning Management requires a separate license.
See: Introduction to Oracle Learning Management, Oracle Learning Management User Guide
The Talent Management functions together provide over 50 standard and HRMSi reports. These reports extract and present talent-management-related information about the individual and the enterprise.
See Reports and Processes in Oracle HRMS, Oracle HRMS Window Navigation and Reports Guide
For more information about the Talent Management functions, see:
Career Paths, Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide
Competencies Overview, Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide
Competency Profiles, Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide
Event and Attendance Administration, Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide
Qualification Types, Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide
Suitability Matching, Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide
Succession Planning, Oracle Self-Service Human Resources Deploy Self-Service Capability 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
Oracle HRMS enables you to define all the components of a talent management system to meet the needs of your enterprise.
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 Oracle HRMS competency functions enable you to:
Identify and measure consistently the knowledge, skills, and behavior displayed by your workers across the enterprise.
Speed the deployment process within your enterprise and reduce recruitment costs. You can identify and select workers and applicants on a common basis and match them with opportunities that arise across the whole enterprise. This ensures that an able candidate is not rejected because of a mismatch for one vacancy when other suitable vacancies exist.
Ensure your enterprise meets its business goals. You do this by linking the competencies held by your workers into the competencies required to meet the business goals of your enterprise.
Yes. Oracle HRMS's highly configurable web interface enables you to perform competency-based evaluation as part of the appraisal process. You create appraisal templates, which can include competency assessment templates, to define the structure of the appraisal.
Yes. Oracle HRMS enables you to define career paths based on either job progression or position progression. You use the model that best reflects the structure of your enterprise.
Yes. You can link a person's acquisition of competencies to their achievement of formal qualifications, typically awarded by external, nationally recognized bodies. Such competencies have well defined performance standards that an assessor uses to determine whether a person has achieved a competency. Thus, you can measure workforce competencies against both enterprise and industry or national standards. You can encourage your workforce to acquire such qualifications by developing related competencies, thereby improving the enterprise skill base.
Managers and HR Professionals can use the self-service Suitability Matching function to find a person for a work opportunity or a work opportunity for a person. The process uses factors such as a person's current role, a person's competency levels (as defined in their competency profile), and succession plans in identifying candidates and opportunities. Employees can use this function to find opportunities suited to their competency levels.
You can use the Succession Planning functionality to plan for future vacant positions by identifying possible successors for employees, jobs, and positions.
OLM enables you to record the competencies that a course is expected to deliver. You can then use this information to update the competency profiles of the learners who have attended a class.
Important: This software should not be used as the sole method of assessment for making judgements about hiring, performance, or deployment. Your company may be held liable if you rely on incorrect computer data or computerized rules to make such judgements.
It is the customer's responsibility to take all appropriate measures to comply with the Data Protection and Privacy laws of the countries in which they operate.
All personal information that you store or use with this software must be up to date, accurate and relevant. You should confirm the details of the restrictions that apply to the computerized storage and use of personal information with your own legal department or representative.
Yes. HRMS Intelligence Reports, Discoverer Workbooks, and Performance Measures enable you to investigate competencies, proficiencies, appraisal activity, and training in your enterprise. You can use HRMS Intelligence to answer business questions such as:
Who has the required competencies for the job?
How quickly can I improve the skills of a group of people, and at what cost?
How do a worker's competencies compare with those required by a particular job?
Do my employees need more training?
You can quickly and efficiently load competency details from a third-party skills vendor directly into Oracle HRMS using Web Applications Desktop Integrator (Web ADI). Web ADI enables you to manipulate and upload competency information, such as rating scales, rating levels, and competencies, from a text file or spreadsheet into the application. This means you can automatically load data into the application without having to enter the details individually.
See: Uploading Third-Party Competency Information, Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide
You enter National Qualifications Framework (NQF) Sector Education and Training Authority (SETA) information to indicate the SETA to whom your organization pays its Skills Development Levy. This information is required for the Skills Development Levy calculation and report.
To set up NQF SETA and Skills Development Levy Information
Set up the NQF SETA user table.
Enter the NQF information for your organization.
You enter National Qualifications Framework (NQF) Sector Education and Training Authority (SETA) information to indicate the SETA to whom your organization pays its Skills Development Levy contribution. This information is required for the Skills Development Levy calculation and report.
You do this using the Table Structures window.
To set up user table rows
Change your effective date if required.
Query the ZA_NQF_SETA_INFORMATION table.
Choose the Rows button. The value Exempt is displayed.
Add SETA names to the Exact column.
Save your work.
To set up user table values
You do this using the Table Values window.
Change your effective date if required.
Query the ZA_NQF_SETA_INFORMATION table.
In the Column region, select ID in the Name field.
Enter the SETA details in the Values region:
Select the SETA name in the Exact field.
Enter the two-digit SETA code in the Values field.
Save your work.
In the Column region, select Rate in the Name field.
Enter the SETA details in the Values region:
Select the SETA name in the Exact field.
Enter the legislative rates for the SETA code in the Values field.
Save your work.