RAJIV KUMAR PANDEY

• Oracle Corporation is a U.S.-

based multinational computer technology corporation

headquartered in Redwood City, California, United

States. The company specializes in developing and

marketing computer hardware systems

and enterprise software products – particularly its

own brands of database management systems.

Oracle is the second-largest software maker by

revenue, after Microsoft

Unleash Innovation by Simplifying IT

• By eliminating complexity and simplifying IT,

Oracle enables its customers—400,000 of

them in more than 145 countries around the

world—to accelerate innovation and create

added value for their customers.

• Founded - June 16, 1977, Santa Clara,California, U.S

• Founders - Larry Ellison, Bob Miner,Ed Oates

• Key people - Jeff Henley(Chairman)Larry Ellison (CEO)Safra Catz (President)Mark Hurd (President)

• Products - Oracle Applications, Oracle Database, Oracle Enterprise Manager, Oracle Fusion Middleware, servers,workstations, storage

What is Talent Management ?

• Talent management is essentially the

identification, development, evaluation, and

retention of workers who have the competencies

that enterprise needs to meet

• https://www.youtube.com/watch?v=UZexMPCQRCI

Talent Management At Oracle

Competency management

• The oracle HRMS enables to define competencies for use in many talent management activities

Measuring competencies

• Rating scale – - proficiency scale - Performance scale - Weighting scale

Proficiency scales measure a person's mastery

of a skill or technique. For example, a person's

management skills could be:

•Basic

•Good

•Excellent

•Expert

• Performance scales measure a worker's delivery of a

competency or objective.

• A worker's competency can rank high on a proficiency

scale but less high on a performance scale, or low on a

proficiency scale but much higher on a performance

scale.

• You can select a performance rating scale when

defining competency assessment templates, objective

assessment templates, and appraisal templates.

• Weighting scales measure the importance of a

competency to the enterprise. For example, a

competency's importance could be one of:

• Low

• Medium

• High

Career and Succession planning

• Once organizations have found out its employees aspirations, and set their short- and long-term objectives, it'll want to prepare them for their next position within a career plan. After all, now it has motivated its employees through its performance management system, it'll want to keep them motivated by linking their own career aspirations to enterprise aspirations.

Oracle Succession Planning

• Identify Scope for Succession Planning and

Streamline Your Processes

• Benefit from Comprehensive Talent Profile

• Use Nine-Box Matrices to define Talent Pools

• Create Comprehensive Succession Plans

• Use Analytics to Evaluate and Manage

Succession Planning Process

Identify Scope For Succession Planning

• Talent Managers and HR Professionals identify

those key jobs, positions and individuals necessary

to realize business goals and strategy.

• To capture information such as key role, workforce

turnover rate and succession potential.

Benefits From Comprehensive Talent Profile

• Talent Profile helps managers to obtain complete insight into the available talent.

• Talent Profile enables us to consolidate information on an employee’s competencies, qualifications, previous employment, training history, performance rating history, performance objectives, succession plans, job history, career path, and compensation.

Use Nine - Box Matrices To Define Talent Pool

• Talent Managers can classify and group talent

for succession planning.

• Using Nine-Box Matrix, they can also assess

the current talent profile of their people,

performance, potential, risk and impact of

loss.

Create Comprehensive Succession Planning

• Highlight key workers

• Periodic review and update of succession

plans

• Understand any gaps

• Manage Talent Mobility

Use Analytics to Evaluate and Manage Succession Planning Process

• Understand the risks associated with probable

successors identified for key high potential workers

• Analyze the turnover details of probable successors

• Track key high potential workers with and without

succession plans

Oracle HRMS supports 3 appraisal types

Performance Management Plans

It creates a performance management plan (PMP) to define workforce performance management activities

PMP-Plan members-Objectives setting process-Appraisal creation process-Performance management task

Human Capital Management(HCM)

• Executive• HR Operations• Talent Management • Technology Leaders

Human Capital Management For Executive

• Talent centric

• Collaborative

• Mobile and engaging

Talent centric

• Organizational goal

• Choose a “build” or “buy” strategy

• Start close the gaps (key position)

• Develop strong on-boarding program

• Focus on performance management

Collaborative

• Building connection

• Increased cross selling (Prof. Mortan T.

Hansen)

• Faster resolution for transfer of knowledge

problem

Mobile and Engaging

• Review the day (meetings)

• Team for the project

• Follow up on hiring

• Schedule leave

HCM for Operations

• Global HR

• Payroll management

• Workforce management

• Diversity management

• Compensation management

Global HR

• A complete global solution with multicountry

capabilities enables you to streamline global

processes, comply locally, and quickly adapt to

organizational and legislative changes. The

native social and mobile functionality helps you

deliver even better service to the workforce.

Payroll management

• Establish Discipline and Manage Expectations

• Enforce Accountability

• Perform Rigorous Balances and Audits

• Harness Technology Effectively

WORKFORCE MANAGEMENT

• Combination of budgeting, planning, analytics,

collaboration, and rules-based scheduling

solutions

• Use a flexible and highly configurable

framework to easily manage and monitor

workforce productivity and absenteeism.

Diversity Management

• Look Beyond Compliance

• Identify New Talent Pools

• Address Diversity in Every Aspect of Talent

Management

• Create Ways for Like People to Connect

• Make Diversity a Part of Your Brand

Compensation management

• Segment the Workforce

• Create Flexible Compensation and Incentive

Plans

• Enforce Equitable Policies with Complete

Transparency

• Use Technology to Simplify Administration

HCM for Talent Management

• Talent Acquisition

• Learning Management

• Performance Management

• Leadership development

Talent Acquisition

• Focus on the brand

• Run automated referral campaigns

• Take advantage of social media

• Understand your employees

• Develop externally

• Get creative

Performance Management

• Define Business Challenges and Link

Competencies

• Gain Consensus among your Business

Leaders

• Communicate and Confirm Competency and

Business Driver Alignment

Leadership Development

• Don’t Shortchange High Potential Nominations

• Narrow your Pool before you Start Rating

• Define Potential Consistently: It’s more than

Learning Agility

• Separate Potential from Performance from

Readiness

Talent Retention

• Recruit the right people in the first place. • Improve the line manager’s ability to manage. • Give employee’s constant feedback about

clear, meaningful goals. • Empower employees to manage their own

careers. • Proactively drive talent mobility • Continuously measure and improve retention

strategies

Recruit the right people in the first place

• Retaining top performers begins with hiring the right talent in the first place

• Identify potential of top performers by analyzing the needed skills, experience

• Quality for each position • Specification and requirement of job • Right tools and technologies to know

competencies• Onboarding

Improve the line manager’s ability to manage

• To direct, guide and evaluate

• To align the tasks and projects with

organization’s goal

• To manage people require good information s,

facts, data

Constant feedback about clear, meaningful goals

• Fairness and performance based awards

• Capture feedback regularly

• Facilitate regular reviews

Empower employees to manage their own careers.

• Dissatisfaction with current job

• Challenging and meaningful work with career

opportunities

Proactively drive talent mobility

• Retention and employee satisfaction

• Internal hires have a dramatically lower time

to productivity

Continuously measure and Improve Retention Strategies

• Companies need the ability to track

information from all labor pools

• With that information access, companies can

measure, analyze, and optimize their staffing

and deployment strategies