TABLE OF CONTENTS DOCUMENT HISTORY 3

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2 TABLE OF CONTENTS DOCUMENT HISTORY 3 UPDATE 18A 3 Revision History 3 Overview 3 Feature Summary 5 Career and Development 7 Career Development 7 Extended Set of Person Search Fields in Administrative Tools 7 Goal Management 8 Full HCM Spreadsheet Data Loader Support 8 Support for Purging Transient ESS Data 8 Performance Management 9 Deep Links to Performance Documents from Manager and Worker Notifications 9 Resend Standard and Critical Alerts 9 Additional Audit Attributes 11 Profile Management 13 Ability to Configure Visibility Options for Anytime Feedback Notes 13 Configurable Notifications for Anytime Feedback Based on Reports 15 Questionnaire 17 Translation Editor in Questionnaire 17 Talent Review and Succession Management 19 Succession Management 19 Succession and Talent Pool Information on Succession Planning Page 19 Increased Size of Succession Plan and Candidate Descriptive Flexfields 20 Talent Pool Descriptive Flexfields 21 Transactional Business Intelligence 22 Transactional Business Intelligence for Talent Management 22 Career Development 22 New Subject Area for Workforce Profiles - Feedback Notes by Recipient Real Time 22 Enhance Workforce Performance Subject Areas to Report on Anytime Templates 22 New Attributes to Goal Management Subject Areas 22 Learn 23 Enhanced Subject Area for Learning - Expected Training Hours for a Course 23 Enhanced Subject Area for Learning - Offering Activities and Assignment Tasks 23 New Dimensions in Learning Subject Area for Learning Requests and Non-Catalog Items 23 Talent Review and Succession Management 23 New Dimension - Potential Assessment in Talent Review Real Time Subject Area. 24 New DFF - Talent Pools Real Time Subject Area 24 New DFF - Succession Management Subject Areas 24 2

3 DOCUMENT HISTORY This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table: Date Update Version Notes 19 JAN 2018 Update 18A Delivered new features in update 18A. UPDATE 18A REVISION HISTORY This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table: Date Feature Notes 19 JAN 2018 Created initial document. OVERVIEW This guide outlines the information you need to know about new or improved functionality in Oracle HCM Cloud Release 13. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you. Oracle HCM Cloud release documents are delivered in five functional groupings: Suggested Reading for all HCM Products: HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.) Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.) NOTE: Not all Global Human Resource features are available for Talent and Compensation products. Optional Reading for HCM Products (Depending on what products are in your cloud service): Talent Management Cloud (All Talent applications) Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface) Workforce Management Cloud (Absence Management and Time and Labor) 3

4 Additional Optional Reading: Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM) NOTE: All of these documents can be found on the Oracle Help Center at: /saasreadiness/hcm under Human Capital Management Release Readiness. GIVE US FEEDBACK We welcome your comments and suggestions to improve the content. Please send us your feedback at Indicate you are inquiring or providing feedback regarding the Talent Management Cloud What s New for Release 13 in the body or title of the . 4

5 FEATURE SUMMARY Action Required to Enable Feature Feature None (Automatically Available) Enable via Opt In UI Only Enable via Opt In UI Plus Additional Steps Not Enabled via Opt In UI but Setup Required Issue Service Request Career and Development Career Development Extended Set of Person Search Fields in Administrative Tools Goal Management Full HCM Spreadsheet Data Loader Support Support for Purging Transient ESS Data Performance Management Deep Links to Performance Documents from Manager and Worker Notifications Resend Standard and Critical Alerts Additional Audit Attributes Profile Management Ability to Configure Visibility Options for Anytime Feedback Notes Configurable Notifications for Anytime Feedback Based on Reports Questionnaire Translation Editor in Questionnaire Talent Review and Succession Management Succession Management Succession and Talent Pool Information on Succession Planning Page Increased Size of Succession Plan and Candidate Descriptive Flexfields Talent Pool Descriptive Flexfields Transactional Business Intelligence Transactional Business Intelligence for Talent Management Career Development 5

6 New Subject Area for Workforce Profiles - Feedback Notes by Recipient Real Time Enhance Workforce Performance Subject Areas to Report on Anytime Templates New Attributes to Goal Management Subject Areas Learn Enhanced Subject Area for Learning - Expected Training Hours for a Course Enhanced Subject Area for Learning - Offering Activities and Assignment Tasks New Dimensions in Learning Subject Area for Learning Requests and Non-Catalog Items Talent Review and Succession Management New Dimension - Potential Assessment in Talent Review Real Time Subject Area. New DFF - Talent Pools Real Time Subject Area New DFF - Succession Management Subject Areas 6

7 CAREER AND DEVELOPMENT CAREER DEVELOPMENT Oracle Fusion Career Development provides tools for workers and managers to manage their career interests and development plan. These tools include: Recommendations on roles based on workers qualifications Comparisons to target roles and required development needs for workers Management of roles of interest to the worker Comprehensive development plan for workers to establish development goals and manage development progress EXTENDED SET OF PERSON SEARCH FIELDS IN ADMINISTRATIVE TOOLS When searching for development goals data, you can now use the following additional person-related search fields in all the administrative pages: Worker Name Manager Name Person Number Job Position Business Unit Location Assignment Name Assignment Status Assignment Number Search Area Displays the Additional Person-Related Fields 7

8 TIPS AND CONSIDERATIONS By default, the Advanced button is disabled in the Search area. Use Page Composer to enable the Advanced button. GOAL MANAGEMENT Using Oracle Fusion Goal Management, you can transform business objectives into goals across various organization levels, providing a clear line of sight from managers to employees. Business leaders can communicate high-level initiatives, which managers can translate into goals for their employees. FULL HCM SPREADSHEET DATA LOADER SUPPORT You can now use the HCM Spreadsheet Data Loader tool to upload goals data. You can create goal objects using HCM Spreadsheet Data Loader. This was earlier possible only with the HCM Data Loader tool. SUPPORT FOR PURGING TRANSIENT ESS DATA You can use the Purge Goal Mass Request Data process type in the Manage Goal Scheduled Process page to periodically purge the transient system data. By default, the purge start date is 15 days before the current date. You can purge goals data up to three days before the current date. KEY RESOURCES For more information, go to Applications Help for the following topic: Manage Goal Scheduled Process Parameters for Goal Management 8

9 PERFORMANCE MANAGEMENT Oracle Fusion Performance Management supports features and functions for measuring and reporting worker performance. DEEP LINKS TO PERFORMANCE DOCUMENTS FROM MANAGER AND WORKER NOTIFICATIONS You can now navigate directly to a performance document from notifications to managers and workers. Instead of navigating to the Performance overview pages, the link in notifications to managers and workers is replaced with a link to the performance document. The manager and worker will be taken directly to their next available task or a read only version of a completed one, depending on the order of the tasks configured in the process flow. Select the Link to Navigate Directly to the Performance Document TIPS AND CONSIDERATIONS The logic used to determine where the link in the notification navigates the manager or the worker to is the same as used for the performance document name link in the My Manager Evaluations and My Evaluation pages. Since the tasks to manage participant feedback and set next period goals can be performed concurrently with other tasks, the link in notifications when other tasks are completed doesn't navigate to these tasks. Managers and workers can access these tasks from the My Manager Evaluations and My Evaluation pages. Notifications sent to managers and workers from actions related to the task to manage participant feedback will continue to navigate to the manage participant feedback task. RESEND STANDARD AND CRITICAL ALERTS You can improve employee completion of performance evaluation tasks by resending standard and critical alert notifications, even after the task due date has passed. Select the tasks for which you want to enable repeat alerts in the performance template. Then enable the alerts only when required to avoid excessive notifications. Alerts will not be sent to employees who have completed the task. To set up the notifications, you select the notifications in the performance template. On the Process tab, select either, or both, the Repeat Standard Alert Until Task Completes and Repeat Critical Alert Until Task Completes check boxes. Then you must run an Oracle Enterprise Scheduler Service process to send the notifications. Use the Send Performance Document Alert Notifications job to send the notifications, and set the schedule as appropriate for your business processes. 9

10 Select the Options to Repeat Standard and Critical Alerts on the Process Tab in the Performance Template Use the Send Performance Document Alert Notifications Job to Schedule and Send Notifications 10

11 TIPS AND CONSIDERATIONS The notifications cease when the task is completed for the respective role or the performance document is completed. For tasks that aren't completed, you must turn off the notifications to prevent them from continuing even after the task is due. To turn off the notifications, you must either: Deselect the options in the performance template and save the template. Turn off the Enterprise Scheduler Service process. If you select the options to repeat both standard and critical alerts, workers and managers receive both. They receive notifications starting from the number of standard alert days before the task is due. Then they receive critical alerts starting from the number of critical alert days before the task is due. The notifications are sent according to the process job schedule. It is recommended that you set the process job to run daily for repeat notifications. You can select the repeated standard and critical alert notifications without entering days for the regular standard and critical alert notifications to set your own schedule. KEY RESOURCES For more information go to Applications Help for the following topic: Performance Document Task Alert Notifications: Explained ADDITIONAL AUDIT ATTRIBUTES You can increase visibility into changes to Performance data using additional audit attributes. With the new attributes, you can track changes to the performance document and task statuses, and maintain a history of who performed those changes. You can also audit details for participants requested to provide feedback. 11

12 Additional Performance Objects are Available for Auditing Click Navigator > Setup and Maintenance. On the Setup page, click the Tasks panel drawer. In the Tasks panel drawer, click Search. In the Search text box, enter Manage Audit Policies and click the Search icon. Click Manage Audit Policies Flows. On the Manage Audit Policies page, in the Oracle Fusion Applications section, click Configure Business Object Attributes. On the Configure Business Object Attributes page, in the Product list, select HCM Talent. On the Performance Evaluations row, select the Audit check box. Select the business objects you want to audit for performance evaluations, such as Performance Task, Evaluation Section, and so on. To add or remove attributes for a business object, select the business object, then in the pane on the right, click the Create plus icon. Select or deselect attributes as required for your business process. Click Save and Close. To run the audit, access the Audit Reports work area. Select Navigator>Tools>Audit Reports. KEY RESOURCES For more information go to Applications Help for the following topics: 12

13 Managing Audit Policies: Explained Configuring Audit Business Object Attributes: Points to Consider Auditing Talent Management Business Objects: Explained PROFILE MANAGEMENT Oracle Fusion Profile Management provides a common foundation for the Oracle Fusion talent suite of products and other Oracle Fusion applications to retrieve, insert, and update talent profile information. Profile Management also supports the HR specialists, line managers, matrix managers, and employees in performing critical HR talent functions. Managing people and job profiles, career planning functions, managing, and tracking talent data can be also done through Profile Management. ABILITY TO CONFIGURE VISIBILITY OPTIONS FOR ANYTIME FEEDBACK NOTES You can configure visibility options for Anytime Feedback notes to exclude roles that can see feedback and specify default values. With the new Manage Feedback Visibility task in the Setup and Maintenance work area, you can now override the existing defaults. You can set feedback visibility options for the following contexts: ORA_NO_CONTEXT: Used for feedback notes for a person in the person spotlight, person smart navigation, and elsewhere throughout Oracle Fusion applications. ORA_TALENT_REVIEW_TYPE: Used for feedback notes only for talent review meetings. Notes created in a talent review are visible as Feedback elsewhere in Oracle Fusion applications, but no Feedback created elsewhere appears in talent review meetings. The options and descriptions for each visibility option are shown in the table. Visibility Option Everyone Managers only Managers and the worker Only me Description A public note visible to any person in the organization Managers in the hierarchy of the worker about whom the Feedback is created Managers in the hierarchy of the worker, and the worker who receives the feedback A private note created by an author about the author or another person and visible only to the author 13

14 Use the new Manage Feedback Visibility Task to Specify the Visibility Options and Default Settings You can edit the default value that appears in the Visibility choice list when a person creates feedback. If you select the No default option, no predefined option appears in the field. Feedback authors can select the available options whether a default is set or not. TIPS AND CONSIDERATIONS HR specialists can view all feedback except that with the Only me visibility setting. Feedback visibility is also determined by data security; you can only create or see notes for people whom you have authorization to view. If you don't edit the visibility options or defaults, the predefined default settings apply. If you delete context settings, users can still add and view feedback, but you can no longer edit the context settings. When you delete feedback context settings, the following rules apply: If you delete only ORA_NO_CONTEXT, the predefined default values for ORA_NO_CONTEXT applies for the person feedback. All visibility options are available, and the default setting is No default. If you delete only ORA_TALENT_REVIEW_TYPE, the ORA_NO_CONTEXT settings apply for both the person feedback and talent review feedback. If you delete both ORA_NO_CONTEXT and ORA_TALENT_REVIEW_TYPE, the predefined default values for ORA_NO_CONTEXT apply for both the person feedback and talent review feedback. KEY RESOURCES For more information go to Applications Help for the following topics: Configuring Feedback Visibility Options: Points to Consider Feedback: Explained 14

15 CONFIGURABLE NOTIFICATIONS FOR ANYTIME FEEDBACK BASED ON REPORTS You can now tailor Anytime Feedback notifications to your organization using Oracle Business Intelligence (BI) Publisher reports. Use standard BI Publisher templates to configure Feedback manager and worker notifications. You can modify the delivered templates to display information based on your business requirements and policies. You configure profile options to enable your customized report templates to take the place of the delivered notifications. To customize the report templates, you download the templates from the BI Publisher server and use Microsoft Word to edit them. You upload the edited templates back to the BI Publisher server. The table shows the templates that are available for each business process, and the data models associated with each. For Anytime Feedback, use the following templates: NoteSentToManager.rtf NoteSentToWorker.rtf Both are associated with the data model: PersonNotesDM. To specify the usage of BI Publisher reports rather than the default notifications, configure profile options using the Manage Administrator Profile Values task in the Setup and Maintenance work area. The table shows the profile option codes that determine which business processes use BI Publisher templates for notifications, and the order the application checks to apply them. 15

16 Business Processes Profile Option Code Profile Option Display Name Effect All Talent Management BIP_ _NOTIFICATION_HCM_TALENT BI Publisher Notifications Enabled for Talent Management The application first checks this setting. If set to true, all Talent Management business processes that can use BI Publisher reports for workflow notifications use them. All HCM BIP_ _NOTIFICATION_HCM BIP NOTIFICATION PER FAMILY LEVEL The application checks this setting next. If set to true, all HCM business processes that can use BI Publisher reports for workflow notifications use them. All Oracle Fusion BIP_ _NOTIFICATION BIP NOTIFICATION PER ORACLE FUSION LEVEL Lastly, the application checks this setting. If set to true, all Oracle Fusion business processes, including those in HCM, that can use BI Publisher reports for workflow notifications use them. 16

17 To use BI Publisher notifications, you must perform the following prerequisites: Download and install the Oracle BI Publisher Desktop: Download and install the Template Builder for Word to use Microsoft Word to edit the layout templates. To download, install, and set up Template Builder for Word, see Setting Up for RTF and Excel Report Layout Templates: Procedure. You must also configure the profile options to use BI Publisher for notifications: Click Navigator > Setup and Maintenance. On the Setup page, click the Tasks panel drawer. In the Tasks panel drawer, click Search. In the Search text box, enter Manage Administrator Profile Values and click the Search icon. Click Manage Administrator Profile Values. On the Manage Administrator Profile Values page, in the Profile Option Code field, enter BIP_ and click Search. In the Search section, select the following to true: BIP_ _NOTIFICATION_HCM_TALENT: to use BI Publisher notifications for Talent Management only BIP_ _NOTIFICATION_HCM: to use BI Publisher notifications for all HCM business processes that can use for BI Publisher notifications BIP_ _NOTIFICATION: to use BI Publisher notifications for all Oracle Fusion business processes that can use BI Publisher notifications TIPS AND CONSIDERATIONS If you elect to use BI Publisher templates for notifications, all notifications use BI Publisher templates. You can edit the BI Publisher templates to add headers and text. You can also add data model attributes to the template if they already exist in the data model used for the template. KEY RESOURCES For more information go to Applications Help for the following topics: HCM Notifications Based on Reports: Overview Templates and Data Models Used for HCM Notifications Based on Reports Configuring Feedback Notifications Using Reports: Worked Example QUESTIONNAIRE TRANSLATION EDITOR IN QUESTIONNAIRE You can simplify the translation of your questionnaire data using the translation editor. Using the translation editor, you can translate text-based data for more than one language at a time without having to sign out of your current session. 17

18 You can translate text-based data that you can edit in questionnaire templates, questionnaires, and questions into any language that is installed and active in the application. For templates and questionnaires, you can translate: Name, description, and introduction Section title, description, and introduction For questions you can translate: Question text Question response short description Question response feedback To translate the text, click the Translation Editor icon. On the dialog box that appears, you can enter the text for any available language for each field. The translated text appears in the application for the respective language a user selects when signing in. Enter Translations for the Editable Fields in Questionnaires and Questions TIPS AND CONSIDERATIONS When you create a new questionnaire, template, or question, you must first save it before using the Translation Editor. Once the object is saved to the database, the Translation Editor becomes available. You can edit the translations to change them. Questionnaires inherit translations from the template. Question translations that you configure are also inherited by that question if it s used later in another questionnaire or template. You can edit the translation either in the Question Library, or in the questionnaire in which it s used. 18

19 KEY RESOURCES For more information, see the following topics in Applications Help: Using the Translation Editor with Questionnaires and Questions: Explained Questionnaires: Explained Questionnaire Templates: Explained Questionnaire Questions and Responses: Explained TALENT REVIEW AND SUCCESSION MANAGEMENT SUCCESSION MANAGEMENT Using Oracle Fusion Succession Management, you can create succession plans to replace key personnel. Succession plans identify workers who are ready now or can develop the necessary skills, for jobs and positions that aren't currently vacant, ensuring, a smooth transition and help you to manage candidate development. SUCCESSION AND TALENT POOL INFORMATION ON SUCCESSION PLANNING PAGE You can simplify your succession information search in the person spotlight by viewing succession and talent pool information on one page. We moved the succession candidate and talent pool membership information from the Career Planning page to the Succession Planning page for one consolidated view. On the Succession Planning page for a worker, you can now see the number of the succession plans in which the worker is a candidate, and the talent pools in which the person is a member. You must be the owner of the succession plans to see the count. For talent pools, you can see the count for any public plan and the private plans that you own. If you click the number, the names of the plans and pools appears. You continue to see the number of succession plans that were created for the worker, along with a graphical representation of the total number of candidates for the plans for each readiness category. 19

20 Succession Planning Page Shows Consolidated Succession Plan and Talent Pool Data for a Worker TIPS AND CONSIDERATIONS You can create succession plans from the Succession Planning work area, person smart navigation, and the Directory and Succession Planning organization charts. You can create talent pools from the Succession Planning work area. KEY RESOURCES For more information go to Applications Help for the following topics: Succession Management: Explained Selecting Owners and Privacy Levels for Succession Plans: Points to Consider Talent Pools: Explained INCREASED SIZE OF SUCCESSION PLAN AND CANDIDATE DESCRIPTIVE FLEXFIELDS You can use the increased size of user-defined descriptive flexfields (DFFs) to include more information about succession plans or succession candidates. We have increased the column size of the DFFs to 2,000 characters to support the ability to capture more information in both the HRM_PLANS and HRM_ PLAN_ CANDIDATES DFFs. 20

21 TIPS AND CONSIDERATIONS Use the Manage Descriptive Flexfields task to define descriptive flexfields. KEY RESOURCES For more information, see the following topics in Applications Help: Descriptive Flexfields for Succession Management Descriptive Flexfields: Explained Flexfields: Overview TALENT POOL DESCRIPTIVE FLEXFIELDS You can capture additional information about talent pools and talent pool members with the new user-defined descriptive flexfields (DFFs). Now you can enter more information on the pool and member levels by adding your own DFFs. These DFFs appear on the Pool Details and Member Details pages. The HRT_POOLS_B DFF appears on the Enter Details page in the Additional Information section. The HRT_POOL_MEMBERS DFF appears on the Select Members page, in the Additional Information section. Capture More Information About Talent Pools or Members with DFFs TIPS AND CONSIDERATIONS Use the Manage Descriptive Flexfields task to define a segment for a descriptive flexfield. The maximum number of characters for each flexfield is KEY RESOURCES For more information go to Applications Help for the following topics: Descriptive Flexfields for Talent Pools Descriptive Flexfields: Explained Flexfields: Overview 21

22 TRANSACTIONAL BUSINESS INTELLIGENCE TRANSACTIONAL BUSINESS INTELLIGENCE FOR TALENT MANAGEMENT CAREER DEVELOPMENT NEW SUBJECT AREA FOR WORKFORCE PROFILES - FEEDBACK NOTES BY RECIPIENT REAL TIME Enhanced reporting capability with the addition of a new subject area to report anytime feedback to the workers. The occasions of providing these notes can be during the talent review meeting, feedback on the worker, or any general public kudos to the worker. This feedback can be provided by the managers, peers, direct/indirect reports and so on. ENHANCE WORKFORCE PERFORMANCE SUBJECT AREAS TO REPORT ON ANYTIME TEMPLATES Enhance reporting on workforce performance with the addition of a new performance Anytime template created by the performance administrators, and used by managers to evaluate workers. A new Performance Document Details dimension and Template Type attribute are also available. Using the Anytime template, manager, workers and matrix managers can create anytime performance documents on an as needed basis to achieve real time performance outcomes aligned to better business results. As part of this, the following enhancements are available: Performance Document Details dimension is added in all Workforce Performance Subject Areas. New attribute is added in Performance Template Dimension : Template Type. NEW ATTRIBUTES TO GOAL MANAGEMENT SUBJECT AREAS Enhance your reporting on goals with the addition of new attributes that provides the information on the reference goal, from which the worker goal is created, if the reference exists. As part of this two new attributes are added to the following subject areas: Workforce Goals - Goal Alignments Real Time Workforce Goals - Goal Status Overview Real Time Workforce Goals - Goal Tasks Real Time Workforce Goals - Target Outcomes Real Time 22

23 Organization Goals, Manager Goals, and Colleague Goals are stored as regular goals in the goals schema. Library Goals are stored as content items in profiles.the worker goals can be created from any of these sources. The following attributes provides details of the source goal for the worker goals: Reference Goal Name Reference Item Name LEARN ENHANCED SUBJECT AREA FOR LEARNING - EXPECTED TRAINING HOURS FOR A COURSE Enhanced Learning Subject Area includes the minimum and maximum training hours specified for a learning course. ENHANCED SUBJECT AREA FOR LEARNING - OFFERING ACTIVITIES AND ASSIGNMENT TASKS Modified Class specific information eliminates the contents directly under the classes. Instead, Classes are enhanced to have Activities under them. Each activity that needs to be completed by a learner is tracked through Assignment Tasks. NEW DIMENSIONS IN LEARNING SUBJECT AREA FOR LEARNING REQUESTS AND NON- CATALOG ITEMS Enhanced reporting on Learning systems now requires the learners request learning rather than enroll themselves. Similarly a manager can request learning for his or her team. You can also report on learning items that are not in the learning catalog and have been requested by the workers. TALENT REVIEW AND SUCCESSION MANAGEMENT 23

24 NEW DIMENSION - POTENTIAL ASSESSMENT IN TALENT REVIEW REAL TIME SUBJECT AREA. Enhanced reporting on Talent Review Real Time subject area with the addition of the new potential assessment dimension to report on the questions and responses provided by the worker's manager while preparing for the talent review meeting of the worker. NEW DFF - TALENT POOLS REAL TIME SUBJECT AREA Enhanced reporting on employee talent pools with the addition of the Descriptive Flexfield HRT_POOLS_B. For example:if we create a segment 'TP_1', it gets exposed as 'HRT_POOLS_B_TP_1' under the folder 'Talent Pool Details' (after deployment of the DFF 'Succession Plan Details' and BI extender is ran). NEW DFF - SUCCESSION MANAGEMENT SUBJECT AREAS Enhance your reporting on succession plans with the addition of the Descriptive Flexfield HRM_PLANS under the Succession Plan Details folder across all the succession planning subject areas. "Workforce Succession Management - Incumbent Plans Real Time" "Workforce Succession Management - Job Plans Real Time" "Workforce Succession Management - Plan Candidates Real Time" "Workforce Succession Management - Position Plans Real Time" For example: If you create a segment named 'DFF_1', it displays as 'HRM_PLANS_DFF_1' in the folder 'Succession Plan Details' (after deployment of the DFF 'Succession Plan Details' and BI extender is ran)

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