Oracle Talent Management Cloud

Transcription

1 Oracle Talent Management Cloud Release 11 Release Content Document December 2015 Revised: April 2017

2 TABLE OF CONTENTS REVISION HISTORY... 4 OVERVIEW... 6 PERFORMANCE MANAGEMENT... 7 PERFORMANCE MANAGEMENT... 7 Increased Size of Performance Comments Fields... 7 Time-Based AutoSave... 7 Populate Goals in Performance Documents Using Goal Plans and Review Periods... 7 Consistent Goals Details View... 7 Flexible Rating Calculations... 7 Human Resource Specialist Search for Worker Performance Documents... 8 Question Responses Field Text Length Increased... 8 GOAL MANAGEMENT... 9 Separate Creation of Worker and Organization Goal Plans... 9 LEARNING AND DEVELOPMENT LEARNING CLOUD Publish and View Videos Publish and View Tutorials Manager Self-Service Collaborate Using Oracle Social Networking for Social Learning Learner Profile Report Inappropriate Content Manage Learning Catalog for Courses and Classes elearning with Support for SCORM 1.2 and Manage Learning Assignments and Track Completions Learner Self-Service Enrollment Through Catalog Mobile Support for Learning Learning Roles CAREER AND SUCCESSION CAREER DEVELOPMENT OSN Conversations for Roles (Job Profiles) PROFILE MANAGEMENT Behaviors (Subcompetencies) Manage Talent Profiles Using Profiles and Person Management Item Description Included in Content Search Results Display Competency Gap Chart on the Skills and Qualifications Page Display Talent Rating Details on the Simplified Career Planning Page Display All Configured Attributes for Work Requirements and Career Preferences Enhance Licenses and Certifications Details with the Renewal Date Item Description Included in Content Search Results TALENT REVIEW AND SUCCESSION MANAGEMENT Manager Self-Service for Succession Planning Review Population Selection with OTBI Additional Filters and Criteria in the Review Meeting

3 New Directory in Succession Management and Talent Review Talent Review Submission Process TALENT MANAGEMENT TRANSACTIONAL BUSINESS INTELLIGENCE New Subject Area: Performance - Performance Document Eligibility Real Time Performance Document Evaluation Manager Added to Workforce Performance Subject Areas New Subject Area: Goal - Development Goals New Subject Area: Profile - Performance Rating Dimension Added to Person Profile New Subject Area: Succession - Succession Plans Based on Position

4 REVISION HISTORY This document will continue to evolve as existing sections change and new information is added. All updates are logged below, with the most recent updates at the top. The new functionality referenced in this document may not be immediately available to you if your organization has chosen not to receive optional monthly updates. Rest assured you will receive the new functionality in the next quarterly update which is required and cumulative. Quarterly updates are applied in February, May, August, and November.. Date What s Changed Notes 07 APR 2017 Oracle Succession Management and Talent Review: Talent Review Submission Process New feature delivered in Update 16 (April), which will also be included in the May Quarterly update. The following features will be included in the February Quarterly update. 06 JAN 2017 Oracle Profile Management: Display Competency Gap Chart on the Skills and Qualifications Page New feature delivered in Update 13 (January), which will also be included in the February Quarterly update. 06 JAN 2017 Oracle Profile Management: Display Talent Rating Details on the Simplified Career Planning Page 06 JAN 2017 Oracle Profile Management: Display All Configured Attributes for Work Requirements and Career Preferences 06 JAN 2017 Oracle Profile Management: Enhance Licenses and Certifications Details with the Renewal Date 06 JAN 2017 Oracle Profile Management: Item Description Included in Content Search Results New feature delivered in Update 13 (January), which will also be included in the February Quarterly update. New feature delivered in Update 13 (January), which will also be included in the February Quarterly update. New feature delivered in Update 13 (January), which will also be included in the February Quarterly update. New feature delivered in Update 13 (January), which will also be included in the February Quarterly update. The following features were delivered via monthly updates. 02 DEC 2016 Oracle Profile Management: Item Description Included in Content Search Results 05 AUG 2016 Oracle Fusion Questionnaire: Question Responses Field Text Length Increased 05 AUG 2016 Oracle Fusion Performance Management: Human Resource Specialist Search for Worker Performance Documents delivered in Update 6 (June). delivered in Update 8 (August). delivered in Update 8 (August). 4

5 Date What s Changed Notes 01 JUL 2016 Oracle Succession Management and Talent Review: New Directory in Succession delivered in Update 7 (July). Management and Talent Review 01 JUL 2016 Oracle Performance Management: Consistent Goals Details View delivered in Update 7 (July). 01 JUL 2016 Oracle Performance Management: Flexible Rating Calculations delivered in Update 7 (July). 03 JUN 2016 Oracle Goal Management: Separate Creation of Worker and Organization Goal Plans 06 MAY 2016 Oracle Learning Cloud: Manage Learning Catalog for Courses and Classes 06 MAY 2016 Oracle Learning Cloud: elearning with Support for SCORM 1.2 and MAY 2016 Oracle Learning Cloud: Manage Learning Assignments and Track Completions 06 MAY 2016 Oracle Learning Cloud: Learner Self-Service Enrollment Through Catalog 06 MAY 2016 Oracle Learning Cloud: Mobile Support for Learning delivered in Update 5 (May). delivered in Update 5 (May). delivered in Update 5 (May). delivered in Update 5 (May). delivered in Update 5 (May). delivered in Update 5 (May). 01 APR 2016 Oracle Learning Cloud: Learning Roles delivered in Update 4 (April). 01 MAR 2016 Oracle Learning Cloud: All Features Added features for Learning Cloud. 15 DEC 2015 Initial Document Creation 5

6 OVERVIEW 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 the base Talent and Compensation stand alone applications. Optional Reading for HCM Products (Depending on what products are in your cloud service): Talent Management (All Talent applications) Workforce Rewards (Compensation, Benefits, Payroll and Global Payroll Interface) Workforce Management (Absence Management and Time and Labor) 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: under Human Capital Management Release Readiness. 6

7 PERFORMANCE MANAGEMENT PERFORMANCE MANAGEMENT Oracle Performance Management supports features and functions for measuring and reporting worker performance. INCREASED SIZE OF PERFORMANCE COMMENTS FIELDS Enhance users' ability to enter comprehensive comments in performance documents by allowing them to enter up to two gigabytes of characters in Performance Management comments fields. Users will not have to abbreviate their comments or avoid entering copied and pasted formatted text, which uses additional characters. The increased size applies to item, section, overall, and final feedback comments in the performance document. TIME-BASED AUTOSAVE Reassure users that their comments in performance documents are saved by using time-based autosave in Performance Management. Define the duration of time, appropriate to your users, before autosaving. POPULATE GOALS IN PERFORMANCE DOCUMENTS USING GOAL PLANS AND REVIEW PERIODS Leverage goal plans and review periods to determine which goals populate performance documents. Avoid populating goals using date based algorithms and instead use meaningful goal plans and review periods. Performance document population of goals based on dates is deprecated. CONSISTENT GOALS DETAILS VIEW Leverage the consistent goal details view displayed in the goals process pages in the performance document. View target outcomes and tasks for goals in the performance document. FLEXIBLE RATING CALCULATIONS Enhance flexibility to calculate ratings in performance documents by adding custom fast formulas to the calculation rules. Increase flexibility for calculated ratings by selecting calculation rules for each section and map the calculated score to a rating using either the numeric rating or review points. Expand versatility by displaying calculated ratings to additional roles so matrix managers and other participants can view the ratings. 7

8 HUMAN RESOURCE SPECIALIST SEARCH FOR WORKER PERFORMANCE DOCUMENTS Control Human Resource Specialist searches for worker performance documents, using a separate task to those provided to workers or managers. QUESTION RESPONSES FIELD TEXT LENGTH INCREASED Enhance responses to questions in questionnaires with the increased character count availability. Questionnaire respondents are not limited to a set character count in their responses unless you specify a limit. Respondents can answer text type questions in performance documents with lengthier responses. The entire response is also available in OTBI reports. 8

9 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. SEPARATE CREATION OF WORKER AND ORGANIZATION GOAL PLANS Manage goal plans separately for employees and organizations. The application now does not allow creating a single goal plan that is valid for both workers and organizations. You now must create goals plans for workers, and separate ones for organizations. You can still use any existing goal plans from an earlier release that were created for both workers and organizations. 9

10 LEARNING AND DEVELOPMENT LEARNING CLOUD Oracle Learning Cloud enables you to make a transformational shift in learning delivery. Subject matter experts in your organization can easily publish videos and assemble tutorials to deliver on-demand and social learning. Collaboration features encourage continuous community feedback. PUBLISH AND VIEW VIDEOS Publish videos to everyone or to a select audience. Learners will discover relevant content published by their peers. Users will experience a high-quality streaming experience on all networks and devices when viewing videos. No need to worry over resolution and bandwidth issues. PUBLISH AND VIEW TUTORIALS Highlight particular learning topics by enabling subject matter experts to publish tutorials. They can assemble content from various sources including Oracle Learning Cloud, documents on their desktop, web links, or content from external sites such as YouTube. MANAGER SELF-SERVICE Accelerate learning as managers can quickly respond to their team s time-sensitive performance and learning needs by assigning the required learning. You can set deadlines, track progress, and take corrective action using a simple and intuitive dashboard. COLLABORATE USING ORACLE SOCIAL NETWORKING FOR SOCIAL LEARNING Like or recommend videos and tutorials to share the knowledge with your peers. Use the integration with Oracle Social Network to start conversations and form communities around learning items. Analyze social statistics to understand the likes, recommendations, and comments on a learning item. This analysis will help to measure the effectiveness of the learning item within your learning community. LEARNER PROFILE Get a 360 degree view of a learner to see the content they have published or recommended. You can also view your team s required learning. Review your own learning history and your required and recommended learning, or search for learning items by entering names, jobs, video titles, and key words. 10

11 REPORT INAPPROPRIATE CONTENT Report inappropriate content by sending a notification to the HR Specialist and content owner. The HR Specialist can review the learning content and then make a disposition. MANAGE LEARNING CATALOG FOR COURSES AND CLASSES Manage a catalog of learning items, including courses and classes, and make it available to all employees. ELEARNING WITH SUPPORT FOR SCORM 1.2 AND 2004 Benefit from the latest SCORM standards by uploading and managing SCORM content and creating classes using this SCORM content. MANAGE LEARNING ASSIGNMENTS AND TRACK COMPLETIONS Streamline your class management with new features to enroll learners into specific classes and track their completions. You can identify learners to enroll by name, manager, or by using work structures such as job, division, or department. LEARNER SELF-SERVICE ENROLLMENT THROUGH CATALOG Improve learner uptake by publishing a learning catalog where learners can discover relevant courses and classes. Upon discovering, learners can join and start learning instantly. MOBILE SUPPORT FOR LEARNING Accelerate learning using the Oracle HCM Cloud Mobile application, which provides the ability for the learner to complete and review required items from the convenience of their mobile device. With offline support, learners can complete their learning at any time. When a device connects online again, it synchronizes the learning assignment progress and completion status with the server. LEARNING ROLES Enable users to access Oracle Learning Cloud features, by adding predefined aggregate privileges and function security privileges to the Employee and Line Manager abstract roles. 11

12 CAREER AND SUCCESSION CAREER DEVELOPMENT Oracle Fusion Career Development provides tools for workers and managers to manage their career interests and development plans. These tools include recommendations on roles based on workers qualifications, comparisons to target roles and required development needs for workers, manage roles of interest for the worker, and comprehensive development plan for workers that you can use to establish development goals and manage development progress. OSN CONVERSATIONS FOR ROLES (JOB PROFILES) Enhance collaboration on roles (job profiles) so key individuals can share critical information with each other and enhance the Explore Roles process. Employees can now start OSN conversations about roles and invite other employees to those conversations. 12

13 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. BEHAVIORS (SUBCOMPETENCIES) Capture behaviors (also known as subcompetencies) that are associated with a competency to measure a person s knowledge and skills or to define skills and qualifications for a job or position. Use the Behaviors content type with the Competencies content type to define behaviors and establish the relationship between the Behaviors and Competencies content types as a parent and child or let one content type support another. MANAGE TALENT PROFILES USING PROFILES AND PERSON MANAGEMENT Enhance visibility of talent profiles in the Profiles and the Person Management work area. Human Resource specialists can use the simplified user interface for the Profiles or the Person Management work area to perform compare and best-fit analyses, print talent profile details, and view and edit the skills and qualifications, such as area of expertise, degrees, and languages of a person. ITEM DESCRIPTION INCLUDED IN CONTENT SEARCH RESULTS Enhance the content search results with the item description. Now, when you use the Search and Select dialog box to search for a competency or other profile item on the Edit Skills and Qualifications page, the search results include the item name and item description details for the content. DISPLAY COMPETENCY GAP CHART ON THE SKILLS AND QUALIFICATIONS PAGE View the competency gap chart on the Skills and Qualifications page for a person even if the person has no ratings. If the person does not have any ratings for role competencies, the chart displays the target rating for the competencies only. DISPLAY TALENT RATING DETAILS ON THE SIMPLIFIED CAREER PLANNING PAGE Use the enhanced simplified UI of the Career Planning page to view talent rating attributes such as the Last Updated Date, Last Updated By, Source, and Assignment. Hover over a talent rating to view its attributes. 13

14 DISPLAY ALL CONFIGURED ATTRIBUTES FOR WORK REQUIREMENTS AND CAREER PREFERENCES Display all configured attributes for Career Preferences and Work Requirements content sections on the Career Planning tab. The content properties appear as the attributes of these content sections on the Career Planning tab. By default, the attributes of these content sections appear on the Career Planning tab in the same order as their content properties. ENHANCE LICENSES AND CERTIFICATIONS DETAILS WITH THE RENEWAL DATE Enhance the Licenses and Certifications content section with the new property Renewal Date. The Renewal Date property is a predefined attribute and mapped to the ITEM_DATE_4 column. ITEM DESCRIPTION INCLUDED IN CONTENT SEARCH RESULTS Enhance the content search results with the item description. Now, when you use the Search and Select dialog box to search for a competency or other profile item on the Edit Skills and Qualifications page, the search results include the item name and item description details for the content. 14

15 TALENT REVIEW AND SUCCESSION MANAGEMENT Oracle Fusion Talent Review is an analytic product enabling your organization to review and evaluate data from the profile, performance, goals, career development, and compensation management solutions. Oracle Fusion Succession Management helps to 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. MANAGER SELF-SERVICE FOR SUCCESSION PLANNING Empower managers to manage succession directly from the Directory. They can perform successionrelated actions, such as create a plan for a worker or add a worker to a plan from the organization chart. REVIEW POPULATION SELECTION WITH OTBI Enhance the review population creation process by leveraging OTBI to create the review population. You create an analysis in OTBI that includes the specific criteria you want to evaluate to create your review population. In the review meeting configuration, you can now select the analysis you created. The system creates the review population resulting from the output of the analysis. You are no longer limited to the search criteria delivered in the review meeting configuration. ADDITIONAL FILTERS AND CRITERIA IN THE REVIEW MEETING Leverage the new review population criteria and dashboard filters to simplify your search for workers when configuring and conducting your review meeting. You can now search for workers to add to your review population and filter your review population in the talent review dashboard utilizing three new criteria: Job Family, Job Function, and Management Level. We also added a filter that allows you to filter by meeting reviewers and participants. NEW DIRECTORY IN SUCCESSION MANAGEMENT AND TALENT REVIEW Leverage the functionality in the new directory which you can now access from the Talent Review and Succession Management work areas. The Human Resource Specialist can add a worker to a succession plan in addition to creating a plan for a worker directly from the directory. Additionally, information about the number of successors a worker has is also quickly available from the directory. 15

16 TALENT REVIEW SUBMISSION PROCESS Leverage the new talent review submission process to submit talent review data to Profile Management using an Oracle Enterprise Scheduler job behind the scenes while you proceed to other tasks. You no longer need to wait for the talent review meeting to submit. Instead, you can turn on the submission process by configuring the talent review template so an Oracle Enterprise Scheduler job runs automatically when you submit meetings. Turning on the new process is optional. You can continue to submit your review meetings instantly as well. 16

17 TALENT MANAGEMENT TRANSACTIONAL BUSINESS INTELLIGENCE Oracle Fusion Transactional Business Intelligence is a real time, self-service reporting solution offered to all Oracle Fusion application users to create ad hoc reports and analyze them for daily decision-making. Oracle Fusion Transactional Business Intelligence provides human resources managers and specialists, business executives, and line managers the critical workforce information to analyze workforce costs, staffing, compensation, performance management, talent management, succession planning, and employee benefits. NEW SUBJECT AREA: PERFORMANCE - PERFORMANCE DOCUMENT ELIGIBILITY REAL TIME Streamline the performance document process using a new subject area called Workforce Performance Performance Document Eligibility. This new subject area reports on the eligibility criteria for employees to create a specific performance document. You can report on eligibility criteria, count of workers who have not yet created their performance documents, and the count of workers who have created their documents. PERFORMANCE DOCUMENT EVALUATION MANAGER ADDED TO WORKFORCE PERFORMANCE SUBJECT AREAS Enhance reporting on performance documents using a new attribute in the Workforce Performance subject areas, called Performance Document Manager. This attribute enables you to report on the actual manager that was responsible for the evaluation of the employee s performance document. Reporting using this attribute is beneficial when the evaluation manager is different from the assignment manager for an employee. NEW SUBJECT AREA: GOAL - DEVELOPMENT GOALS Simplify goal development using a new subject area called Workforce Career Development Development Goal Overview Real Time. This new subject area enables you to report on all development goals created by employees and managers. You can also report on employees progress for each development goal. NEW SUBJECT AREA: PROFILE - PERFORMANCE RATING DIMENSION ADDED TO PERSON PROFILE Expand your performance document reporting using a new dimension in the Person Profile Real Time subject area called Performance Rating. This new dimension contains the history details related to employee performance documents, sections, and corresponding ratings. 17

18 NEW SUBJECT AREA: SUCCESSION - SUCCESSION PLANS BASED ON POSITION Streamline your succession planning using a new subject area called Workforce Succession Management Position Plans Real Time. This new subject enables you to report on positions, corresponding incumbents, candidates, candidate readiness, and other details related to your succession plans. You can also report on succession plans for positions where candidates have not been assigned

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