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The Essential Elements to Succeed with TalentManagement
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Agenda
Why the Need for Talent Management! Essential Elements of Integrated Talent Management Key Considerations When Starting a Talent Management
Initiative Functional Overviews
i-Recruitment Performance Management Learning Management
Compensation Workbench Q&A / Summary
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Talent Management is
One Part Mindset
One Part Practices
One Part Technology
Giving Those that Have the Talent Mindset the Capability to Deliver
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Gartner: What To Expect From Your System
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A successful Talent Management integration strategy
focuses on simplification and avoidance of redundancy. Jim Holincheck, Gartners lead HCM analyst
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Oracle EBS Talent Management Suite A Comprehensive Talent Management System
User Productivity Kit
Business Process Modeler
Collaboration Suite
HR Intelligence/DBI
Recruiting
Performance
Management
Career
Planning
Succession
Planning
Learning
Management
Compensation
Solutions
Portal, HR Intelligence, Web-based Self-Service Applications
Competency/Profile Management
Integration Single Sign On, Workflow, Warehouse
Core HRMS
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Example Talent ManagementCustomers
As we serve global clients in a single, unified fashion nomatter the location of delivery, Oracle Learning Management allows us to create consistency in our associates knowledge and create a unified company acrossthe 26 operation centers we operate in the USA, China,
India, Philippines, Poland, Hungary, Romania, UK, and Mexico. We could not maintain our rate of opening a 1,000 employee based office each quarter without these tools.
-- Steve Jolly, Vice President, Genpact
"We dont hire commanding officers, we grow commanding officers. PeopleSoft ePerformance gives usthe ability to grow and retain highly talented people.
-- Captain Thomas Broderick, United States Navy
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Everyone is concerned about talent.
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Demographic Shifts and WorkforceGlobalization Have Created a War for Talent
Aging Workforce + Less Skilled Workforce = Talent Crisis
1990 2000 2010 2020
140
150
160
170
180
190 Projected Gap In SkilledWorkers by 2020
15 Million SkilledJobs
Numbers of jobs and workers, in millions (adjusted for multiple job-holding)
UnskilledJobs
WorkForce
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Executives Need Answers to KeyQuestions
Are we retaining the best employees and where did we recruitthem from?
Who are our top performers? How can we hire and develop morepeople like them?
Do workers have the skills needed to achieve performance goals? Are the learning initiatives positively impacting performance? Where is talent demand outpacing supply? How much is turnover costing in customers? In productivity? In
innovation? In quality?
What are the financial consequences of talent decisions on our business?
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Essential Elements of Integrated TalentManagement
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TalentPlanning
Career Planning
Learning &DevelopmentCompensation
Measureand Report
SuccessionPlanning
Recruiting
PerformanceManagement
Talent Life Cycle
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Getting Answers Requires Integration
Who are our topperformers? How canwe hire/develop/retainpeople like them?
Are we retaining thebest workers? Where
did they come from?
Do workers have theskills needed to achieveperformance goals?
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Facts Tell. Stories Sell.
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Customer Success ProfileBimbo Bakeries USA
COMPANY OVERVIEW Consumer Packaged Goods Industry Location: Ft. Worth, TX $1.2 Billion in Revenue 7,000 employees
CHALLENGES/OPPORTUNITIES
Lack of integration between HR, Payroll and Financials Duplicate manual data entry Wanted an integrated talent management solution Difficulty with reporting
ORACLE E-BUSINESS SUITE Human Resources Payroll
Advanced Benefits Self Service Talent Management:
Compensation WorkbenchPerformance Management
Financials
RESULTS Integrated HRMS and Financials
eliminated the many manual entries Utilization of Employee and Manager
self-service increased the accuracy of critical employee data needed for reporting.
Leveraged Oracle HR and Payrollbest practices
Rolled-out an automated performancemanagement solution
Advanced Benefits simplified
management of complex plans andexportation of date to 3 rd partyvendors.
February 2007Source: Xcelicor
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Customer Success Profile
COMPANY OVERVIEW High Technology Industry Location: Portland, OR 4,300 employees
CHALLENGES/OPPORTUNITIES Single source of workforce information Strong recruiting functionality Global functionality
ORACLE E-BUSINESS SUITE Human Resources Self-Service Talent Management
iRecruitmentLearning Management
RESULTS Streamlined HR operations with a single, integrated
Global system Standardized and automated recruiting processes
globally Reduced Time-To-Fill vacancies by 7-10 days Increased service levels to candidates
Improved candidate tracking and compliance Gained greater visibility into candidate pipelines Improved collaboration between recruiters and
candidates Decreased manual data entry with integrated HRMS
solution
Our recruiting strategy is helping drive growth for our company worldwide. Oracle iRecruitment has enabled our company tosignificantly improve our global staffing processes and reducetime to fill.
CUSTOMER QUOTE:
Kathy Gallaway Senior Manager, HR Systems & Payroll Tektronix
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Key Considerations When Planning Your Own Talent Management Initiative
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A Show of Hands Your Entry Point
Recruiting? Performance Management? Learning and Development?
Compensation? Succession / Leadership? Workforce Analytics? A Combination?
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Key Considerations
Business Objectives Current Application Environment Talent Management Strategy and Vision
Integrated Solution vs. Interfaced Solution Implementation approaches Business Community Support Business Intelligence
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Integrated Solution vs. Interfaced Solution
Some client feedback
Build a complete Talent Management Strategy arounda core HR system of record
Understand the long term impact of interfacedsolutions Limited business flexibility Time, resources, and costs to develop, test, deploy Both IT and business resources impacted Effort incurred with each application change,
upgrade, etc. Ultimately, great challenges with reporting andanalytics
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Business Intelligence
What are the critical questions your business willdemand answers for?
How will your ERP platform deliver the informationneeded?
What are the dependencies and possible limitationwith other applications, such as Financials or other point solutions/ASP/SaaS?
What are the implications to an interfaced solutionversus an integrated solution?
Begin with the end in mind
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Summary
Business conditions and labor markets require a focus ontalent management via a comprehensive and well-executed HCM strategy
HCM technology plays a key role to deliver an integratedtalent management strategy Single, enterprise-wide system with a competency foundation Integrated programs and business processes Business intelligence
Development and execution of Talent Management is
accomplished in multiple phases, and every firm is at adifferent point
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Functional Overviews
I-Recruitment
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Functional Overviews
Performance Management
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Define Individual Goals &CompetenciesManager Self Service
Managerstask list
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Define Individual Goals &CompetenciesSetting Objectives
Set objectives for individual employees
Cascade objectives
downwards
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Define Individual Goals &CompetenciesEmployee Self Service
Only active tasks
are enabled
Track Objectives Progress
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Track Objectives ProgressPersonal Scorecard
View of employees scorecard after objectives setting
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Functional Overviews
Oracle Learning Management
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Functional Overviews
Compensation Workbench
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Total Compensation Statement
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AQ&
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