GC e-Orientation Program for New HireModule 4 – Knowing your Career in Oracle

Updated by HR in July 03

Module 4 – Your Career in Oracle

This module will walk you through the relevant information on your career development in Oracle including:

Competency Model Manage Your Own Career Manage Your Personal Development

Time required: 20 minutes

Competency Model Before you know about the Career in Oracle, it is

important for you to understand the Competency Model first as it is widely applied in Oracle in:

Role profiling Recruitment Performance management Development need analysis Personal development Career management Promotion assessment

What are Competency ?

Knowledge, qualities, behaviors and skills required for superior performance

The “how” someone does their job

4 Categories of Competency: Core competencies Management competencies Professional competencies Functional competencies

Competency – a snapshot

Management Competency6 competencies for all people

managers Leadership & vision Team-building Performance management &

development Strategic awareness & capability Leading change Business management & planning

Core Competency: Equivalent to 6 Company Values which are applied to all employees

Professional Competency26 competencies applied to all employees

depending on role

Functional Competency

Depending and specific to line of business

Please visit HR Website for the list and definition of each competency.

Manage Your Own Career

When you plan your career, you may have the following questions in mind. Oracle provide you with the tool and process to assist you in managing your own career.

Career Development

Model

How to plan my career?

Job Posting

How do I know what job opportunities are available?

Career Discussion

How could I express my career aspiration?

Manage Your Career - 1

The career development model is a tool to assist you in planning your career development. Steps include:

Do a self assessment to identify your skills, success, career goals and preference

Develop your career plan to prepare for future opportunities

Implement your career plan

• For details, please visit AP HR website, then click “My Career Development”

Career Development

Manage Your Career - 2

Oracle encourage employees to pursue opportunities within Oracle which enhance their skills development and career aspiration

Such opportunities/Internal transfers also facilitate career development opportunities for employees.

Visit the Oracle’s job posting website to explore opportunities Oracle is offering locally as well as in other countries; and HR website for transfer policy

Job Opportunities

Manage Your Career - 3

One of the best alternatives to explore your career aspiration is to discuss with your manager(s) frankly and openly either in the formal appraisal session or you may initiate a career discussion with him/her at any time.

You may also discuss with your local HR if you want to get more advice on possible opportunities locally and in the region

We are open to talk; but the ownership is on your side as you are the one who knows the best of your career interest and aspiration. What we offer is the support and the opportunities

Career Discussion

Manage Your Personal DevelopmentThe following are available in Oracle to support you in planning your personal development, enhancing your skills and knowledge, and developing your management capabilities

Training Program

What training opportunities provided inside?

Self - Development

Education Sponsorship

Will there be any financial support on my external learning?

What training opportunities provided to employees?

Do the Company encourage employee self-learning?

Manage Your Personal Development - 1

Training Program (Internal)

Technical Training

Our Oracle University(OU) offers a wide

range of technical and products training in

different format such asinstructor-led trainingor on-line learning

Please visit OU Website for details

Management/Professional Training

We offer management/ leadership program

and training courses on professional skills.

Most will be delivered in the form of classroom

training to facilitate more interaction; and/or

on-line training. Please visit AP HR Website

for details

Line of Business Training

We also provide training that are LOB specific to enhance your skills in performing your roles.For instance, for sales

stream, we have Sales Workshop and Industry Workshop.

Please consult your

Manager or HR for details

Manage Your Personal Development - 2 Education Sponsorship

(External)

Oracle supports and encourages employees to continue their education in programs or courses related to their work and which will enhance

their career prospect within Oracle

Please visit HR Website –> Benefits to see the scheme conditions, eligibility, approval and reimbursement process

Manage Your Personal Development - 3

Self Development

Oracle also supports and encourages employees to engage in continuous self-learning. While the ownership rests with the employees, we provide the

the development options and opportunities to assist employees in enhancing their personal development within Oracle

Please visit AP HR Website –> Training & Career Development to see self-paced learning and suggested development options against each competency.

Manage Your Personal Development

To manage your personal development, you could make use of the “Personal Development Plan” session in our Performance Management Form (OPAS); and

To discuss with you managers to obtain their opinions and feedback on your plan.

Please also refer to Module 5 – Performance Management in Oracle

GC e-Orientation Program for New HireModule 5 – Knowing the Performance Management in Oracle

Updated by HR in July 03

Module 4 – Performance Management in Oracle Our Performance Management combines the performance

review and personal development process. This module will walk you through briefly the following topics:

The performance management tool Responsibilities Performance review cycle and the use The performance review steps

Time required: 20 minutes

Performance Management Tool

OPAS provides us an integrated set of practices that:

Help individuals and groups continually improve their abilities

Focus the performance and energy of all individuals towards a collective achievement of Oracle’s business objectives

Oracle

Performance

Assessment

System

= OPAS

OPAS is a “Shared” Responsibility

Manager’s

Responsibility

Establish and agree on objectives/requirements

Provide regular feedback Provide learning opportunities Coach for improvement &

success Review and check on

performance

Employee’s

Responsibility

Understand the objectives/requirements

Seek regular feedback Seek learning opportunities Ask for help when in need Do a self evaluation

OPAS The cycle covers a one-year period starting from June

of a year to May of next year It includes the “performance assessment” and also

the “personal development plan” The OPAS results will be used as one of the

considerations in various management decision such as:

Career move Salary increments Variable pay Stock option Promotion

OPAS Process – “the Steps”

Step 1 - Performance Planning (Start)

PERFORMANCETARGETS

(A)To set Objectives

“the WHAT”

(B)To determine Competencies

“ the HOW”

(C) To develop the

Personal DevelopmentPlan

Step 1 - Performance Planning (A)

Objectives should be: SMART

SpecificMeasurableAchievableRealistic/RelevantTime-bound

To set Objectives “the WHAT”

Step 1 - Performance Planning (B)

Identify the competencies that are needed to achieve the specific objective:

e.g. To achieve an objective of Customer Satisfaction, competencies required may include:

* Effective Communication Skills

* Industry knowledge

* Customer Needs Analysis

To determine Competencies

“ the HOW”

Achieve your performance

objectives

Improve performance &

competency

Achieve your Career Goals

To develop the Personal

DevelopmentPlan

This is to identify your training/ development needs which are important to help you:

Step 1 - Performance Planning (C)

Step 2 - Performance Measurement (A)

To review performance And competency

Ratings always supported with facts5 = Outstanding4 = Frequently Exceeds requirements3 = Fully Satisfied2 = Improvement required

1 = Unsatisfactory Both manager and employee to rate Comments with specific behaviors in critical

incidents, using STAR approach: Situation (the situation that took place) Task (what was the accomplished task) Action (specific action done) Result (impact of the action)

Step 2 - Performance Measurement (B)

Review the development activities planned for year

Comment on the outcome of the activities (to what extent skill development has occurred)

To review development

Plan

Step 3 – Performance Discussion

To discuss the overall assessment on performance

To mutually agree on the rating

To give feedback & coaching To discuss career aspirations

and options Collaborate on planning for

personal development for next year

Performance Review

Performance Appraisal is conducted once a year; however the “performance review” should take place regularly on an on-going basis

Both manager and employees should take initiatives to arrange the “performance review” or “feedback session” whenever it is necessary

For More Details

Please visit HR website for copy of appraisal forms and the procedures

Please contact your manager or HR if you have any queries regarding the process