The Essential Elements to Succeed with Talent Management

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The Essential Elements to Succeed with Talent
Management
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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
• QA / 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
Portal, HR Intelligence, Web-based Self-Service
Applications
Succession Planning
Learning Management
Compensation Solutions
Performance Management
Career Planning
HR Intelligence/DBI
Recruiting
Competency/Profile Management
Integration Single Sign On, Workflow, Warehouse
Core HRMS
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Example Talent Management Customers
"We dont hire commanding officers, we grow
commanding officers. PeopleSoft ePerformance
gives us the ability to grow and retain highly
talented people. -- Captain Thomas
Broderick, United States Navy
As we serve global clients in a single, unified
fashion no matter the location of delivery,
Oracle Learning Management allows us to create
consistency in our associates knowledge and
create a unified company across the 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
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Everyone is concerned about talent.
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Demographic Shifts and Workforce Globalization
Have Created a War for Talent
Aging Workforce Less Skilled Workforce Talent
Crisis
Numbers of jobs and workers, in millions
(adjusted for multiple job-holding)
Projected Gap In Skilled Workers by 2020 15
Million
190
Skilled Jobs
180
Unskilled Jobs
170
Work Force
160
150
140
2020
1990
2000
2010
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Executives Need Answers to Key Questions

• Are we retaining the best employees and where did
  we recruit them from?
• Who are our top performers? How can we hire and
  develop more people 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 Talent
Management
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Talent Life Cycle
Talent Planning
Measure and Report
Recruiting
Succession Planning
Performance Management
Learning Development
Compensation
Career Planning
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Getting Answers Requires Integration
Who are our top performers? How can we hire/develop/retain people like them?
Are we retaining the best workers? Where did they come from?
Do workers have the skills needed to achieve performance 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

• 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 Payroll best practices
• Rolled-out an automated performance management
  solution
• Advanced Benefits simplified management of
  complex plans and exportation of date to 3rd
  party vendors.

Source Xcelicor
February 2007
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Customer Success Profile
CUSTOMER QUOTE
Our recruiting strategy is helping drive growth
for our company worldwide.  Oracle iRecruitment
has enabled our company to significantly improve
our global staffing processes and reduce time to
fill. 

• 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
• iRecruitment
• Learning Management

Kathy Gallaway
Senior Manager, HR Systems Payroll Tektronix

• 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

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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
  around a core HR system of record
• Understand the long term impact of interfaced
  solutions
• 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 and
  analytics

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Business Intelligence

• What are the critical questions your business
  will demand answers for?
• How will your ERP platform deliver the
  information needed?
• What are the dependencies and possible limitation
  with other applications, such as Financials or
  other point solutions/ASP/SaaS?
• What are the implications to an interfaced
  solution versus an integrated solution?
• Begin with the end in mind

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Summary

• Business conditions and labor markets require a
  focus on talent management via a comprehensive
  and well-executed HCM strategy
• HCM technology plays a key role to deliver an
  integrated talent 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 a different point

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Functional Overviews

• I-Recruitment

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Functional Overviews

• Performance Management

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Define Individual Goals Competencies Manager
Self Service
Managers task list
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Define Individual Goals Competencies Setting
Objectives
Cascade objectives downwards
Set objectives for individual employees
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Define Individual Goals Competencies Employee
Self Service
Only active tasks are enabled
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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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Q

A
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