Saturday, 30 September 2017


Succession Management :

After completing this lesson, you should be able to:
  • Define Oracle Fusion Succession Management
  • Manage Succession Management Setup Options 
  • Manage Succession Plans
  • Define Talent Pools
  • Manage Talent Pools

Succession management enables your organization to develop and maintain succession plans to determine 
who will eventually replace personnel currently in key positions. 
Using the Oracle Fusion Succession Management business process, you can determine who is ready to 
transition to positions before the positions are vacant to ensure a smooth transition, and 
provide visibility to the appropriate individuals to manage the process .

Succession Management Integrations Key Concepts:

  • Creating succession plans and adding candidates to them in talent review meetings
  • Associating talent pools with succession plans to track candidate development
  • Viewing candidate data from worker profiles, and editing it and uploading it back to the worker profiles
  • Using job profile data to find candidates who are best fit for the succession plan
  • Viewing data from performance documents, worker profiles, and Compensation
  • Assigning goals directly to workers

Succession Management Lookups: 

Some Succession Management lookups have extensible customization levels. These are:

HRM_DEPARTURE_REASON: The reasons a candidate may depart an organization, such as an assignment or location change, or a promotion.
HRM_EST_DEPARTURE_DATE: The range of the number of months before a candidate is expected to depart the organization, such as 0-6 months, or 6-12 months.
HRM_READINESS_CATEGORY: The degree of readiness of a candidate to move into the position for which the succession plan was created, such as ready now.

Other Succession Management lookups do not have extensible customization levels and cannot be edited or deleted. These are:

HRM_PLAN_STRENGTH_CRITERIA: A description of succession plans determined by criteria such as those with a high risk incumbent, or zero or one ready-now candidates.

HRM_SUCC_CAND_STATUS: Status of a succession candidate, such as Active or Inactive.
HRM_SUCC_PLAN_STATUS: Status of a succession plan, such as Active or Inactive.
HRM_SUCC_PLAN_TYPE: The two available types of plan types, including Job or Position, and Incumbent.

Readiness Category Lookup Details

The HRM_READINESS_CATEGORY (Readiness Category) contains two predefined values:

Ready now
No readiness available

Adding Readiness Category Lookups
You can add additional Readiness Category lookups provide more granular information about when workers can move into a position. The additional values to select in the Readiness choice list that appears wherever succession plans can be edited.

You can add values such as Ready in 6 months, Ready in 1-2 years, or whatever your organization requires.

Display Sequence and Colors of Readiness Category Lookups The display sequence you specify has the following effects:

Determines the order of the readiness categories appear in the Plan Strength graphic and the Candidate Readiness sunburst graphic on the Succession Plans Overview page.
Determines the color that displays for each readiness category. The colors are automatically assigned for each sequence level.

Removing a Readiness Category
If you remove an existing readiness category, any succession candidates with that value are changed to No readiness available.

Key Succession Overview Page Actions
HR specialists use the Succession Plan Overview page to:

Manage succession plans
View candidate readiness and plan strength
Review succession plan details
Access candidate detailed information 
Access the organization chart
Access talent pools
Succession Plans Overview Page Details

Manage Succession Plans

  • Create and edit succession plans using a guided process, or disable those that are no longer needed.
  • View Candidate Readiness and Plan Strength
  • View at a glance the number of candidates, the plan strength based on the number of candidates and their readiness. 
  • Use the sunburst to focus on each readiness category and drill into more details about each candidate, 
  • such as the plans they belong to, performance compensation data, and goals

Review Succession Plan Details
Select a plan to view details, including the names of the candidates and the readiness level of each, and all the job data connected with the plan. For incumbent plans, you will see additional key data, such risk of loss and impact of loss ratings, the reason for the incumbent's departure, if available, and the estimated time in the job.

Access Candidate Detailed Information
Use the sunburst to focus on each readiness category and drill into more details about each candidate, such as the plans they belong to, performance compensation data, and goals.

Access the Organization Chart
Use the organization chart for an expandable view of your organization to get perspective on succession plan needs.

Access Talent Pools
Click the Talent Pools tab to manage talent pools. This will be discussed in detail in a later section.

You can create five types of succession plans:

A succession plan can be setup for a Job, Job Family, Job Profile, Position and a Incumbent (Person). 
Setting up a succession plan is a pretty easy configuration. 
As a consultant you only need to deal with few seeded lookups and the rest of the work will be done by the HR Specialist/Manager. 

Job : This type of succession plan is setup against a specific job from your organization which has already been configured and workers are assigned. For example Senior Sales Manager

Job Family : This type of succession plan is setup against your Job family in the organization. A job family is the grouping of jobs of same nature.
Job Profile : Similarly this type of succession plan is setup against the job profile such as Sales Profile
Position : We can setup succession plan for a specific position also. In fusion a position is a specific instance of a job within a Business Unit (BU)

Incumbent : This type of the succession plan is setup against a key worker or a particular individual from the organization such as CEO.


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