Tuesday, 3 October 2017

FUSION HCM : TALENT REVIEW

Talent Review:
The talent review process involves one or more talent review meetings. 
Its purpose is to evaluate trends, assess strengths, and address areas 
of risk for the organization. This topic summarizes the activities that occur before and during talent review meetings
The talent review meeting participants, typically managers in the relevant organization, 
review worker profile, performance, goals, and compensation data. Data from each meeting is retained automatically for use in future meetings. 
You can use this data to compare worker progress between talent review processes.

The human resource (HR) specialist (or other HR business partner), 
organizational business leader, managers, or any other assigned 
meeting facilitator manage the meetings.

Major tasks in Talent Review :

Define Oracle Fusion Talent Review
Manage Talent Review Setup Options
Configure Talent Review Dashboard Options 
Configure a Talent Review Meeting
Prepare Content Before a Meeting 
Conduct a Talent Review Meeting

Key Activities:

View talent across an entire organization or filter to view population segments
Calibrate performance and potential ratings 
Evaluate risk and impact of loss
Create succession plans and talent pools and add workers to them 
Evaluate compensation plans
Create goals for workers
Identify, assign, and track actions throughout the review process 
Store the results for future comparisons.

Talent Review Meetings Key Actions

Select a Template
Select an existing talent review meeting template that contains the rating models that will be used, and available content that can be rated.

Specify the Business Leader
The business leader is the senior manager for the organization under review. It can be a manager at any level of an organization.

Select a Facilitator
The facilitator is the person who is responsible for scheduling and running the meeting. You can have more than one; any facilitator can manage the meeting.

Schedule the Meeting
Select the meeting start date. Meetings can be saved and concluded at a later date.

Set the Data Submission Deadline
Date by which reviewers must submit updated profile data.

Select Content
You can determine what content types are available to view and calibrate in the meeting reviewed. Performance, potential, and talent score ratings can be calibrated before or during the meeting. Risk of loss and impact of loss can be updated before the meeting by reviewers. Mobility cannot be changed.

Select Prior Meetings
You can include ratings from up to two prior talent review meetings to compare the progress of workers between the previous and current meetings. You can select from non-canceled meetings that use the same ratings models for the horizontal, vertical, and talent score ratings, and that are associated with the same organization of the business leader specified for the meeting you are creating.

Include Succession Plans and Talent Pools
You can select succession plans and talent pools to appear in the talent review meeting. The plans and pools appear on the dashboard, and the facilitator can drag workers to them. The plans and pools that are eligible to be included are those owned by the facilitator creating or editing the meeting. You may want to include only succession plans and talent pools that are most relevant to the review population to be discussed during the meeting.

Select Participants
Select the managers whose direct and indirect reports are being reviewed.
Select the Review Population
Select the workers to be reviewed during the meeting.

Notify Reviewers to Update Worker Profile Data
Reviewers are notified automatically when the meeting schedule is submitted and provided a link to update data before the meeting.

Create a Conversation Using Oracle Social Network
Click the Social link on any of the Create Talent Review Meeting pages to access Oracle Social Network to start a conversation about the meeting. Share the conversation with others in the organization you select to gather their feedback and ideas. Use the additional information you get from conversations enhance the talent review business process.


Prepare Data Content Before a Talent Review Meeting

Prepare Data Content Key Actions:

  • Reviewers review and update ratings for the horizontal and vertical axis values chosen (performance, potential, goals section, or competencies section), talent score, risk of loss, and impact of loss for direct and indirect reports
  • Answer questions in the Potential Assessment to calculate a potential rating
  • Ratings appear in the talent review meeting and in the worker profiles
  • Reviewers can grant access to their direct reports who are managers to prepare content for their own direct reports
  • Reviewers can create notes for a person whose ratings they are updating that can be accessed in the meeting, or access notes that were created in the meeting
  • Reviewers can preview how the data they have added appears on the meeting box chart


Potential Assessment Details :

Complete the Potential Assessment to Rate Worker Potential :
The potential assessment is a predefined questionnaire that allows managers to rate worker potential by answering a series of eight questions rather than just selecting a rating. You respond by selecting a response for each question using either a radio button or a choice list. A rating is calculated based on the values for the selected responses. The manager can select a different rating than the calculated value, if desired.

Potential Assessment Access :
Managers access the potential assessment on the Prepare Review Content page by clicking the Potential Assessment button that appears in the column next to the Potential Rating column. Potential assessment is available when potential rating is used as an axis value in the talent review.

Note: The Potential Rating column name may vary, depending on configuration.

Use Potential Assessment Rating Model to Rate Workers :
The potential assessment uses the values associated with the short descriptions in the Potential Assessment rating model to calculate the rating. The predefined Potential Assessment rating model has three rating levels, with the accompanying short descriptions. The Potential Assessment rating is converted to the Potential rating model used to actually update the worker profile. The table compares the rating levels and short descriptions of the Potential Assessment and Potential rating models.


Add and Edit Questions to Accurately Rate Workers :
You can add or remove questions in the potential assessment, or edit existing questions to accurately reflect your business process. You can also edit some general attributes of the potential assessment, such as the name and instruction text. However, you cannot replace the potential assessment questionnaire with another questionnaire. When you add questions, you can select a response type of either Radio Button List or Single Choice from List. You can also edit the short description. 
To edit the potential assessment, click the Manage Potential Assessment link on the Talent Review dashboard.




Conduct Talent Review MeetingsConduct Talent Review Meetings Key Concepts:


Comparing and rating worker performance and potential, and talent scores 

Filtering population to view according to job, location, or other categories 
Selecting color codes to highlight workers
Create succession plans and talent pools and add workers to associated plans and pools
Assigning tasks to participants, the review population or others in the organization
Viewing performance, compensation, and other detailed worker information 
Assigning goals directly to workers
Printing worker profiles
Submitting completed talent review meetings

Compare and Rate Worker Performance and Potential, and Talent Scores


You can compare and rate workers by:



Scrolling over worker names to view current ratings: Review population workers appear as markers on the box chart matrix.
Moving markers from one box to another: You can either use the Move Marker option, or drag one or multiple markers to another box, to update worker performance and potential ratings. The markers move to the boxes that map to the ratings. On the Talent Score box chart matrix, you can also move workers by updating talent scores or dragging them to another box.
Moving markers to and from the Holding Area: You can use the Move Marker option to move selected workers to the Holding Area if you do not need to review them, or move them from the Holding Area back to the box chart by providing performance and potential ratings. On the Talent Score box chart matrix, you can also move workers to and from the Holding Area by dragging or updating the talent score.
Showing progress between meetings: Select the Show progress option and move the slider back to the previous meetings selected when the facilitator created the meeting to compare worker ratings between the current meeting and previous meetings.

Talent Score Box Chart Matrix
The Talent Review Meeting dashboard provides a box chart matrix to rate and view talent scores, in addition to the box chart matrix for Performance and Potential. Click the Plot Talent Score button to view the Talent Score box chart matrix.

Holding Area
The Holding Area contains workers who do not have ratings, either because no ratings were provided, or they were rated using rating models different from those used during the meeting. When you move workers to the Holding Area during the meeting, their ratings are removed in the meeting. However, their original ratings are retained in the profile; null values from being moved to the Holding Area do not update to the profile when the meeting is submitted.

Filter Population
You can filter to fine detail by selecting additional filters. For example, you can select a particular job and location to view only those workers with that job from that location. If you select multiple locations, then you’ll see all workers with that job in all the selected locations.

Use the population filters to restrict the view according to:

Subordinate Level: Select values to view only the review population for those levels. Level 1 is the direct reports of the business leader, level 2 represents the indirect reports, and so on. People in the review population who are not part of the business leader's organization are not filtered using the subordinate level filter.
Team: Select participant names to compare the direct or indirect reports of those participants.
Job or Location: Select particular jobs or locations to view only the workers who match those criteria.
Grade: Specify grades to view only workers in the selected grades.
Competency or Proficiency: View only the workers who possess the competencies you select, or have achieved the proficiency levels.



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