GC e-Orientation Program for New Hire Module 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 Competency 6 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 Competency 26 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.HR Website

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”AP HR website 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 policyjob posting website HR website 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 Development The 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 as instructor-led training or on-line learning Please visit OU WebsiteOU 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 WebsiteAP 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 processWebsite – > Benefits

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.AP HR Website – > Training & Career Development

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 Hire Module 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 O racle P erformance A ssessment S ystem = 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) PERFORMANCE TARGETS (A) To set Objectives “the WHAT” (B) To determine Competencies “ the HOW” (C) To develop the Personal Development Plan

Step 1 - Performance Planning (A) Objectives should be: SMART Specific Measurable Achievable Realistic/Relevant Time-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 Development Plan 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 facts 5 = Outstanding 4 = Frequently Exceeds requirements 3 = Fully Satisfied 2 = 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 proceduresHR website  Please contact your manager or HR if you have any queries regarding the process