Oracle E-Business Performance Management

Oracle E-Business Performance Management
CedarCrestone, Inc. August 2010 Larry Simmons Proprietary Information and not for use without permission of CedarCrestone

Agenda Overview of Performance Management and its Uses
Changes to Performance Management in Release 12 Example of Setup: Incorporating Organizational Goals into Performance Measurement Proprietary Information and not for use without permission of CedarCrestone

Overview of Performance Management and its Uses
Proprietary Information and not for use without permission of CedarCrestone

Overview of Performance Management

Workforce Performance Management (WPM) is becoming increasingly important in today’s economy. WPM provides information to make informed decisions. WPM provides the information needed for accurate project planning. WPM helps make compensation and budget decisions. Increasingly important: Without resources becoming more constrained, it is critical that organizations maximize all investments in human capital. This means rewarding and retaining performers and helping them grow expanded skill sets. WPM decisions: determine what programs or projects continued, how to improve them, how to mesh projects with organizational goals. Project Planning: Performance management information is needed for allocating proper resources. Compensation and Budget: Without informed performance management decisions, organizations cannot make accurate short- or long-term decisions related to compensation and budget. Proprietary Information and not for use without permission of CedarCrestone

The organization’s culture and the culture in which it operates, its overall business strategy and its human resources strategy work in unison to create the performance strategy. The organization’s culture and its business strategy help shape and define its organizational goals. The performance strategy varies from organization to organization; but typically, it includes processes to define and measure competencies, tools to evaluate performance, elements addressing the work/life balance, tools and strategies for the employee to experience growth and development, and makes sure the organization complies with all relevant local, state, and federal regulations. The performance strategy should incorporate the organization’s goals as part of the competencies, performance measurement, growth and development (learning management). The sum of this performance strategy must help the organization to attract key talent to the organization to it achieve its goals. It must serve as a mechanism to help managers motivate employees to perform, and it must be tied to a series of rewards to help retain the employee. From this strategy, the employee must feel a sense of job satisfaction and worthwhile engagement. If this happens, the business will realize its ultimate goals of employee performance and results leading to the achievement of its goals. Source: Oracle Corporation Proprietary Information and not for use without permission of CedarCrestone

Integrates with Other Key Applications Allows Performance Information to be Combined with Other HCM Information Automates the Performance Management Process Provides Important Input by Supervisors, Employees, Coworkers Integration: Performance Management integrates seamlessly with other Oracle HCM applications, such as iRecruitment, Learning Management, Compensation Workbench, and Self Service applications. This will allow the organization to define goals, post those goals in job announcements, recruit talent who have experience achieving the goals. This approach continues once the applicant becomes an employee. Complete learning management plans can be developed for employees based on goals and objectives. Performance appraisals can include these critical goals. Finally, rewards can be associated with the performance appraisal and paid using Compensation Workbench. Other Information: One of the most significant benefits from an integrated performance management approach is the extent to which the organization can analyze its data. For example, by having performance management incorporated into the HCM application suite, organizations can now look at performance information in relation to other data in the employee record. For example, if clear, concise written communication is a key objective, Human Resources can analyze employee ratings on this objective across departmental or job lines. This may help in developing targeted training for a specific department or a job classification. HR can also see patterns of inflated ratings by comparing departmental or supervisory ratings. Automation: The automation of the performance management process greatly decreases the amount of paper generated by most organizations. It eliminates the need to file the paper appraisals. It speeds up the process. Employees no longer have to wait for forms to be sent to them. This is especially important for employees and supervisors who are not located together. It gives HR the ability to track performance management documents to make certain they are being done in a timely fashion. Input: The automated approach makes it easier for employees and supervisors to document important issue, accomplishments and other events that happen throughout the evaluation period. Proprietary Information and not for use without permission of CedarCrestone

Performance Management and Integrated Applications Proprietary Information and not for use without permission of CedarCrestone Source: Oracle Corporation

Competency: In Oracle HRMS, a competency is any measurable behavior or ability that is required by the enterprise and that a worker demonstrates in the work context. For example, a competency can be: • Knowledge (such as knowledge of consumer-protection or taxation laws) • A skill (such as negotiation or critical thinking) • An attitude (such as tenacity or commitment) • An attribute (such as absence of color blindness or perfect pitch) Education and Qualifications: This functionality allows organizations to define and maintain information about an employee’s educational background. In addition, Qualifications can be recorded, such as licenses and certificates. Workforce Performance Management: Successful enterprises set objectives for their workers that are consistent with the enterprise strategy and that contribute to business goals. To support enterprise-directed objective setting, management, and assessment, HRMS provides an integrated set of Workforce Performance Management functions. Enterprises can: • Define objectives consistently and allocate them efficiently throughout the enterprise. • Align worker objectives with the strategy and goals of the business. • Track worker achievement of objectives. • Assess worker performance in the delivery of objectives. Workers can participate in the objective-setting process and understand how their performance contributes to business outcomes. Appraisals Management: Appraisal management allows the organization to create the tools needed to tie all the pieces of performance management together. These tools can incorporate the competencies, objectives, goals, qualifications, learning paths into one document. It also provides the ability to use HTML to create forms and questionnaires. Proprietary Information and not for use without permission of CedarCrestone Source: Oracle Corporation

Talent Profile Proprietary Information and not for use without permission of CedarCrestone

Talent Profile Talent Profile: Talent Profiles provide one source for a manager or employee to review talent-related information. If an organization doesn’t use a particular type of information, it can be removed. Proprietary Information and not for use without permission of CedarCrestone

Talent Profile Proprietary Information and not for use without permission of CedarCrestone

Changes to Performance Management in Release 12

Release 12 Changes Talent Profile: Making the Best Use of Talent
Highlights Provides a complete picture on employee 9 Box Matrices Launch Talent Management actions Results Analyze talent holistically Build a strong talent pipeline Identify potential candidates based on employee interests and talent profile Proprietary Information and not for use without permission of CedarCrestone

Release 12 Changes Learning Management: Accelerating Talent
Highlights Learner Groups Mandatory Enrollments Course Evaluation Electronic Signature Enhanced Learning Path Now has Free Text Questions that learners can use to provide elaborate responses. The mandatory enrollment feature enables enterprises to ensure that workers enroll in mandatory training. Administrators can make a class mandatory to a specific learner, learner group, organization, job, position or a combination of these. Not only will learners who qualify today be automatically enrolled, also learners who will qualify at a later time will be automatically enrolled. Course Evaluation functionality can consist of two sections: one for the course and another for the class belonging to the course. OLM has new BI Publisher reports for Certification, Forum and Chat. Learner groups (learners, organizations, jobs, positions, and other learner groups) can be used to define learner access. Expanded searches include course name, course code, course description, course objectives, course keywords. With the new Enhanced Learning Path Functionality, administrators can now automatically enroll learners in classes when they are subscribed to a learning path. Learners will automatically be unenrolled when they unsubscribe from a learning path. OLM provides a new profile option OTA: Allow Competency Update with Renewal Period. This profile option makes it possible to automatically set the start and end date of a newly acquired competency by using the two fields “Renewal Period” and “Units” in Oracle HRMS. OLM uses the renewal information (renewal period and renewal period unit) to calculate the end date of the learner‟s competencies. This feature saves administrators‟ time as they don‟t have to end-date competencies manually. A number of smaller changes are made in OLM to reduce the number of clicks learners and administrators have to do to navigate through the central OLM workflows. On the Course page, if the course has prerequisites, learners can now click a link to view course details of the prerequisite course. A new pop up window appears on the Enrollments page when an administrator moves the mouse over one of the learners enrolled in a class. The pop window serves as a quick interface to view and edit data about the learner and enrollment. Following information is available on the pop up window: picture, name, enrollment number, enrollment status, reason for change, successful attendance, attendance result. Results Push critical training and information using mandatory enrollment Very effective On-Boarding Define and reuse learner groups Better enrollment management Helps business stay compliant Better use of resources Proprietary Information and not for use without permission of CedarCrestone

Release 12 Changes Performance Management: Align Talent with Corporate Goals Highlights Objectives ‘Line of Sight’ Mass Cascade Objectives Performance Management Administrator Appraisal Rating Report Population Eligibility Profile Journal Cascading objectives is a method by which objectives may be aligned across the organization. This is critical for ensuring that all employees support the organizational objectives. Cascaded objectives can be identical to the original objective or contributing to the original objective. The mass cascading feature provides managers flexibility to cascade a single objective to multiple employees or multiple objectives to multiple employees. Line of Sight is a graphical representation of the alignment of objectives in an organization. This feature displays objectives that are aligned or linked to each other in the objectives hierarchy. Line of Sight helps employees to understand how their objectives have been cascaded down through the organization and the association between objectives. The feature provides management with online visibility of objectives alignment in the organization. You can view all appraisals in the Appraisals function on self service. There is more precision using the Quantitative Measurement Style (decimal places available now. Performance Management Plan Administrators can identify the plan population using eligibility profiles and roll out performance management plans to members meeting the eligibility profile criteria. Using the Journal feature provided in both standard as well as Performance Management Plan appraisals, managers and workers can maintain a journal on their performance achievements Results Improves Workforce Alignment to Corporate Goals Makes cascading objectives easier for managers Improves Administrator capabilities Increases process efficiencies Enhanced usability Proprietary Information and not for use without permission of CedarCrestone

Performance Management
Release 12 Changes Performance Management: Additional Enhancements Performance Management Download in-progress appraisals in Excel format View Workforce Performance Management appraisals on the Appraisals page Support decimal values for these fields: target value, number, percentage, currency Display competency and objectives scores on Workflow Notification page Reject option in notifications will not delete the appraisal Round off decimals in total competency and objective scores View appraisal information in a pop-up window Proprietary Information and not for use without permission of CedarCrestone

Release 12 Changes Compensation Workbench: Streamline Compensating Talent Highlights Set Award Effective Date Link to Appraisals from CWB Worksheet Enhanced Individual Compensation Distribution Download/upload promotions data Display Market Salary Survey Data in CWB Compensation Workbench now supports Anniversary Date Based Awards (awards don’t have to be the same time for all employees). You can print statements for groups of employees at the same time. A new Print Employee Statements batch process and a new UI to submit this batch process are now available. The administrator can also generate sample statements before submitting the final print job. Compensation Administrators are now able to update or override an employee‟s percentage of eligible salary in Employee Administration. Previously this could only be updated via the allocation worksheet. Customers who use Oracle‟s EBS Performance Management can now view an employee‟s latest completed appraisal directly from the Oracle Compensation Workbench (CWB) allocation worksheet. This means managers can review their employees‟ latest completed appraisals from within CWB without having to switch responsibilities to Performance Management. Compensation workbench now enables compensation managers to compare their employees' salaries to the prevailing market average wages (market average wages that is imported into or set up in Oracle HRMS system), thus ensuring equity in pay when rewarding their employees. Results Tighter integration to appraisals Determine pay rewards once and pay out on different dates Improved process efficiency in ICD Improves manager efficiency Reduces Overall Cost of Hire Proprietary Information and not for use without permission of CedarCrestone

Release 12 Changes Compensation Workbench: Streamline Compensating Talent Proprietary Information and not for use without permission of CedarCrestone

Compensation Workbench
Release 12 Changes Compensation Workbench: Additional Enhancements Compensation Workbench New Preferences page for managers and administrators Responsibility-based plan access to administrators New parameter – Person Selection Rule – has been added to the Post Process parameters page Define dynamic calculations on the rate columns Display the Worksheet Manager in the Switch To manager page New profile option to control approval of a new hire’s first salary proposal View performance appraisal details from CWB worksheet Store more than 23 dates in Total Compensation Statement Proprietary Information and not for use without permission of CedarCrestone

Release 12 Changes Succession Planning Highlights
Flash based Suitability Analyzer employee Compare profiles based on competency or profile competency report Identify potential successor with ranking Create succession plans for contingent workers Select applicant as a successor The Succession Plans feature helps enterprises to: Identify the need for succession-planning. Identify available and qualified talent pool. Assess types of talent required to meet business goals. Search talent pool for potential successors. Create and maintain succession plans to ensure that critical roles are covered at all times. The Suitability Matching feature helps enterprises to: Use the Suitability Analyzer to compare competencies to identify suitable successors Identify training and other development activities to close the gap between a worker's competencies and those required by the enterprise. Oracle Succession Planning now enables managers to: Identify and track succession plans using a new Succession Plan Status field. For example, managers can search for succession plans at the draft or active status. Enter the Readiness Percent for potential successors, so that it is easy to identify how ready a potential successor is to progress on to the identified role. Results Succession planning made easy and wise A strong pipeline for critical talent and leadership Makes employees ready for future roles Improves employee retention Proprietary Information and not for use without permission of CedarCrestone

Release 12 Changes Succession Planning

Example of Setup: Incorporating Organizational Goals into Performance Measurement

Performance Management Setup: Competency Management
Define Competencies Needed to Achieve Goals Associate Competencies with Organizational Goals Group Competencies by Categories Define Competencies: Competencies are an important part of the appraisal process. They define the skills needed for successful performance. Competencies can be tied to jobs, positions, employees, organizations, learning management, and any combination of these. Additionally, since Competencies are defined using a Key Flexfield, they can be tied to many other user defined fields in the application. Define Organizational Goals: Most organizations already have their high-level goals defined. In the example you will see here, the goals have been defined as lookups. Then, they have been added to the flexfield setup so that competencies are directly associated with goals. Categories: The flexfield you will see provides a way to categorize the competencies. This is necessary when the organization has a large number of competencies. It also makes it easy for managers to use. For example, if a manager is evaluating an Engineer, having all Engineering-related competencies grouped together will make it simpler for the manager to find the desired competencies. Proprietary Information and not for use without permission of CedarCrestone

Performance Management Setup: Competency Management
Competency Definition Category: This is a list of values that helps group the competencies. Competency: Competencies are defined here. In general, it is safer if this definition is controlled by HR so that duplicates can be avoided. Associated Budget Goal: This is a flexfield segment used to associate a competency with budget goals. Associated Performance Goal: This is a flexfield segment used to associate a competency with a high level organizational goal. This example is meant to show how easily an organization can define all the competencies it needs to meet its performance goals and objectives. It also demonstrates how you can structure other information you want to tie to those competencies. By associating goals with the competencies, you can track the resources tied to achieving each of the goals. You can multiple levels of goals as well. If you want the departments to associate individual departmental goals with competencies, you can create the structure to store that information just as easily. Proprietary Information and not for use without permission of CedarCrestone

Performance Management Setup: Manager Access
Organize All Menus Organize Menus: Be sure to organize your menus so that they are meaningful to the end users. In the example here, Employee Resource Planning has access to the appraisal tools. Proprietary Information and not for use without permission of CedarCrestone

Performance Management Setup: Reviewing Competencies
Competencies Appear as Part of the Appraisal Major Components: Competencies, Objectives, Questionnaires. You can use all three of these or any combination. Competencies are the skills defined previously. Objectives are specific tasks assigned to the employee. Questionnaires are HTML forms created for any purpose. For example, you may create a performance management tool that relies exclusively on a questionnaire. These can be used as survey instruments. Eligiblity Profiles: Performance Management relies on Eligiblity Profiles. This means you can define what forms are available for various employee groups. For example, if you have one appraisal form for managers, you can create a profile that will make that form the only one available for use with managers. Your organization can have an unlimited number of eligibility profiles and forms. Appraisal Purposes: You can define how the performance management forms are used. In the case here, it is for Annual Review, but you can create as many forms and as many purposes as you need. Dates: The ability to enter dates is provided. Competencies: You can add any necessary instructions or descriptions to the form. The competencies can be tied to jobs. For example, if the employee holds the job of Accountant, HR can go into the core application and associate specific competencies with the Job. The manager can default all those into the form by clicking on Add Job Competencies. By using the Add Competencies button, he or she can also add individual competencies. Note that when you add a competency, you get the entire competency setup, including the category and the goals. Ratings: Ratings are defined by HR and appear here as drop downs. Rating scales can vary from one competency to another. Proprietary Information and not for use without permission of CedarCrestone

Performance Management Setup: Employee Objectives and Questionnaires
Managers give employees specific objectives Objectives: Managers can select predefined objectives to give to the employee, or he or she can assign new objectives. HR typically groups objectives by category so that managers can find them easily. For example, HR may create a category called Accounting. Then all objectives created for Accountants are assigned that category. This allows them to be reused and found by others. Objectives can be defined as either qualitative or quantitative. Ratings: Managers can rate each objectives as well as provide additional details on the objective. Questionnaire: The questionnaire functionality allows you to attach a custom questionnaire to the tool. This is a good way to get feedback from the manager or employee. It is also a way to capture information that does not fit into competencies or objectives. But the questionnaire functionality is very useful in other ways. You can create a tool that uses only the questionnaire. Such approaches may be very useful in gathering survey information and getting input from employees on subjects other than performance management. For example, Benefits can use the tool to survey employees about potential benefits changes. Employee Development can gather information about future training plans. Overall Rating and Comments: This is the final rating. You can create formulas that will make this calculation for you, or you can leave it to the supervisor to select a rating. Participants: You can add other participants for the review process. For example, if an employee has been working with another manager on a special project, the supervisor may want to include that person in the process. Proprietary Information and not for use without permission of CedarCrestone

Performance Management Setup: Questionnaires
Questionnaire: Questionnaires are creating using HTML. This means the form can contain the specific information you need to gather. Proprietary Information and not for use without permission of CedarCrestone

Performance Management Setup: Advancement Potential
Documenting Advancement Potential Advancement Potential: The performance management tool can be setup so that managers and supervisors can document an employee’s advancement potential. The Readiness Level is defined by the organization and appears as a lists of values. You can also define Retention Levels along with both short- and long-term opportunities that the employee should pursue. This information can be used in conjunction with other succession planning information. Proprietary Information and not for use without permission of CedarCrestone

Performance Management Setup: Learning Management
Performance Management interacts with Learning Management Learning Path: Performance Management works with Oracle’s Learning Management application. In Learning Management, HR will define its course catalog and schedule classes. In addition, Learning Management can be used to create Learning Paths (a series of classes). Performance Management will allow managers to assign Learning Paths or specific courses to employees during the performance appraisal process. Proprietary Information and not for use without permission of CedarCrestone

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Oracle E-Business Performance Management

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