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The Essential Elements to Succeed with Talent
Management
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
• Q&A / Summary
Talent Management is …
• One Part Mindset
• One Part Practices
• One Part Technology
Giving Those that Have the Talent Mindset
the Capability to Deliver
Gartner: What To Expect From Your
System
“A successful Talent Management integration strategy
focuses on simplification and avoidance of redundancy.”
Jim Holincheck, Gartner’s lead HCM analyst
Oracle EBS Talent Management Suite
Competency/Profile Management
Integration – Single Sign On, Workflow, Warehouse
Core HRMS
Compensation
Solutions
Learning
Management
Succession
Planning
Career
Planning
Performance
Management
Recruiting
HR Intelligence/DBI
Collaboration Suite
Portal, HR Intelligence, Web-based Self-Service Applications
User Productivity Kit
Business Process Modeler
A Comprehensive Talent Management System
Example Talent Management
Customers
"We don’t 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
Everyone is concerned about talent.
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
190
Skilled
Jobs
15 Million
180
170
Unskilled
Jobs
160
Work
Force
150
140
1990
2000
2010
2020
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
Talent Life Cycle
Talent
Planning
Measure
and Report
Recruiting
Succession
Planning
Performance
Management
Learning &
Development
Compensation
Career Planning
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?

Facts Tell……. Stories Sell…….
Customer Success Profile
Bimbo 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
Self Service
Talent Management:
•Compensation Workbench
•Performance Management
• Financials
Source: Xcelicor
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.
February 2007
Customer Success Profile
CUSTOMER QUOTE:
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
“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.”
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
A Show of Hands – Your Entry Point
•
•
•
•
•
•
•
Recruiting?
Performance Management?
Learning and Development?
Compensation?
Succession / Leadership?
Workforce Analytics?
A Combination?
Key Considerations
• Business Objectives
• Current Application Environment
• Talent Management Strategy and Vision
• Integrated Solution vs. Interfaced Solution
• Implementation approaches
• Business Community Support
• Business Intelligence
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
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
Summary
• Business conditions and labor markets require a focus on
talent management via a comprehensive and wellexecuted 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
Define Individual Goals &
Competencies
Manager Self Service
Manager’s
task list
Define Individual Goals &
Competencies
Setting Objectives
Cascade objectives
downwards
Set objectives for
individual employees
Define Individual Goals &
Competencies
Employee Self Service
Only active tasks
are enabled
Track Objectives Progress
Personal Scorecard
View of employee’s scorecard after objectives setting
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Functional Overviews
Oracle Learning Management
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Functional Overviews
Compensation Workbench
Total Compensation Statement