Oracle Talent Management Cloud manages core talent management processes that keep your talent engaged and help them be more strategic and productive in their work. The Talent Review and Succession Planning module within Talent Management Cloud can help you:

• Review talent and identify potential risk and impact of loss
• Identify the right person for the right job
• Maximize the value of talent meetings, calibrate talent, and assess through interactive discussions
• Manage talent pools and succession plans

Cecile Mallory, HCM SaaS Cloud Specialist at Oracle, gave a demonstration of how to navigate the Talent Review and Succession Planning module when logged into Oracle Talent Management Cloud as a manager. The demonstration shows the manager’s view of succession plans that have been established for one of his employees.

Succession Planning in Oracle Talent Management Cloud

Once you’re logged into the system as a manager, navigate to the My Team tab. From there, click on the My Team tile. This tile provides information about all of the employees that report to that manager. When you click on an employee’s profile, you will see a link to Succession Planning on the left side of the screen.

You will be able to see whether or not a succession plan has been created for that employee. You are able to create succession plans for people, jobs, and positions. If a succession plan has been created for a person, you will be able to see that you have appropriate candidates slated from your employee pool within your organization. This helps ensure that if a key person in your organization leaves, someone else is ready and available to move into that role.

When you click on an employee’s succession plan, you will be provided with more information about the plan. You will see the name of the succession plan, a description, the type of plan, status of the plan, and who the current incumbent is. When you scroll down, you will also see the candidates – employees who have been slated to be included in the succession plan. You will see each candidate’s title, status, the date they became a candidate, ranking, and their degrees of readiness. The options for degree of readiness are configurable for your system. As the manager, you can edit any of the identifying information associated with a candidate. You can also move candidates up or down in rank.

This succession planning tool will help ensure that you have properly identified what you are going to need from a talent perspective in the future.

As you move further down the succession plan, you will see if an employee is a candidate within a succession plan. Being part of a succession plan means that a candidate is being trained to develop the necessary skills to move into a new role if the opportunity becomes available.

Additionally, information is included on an employee’s profile about the level of their risk of loss, the impact of loss, and job criticality. The risk of loss refers to the likelihood of that employee leaving your organization. The impact of loss measures how hurt your organization will be as an employer if that employee leaves. Job criticality shows how important that employee’s role is to the overall operation of the company. All of these are subjective values that have been denoted by either Human Resources or the employee’s manager.

All employees should be made to feel valued and provided with the necessary training. However, if an employee is showing a high impact of loss and high job criticality, you may want to put a little more focus on making sure that he or she feels that proper career development opportunities have been presented and that there is a sense of engagement and connection with the organization. This will hopefully increase your chances of retaining valuable employees.

Talent Review in Oracle Talent Management Cloud

Talent Review gives you the online, automated capability to make sure that your employees are paid the proper attention that they deserve to help ensure that they don’t leave your organization.

Mallory gave a demonstration of an HR Administrator that is logged into Oracle Talent Management Cloud. When the HR Administrator goes to the My Client Groups tab, he can scroll down and find the Talent Review tile.

In this tile, an HR Administrator can see all of the talent review conversations that are currently being managed under his responsibility.

What is a talent review? Have you ever met with department leaders to have a conversation about their talent needs as they currently exist today and about what they will be like in the future? That’s a talent review.

The information in the Talent Review tile gives you the chance to automate and track the conversations happening within talent reviews. This helps ensure that you have documented the tasks that have been assigned to individuals. It also helps you see how successful your talent reviews and plans of action have been. With Talent Review, you can see if you have the right people in the right place at the right time.

In Mallory’s demonstration, the HR Administrator is responsible for simultaneous documenting and tracking several talent reviews. He can see:

• The name of the meeting
• The meeting date
• The meeting setup status
• The progress of content review submission
• If the meeting has been conducted or not
• The deadline for data submission
• The status of the meeting
  • Not started
  • In progress
  • Completed
  • Canceled
• The meeting submission date
• Notes and tasks

You also have the ability to search for specific talent reviews within the list to help narrow down your search.

When you click “Conduct Meeting,” you can see an online view of the entire team associated with the meeting. The nine-box configurable grid shows candidates in different categories, including:

• Potential talent
• Rising talent
• Top talent
• Inconsistent talent
• Key talent
• Adaptable talent
• Mismatched talent
• Solid talent
• Expert talent

Everything in the grid is configurable, so you can have whatever number of boxes and labels that fits your organization best.

There are also display options associated with the grid. These options allow you to filter and sort information in the grid into categories like:

• Age
• Ethnicity
• Gender
• Job
• Location
• Team
• Impact of loss
• Mobility
• Risk of loss

If you want to see whether or not you have a solid representation of women in leadership roles, you can use the gender and job filters to see where you fall. You can also see your top talent by ethnicity or age.

You also have the ability to perform actions like view analytics, print profile, move, add a task, add a note, add to a succession plan, add to the talent pool, add a development goal, add a performance goal, and compare, to a specific employee within the grid. If you need to schedule a meeting, get more information, or present something to an employee, you can do all of it within Talent Review. You can also set a priority level for any tasks that you assign.

Another helpful feature in the grid is the “View Prior Ratings” option. This shows you where candidates and employees were ranking in the grid in the past, so you can tell how much they have improved or fallen back over time. It can help you ensure that after you’ve negotiated your conversations and reviewed all of the talent within your organization, you can see if the information you relayed and captured and the actions that you took were effective or not.

You can also information about succession plans into Talent Review. If you want to look at an employee’s succession plan alongside any talent review conversations that you’re having, you can pull that information into your Talent Review grid. This helps ensure that you are accurately and closely monitoring the talent progress of all individuals within a respective team. Teams could be made up of all the employees that report to a particular manager or ad hoc included in a talent review by searching for individuals based on profile criteria.

In addition to including succession plan information, you can also include talent pools. A talent pool allows you to create a list of all of the individuals that you think meet specific criteria of your choosing. In Mallory’s demonstration, she created a talent pool of “emerging leaders.” Once employees are in a talent pool, they can be associated with a talent review, so you can track and monitor their talent progress accordingly.

These tools can help you ensure that you are aware of the talent needs of your teams and organization as a whole.

To learn more about Talent Review and Succession Planning in Oracle Talent Management Cloud, check out the video and additional Quest resources attached below.

Additional Resources

For more Oracle HCM Cloud resources, case studies, best practices, etc., check out Quest’s Oracle HCM Cloud Content Center. There are resources and training available for all aspects of HCM Cloud, including payroll, analytics, recruiting, and more!