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The Essential Elements to Succeed with TalentManagement

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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

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Talent Management is

One Part Mindset

One Part Practices

One Part Technology

Giving Those that Have the Talent Mindset the Capability to Deliver

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Gartner: What To Expect From Your System

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A successful Talent Management integration strategy

focuses on simplification and avoidance of redundancy. Jim Holincheck, Gartners lead HCM analyst

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Oracle EBS Talent Management Suite A Comprehensive Talent Management System

User Productivity Kit

Business Process Modeler

Collaboration Suite

HR Intelligence/DBI

Recruiting

Performance

Management

Career

Planning

Succession

Planning

Learning

Management

Compensation

Solutions

Portal, HR Intelligence, Web-based Self-Service Applications

Competency/Profile Management

Integration Single Sign On, Workflow, Warehouse

Core HRMS

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Example Talent ManagementCustomers

As we serve global clients in a single, unified fashion nomatter the location of delivery, Oracle Learning Management allows us to create consistency in our associates knowledge and create a unified company acrossthe 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

"We dont hire commanding officers, we grow commanding officers. PeopleSoft ePerformance gives usthe ability to grow and retain highly talented people.

-- Captain Thomas Broderick, United States Navy

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Everyone is concerned about talent.

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Demographic Shifts and WorkforceGlobalization Have Created a War for Talent

Aging Workforce + Less Skilled Workforce = Talent Crisis

1990 2000 2010 2020

140

150

160

170

180

190 Projected Gap In SkilledWorkers by 2020

15 Million SkilledJobs

Numbers of jobs and workers, in millions (adjusted for multiple job-holding)

UnskilledJobs

WorkForce

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Executives Need Answers to KeyQuestions

Are we retaining the best employees and where did we recruitthem from?

Who are our top performers? How can we hire and develop morepeople 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 TalentManagement

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TalentPlanning

Career Planning

Learning &DevelopmentCompensation

Measureand Report

SuccessionPlanning

Recruiting

PerformanceManagement

Talent Life Cycle

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Getting Answers Requires Integration

Who are our topperformers? How canwe hire/develop/retainpeople like them?

Are we retaining thebest workers? Where

did they come from?

Do workers have theskills needed to achieveperformance goals?

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Facts Tell. Stories Sell.

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Customer Success ProfileBimbo 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 WorkbenchPerformance Management

Financials

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 Payrollbest practices

Rolled-out an automated performancemanagement solution

Advanced Benefits simplified

management of complex plans andexportation of date to 3 rd partyvendors.

February 2007Source: Xcelicor

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Customer Success Profile

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

iRecruitmentLearning Management

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

Our recruiting strategy is helping drive growth for our company worldwide. Oracle iRecruitment has enabled our company tosignificantly improve our global staffing processes and reducetime to fill.

CUSTOMER QUOTE:

Kathy Gallaway Senior Manager, HR Systems & Payroll Tektronix

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Key Considerations When Planning Your Own Talent Management Initiative

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A Show of Hands Your Entry Point

Recruiting? Performance Management? Learning and Development?

Compensation? Succession / Leadership? Workforce Analytics? A Combination?

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Key Considerations

Business Objectives Current Application Environment Talent Management Strategy and Vision

Integrated Solution vs. Interfaced Solution Implementation approaches Business Community Support Business Intelligence

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Integrated Solution vs. Interfaced Solution

Some client feedback

Build a complete Talent Management Strategy arounda core HR system of record

Understand the long term impact of interfacedsolutions 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 andanalytics

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Business Intelligence

What are the critical questions your business willdemand answers for?

How will your ERP platform deliver the informationneeded?

What are the dependencies and possible limitationwith other applications, such as Financials or other point solutions/ASP/SaaS?

What are the implications to an interfaced solutionversus an integrated solution?

Begin with the end in mind

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Summary

Business conditions and labor markets require a focus ontalent management via a comprehensive and well-executed HCM strategy

HCM technology plays a key role to deliver an integratedtalent 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 adifferent point

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Functional Overviews

I-Recruitment

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Functional Overviews

Performance Management

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Define Individual Goals &CompetenciesManager Self Service

Managerstask list

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Define Individual Goals &CompetenciesSetting Objectives

Set objectives for individual employees

Cascade objectives

downwards

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Define Individual Goals &CompetenciesEmployee Self Service

Only active tasks

are enabled

Track Objectives Progress

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Track Objectives ProgressPersonal Scorecard

View of employees scorecard after objectives setting

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Functional Overviews

Oracle Learning Management

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Functional Overviews

Compensation Workbench

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Total Compensation Statement

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AQ&

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