1. The Essential Elements to Succeed with Talent Management

2. 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

3. Talent Management is … One Part Mindset One Part Practices
One Part Technology
Giving Those that Have the Talent Mindset the Capability to Deliver

4. Gartner: What To Expect From Your System

5. “A successful Talent Management integration strategy
focuses on simplification and avoidance of redundancy.”
Jim Holincheck, Gartner’s lead HCM analyst

6. Oracle EBS Talent Management Suite A Comprehensive Talent Management System
Business Process Modeler
User Productivity Kit
Collaboration Suite
Portal, HR Intelligence, Web-based Self-Service Applications
HR Intelligence/DBI
Recruiting
Performance Management
Career Planning
Succession Planning
Learning Management
Compensation Solutions
Competency/Profile Management
Integration – Single Sign On, Workflow, Warehouse
Core HRMS

7. 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

8. Everyone is concerned about talent.

9. Projected Gap In Skilled Workers by 2020
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
15 Million
190
Skilled Jobs
180
Unskilled Jobs
170
Work Force
160
150
140
1990
2000
2010
2020

10. 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

12. Performance Management Learning & Development
Talent Life Cycle
Talent
Planning
Measure and Report
Recruiting
Succession
Planning
Performance Management
Learning & Development
Compensation
Career Planning

13. 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?

14. Facts Tell……. Stories Sell…….

15. 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
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.
Source: Xcelicor
February 2007

16. 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

18. A Show of Hands – Your Entry Point
Recruiting?
Performance Management?
Learning and Development?
Compensation?
Succession / Leadership?
Workforce Analytics?
A Combination?

19. Key Considerations Business Objectives Current Application Environment
Talent Management Strategy and Vision
Integrated Solution vs. Interfaced Solution
Implementation approaches
Business Community Support
Business Intelligence

20. 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

21. 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

22. Summary
Business conditions and labor markets require a focus on talent management via a comprehensive and well-executed 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

23. Functional Overviews
I-Recruitment

45. Performance Management
Functional Overviews
Performance Management

46. Define Individual Goals & Competencies Manager Self Service
Manager’s task list

47. Define Individual Goals & Competencies Setting Objectives
Cascade objectives downwards
Set objectives for individual employees

48. Define Individual Goals & Competencies Employee Self Service
Only active tasks are enabled

49. Track Objectives Progress Personal Scorecard
View of employee’s scorecard after objectives setting

53. Oracle Learning Management
Functional Overviews
Oracle Learning Management

62. Compensation Workbench
Functional Overviews
Compensation Workbench

69. Total Compensation Statement

70. Q
& A