Tuesday, March 31, 2009

Improve workforce capability and develop leadership through structured talent management

Oracle HR offers you a complete framework for developing the skills and knowledge of your workforce, and a systematic method for assessing and rewarding their use in meeting business objectives. Combined with Oracle HR: Self-service, you can

Oracle HR: Self-service, you can
• Define or upload a library of competency definitions together with appropriate measurement scales, and apply these to job requirements, to people, and to training.
• Use on-line appraisals to measure objectives, assess competencies, test strengths and weaknesses,
and conduct competency gap analysis for recruiting, employee development and planning of learning
• Link directly to learning plans, and then to on-line learning delivery
• Link performance directly to pay through compensation workbench Control workforce costs and overheads
In order to meet increasing commitments within tight budgetary constraints, you need to manage workforce costs tightly.
Use Oracle HR to:
• Budget different components of the cost of each post, and track expenditure against committed
• Use our automated approach to controlling spending means to require approvals prior to the creation of new posts,
• Control the hiring of new people to existing posts outside budget limits, according to your policies.
• Cascade the allocation of budget and spend through the management chain, and retain control by
reviewing how budgets and expenditure are taking place throughout the organization.
• Monitor utilization, absence headcount and costs on a global basis.

Use total compensation to attract and retain people

Increased global competition for scarce skilled resources mean that every business has to become
more innovative in offering total compensation packages that meet the many and varying needs of the people it is trying to attract and retain. At the same time, organizations need to exert strong control over employment costs. You can adopt the latest thinking based on benefits best practices as well as comply with governmental regulations by using our full featured, rules-based compensation system. Oracle HR delivers a highly flexible, configurable approach to designing compensation and benefits programs to meet any degree of complexity, as well as wizards to make plan design implementation fast and error free. Use of Oracle Advanced Benefits
provides additional features to automate detection of critical events, to support flexible benefits schemes using flexible benefit plan credits, and to allow the employee to make appropriate enrollment changes. Use Oracle

HR and Oracle HR: Self-service to:

Support employee enrollment and choice in benefits programs, guided by an Oracle HR: Self-service interface, which exactly reflects the choices that they are eligible to make
• Reduce administrative costs and reduce errors through policy automation
• Reduce implementation time and chance of setup errors using the templates and process flows based on commonly used plan types and benefits best practices
• Automate grade step progression process
• Allow managers to undertake specialized activities during compensation review cycles such as issue budgets and allocate compensation using .wizards. to calculate budgets or allocations based on
criteria such as performance or length of service, for example.
• Create and manage leave plans for different employee categories that are finely tuned to the needs of the organization and of the individual.

Manage Globally, act Locally to meet corporate compliance guidelines

To function efficiently, companies need to consolidate global business information real-time. However, it is usually inappropriate to conduct transactions in a single manner, because legal requirements, language, and cultures demand variation. With Oracle, companies benefit from global features such as multi-lingual, multicurrency capabilities, all operating on a single global instance. This enables business to be conducted globally within the same database (consolidating common information), yet still allows users to conduct transactions in a style and language natural to them, which is compliant with local regulations. Additionally, the consolidation of information makes it possible to deliver truly global daily business intelligence.

Oracle HRMS. global and local capabilities allow you to:
• Manage recruitment, hiring and deployment on a global basis to ensure that you can hire the right
talent no matter where they are located.
• Hold information in the correct format with full validation of addresses, currency, and data formats, banking details, payment methods, and office locations for any country.
• Record home and host country compensation in any currency as well as perform euro conversions.
• Use pre-delivered menus and forms for many countries as extensions to the global application. Each delivered country has extra information, new functionality and reports needed to meet legislative reporting requirements or cultural needs.
• Meet corporate compliance obligations through local legislative reporting and analysis of workforce statistics
• Use ’global’ menus and forms that can be configured to meet the needs of additional countries.
• Supervise, analyze and perform transactions and approvals on a workforce dispersed across the world within a global security environment. By logging on to Oracle HR: Self-service, a manager can see all of their global reporting lines at a glance, and can perform appropriate legislation specific transactions for each person.
• Consolidate information across countries or lines of business using reports such as global
headcount/FTE reporting or global HRMS business intelligence. Oracle HR streamlines many global
functions such as international transfers by ensuring that information about an employee that applies worldwide, such as competency profiles, is held only once.

11i Workforce Sourcing and Deployment Fundamentals - iRecruitment


you have learned how to:
•Understand the features and benefits of Oracle iRecruitment
•Implement iRecruitment
•Configure iRecruitment PagesUse and work with functions of iRecruitment

you have learned how to:
•Understand the features and benefits of Oracle iRecruitment
•Implement iRecruitment
•Configure iRecruitment Pages
•Use and work with functions of iRecruitment

Generate Letters, Reports, and Perform Purge

Let me cover the following:
•Generate Letters for Recruitment Process
•Generate Reports for Recruitment Process
•Use Purge Options

Letter Generation

Create letters using:
•Web Applications Desktop Integrator (Web ADI)
–This is a recommended process for generating recruitment letters
•You can also use the methods available in Oracle HRMS:
–Concurrent Process using Oracle Reports
–Concurrent Process using word processors

Use the letter generation functionality of Oracle HRMS to:
•Create standard letters to associate with your recruitment activities
•Send letters to the applicants when you update the status of applications

Requesting Letters Using Web ADI and Oracle HRMS
Select the Automatic method of letter generation. If you select Automatic as the method of letter generation, you do not need to select the people in the Requested For region. The application generates list of people automatically and the list includes people who are on the status you set up.
After you export the data to Web ADI, you select Microsoft Word as the viewer. As the template is linked to the integrator and layout is available in the database, the data automatically creates a merge letter.

Generating Reports

Common Recruitment Questions
As manager or recruiter you may have questions related to your recruitment. You might want to know how effective or efficient your recruitment process is. You might want to obtain key information about recruitment analysis.

Analyze Recruitment Process

Managers can use the Performance Management Viewer (PMV) reports of iRecruitment to analyze the recruitment process.

Oracle iRecruitment provides the Performance Management Viewer (PMV) reports to analyze your recruitment process:
•Status reports
•Detail reports

You can view the Discoverer reports:
–Source Type or Location
–Organization, Job, Grade, Position
–Qualification or Competence
–School Attended
–Address or Phone
–Manager or Recruiter
–Vacancy Status
–Organization, Job, Grade, Position

HRMSi Reports
iRecruitment customers get a restricted license to HRMSi to run the iRecruitment Discoverer reports and to view the End User Layer (EUL). You need a full license of HRMSi to modify or create your own reports.
For more information about the PMV and HRMSi reports, see: Workforce Intelligence for iRecruitment in the online help.

iRecruitment provides the Purge Old Data Process to:
–Notify users that their accounts are to be deleted
–Hide users’ identities but retain some user data for reporting purposesRemove user data completely

Purge Old Data Process
iRecruitment Purge Old Data process offers the following purge options. You can select any one of the following options:
-Pre-Purge Notification: Use this option if you want to notify registered users before you purge their data. This option sends a notification requesting users to log into iRecruitment and apply for a job to avoid removal from iRecruitment.

-Anonymize: Use this purge option if you want to hide the identity of users, but retain information about them such as qualifications, address details and work preferences. The process replaces the family name of the candidate with the word Anonymous and deletes the first name.

-Anonymize and Partial Purge: Use this purge option to hide the identity of users and to delete sensitive information relating to them such as qualifications and previous employment history.

-Complete Purge: Use this purge option to completely remove user records and all of the data associated with them.

For more information about running the process, see: Running the iRecruitment Purge Old Data Process in the online help.