Oracle Talent Management Cloud: 23C Key Features
Embark on an exhilarating voyage into the future of talent management with Oracle’s ground-breaking release: 23C. This latest innovation revolutionizes the landscape of HR practices by seamlessly blending cutting-edge technology with a human-centric approach. In this captivating blog, we unveil the extraordinary offerings of 23C, empowering organizations to cultivate a thriving workforce and unlock untapped potential in performance management, goal setting, and learning initiatives like never before.
Oracle Learning Cloud
👉 Learning Recommendations for Current Job
Imagine being an Assistant Manager with a proficiency level 2 in communication and presentation skills, while the role requires a minimum proficiency level of 3. This discrepancy could be a significant hindrance to your career growth. Fear not, Oracle Learning is here to provide the perfect solution. Oracle's cutting-edge technology analyses your current talent profile and suggests targeted learning items to elevate your skills to proficiency level 3 or even beyond. These tailor-made recommendations ensure you’re equipped to excel in your current job and beyond.
Employees can find learning recommendations for their current job on the Me > Learning > Redwood Browse Learning page under Recommendations for current jobs and related learning on the Me > Career and Performance > Career Development page by clicking their current job in the Career Outlook Section and expanding related learning in the Competencies section.
👉 Learning Recommendation for Career of Interest
Oracle Learning Cloud recommends personalized learning for employees example if an Assistant Manager aspiring to become a Manager; with a Leadership proficiency level of 3 in the current role and a requirement of level 4 for the Manager position, Oracle Learning guides the employee to bridge the competency gap. Easily accessible on the platform’s Browse Learning and Career Development pages, these recommendations empower individuals to reach new heights in their desired career path.
👉 Report on a pending Seat Acceptance
Oracle’s reporting system now allows us to include the dates when a learner’s offering entered and exited the pending seat acceptance status.
👉 Introducing Oracle Grow
Oracle Grow, part of the Oracle ME employee experience platform, is a comprehensive solution that integrates learning, skill development, and career mobility to foster individual and organizational success. By combining various growth preferences and manager-assigned developments in one place, it offers personalized recommendations for learning, skills, and career journeys. These recommendations continuously adapt based on the employee’s actions and system-wide activities, enabling in-context actions for streamlined efficiency. Accessible on both desktop and mobile devices, Oracle Grow empowers employees to excel in their current roles and pave the way for career growth.
👉 Goal Management
As administrators, you now have the option to enhance the user experience by specifying the order in which performance goals are displayed in goal plans and performance documents. This is made possible through the “Default Sort Option for Performance Goals” profile option, which allows you to choose from various sorting criteria:
- Goal Name: Alphabetical order based on goal names
- Goal Category: Grouping and sorting based on assigned categories
- Goal Status: Organizing goals by their current status (In Progress, Completed, Not Started)
- Goal Weight: Arranging goals by their assigned weights (highest to lowest or vice versa)
- Last Updated Date: Sorting goals based on the most recent update date
Performance Management
👉 Mass Recalculate Manager Rating in Performance Document
Oracle’s HCM Data Loader introduces the game-changing ORA_CALC_MANAGER_RATING operation attribute from Performance Administration Action lookup which will recalculate section ratings in manager evaluations having made to other section ratings. This would help customers during mass performance document updates.
👉 Deduplication of Competencies in Performance Document
In performance documents, duplicate competencies are now prevented from populating when created or updated. Let’s say an employee’s performance document is configured with competency sections, and the following sequence is followed to avoid duplicates:
1. Performance Template Section: Any competencies defined here populate the performance document’s competency section first.
2. Model Profile Section: If both model profile and person profile competency sections exist, competencies from matching model profiles (e.g., job, position, or organization) are added to the performance document. However, duplicate competencies already added from the performance template section are excluded.
3. Person Profile Section: Finally, any competencies present in the employee’s matching person profile are added to the existing competency sections in the performance document. Yet, duplicates already included in the performance template or model profile sections are ignored.
Additionally, when HR specialists use the “Synchronize Person Profile Competencies in Performance Documents” process to add missing competencies, duplicate entries already present in other sections of the performance document will be excluded. This automation streamlines the process and prevents the need for manual removal of duplicate competencies. The performance document is updated only if essential tasks, like setting goals, are yet to be completed.
Talent Pool
👉 Redwood Talent Pool Experience
- Redwood version of Add to Talent Pool and Create Talent Pool pages now align with responsive version features
- Enhanced support for displaying flexfields
- Incorporates Willingness to Relocate, Risk of Loss, and Impact of Loss (for organizations migrated to Enhanced Talent Profiles)
Succession Plan Management
👉 Redwood Succession Plan Experience
- Redwood version of Add to Succession Plan page now matches responsive version features
- View count and list of other succession plans where the person is a candidate
- Display incumbent information and flexfields
- Show Willingness to Relocate, Risk of Loss, and Impact of Loss (if migrated to Enhanced Talent Profiles)
- Easily select and add candidates to succession plans with enhanced visibility of their current candidacies.
Talent Review
👉 Improved Filtering for Management Level Talent Review
With the enhanced Management Level filter, you no longer must type the entire management level name when searching for members to add to the talent review population. You can now specify a partial name and instantly view the matching management levels. Simply select the desired level from the list, making it easier to locate and add members to the talent review population.
👉 Additional Comments Supported in Potential Assessment
From 23 C Release, managers can now add comments while rating their direct reports during talent review preparation. Managers have the flexibility to update or delete comments until the data submission deadline, provided the talent review meeting has not commenced. After the deadline or during the meeting, managers can only view the comments they entered. Facilitators can access these comments by using the View Potential Assessment action during the meeting.
About the Author
Pankti Shukla is a Oracle Functional Consultant specialised in Talent and Learn Modules at Version 1 with business process-driven experience in Human Capital Management Suite of Oracle HCM Cloud. Pankti also likes to read books and write poetry in her spare time. You can find Pankti on Linkedin.
