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Case Study: How Talent Management Helps Drive HRD at Oracle. KC Yuen Director, Organization & Talent Development Asia Pacific November 1, 2013. Human Capital – A Key Factor for Success.

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case study how talent management helps drive hrd at oracle
Case Study: How Talent Management Helps Drive HRD at Oracle

KC Yuen

Director, Organization & Talent Development

Asia Pacific

November 1, 2013

human capital a key factor for success
Human Capital – A Key Factor for Success

“When it comes to human capital, companies get the highest returns from investments in leadership and talent development.”

Identifying and Grooming Leaders

Developing Employees


Managing Promotions

Employee Communications

Study by The RBL Group and PricewaterhouseCoopers shared at the Singapore Human Capital Summit (SHCS) 2013,

Oracle – The Reality We Face Today

Our View of Talent Management

Why Focus on Talent Management?

Challenges of Talent Management:

Integrating Talent Management to Business Needs

Using Talent Management to Drive Focused Development

Panel Discussion

oracle corporation the reality we face today
Oracle CorporationThe Reality We Face Today



  • $37.2B in revenue on a trailing twelve-month basis*
  • #1 in 50 product/industry categories
  • 400,000 customers in 145 countries
  • 25,000 partners worldwide
  • Over 120,000 employees
  • 15 million developers – the largest developer community worldwide
  • 35,000 developers and engineers
  • 18,000 customer support specialists, speaking 27 languages
  • 18,000 implementation consultants
  • 2.5 million students supported annually
  • 850 independent Oracle user groups with 800,000 members

* Total GAAP revenue reported in FY2013


Significant Inorganic Growth

85+ Acquisitions Since PeopleSoft

what is talent management
What Is Talent Management?

Our Definition

The systematic attraction, identification, development,engagement, retention, and deployment of individuals within Oracle

Talent management is…

September 2013

the definition of talent management varies the purpose does not
The Definition of Talent Management Varies, The Purpose Does Not

To determine the right talent with the right skills at the right time to ensure the right fit

To attract, develop and retain

To focus on the value of top talent in the organization

To identify and prepare the next wave of leaders in the organization for critical business positions.

why focus on talent management
Why Focus on Talent Management?
  • Talent Management

September 2013

the top five ceo challenges in 2013 are talent related
The Top Five CEO Challenges in 2013 Are Talent Related








Summary Report The Conference Board CEO Challenge 2013

why focus on talent management1
Why Focus on Talent Management?


Organisations that do a good job developing and executing their high potential strategies are 12 times more likely to positively impact bottom-line results and business growth.

  • Talent Management

The Art and Science of Building a High-Potential Strategy, Bersin & Associates, Nov 2011

September 2013

September 2013

challenges of talent management external environment
Challenges of Talent ManagementExternal Environment
  • Almost 6 out of 10 companies have difficulties attracting talent
  • Towers Watson 2011/12 Talent Management Study in the U.S.
  • Almost 53% of CEOs see talent shortage as a top threat to business expansion
  • PwC’s Annual Global CEO Survey Jan 2012
  • Companies struggling to retain critical talent increased by5% in the U.S. (31% to 36%)
  • Towers Watson 2011/12
challenges of talent management internal processes
Challenges of Talent ManagementInternal Processes




  • Talent Management process & business strategy
  • Matching organizational needs with individual career aspirations
  • Data Analytics and a global view
  • Visibility of data
  • Use of data in strategic talent decisions
  • Tracking of development actions and follow up
  • Reports to analyze development needs




  • Populations reviewed
  • Assessments of performance and potential - calibration
  • Development activities offered
  • Break down silos
  • Challenge manager mind-sets
  • Cross LOB collaboration
  • Insight from multiple systems that enables more strategic decisions

Integrated Talent Management Oracle Fusion HCM

Oracle Fusion

Human Capital Management

Oracle FusionTalent Management

Recruitment and On-boarding








Global Payroll

Learning andDevelopment

Performance Management

Global HR

Workforce Management and Portrait

Engagement and Retention

Compensation and Rewards

Talent Review

integrating talent management and business strategies
Integrating Talent Management and Business Strategies


Better Business Outcomes

Understanding and Managing Talent



Key Business Strategies and Goals

  • Reduce cost
  • Increase profitability
  • Reduce attrition
  • Drive more growth
  • Improve productivity
  • Attracts more people
  • Do I have the right skills to achieve my business strategy?
  • Where are the strengths and weaknesses in my organization?
  • Where are the gaps between my future critical roles and my currently talent pool?
  • What are the aspirations, commitment and capabilities of my talent?
  • What does the business actually require today?
  • What does the business need in the future?
  • Where is the growth coming from?

Kick-Off / Business Objectives

Business Transformation & Workforce Planning

Quarterly Review

Business Planning and Budgets


Quarterly Review

Aligning Talent Management with Business Cycle

Quarterly Review



Quarterly Review

Mid-Year Meeting


September 2013

talent reviews to drive development

Employees creates Portrait on Fusion

Talent Reviews to Drive Development
  • Managers Determine Growth Potential, Risk and Impact of Loss for their Employees
  • Implement Individual, Group Development Actions
  • Managers Conduct Talent Reviews
  • Employees Create and Update Development Plan and Share with Manager
  • Managers and Employees have a Career Conversation
the employee portrait
The Employee Portrait

Employee’s Career Plan

Employee’s Experience and Qualifications

16 types of information an employee can record about their education, accomplishments and experience


Fusion Employee Portrait

talent grid
Talent Grid


High Performance

High Growth Potential

Two key dimensions:


Growth Potential






talent grid1
Talent Grid

Two key dimensions:


Growth Potential

conducting the talent review meeting
Conducting the Talent Review Meeting

Data presented supports open discussion enabling new insights, support decisions

smarter talent development decisions
Smarter Talent Development Decisions
  • Deeper insight on Talent pool
  • Integrated and scalable Talent Management
  • Smarter decisions to attract, develop, retain critical Talent

Limited Data Disparate Systems Talent Shortages