In corporations around the world, several employees experience the undesirable biases of the ‘good ol’ boy’ system, while the chosen few relish the benefits. Outsiders are unintentionally marginalized, excluded and devalued while those with relationship ties benefit. Connections to the right sponsors who stamp their diamonds with descriptive words like ambitious, talented, proactive, hard-working, detailed-oriented and driven are influencers of favorable opportunities. Tangible evidence infrequently substantiates these perceptions and often takes a back seat to predetermined conclusions. The ‘good ol’ boy’ system impacts organizations negatively at every level, discouraging employee involvement, reducing job satisfaction, hindering productivity, and fracturing trust. Upgrade your company’s antiquated value system and step into the new age, data driven technology and analytics to inspire effectiveness while increasing overall organizational performance.
Oracle HCM Cloud Talent Review and Succession Planning
Oracle HCM Cloud Talent Review and Succession Planning provides that integrated, behind the scenes science, presenting managers the intelligence to make informed opinions when considering the appropriate talent for suitable opportunities. Executives can use this application to interactively explore, assess and discuss expertise, while reviewing talent details and evaluating organizational trends at the click of a button. Periodic Talent Review Meetings incorporate default templates displaying nine box matrixes assisting leaders in formulating strategic talent development, retention and succession decisions.
The Talent Profile function and the Worker Plan Details tab of the Succession Planning Portal, allows talent managers and administrators to compare:
Potential with Performance: This matrix provides information on the performance and leadership potential of a worker. The matrix plots Performance rating on the horizontal x-axis and the Potential rating on the vertical y-axis on a scale of 1 to 3.
Retention with Performance: This matrix provides information on a worker’s performance and risk of loss. You can view the Performance rating on the horizontal x-axis and the Retention rating on the vertical y-axis on a scale of 1 to 3.
Retention with Impact of loss. This matrix provides information on the risk of loss and the effect of a worker leaving the enterprise. The matrix plots the Retention rating on the horizontal x-axis and the Impact of Loss rating on the vertical y-axis on a scale of 1 to 3.
Integrating Data-Driven Decision-Making, rather than making decisions that are intuitive or based on observation alone, links business choices to analytical vision, leading to a higher level of clarity and responsibility. Using a wide range of enterprise tools to obtain personalized employee data, generates a holistic employee picture, promoting right decision-making processes throughout the organization while eliminating the guesswork. Organizations can capitalize on data, delivering consistency and transparency to employees and ensuring the understanding of the companies decision-making processes. Data delivers awareness, which facilitates organizational loyalty, engagement, and accountability.
Organizational transparency openly communicates how organizations and its executives think and operate. Essentially, transparency focuses on disclosing organizational information to your employees. Information sharing instills confidence and desire, awakening employee’s long-term contributions to the overall success of the organization. Transparency correlates directly to trust, and the organization’s incentive is employee allegiance.
There is never a better time to upgrade your company’s antiquated value system and step into the new age, Oracle HCM Cloud solutions, data-driven technology and analytics to inspire effectiveness while increasing overall organizational performance. Flush the ‘good ol’ boy’ system approach and integrate proven, data-supported solutions that will open the door to innovation and maximize employee involvement, job satisfaction and organizational achievements.