Fusion HCM Talent Management Student Guide

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Edition 3.0
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February 2014
Student Guide
Talent Management Ed 3
Fusion Applications: HCM
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THESE eKIT MATERIALS ARE FOR YOUR USE IN THIS CLASSROOM ONLY. COPYING eKIT MATERIALS FROM THIS COMPUTER IS STRICTLY PROHIBITED
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CONTENTS
Lesson 1: Talent Management Course Overview .........................1
Lesson Objectives ...................................................................................... 1
Course Objectives ...................................................................................... 2
Course Schedule ........................................................................................ 3
Outline of Course Hands-On Activities ........................................................... 4
Oracle Fusion Resources ............................................................................. 5
Lesson 2: Introducing Oracle Fusion Applications and Talent

Management .................................................................................. 7
Lesson Objectives ...................................................................................... 7
User Interface Shell .................................................................................... 8
User Interface Shell Details ....................................................................... 9
Simplified User Experience Overview .......................................................... 10
Simplified User Experience Features ......................................................... 11
Home Page .............................................................................................. 12
Home Page Details ................................................................................. 13
Work Areas and Dashboards ...................................................................... 15
Work Areas and Dashboard Details........................................................... 16
Oracle Fusion Talent Management Overview ................................................ 17
Oracle Fusion Human Capital Management (HCM) Overview ........................ 18
Oracle Fusion HCM Talent Management .................................................... 19
Workforce Development Main Business Activities.......................................... 21
Workforce Development Main Business Activity Details ............................... 22
Demonstration Introduction: Exploring Oracle Fusion Applications Help ........... 25
Demonstration: Exploring Oracle Fusion Applications Help ............................. 26
Lesson Highlights ..................................................................................... 28
Lesson 3: Define Common Applications Configuration for Human
Capital Management ..................................................................... 29
Define Common Applications Configuration Objectives .................................. 29
Common Applications Configuration Overview .............................................. 30
Define Workforce Profiles .......................................................................... 32
Oracle Fusion Profile Management .............................................................. 33
Oracle Fusion Profile Management Example ............................................... 34
Profile Management Terminology ............................................................. 35
Describe Oracle Fusion Profile Management Integrations ............................... 36
Describe Oracle Fusion Profile Management Integrations Examples .............. 37
Profile Management Considerations ............................................................ 38
Profile Management Setup ......................................................................... 39
Configure Talent Profile Settings ................................................................ 40
Profile Management Lookups ..................................................................... 41
Profile Management Notifications................................................................ 42
Profile Management Notifications Details ..................................................... 43
Profile Management Descriptive Flexfields ................................................... 44
Set Up Talent Profile Content ..................................................................... 45
Content Library ........................................................................................ 46
Content Library Details ........................................................................... 47
Content Types ......................................................................................... 48
Content Types and Content Library .......................................................... 49
Demonstration: Creating an Implementation Project..................................... 50
Demonstration: Assigning Implementation Tasks ......................................... 51
Demonstration: Content Types .................................................................. 52
Free-Form Content Types .......................................................................... 53
Content Type Properties ............................................................................ 54
Content Type Properties Details ............................................................... 55
i
Content Subscribers ................................................................................. 56

Content Items ......................................................................................... 57
Demonstration: Content Items................................................................... 59
Educational Establishments ....................................................................... 60
Demonstration: Educational Establishments ................................................ 61
Rating Models .......................................................................................... 62
Demonstration: Rating Models ................................................................... 63
Rating Model Components ......................................................................... 64
Rating Model Components Details ............................................................ 65
Rating Models and Model Profiles................................................................ 66
Set Up Talent Profiles ............................................................................... 67

Profile Types ............................................................................................ 68
Profile Types Details ............................................................................... 69
Profile Type Components ........................................................................... 70
Content Section Properties ...................................................................... 71
Content Section Properties Details ........................................................... 72
Demonstration: Profile Types ..................................................................... 73
Summary Text ......................................................................................... 74
Instance Qualifier ..................................................................................... 75
Instance Qualifier Sets .............................................................................. 76
Instance Qualifier Sets Details ................................................................. 77
Demonstration: Instance Qualifier Set ........................................................ 78
Settings for Qualifier Sets ......................................................................... 79
Settings for Qualifier Sets Details ............................................................. 80
Demonstration: Where Instance Qualifier Sets Are Used ............................... 81
Using Profile Management ......................................................................... 82
Model Profiles ........................................................................................ 83
Person and Job Profiles ........................................................................... 84
Performance Information in Comparison Results ........................................ 86
Review Question 1.................................................................................... 87
Review Question 2.................................................................................... 88
Review Question 3.................................................................................... 89
Review Question 4.................................................................................... 90
All Questions and Answers......................................................................... 91
Define Workforce Profiles Highlights ........................................................... 92
Talent Actions Using the Simplified User Interface ........................................ 93
Team Talent Pages ................................................................................. 94
Performance and Career Pages ................................................................ 95
Demonstration: Using the Simplified Interface for Career Planning ............... 96
Define Common Applications Configuration Highlights ................................... 97
Lesson 4: Manage Goals and Define Worker Goal Setting..........99
Manage Goals and Define Worker Goal Setting Objectives ............................. 99
Oracle Fusion Goal Management Overview ................................................. 100
Goal Management Support Details .......................................................... 101
Demonstration: Goal Management ............................................................ 102
Goal Management Concepts...................................................................... 106
Goal Management Actions ...................................................................... 107
Goal Types ........................................................................................... 109
Goal Management Setup .......................................................................... 110
Goal Management Setup and Maintenance Tasks ...................................... 111
Goal Management Setup Considerations..................................................... 112
Configuring Goal Setup Options ................................................................ 113
Manage Worker Goal Setting Lookups ...................................................... 114
Goal Management Lookups Example ........................................................ 116
Manage Value Sets and Worker Goal Descriptive Flexfields ......................... 117
Goal Management Descriptive Flexfields Details ........................................ 118
Demonstration: Create Goal Descriptive Flexfield ...................................... 119
Manage Worker Goal Setting Profile Option Values .................................... 122
ii
Demonstration: Goals Profile Options ...................................................... 123

Manage Goal Management Notification Settings ........................................ 124
Goal Management Notification Settings Details ......................................... 125
Oracle Social Network for Goals ................................................................ 126
Manage Oracle Social Network Objects for Goals ....................................... 127
Talent Actions Using the Simplified User Interface ....................................... 128
Team Talent Pages ................................................................................ 129
Performance and Career Pages ............................................................... 130
Demonstration: Using the Simplified Interface for Goals ............................ 131
Managing the Goal Library ........................................................................ 133
Goal Library Overview ........................................................................... 134

Goals................................................................................................... 135
Target Outcomes Example ..................................................................... 137
Tasks Example ..................................................................................... 138
Managing Goal Plans................................................................................ 139
Goal Plan Overview ............................................................................... 140
Goal Plan Actions .................................................................................... 141
Goal Plan Actions Details........................................................................ 142
Goal Eligibility ......................................................................................... 143
Goal Eligibility Details ............................................................................ 144
Goal Management Maintenance ................................................................. 145
Mass Assign Goals ................................................................................... 146
Mass Assign Goals Details ...................................................................... 147
Administer Goals ..................................................................................... 148
Administer Goals Details ........................................................................ 149
Uploading Goals Using Application-Generated Spreadsheets ......................... 150
Uploading Goals Using Application-Generated Spreadsheets Details............. 151
Managing Worker and Organization Goals................................................... 152
My Goals Page Overview .......................................................................... 154
My Goals Page Example ......................................................................... 155
My Goals Page ...................................................................................... 156
Goals Page ............................................................................................. 157
Goals Page Details ................................................................................ 158
Manage My Directs’ Goals Page Overview ................................................... 159
Manage My Directs’ Goals Page Example .................................................. 160
Manage My Directs’ Goals Page ............................................................... 161
My Organization Goals Page Overview ....................................................... 162
My Organization Goals Page ................................................................... 163
Review Question 1................................................................................... 165
Review Question 2................................................................................... 166
Review Question 3................................................................................... 167
Review Question 4................................................................................... 168
All Questions and Answers........................................................................ 169
Manage Goals and Define Worker Goal Setting Highlights ............................. 170
Lesson 5: Define Questionnaires ............................................. 171

Define Questionnaires Objectives .............................................................. 171
Oracle Fusion Questionnaires Concepts ...................................................... 172
Demonstration: Questionnaire Lookups ...................................................... 173
Manage Questions ................................................................................... 174
Question Library ................................................................................... 175
Demonstration: Questions ........................................................................ 176
Questionnaire Question and Response Types .............................................. 177
Questionnaire Question and Response Types Details ................................. 178
Rating Models ......................................................................................... 179
Manage Questionnaires and Templates ...................................................... 180
Questionnaire Template Overview ............................................................. 181
Questionnaire Considerations.................................................................... 182
Questionnaire Considerations Details ....................................................... 183
iii
Questionnaire Controls............................................................................. 184

Review Question 1................................................................................... 185
Review Question 2................................................................................... 186
Review Question 3................................................................................... 187
Review Question 4................................................................................... 188
Define Questionnaires Highlights ............................................................... 190
Lesson 6: Manage and Define Worker Performance ................ 191
Manage and Define Worker Performance Objectives .................................... 191
Oracle Fusion Performance Management Overview ...................................... 192
Demonstration: Performance Document .................................................... 194

Performance Manager Work Area Example ................................................. 198
Worker Evaluation Example ...................................................................... 199
Worker Performance Setup and Maintenance .............................................. 200
Worker Performance Setup and Maintenance Tasks ................................... 201
Performance Management Considerations .................................................. 202
Configuring Performance Setup Options ..................................................... 203
Configure Performance Management Lookups ........................................... 204
Configure Performance Profile Settings .................................................... 206
Performance Management Notifications Details ......................................... 208
Manage Performance Management Descriptive Flexfields ........................... 209
Oracle Social Network for Performance ...................................................... 210
Manage Oracle Social Network Objects for Performance Details .................. 211
Manage Performance Roles ....................................................................... 212
Manage Performance Roles for Participant Feedback .................................. 213
Worker Eligibility for Performance Documents ............................................. 214
Worker Eligibility for Performance Documents Details ................................ 215
Worker Eligibility Process Flow ................................................................ 216
Manage Talent Eligibility Profiles ............................................................. 217
Demonstration: Create Talent Eligibility Profiles ......................................... 218
Manage Eligibility Batch Process ................................................................ 220
Manage Eligibility Batch Process Example ................................................. 221
Manage Eligibility Batch Process Details ................................................... 222
Manage Process Flow Definitions ............................................................... 223
Tasks and Subtasks............................................................................... 224
Process Flow Definition Example ............................................................. 225
Task Sequence and Names ..................................................................... 226
Manage Performance Template Sections .................................................... 227
Section Types ....................................................................................... 228
Section Ratings and Weighting................................................................ 230
Manage Performance Document Types ....................................................... 231
Manage Performance Templates ................................................................ 232
Performance Document Components ......................................................... 233
Create Performance Template General Tab ................................................. 234
Associating Eligibility Profiles with Performance Templates ......................... 235
Performance Template General Tab Example ............................................ 236
Create Performance Template Process Tab ................................................. 237
Performance Template Process Tab Example ............................................ 239
Manage Performance Template Structure Tab ............................................. 240
Performance Template Structure Tab Example .......................................... 241
Structure Tab Processing by Role Settings................................................ 242
Processing by Role Settings Example ....................................................... 243
Manage Performance Templates Content Tab .............................................. 244
Performance Template Content Tab Example ............................................ 245
Manage Performance Templates Document Periods Tab ............................... 246
Performance Template Document Periods Tab Example ............................. 247
Manage Performance Template Summary Tab............................................. 248
Manage Performance and Potential Box Chart Labels ................................... 249
iv
Demonstration: Performance and Potential Box Chart Labels ..................... 250

Performance and Potential Box Chart Labels Details .................................. 251
Manage Target Ratings Distribution ........................................................... 252
Manage Target Ratings Distribution Details .............................................. 253
Evaluate Worker Performance ................................................................... 254
Talent Actions Using the Simplified User Interface ....................................... 255
Team Talent Pages ................................................................................ 256
Performance and Career Pages ............................................................... 257
Demonstration: Using the Simplified Interface for Performance Management 258
Performance Management Work Area for Workers ....................................... 260
Performance Management Work Area for Workers Details .......................... 261

Performance Management Work Area for Workers Example ........................ 262
Performance Management Work Area for Managers ..................................... 263
Performance Management Work Area for Managers Details ........................ 264
Performance Management Work Area for Managers Example ...................... 265
My Organization Page .............................................................................. 266
My Organization Tab Example................................................................. 267
My Organization Tab Analytics ................................................................ 268
Performance Document Overview .............................................................. 269
Competencies and Goals Tabs ................................................................ 270
Overall Summary Tab ............................................................................ 272
Pages for Tasks Not Requiring Ratings ..................................................... 273
Oracle Social Network in Performance Documents ..................................... 274
Participant Feedback................................................................................ 275
Worker Performance Administration and Monitoring ..................................... 276
Administration and Monitoring Tasks Performed by HR Specialist .................. 277
HR Specialist Administration and Monitoring Tasks Details.......................... 278
Administration Tasks Performed by Both HR Specialist and Manager .............. 280
Administration Tasks Performed by HR Specialist and Manager Details ........ 281
Administration Tasks Performed by Manager............................................... 282
Administration Tasks Performed by Manager Details .................................. 283
Performance Document Creation ............................................................... 284
Performance Document Creation Details .................................................. 285
Manage Worker Eligibility ......................................................................... 286
Changing Eligibility Details ..................................................................... 287
Review Question 1................................................................................... 288
Review Question 2................................................................................... 289
Review Question 3................................................................................... 290
Review Question 4................................................................................... 291
Manage and Define Worker Performance Highlights ..................................... 293
Lesson 7: Manage Succession Plans and Talent Pools ............. 295
Objectives .............................................................................................. 295
Oracle Fusion Succession Management Overview ........................................ 296
Describe Succession Management Integrations ........................................... 297
Succession Management Setup ................................................................. 298
Succession Management Lookups ........................................................... 299
Readiness Category Lookup Details ......................................................... 300
Demonstration: Adding Readiness Category Lookups ................................. 301
Succession Plans Overview Page ............................................................... 302
Succession Plans Overview Page Details .................................................. 303
Succession Plans Overview Page Example ................................................ 304
Demonstration: Succession Management ................................................... 305
Create and Manage Succession Plans ......................................................... 308
Creating a Succession Plan Example ........................................................ 309
Succession Plan Types ............................................................................. 310
Plan Type Details .................................................................................. 311
Add Candidates to Plans ........................................................................... 313
v
Add Candidates to Plans Example............................................................ 314

Specify Candidate Readiness .................................................................... 315
Associate Talent Pools with Succession Plans .............................................. 316
Details Page ........................................................................................... 317
Details Page Example ............................................................................ 318
Access Succession Plans ........................................................................... 319
Talent Pools Overview .............................................................................. 320
Describe Talent Pools Integrations ............................................................. 321
Talent Pools Setup................................................................................... 322
Manage Talent Pools Page ........................................................................ 323
Demonstration: Talent Pools ..................................................................... 324

Create and Manage Talent Pools................................................................ 327
Create and Manage Talent Pools Details ................................................... 328
Create and Manage Talent Pools Details Example ...................................... 329
Specify Job and Position Information ......................................................... 330
Add Members to a Talent Pool ................................................................... 331
Add Members to Talent Pools Example ..................................................... 332
Associate Talent Pools with Succession Plans .............................................. 333
Add Goals to Talent Pool .......................................................................... 334
Add Goals to Talent Pools Details ............................................................ 335
Access Talent Pools ................................................................................. 336
Review Question 1................................................................................... 337
Review Question 2................................................................................... 338
Review Question 3................................................................................... 339
Review Question 4................................................................................... 340
Lesson 8: Review Talent and Define Talent Review ................. 343
Review Talent and Define Talent Review Objectives ..................................... 343
Oracle Fusion Talent Review Overview ....................................................... 344
Talent Review Life Cycle ........................................................................... 345
Oracle Fusion Talent Review Integrations ................................................... 346
Demonstration: A Talent Review ............................................................... 347
Talent Review Setup and Maintenance ....................................................... 353
Talent Review Setup and Maintenance Tasks ............................................ 354
Manage Talent Review Setup Options ........................................................ 355
Manage Talent Review Setup Options Defined........................................... 356
Manage Talent Review Notifications Details .............................................. 357
Demonstration: Talent Review Setup ......................................................... 358
Manage Talent Review Note Types............................................................. 359
Talent Review Note Types Details............................................................ 360
Oracle Social Network for Talent Review .................................................... 361
Manage Oracle Social Network Objects for Talent Review Details ................ 362
Configure Talent Review Dashboard Options ............................................... 363
Configure Talent Review Dashboard Options Details .................................. 364
Creating Templates for Specific Requirements .......................................... 365
Talent Review Template Example ............................................................ 366
Configure General Template Settings ....................................................... 367
Determine Design and Layout of the Box Chart ......................................... 368
Box Chart Layout Details........................................................................ 369
Select the Data Options ......................................................................... 371
Managing Talent Review Meetings ............................................................. 372
Talent Review Overview Page ................................................................... 373
Talent Review Overview Page Details....................................................... 374
Create Talent Review Meetings ................................................................. 375
Talent Review Meetings Key Actions ........................................................ 376
Create Talent Review Meeting Pages .......................................................... 378
Create Talent Review Meeting Pages Overview ......................................... 379
Prepare Data Content Before a Talent Review Meeting ................................. 380
vi
Prepare Review Content Page ................................................................. 381

Potential Assessment ............................................................................... 382
Potential Assessment Example ................................................................ 383
Potential Assessment Details .................................................................. 384
Review Content Submission Progress ......................................................... 386
Conduct Talent Review Meetings ............................................................... 387
Compare and Rate Worker Performance and Potential, and Talent Scores .... 388
Filter Population .................................................................................... 389
Viewing by Color Code ........................................................................... 390
Creating Succession Plans and Talent Pools and Adding Workers to Them .... 391
Viewing Information Analytic Options ...................................................... 392

Perform Actions .................................................................................... 393
Showing Worker Information Details ....................................................... 394
Submitting Meetings.............................................................................. 395
Review Action Plan .................................................................................. 396
Review Question 1................................................................................... 397
Review Question 2................................................................................... 398
Review Question 3................................................................................... 399
Review Question 4................................................................................... 400
Review Talent and Define Talent Review Highlights...................................... 402
Lesson 9: HCM Talent Management Course Summary ............. 403
HCM Talent Management Course Summary Highlights ................................. 403
Lesson 10: Appendix ................................................................ 405

Oracle Fusion HCM Cloud Service .............................................................. 405
Key Differences between Cloud Deployment and On-premise ........................ 406
Oracle Cloud Security Practices and Policy Documents ................................. 407
Fusion Applications Cloud Service Options .................................................. 408
Oracle Cloud Change Management ............................................................ 409
Oracle Fusion HCM Cloud Service Patching and Upgrades ............................. 410
Upgrades ............................................................................................. 412
Customer Benefits of Oracle’s Cloud Upgrade Solution ............................... 414
Special Upgrade Considerations .............................................................. 415
Recommended Customer Upgrade Validation Procedures ........................... 416
Oracle Cloud Environment Management ..................................................... 418
Available Environments.......................................................................... 419
Environment Management Services and Tools .......................................... 420
Content Migration Solutions.................................................................... 421
Test-to-Production Migration ................................................................ 422
Production-to-Test Migration ................................................................ 423
Setup Migration through FSM ................................................................. 424
HCM Setup Migration........................................................................... 425
Extensibility Migration ........................................................................... 426
Oracle Cloud Backup Policies .................................................................... 427
Oracle Cloud Disaster Recovery Objectives ................................................. 428
Know How to Work with Oracle SaaS ......................................................... 429
vii

Lesson 1: Talent Management Course Overview

Lesson Objectives
After completing this lesson, you should be able to:
• Identify the purpose of this course

• Describe the course training approach
Copyright © 2014, Oracle and/or its affiliates. All rights reserved. 1

Course Objectives
After completing this course, you should be able to:
• Use Oracle Fusion Workforce Development to perform functional or

transactional Talent Management tasks

• Identify the key concepts of Talent Management that determine a
successful implementation
• Use Oracle Fusion Functional Setup Manager (FSM) to implement
Workforce Development
• Test your setup by entering data and performing common Talent
Management processes
2 Copyright © 2014, Oracle and/or its affiliates. All rights reserved.

Course Schedule
This course is designed to generally follow this agenda:
Day One:
• Course Overview

• Introduction to Oracle Fusion Applications and Talent Management
• Common Applications Configuration for HCM
• Goal Management Setup and Administration
Day Two:
• Using Goal Management

• Managing Questionnaires
• Performance Management Setup
Day Three:
• Performance Management Setup (continued)

• Managing Performance Documents
Day Four:
• Performance Management Administration Manage Succession Plans

• Manage Talent Pools
• Talent Review Setup
• Managing Talent Reviews

Outline of Course Hands-On Activities

Perform setup activities as well as recurring and on-going functional activities in a
training instance of Oracle Fusion Workforce Deployment.
To set up Talent Management, you create:

• Content type and new content items contained within the content types
• Goals in the Goal Library
• Performance goal plans
• Questionnaire templates, and questionnaires made from the templates
• Questions used in the questionnaires
• Performance roles used in performance evaluations
• Process flow definitions, and Profile Content and Goals sections used in a
performance template
• Performance templates used to create performance documents
• Rating model distributions
• Readiness category lookups for succession plans
• Talent review templates used to create talent review meetings
• Talent review meetings
You perform these functional tasks:
• Find Best Fit of a worker to a job

• Manage organization goals
• Manage goals for direct reports
• Manage worker’s own goals
• Perform a Worker Evaluation
• Create and manage succession plans
• Create and manage talent pools
• Conduct a talent review meeting
• Review a talent review action plan

Oracle Fusion Resources

Classroom Resources
• Oracle Fusion [Your Offering] Implementation Student Guide (this guide)

• Oracle Fusion Applications Help

Related Resources
• Oracle Fusion Applications Workforce Development Implementation Guide

• Oracle Fusion Applications Workforce Development Guide
• Oracle Fusion Applications Information Technology Management,
Implementation Applications Guide
Recommended Resources
• Oracle Fusion Applications Documentation Information Center [ID 1382875.2]

• Oracle Fusion Applications Administrator and Implementer Roadmap
• Oracle Fusion Technology Library on OTN
(http://www.oracle.com/technetwork/documentation/index.html#fusion_applicatio
ns)
• Fusion Oracle Enterprise Repository
(https://fusionappsoer.oracle.com/oer/)
• Oracle Product Features: You can use the Oracle Product Features tool to
compare release features prior to an upgrade.
(https://apex.oracle.com/pls/apex/f?p=24153:100:100491633520435)

6
Copyright © 2014, Oracle and/or its affiliates. All rights reserved.

Lesson 2: Introducing Oracle Fusion Applications and Talent Management
Lesson 2: Introducing Oracle Fusion Applications and

Talent Management
Lesson Objectives

• Differentiate between Oracle Cloud and on-premise deployments
• Understand and use basic user interface terminology
• Identify the key processes and concepts of Talent Management

User Interface Shell

Oracle Fusion Applications user interfaces are divided into areas, as illustrated
by this figure.

User Interface Shell Details

Global Area
• Spans the full width at the top of the user interface shell and is stable, consistent,
and persistent for all users
• Contains controls that, in general, drive the contents of the other three areas
(regional, local, and contextual)

Regional Area
• Is in the left pane of the user interface shell

• Has controls and content that, in general, drive the content of the local and
contextual areas
Local Area
• Is in the center of the user interface shell

• Is the main work area and typically contains the transaction form with the menus
and controls that enable users to be productive
• Has controls and content that, in general, drive the contents of the contextual
area
Contextual Area
• Is in the right pane of the user interface shell

• In specific cases, the contextual area can also drive the contents of the local area
(causing a local-area reload)

Simplified User Experience Overview

A simplified user interface (UI) is available in addition to the Fusion Desktop UI, which
operates on many devices (such as tablets, iPads, and others), and facilitates easy
access to simple common tasks. The simplified UI has reduced features and is focused
on the most common tasks. The data and data model are the same as in Fusion, but

the presentation has changed.

Simplified User Experience Features

Note: The More Details icon usually takes you to the Fusion pages to perform detailed
tasks; you can return to the simplified user interface any time by clicking the Home link.

12
Home Page

Home Page Details

The Oracle Fusion Applications suite uses a default starting page called the Oracle
Fusion home page that is composed of a collection of tabs that appear based on the
roles assigned to users. These tabs include:
• The Welcome dashboard

• A set of transaction dashboards

• Business intelligence dashboards built with the OBIEE application
• The Spaces tab (WebCenter)
Welcome Dashboard
The Welcome dashboard is the first and default tab on the Oracle Fusion home page
and includes these dashboard regions:
• Watchlist: Presents a list of shortcuts to work areas through saved searches

• Worklist: Presents application-generated human tasks (actionable and
informational) managed by workflows
• People Connection: Lets users establish links to one another, to include internal
persons (such as fellow employees) and external persons (such as partners,
resources), and to follow updates about each other
• Activity Stream: Displays the updates from and about a user's social network
(which includes user entered updates through the Publisher task flow) and
events automatically generated from Oracle Fusion Applications (such as who
has connected to whom and changes to a business object)
Users can further customize the Welcome dashboard to include:
• Person Gallery: A collection of portraits that incorporates three primary

functions: person search, worker self-service, and line manager self-service.
A portrait comprises personal and employment information about a person; the
type and quantity of information in the portrait depend on the security access of
the person viewing the portrait.
• Content such as graphs and tables from the business intelligence catalog
• External HTML content, such as Google Gadgets or an inline frame with an
external URL
Transaction and business intelligence dashboards appear after the Welcome tab based
on users' roles. These dashboards enable users to monitor the status of underlying
applications and act as launch points into relevant work areas. Business intelligence
dashboards are also role based and can appear under an Oracle Fusion home tab. You

create this type of dashboard by using the OBIEE tool, and development embeds them
in an Oracle Fusion home tab.
Spaces Tab
The Spaces tab appears last, if the users' implementation enables WebCenter services,
and displays the list of available spaces. When users open a space, its contents appear
on the Spaces tab.
For example, a general accounting manager may see the following tabs:

• Welcome
• General Accounting (a transaction dashboard for the accounting manager role)
• Manager Resources (a transaction dashboard for the group manager role)
• Employee Resources (a transaction dashboard for the employee role)
• Profitability (a business intelligence dashboard for the accounting manger role)
• Spaces (if WebCenter services is enabled)
Not all roles have a dashboard assigned to them. Therefore, some users see only the
Welcome tab. If users have access to a large number of dashboards, some of them
may appear in an overflow menu.

Work Areas and Dashboards

Navigator > Career > Performance

Work Areas and Dashboard Details

Work Areas
Work areas are grouping of tasks that enable users to complete transactions. The
Performance work area includes tasks for creating and managing performance
documents, performance templates, performance roles, eligibility profiles, and so on.

Dashboards
Dashboards enable users to monitor information to prioritize which transactions to
complete first.
Transactional
Built using Oracle Transactional Business Intelligence (OTBI), transaction dashboards
are core to the business process, and provide centralized launching pads into key tasks
and a way to monitor the status of the underlying transactions
• Per business domain (such as Sales, Finance, CRM, Projects, Supply Chain,
and Manufacturing)
• Per corporate function (such as employee, manager, and executive)
Business Intelligence
Built using Oracle Business Intelligence Enterprise Edition (OBIEE), business
intelligence dashboards are complimentary to the business process, and answer
fundamental questions about the health of the business: financial, operational, or
comparative in nature. Although transaction dashboards can also contain analytics,
business intelligence dashboards contain more robust intelligence and are built on the
OBIEE technical stack.
• An analytic dashboard displays a quantitative measure of what's going on. It

supports interactions with the data (such as drilling into underlying details within
reports and key performance indicators [KPIs]) to enable exploration for a user to
make sense of the data by examining the causes.
• A strategic business intelligence dashboard (such as balanced scorecard)
provides a quick overview that decision-makers use to monitor the health and
opportunities of an organization. It focuses on high-level measures of
performance, including forecasts and serves a strategy-focused organization.

Oracle Fusion Talent Management Overview

This section provides a high-level introduction to Oracle Fusion Workforce
Development Talent Management:
• Integrations of Talent Management with other applications that you may

need to consider
• Activities in the Talent Management business processes that can be
performed when the setup is complete
• Any "Big Picture" key concepts that must be considered before you begin

Oracle Fusion Human Capital Management (HCM)

Overview
Oracle Fusion Human Capital Management covers the three primary business
processes of managing human capital.

This course focuses on the Workforce Development business process, which consists
of four business processes that can be performed when setup is complete:
• Talent Review
• Performance Management
• Goal Management
• Succession Management
In addition, this course discusses Profile Management and Questionnaires, HCM

common applications that are used extensively by Talent Management applications.

Oracle Fusion HCM Talent Management

The Oracle Fusion HCM Talent Management functionality enables you to define all the
components of a talent management system and perform the functional tasks to meet
your enterprise requirements. The Oracle Fusion Talent Management functions
include:
• Profile Management: Set profile options and define common objects and
defaults that your organization will use across Talent Management. Track various
worker attributes such as education and skills, together with requirements for
jobs, business entities, and roles in the organization.
• Goal Management: Manage performance and development goals and goal
plans, add and update, and assign goals to workers, administer worker goals,
and manage the goal library.
• Performance Management: Manage performance templates from which
performance documents are created to rate workers. Set goals and
competencies in a performance document, then evaluate them according to your
organization's scoring system.
• Talent Review: Manage templates used to create talent review meetings.
Conduct talent review meetings to evaluate organizational trends, assess
strengths, and address areas of risk for an entire organization.
• Succession Management: Develop and maintain succession plans to track
people who will eventually replace personnel currently in key positions. Track

and manage employees in talent pools to maintain a steady stream of qualified

succession candidates.

Workforce Development Main Business Activities

This figure introduces the main business activities for the Workforce
Development business process based on assigned job roles. These are the Talent
Management tasks that functional users perform after setup is complete.

Workforce Development Main Business Activity

Details
Set Up Workforce Development
These are the tasks to set up workforce development. Define setup and configuration
for management of workforce profiles and worker performance.

• Define Workforce Business Processes and Events
- Configure business processes to better meet working practices of the
enterprise.
- Use the events infrastructure to raise events when processes reach key points.
- Configure checklists to manage processes that use standard tasks.
• Define Worker Performance
- Define document types, sections, processes, and profile options to use in
performance templates.
- Create performance templates to select the structure, layout and flow, content,
and target ratings to use in the documents.
• Define Worker Goal Setting
- Configure how you manage goals and goal plans to support your organization's
business objectives and the development of your workforce.
• Define Workforce Profiles
- Set up and maintain content types, properties, and values, as well as profile
types, which can be associated with person profiles and model profiles.
• Define Questionnaires
- Define questionnaires for use in performance documents, for example.
Plan Organizational Development Needs
• Define Organizational Goals and Measurements

- Add new organization goals to support the company's business objectives.
- Update and cancel organization goals.
- Align an organization goal to another organization goal.
- Publish organization goals to everyone in the organization.
- Assign organization goals to everyone, or to selected people in the
organization.
• Review Talent
- Calibrate worker performance and potential ratings and talent scores.
- Assess risk and impact of losing workers.
- Review compensation.
- Create development and performance goals.
• Define Talent Review
- Configure talent reviews to review, evaluate, and calibrate performance and
potential ratings, assess areas of risk, create development and performance
goals, and review compensation plans.

• Plan Successions
- Identify succession candidates to fill key positions.
- Identify talent pool members to maintain bench strength of succession
candidates, and assign goals to them to promote their growth.
Manage Workforce Profiles
• Manage Talent Profiles

- Maintain talent-related information, such as skills, qualifications,

accomplishments, and career preferences, for yourself or workers who report to
you.
- View competency gaps related to job requirements.
- Rate worker's potential, risk of loss, and impact of loss, and identify career
progression possibilities.
- Find suitable workers for a job, or suitable jobs for a worker.
- View a side-by-side comparison of workers and jobs.
- Maintain talent-related requirements for jobs, positions, and other workforce
structures, such as departments or organizations.
Manage Worker Performance
• Establish Worker Goals

- Add and assign goals for direct reports, and update goals for direct and indirect
reports throughout the review cycle.
- Align goals for direct and indirect reports to support your company's stated
business objectives.
• Manage Goals
- Manage workers’ performance, development, and personal goals.
- Workers add, update, delete, and print goals, and share their goals with others.
- Workers align their goals to those of managers, colleagues, or their
organization.
- Add tasks to goals to document progress toward completing the goals.
- Add target outcomes to update profile items such as languages or
competencies.
• Evaluate Worker Performance
- Create performance documents to evaluate workers.
- Set goals and competencies in a performance document, then evaluate and
rate them according to the organization's scoring system.
- Share documents to enhance workflow between workers and managers.
- Conduct and track review meetings, and process approvals.
- Maintain worker performance documents to maximize efficiency and prevent
bottlenecks, for example, by canceling or reopening documents, or transferring a
document between the worker and manager.
• Manage Individual Development Plan
- Add development goals for individuals to enable them to close skill gaps, and
update the goals throughout the review cycle.

- Add and update tasks to provide workers with specific actions that determine
how they can achieve their goals.
- Update worker's person profiles by adding target outcomes to goals.
- Share an individual's development goals with direct reports or others to make
the goals accessible to copy.
- Assign a manager's development goals to direct reports.
Analyze Workforce Development

• Analyze Workforce Development Performance
- Review completed performance documents and analyze the ratings of workers.
- Compare the potential of workers to their peers to determine those with the
highest value.
- Monitor the progress of performance documents and tasks to maintain
schedules and address any problem points. Identify individuals who are missing
performance documents.

Demonstration Introduction: Exploring Oracle Fusion

Applications Help
Demonstration Background
You can access all user assistance documentation for Oracle Fusion Applications from
the application. User assistance includes:

• Contextual assistance on applications pages, which you access by hovering over
an icon or field, or clicking in a field.
• The Oracle Fusion Applications Help system, which contains several browsing
and search tools to assist you in finding relevant topics as well as functional and
implementation guides.
Think of these two approaches to user assistance as embedded learning tools.
Demonstration Scope
Using Oracle Fusion Applications Help, you can find more information about the setup
tasks covered in this course.
• Go to the Manage Performance Templates page and review the contextual help.
• Identify and use the primary ways to access Oracle Fusion Applications Help.
• Use the Search by Functional Setup navigator to find Workforce Development.
• Search for goal plans and view the retrieved topics.
• Use the Guides link to identify what guides are available.

Demonstration: Exploring Oracle Fusion Applications

Help
Go to the Manage Performance Templates page and review contextual help. Then, go
to Oracle Fusion Applications Help and review the broader user assistance tools
available there.

Demonstration Steps
Sign in as Your.Implementer.
Start Here
Home work area, Welcome tab
1. In the global area Administration menu, click Setup and Maintenance to open
the Setup and Maintenance work area, Overview page, All Tasks tab.
2. In the Search: Tasks pane Name field, enter define worker perf.
3. Press Enter.
4. Expand Define Worker Performance.
5. In the Manage Performance Templates row, click Go to Task to open the
Manage Performance Templates page.
6. Click Search.
7. In the Search Results section, click the performance template to open the
Performance Template: <Performance Template Name> page.
8. In the Eligibility Profile section, in the Required column header, point to ?.
This type of help provides a definition of the prompt or label for the user interface
component.
9. Hover over the Set the minimum number for each participant role check box.
This type of help clarifies the information that you should enter into editable fields
or informs you about how data will be used or the downstream effect of data
entered.
10. In the Performance Template: <Performance Template Name> region header,
click Help.
This type of help provides optional:

- Brief, contextual help for a page or section
- Links to nonembedded help related to that page or region.
This is an example of the latter.

Pointing to a link will provide a brief summary of the topic. Clicking one of the
links opens the topic in Oracle Fusion Applications Help.
Point to and then, click Setting Up the Performance Template: Critical
Choices.

You are taken to Oracle Fusion Applications Help, with your help topic
displayed.
11. Close the browser tab, which causes the Performance Template: <Performance
Template Name> page to open.
If none of the topic links seem to answer your question, you can click More Help.
12. Click More Help.

Again, you are taken to Oracle Fusion Applications Help, with topics related to
the relevant business process listed.
13. Close the browser tab, which causes the Performance Template: <Performance
Template Name> page to open.
14. Close this contextual help, as you will use the remaining method to open Oracle
Fusion Applications Help.
15. In the global area Help menu, click Applications Help.
In Oracle Fusion Applications Help, you can read more about the setup tasks
covered in this course.
There are several Search by... navigator panels. In this course we are most
interested in the Search by Functional Setup navigator.
16. Click Offerings.
17. To drill into the offering on which this course is based, click Workforce
Development.
All of help topics related to Workforce Development appear. You can reduce
the number of topics by:
- Searching for a term
- Selecting a task group in the navigator
18. In the Search field, enter goal plans.
19. Press Enter.
You now have a set of help topics related to the goal plans key words. You can
also select a task group from the navigator that would include all topics.
20. To clear the Search field, press Backspace.
21. On the left, click Define Worker Goal Setting.
This provides a few more topics on Define Worker Goal Setting in a different sort
sequence, so a more generic approach. You can also access the guides related
to this offering from here.
22. Click Guides.
Contextual page-level and Oracle Fusion Applications Help user assistance
supports your learning, and is never more than a few clicks away!

Lesson Highlights
In this lesson, you should have learned how to:
• Understand and use basic user interface terminology

• Identify the key processes and concepts of Talent Management

Lesson 3: Define Common Applications Configuration for Human Capital Management
Lesson 3: Define Common Applications Configuration

for Human Capital Management
Define Common Applications Configuration
Objectives

• Understand the purpose of the common applications configurations
• Describe the key concepts of common configurations for Oracle Fusion
Talent Management
• Perform the setup of required common configurations for Oracle Fusion
Talent Management
• Manage model profiles
• Update profiles in the Portrait Gallery

Common Applications Configuration Overview

Common Applications Configuration
Key Concepts:
• Involves accessing tasks that are available in multiple offerings, or that

apply to multiple products and product families

• The Define Common Applications Configuration task list include these
common setup and implementation tasks
• Most Oracle Fusion Functional Setup Manager offerings include the Define
Common Applications Configuration task list
• Common implementation includes such tasks as:
- Setting up security
- Defining enterprise structures
- Configuring Oracle Fusion Applications Help
- Setting profile options
• Other common implementation tasks involve:
- Configuring reference objects provided by Oracle Fusion Middleware
Extensions for Applications
- Features provided by Oracle Application Toolkit
- Oracle Fusion Applications products such as Oracle Fusion Workforce
Development


Define Common Applications Configuration task list in Oracle Fusion Functional Setup
Manager
NOTE: In this course, only the common configuration tasks that are specifically relevant
to Talent Management will be discussed.

Define Workforce Profiles

After completing this section, you should be able to:
• Describe Oracle Fusion Profile Management

• Configure talent profile settings

• Set up talent profile content
• Set up talent profiles
• Use Profile Management

Oracle Fusion Profile Management

Workforce Profiles enable you to:
• Track workers' skills, competencies, language skills, and accomplishments

• Define the required or desired skills, degrees, and other qualifications of

jobs and positions
• Manage talent-related activities, such as career planning, identifying
training needs, and performance management
_______________________________________________________
Profile Management provides a framework for developing and managing talent profiles
that meet your industry or organizational requirements. Profiles summarize the
qualifications and skills of a person or a workforce structure such as a job, position,
organization, or job family.

Oracle Fusion Profile Management Example

Profiles > Person Profiles, Edit Profile

Profile Management Terminology
• Content library: The content library provides the foundation for profiles as it
stores both content types and content items.
• Content type: An attribute such as a skill, competency, or qualification that is
added to a profile.

• Content item: An individual competency, skill, or qualification within a content
type that you track in profiles.
• Content subscriber: Applications external to Oracle Fusion Profile Management
that use content types.
• Educational establishment: A school, college, university, and so on that
workers use when they add education information, such as degrees, to their
profile.
• Person profile: A collection of a worker's skills, qualifications, education
background, and so on.
• Model profile: A collection of the work requirements and required skills and
qualifications of a workforce structure, such as a job or position.
• Profile type: A template for person or model (job) profiles that is built using
content types.
• Rating model: A scale used to measure the performance and proficiency of
workers.

Describe Oracle Fusion Profile Management

Integrations
Oracle Fusion Profile Management supports talent management business
processes in these products:

• Oracle Fusion Performance Management
• Oracle Fusion Goal Management
• Oracle Fusion Talent Review
• Oracle Fusion Person Gallery
• Oracle Fusion Succession Management

Describe Oracle Fusion Profile Management

Integrations Examples
Oracle Fusion Performance Management
Uses the rating models that you define in Profile Management to rate workers on their
performance and proficiency. When you define a performance document template, you

can specify whether the ratings from managers are uploaded automatically to workers'
profiles when the performance document is finalized. Instance qualifier sets distinguish
the manager ratings from the workers' self ratings. Performance Management also uses
competencies from the content library in performance documents.
Oracle Fusion Goal Management

You can set up a content type relationship between the Goals content type and other
content types, such as the Competencies content type and the Memberships content
type. Using these relationships, you can then set up target outcomes for goals. Target
outcomes are the content items within the content type that is related to the Goals
content type. For example, if you set up a relationship between the Goals content type
and the Competencies content type, workers can add a target outcome of a specific
competency to their goals. In this case, the specific competency is the content item
within the Competencies content type. When workers complete the goal, their profiles
are updated to include the competency.
Oracle Fusion Talent Review

Uses information like the performance, potential, and risk of loss ratings stored on the
worker's profile record and displays these details on the box chart analytic delivered
with the Fusion Talent Review solution. Talent ratings are part of the predefined
content delivered with the Profile Management solution. When a talent review is
complete, workers' profiles are updated automatically with the calibrated performance
and potential rating given during calibration discussions. Instance qualifier sets enable
you to distinguish the talent review rating from ratings given by the worker's manager or
perhaps the worker's self-evaluation.
Oracle Fusion Person Gallery

Uses information from Profile Management for the Experience and Qualifications,
Career Planning, and Development and Growth cards.
Oracle Fusion Succession Management

You can update risk of loss and impact of loss ratings for an employee in Succession
Management. These ratings are displayed in the employee's profile in Profile
Management. You can also use talent pools in Profile Management with succession
plans in situations where you want to track development progress of workers as
potential candidates for a specific job, position, or incumbent.

Profile Management Considerations

Implementation Considerations
• What content types will be used?

- Competencies, Licenses and Certifications, Honors and
Awards
• What rating models are required?
- Where applicable, modify the existing rating models
provided, for example for performance or proficiency ratings.
• Do you need to modify the lookups?
- Review the lookups provided and modify the meanings of
lookup values, which appear to end users.
• Can your enterprise benefit from summary text for portrait cards?
- Enhance the worker’s UI experience by providing guidance or comments
above certain talent regions on the portrait cards.
• Which roles require access to various contents?
- Content section visibility settings

Profile Management Setup

Setup is performed within the Functional Setup Manager using the Define
Common Applications Configuration Setup Offering: Define Workforce Profiles
task group.

Define Workforce Profiles Tasks
Oracle Fusion Profile Management is a foundational component in Oracle Fusion

Applications, and therefore the setup tasks are part of the Common Applications
Configuration within Functional Setup Manager (FSM).

Configure Talent Profile Settings

Profile Management
Key Settings:
• Profile Management lookups

• Profile Management notifications
• Profile Management descriptive flexfields

Profile Management Lookups

Lookups
A partial list of the lookup types for Profile Management:

• HRT_CONTENT_SUPP_CODE: Codes to identify where the
content type originated, such as from the customer or from a third
party. HR specialists assign supplier codes when setting up new
content types. (extensible)
• HRT_COMPETENCY_EVAL_TYPE: Types of competency
ratings, such as self, supervisor, and peer. Evaluation types are
used in instance qualifier sets to identify the role of the person who provided a
competency rating for a worker. (user)
• HRT_RISK_REASON: Reasons for why a worker is at risk for leaving the
company. Managers and HR specialists use risk reasons when editing the talent
ratings information on workers' career planning cards. (user)
• HRT_WORK_HOURS: Work hours for a job or position, such as 9:00 a.m. to
5:00 p.m. Managers and HR specialists specify the expected work hours on job
and position profiles. (user)
• HRT_WORK_DAYS: Work days for a job or position, such as Monday through
Friday. Managers and HR specialists specify the expected work days on job and
position profiles. (user)
_______________________________________________________
Lookups are lists of values in applications. Profile Management includes several lookup
types that have user or extensible customization levels. You should review these
lookups, and update them as appropriate to suit your enterprise requirements.
For more information about Profile Management lookups, click Help. In the Workforce
Development offering, search for the following: profile management lookup types.

Profile Management Notifications

Use the Manage Talent Notifications task to enable notifications for Profile
Management, as well as Performance Management, Goal Management, and Talent
Review. Examples include:

• Manager is notified when a worker changes his profile
• Worker is notified when a job profile in his interest list changes
_______________________________________________________
Profile Management contains several notifications that inform both managers

and workers when changes are made to the person profile.
Using this task, you can only specify whether to send the notifications; you cannot
change the text of the notifications.

Profile Management Notifications Details

Profile Management Descriptive Flexfields

List of descriptive flexfields included in Profile Management and the associated
tasks:

• HRT_CONTENT_ITEMS_B: Manage Content Items
• HRT_ESTABLISHMENTS_B: Manage Educational
Establishments
• HRT_PROFILE_ITEMS: Manage Model Profiles
• HRT_RATING_MODELS_B: Manage Rating Models
• HRT_RATING_LEVELS_B: Manage Rating Models, Rating Levels tab

Set Up Talent Profile Content

Profile Content
Key Concepts:
• Content Library

• Content Types
• Content Items
• Educational Establishments
• Rating Models

Content Library
The foundation of Oracle Fusion Profile Management is the content library.
• The content library contains content types and content items

• Several content types are predefined

• You can add content types and items for those types to suit your
enterprise
This figure illustrates how the content library, content types, and content items fit
together.

Content Library Details

Predefined Non-Free-Form Content Types
The predefined non-free-form content types are:
• DEGREE
• GOAL
• LANGUAGE

• CATEGORY
• COMPETENCY
• MEMBERSHIP
• EDUCATION_LEVEL
• HONOR
• PRODUCT
• PRODUCT_PROBLEM_CODE
• PROBLEM_CODE
• PLATFORM
• COMPONENT
Predefined Free-Form Content Types

The predefined free-form Content Types are:
• PERFORMANCE_RATING
• WORK_REQUIREMENTS
• CAREER_STATEMENT
• RISK
• ADVANCEMENT_READINESS
• POTENTIAL
• CAREER_PREFERENCES
• SPECIAL_PROJECT
• TALENT_SCORE
• ACCOMPLISHMENT
• AREA_OF_STUDY

Content Types
Content types that you want to track in talent profiles are:
• Skills
• Qualities

• Qualifications
Manage Profile Content Types, Edit Content Type

Content Types and Content Library

Content Library
The content library contains predefined content types such as competencies,
languages, and degrees, but you can create new content types as needed.
Content Type Attributes

Content types have:
• Properties: Fields to be displayed when setting up the content items and the
attributes of those fields
• Relationships: Associations between content types, where one content type is
a parent of another, or where one content type supports another
• Subscribers: Other Oracle Fusion applications that use content types

Demonstration: Creating an Implementation Project

Demonstration Scope
Go to the Manage Implementation Project page and create your implementation
project. Remember: You must have the Application Implementation Manager or
Application Implementation Consultant role to create an implementation project.

Demonstration Steps
Start Here
Setup and Maintenance work area
1. In the Tasks page, click Configure Offerings to open the Configure Offerings
page.
2. Expand Workforce Development.
3. In the Workforce Development, Worker Performance, Worker Goal Setting,
Talent Review, Succession Management, and Questionnaire rows, select
Enable for Implementation.
4. Click Save and Close to open the Setup and Maintenance work area, Overview
page, All Tasks tab.
5. In the Tasks pane, click Manage Implementation Projects.
6. In the Search Results section, click the Create icon to open the Create
Implementation Project: Enter Basic Information page.
7. In the Name field, enter Demo Workforce Development.
8. Press Tab.
Note that the project is automatically assigned to Your.UserID.

9. Click Next to open the Create Implementation Project: Select Offerings to
Implement page.
10. In the Workforce Development row, select Include.
11. Expand the icon next to Workforce Development, if not already expanded.
12. In the Worker Performance, Worker Goal Setting, Talent Review,
Succession Management, Questionnaires, and Human Resources Business
Intelligence Analytics rows, select Include.
13. Click Save and Open Project to open the Implementation Project: Demo
Workforce Development page.
14. Expand the Workforce Development folder.
Discuss the key concepts for understanding implementation projects.

Demonstration: Assigning Implementation Tasks

Demonstration Scope
For the tasks in this implementation project to appear in your Assigned
Implementation Tasks tab, you assign the tasks to yourself. Then, go to the Overview
page and discuss the key concepts for accessing implementation projects and tasks.

Demonstration Steps
Start Here
Setup and Maintenance work area, Implementation Project: Demo Workforce
Development page
1. In the Task Lists and Tasks section, select the Workforce Development row.
2. Click Assign Tasks to open the Assign Tasks dialog box.
3. Click the Select and Add icon to open the Select and Add: Users dialog box.
4. In the User ID field, enter Your.UserID.
5. Click Search.
6. Click the Your.UserID row.
7. Click Apply.
8. Click Done to return to the Assign Tasks dialog box.
9. Click Save and Close to return to the Implementation Project: Demo Workforce
Development page.
10. Click Done to return to the Manage Implementation Projects page.
11. Click Done to return to the Setup and Maintenance work area, Overview page,
All Tasks tab.
Discuss the key concepts for accessing implementation projects and tasks while
you navigate through the relevant tabs.
12. Click Assigned Implementation Tasks tab.
13. In the Task List column, click Sort Ascending.
14. Click the Implementation Projects tab.
15. Click Demo Workforce Development.
The Implementation Project: Demo Workforce Development page is the main

page from which we will work through the tasks in this course, as our course
closely follows this flow, with some variation.

Demonstration: Content Types

Demonstration Scope
Show the predefined content types, and discuss the attributes for each
property.

Demonstration Steps
Start Here
Setup and Maintenance work area, Implementation Project: XX Talent page
These task lists are expanded: Workforce Development - Define Common

Applications Configuration for Human Capital Management - Define Workforce
Profiles - Define Talent Profile Content
1. In the Manage Profile Content Types task row, click Go to Task to open the
Manage Content Types page.
2. In the Search Results section, review the predefined content types.
3. Select the Competencies row.
4. On the Search Results section toolbar, click Edit.
Some of the properties and attributes for predefined content types cannot be
changed.
5. Click the Relationships tab.
6. Click the Subscribers tab.
7. Click Cancel to return to the Manage Content Types page.
8. Click Done to return to the Implementation Project: XX Talent page.

Free-Form Content Types

Key Concepts:
• Definition: A free-form content type contains only a code, name, and a

description, and does not have any properties defined for it until you add it to a

profile type.
• Content: Free-form content types do not include any content items.
• Usage: Free-form content types enable you to capture information in a profile
that you do not need to store in the content library. For example, you can set up
a free-form content type to store information about the previous employment
information for your workers.

Content Type Properties

These are the attributes that you can set for each field that you want to include
for each content type:
• Label: Label for the field.

• Default Value: Value that appears by default.
• Required: Is the user required to populate the field?
• Display: Is the field editable, hidden, or display only?
• Source: Name of the lookup type that provides values for the field. This attribute
is specified for fields ITEM_TEXT_1 to ITEM_TEXT_ 10.
_______________________________________________________
Content type properties represent the information that you want to capture for the
content type. They are the attributes that are used to define the content items for a
content type.

Content Type Properties Details

Fields (content type properties) that appear on the pages with the content item are:
• COUNTRY_ID: Field for storing the country ID.

• DATE_FROM: Field for storing the start date information of a content item.
• DATE_TO: Field for storing the end date information of a content item.
• ITEM_DATE_1 to ITEM_DATE_10: Fields for storing any dates.

• ITEM_NUMBER_1 to ITEM_NUMBER_7: Fields for storing any numeric data.
• ITEM_TEXT_1 to ITEM_TEXT_10: Fields for storing data that requires selecting
values from a list. Each field can store up to 30 characters of data. Ensure that
the value of the Source field is a lookup type.
• ITEM_TEXT_11 to ITEM_TEXT_ 30: Fields for storing nontranslatable data, such
as a code or serial ID. Each field can store up to 30 characters of data.
• ITEM_TEXT_TL_1 to ITEM_TEXT_TL_5: Fields for storing translatable data.
Each field can store up to 240 characters of data.
• RATING_MODEL_ID: Field for storing rating model information.
• STATE_PROVINCE_ID: Field for storing the state ID. This field is used in
conjunction with the field COUNTRY_ID.

Content Subscribers
Content subscribers are codes that represent other Oracle Fusion products or
applications that use content types. Examples of predefined subscriber codes
are:

• HRMS: Human Resources
• HRTR: Talent Review
• HRA: Performance Management
_______________________________________________________
For example, you can include competencies in performance documents in Performance

Management so that you can rate workers on the competencies. To be able to include
competencies in a performance document, the Competencies content type must include
HRA as one of the subscriber codes.
When you edit predefined content subscribers, you can associate additional content
types, but you cannot remove any of the existing content types. You should not remove
predefined content subscribers.

Content Items

Manage Profile Content Items, Edit Content Item
Definition:
Content items are the individual skills, qualities, and qualifications within the content
types in the content library. For example, within the Competencies content type,
communication is a content item. You can create content items to meet your business
needs.
Content items contain:
• Properties: Content items inherit the fields and field properties that you define
for the content type to which the item belongs. For example, one of the fields

defined for the Memberships content type is ITEM_DESCRIPTION field. The

attributes of this field are set up so that the label is Description, the field is
editable, and the field does not require an entry. When you set up a content item
for the Memberships content type, you will see a field labeled Description, in
which you can enter text to describe the agency, but the field will not be required.
Another example is the field ITEM_TEXT_2 field defined for the content type
Competencies. The attributes for this field is set up so that the label is Evaluation
Method, as shown in the image above, the field is a list of values. The
ITEM_TEXT_2 field includes the lookup HRT_COMPETENCY_EVAL_TYPE that

includes a list of competency evaluation types.
• Related content items: If the content type for which you are creating an item
has related content types, then you can enter the related content items for the
item. For example, if you have a content type relationship where the
Competencies content type is supported by the Goals content type, then on the
content items for competencies, you can enter the related goals.
• Proficiency descriptions: If the content item belongs to a content type that has
a rating model defined for it, then you can either use the existing descriptions for
the ratings within the model, or define descriptions for the ratings that are specific
to the content item. When ratings are given for the content item, the descriptions
defined for the item are used instead of those on the rating model.

Demonstration: Content Items

Demonstration Scope
Go to the Manage Profile Content Items task and show how the
properties defined in the content type determine the fields for the content
items for that type, and the attributes of those fields.

Demonstration Steps
Start Here

1. In the Manage Profile Content Items task row, click Go to Task to open the
Manage Content Items page.
2. In the Search Results section, review the predefined content items for the
Competencies content type.
3. Select one of the content items.
4. Click Edit to open the Edit Content Item page.
5. Show the fields and their attributes.
6. Click Cancel to return to the Manage Content Items page.

Educational Establishments
Key Concepts:
• Definition: Educational establishments include schools, universities, and

colleges.
• Usage: Define educational establishments for workers to use when they add
education information to their profile.

Demonstration: Educational Establishments

Demonstration Scope
View the Profile Educational Establishments and show how to add the
college, university, or other schools content type.

Demonstration Steps
Start Here
1. In the Manage Educational Establishments task row, click Go to Task to open

the Manage Educational Establishments page.
2. On the Search Results section toolbar, click Create to open the Create
Educational Establishment page.
3. Review the required fields.
4. Click Cancel, which causes the Warning dialog box.
5. Click Yes to open the Manage Educational Establishments page.

Rating Models
Key Concepts:
• Use rating models to rate workers on their performance and level of proficiency in

the skills and qualifications that are set up on the person profile.
• You can also use rating models to specify target proficiency levels for items on a
model profile, so that the model profile can be compared to workers' profiles.
• To rate workers on their performance and proficiency, you attach rating models
to the content types that are included in the person profile, and then workers can
be rated on the items within the type. For example, you can rate workers on the
Communication content item within the Competencies content type.
• Rating models that measure workers' potential and the impact and risk of loss
are also available.

Demonstration: Rating Models

Demonstration Scope
Go to the Manage Profile Rating Models task and compare the
predefined rating models.

Demonstration Steps
Start Here
1. In the Manage Profile Rating Models task row, click Go to Task to open the
Manage Profile Rating Models page.
2. In the Search Results section, review the predefined models.
3. Select the Performance Rating Model row.
4. On the Search Results section toolbar, click Edit to open the Edit Rating Model
page.
5. On the Rating Levels tab, review the available fields and their attributes.
6. Click the Review Points, Rating Categories, and Distributions tabs, reviewing
the fields and attributes for each in turn.
7. Click Cancel to return to the Manage Profile Rating Models page.

Rating Model Components

Rating models can include some or all of the following components, depending
on the use for the model:
• Rating levels

• Review Points
• Rating categories
• Distributions
Manage Rating Models > Edit Rating Model

Rating Model Components Details

Rating levels
Rating levels identify the qualitative values, such as 1, 2, 3, or 4, that you use to rate or
score a worker's performance (1 being the lowest). Define numeric ratings for rating
models that you use with performance documents that use the average calculation
method.

Review Points
Define review points for rating models that you use with performance documents that
use the sum or band calculation method. The review points and point ranges that you
define for the rating model are used to calculate ratings.
Rating categories
Rating categories enable you to group rating levels together for analysis tools used in
the talent review process, such as the box chart that is used in the talent review
process, and on the nine-box chart matrix that appears on the My Organization tab on
the Performance Manager Overview page. You should not change rating categories
after setting them up, as the changes could affect the analytic.
Distributions
Oracle Fusion Compensation Management uses rating model distributions to determine
the targeted minimum and maximum percentage of workers that should be given each
rating level. Compensation Management uses the distribution values that you set up
directly on rating models. However, you can set up distributions at the performance
template level on the Rating Model Distribution page for rating models that are used in
Performance Management. Compensation Management uses the distribution values
that you set up directly on rating models. However, you can set up distributions at the
performance template level on the Rating Model Distribution page for rating models that
are used in Performance Management.

Rating Models and Model Profiles

Key Concepts:
• Proficiency Level: For model profiles, you can specify target proficiency levels

for items on the profile, so that the model profile can be compared to workers'
profiles.
• Usage: Using the ratings, managers can compare a model profile to workers'
profiles to determine the best person suited to fill a position. Workers can
compare their profile to model profiles to identify other positions within the
organization that they are suited for, or to identify gaps in skills that they need to
fill before applying for other positions.

Set Up Talent Profiles

This section describes the following:
• Profile types
• Instance qualifiers

Profile Types
Profile types include:
• Person profile types

• Model profile types

Manage Profile Types > Edit Profile Type

Profile Types Details

Person Profile Type
The person profile type:
• Provides a template that you use to create profiles of your workers

• Contains the skills, qualities, and qualifications that you want to track for your

workers
• The person profile type is predefined, and you can have only one
Model Profile Types

Model profile types are templates for workforce structures such as jobs and positions.
Model profiles identify:
• Targeted and required skills and qualifications for a job or position

• Work requirements, such as work schedule and travel frequency
• Multiple model profile types can be set up

Profile Type Components

Profile types comprise multiple content types. When adding and deleting content
sections, be aware of the following:
• Sections: Content types are referred to in profile types as content sections, and

you can include content types from the content library and free-form ones.
• Section Properties: Content section properties are attributes that are used to
define data included in a person profile and displayed in the portrait.
• Predefined Sections: Do not delete the Career Potential, Performance Rating,
and Risk of Loss, and Talent Score sections, as these sections are the source for
the Talent Ratings region of the Career Planning card, and are used by
Performance Management and Talent Review.
• Section Visibility: Content sections that you add to the person profile type
appear only on the Experience and Qualifications card; you cannot specify where
you want them to appear.
• Section Role Access: For workers to be able to add a content section to their
profiles, you must set up role access for employees to be able to edit the content
section.

Content Section Properties

These are the attributes that you can set for each content section property that
you want to include for a content section:
• Label: Label for the field.

• Default Value: Value that appears by default.

• Display: Is the field displayed on the content section UI? If yes, then whether the
field must be displayed on the content section summary table, content section
details area, or both.
• Required: Is the user required to populate the field?
• Searchable: Is the field included in profile searches?
• Value Set Name: Name of the lookup type that provides values for the field. This
attribute is specified for fields ITEM_TEXT30_6 to ITEM_TEXT30_15.
Note: Source and View Attribute attributes are not used and can be ignored.

Content Section Properties Details

Fields (content section properties) that appear on the pages with the profile item are :
• COUNTRY_ID: Field for storing the country ID.
• STATE_PROVINCE_ID: Field for storing the state ID. This field is used in
conjunction with the field COUNTRY_ID.

• DATE_FROM: Field for storing the start date information of a content section.
This field is used for maintaining the history of profile items.
• DATE_TO: Field for storing the end date information of a content section. This
field is used for maintaining the history of profile items.
• ITEM_DATE_1 to ITEM_DATE_10: Fields for storing dates.
• ITEM_TEXT30_1 to ITEM_TEXT30_5: Fields for storing data that requires
selecting values from a check box.
• ITEM_TEXT30_6 to ITEM_TEXT30_15: Fields for storing data that requires
selecting values from a list. Ensure that the value of the Value Set Name field is
a lookup type. For example, HRT_RISK_REASON is a lookup type for selecting
risk of loss reasons.
• ITEM_TEXT_240_1 to ITEM_TEXT_240_15: Fields for a simple text, such as a
name. Each field can store up to 240 characters of data.
Note: For a free-form content type, the ITEM_TEXT240_1 field is used to

display as title of the profile item in the Experience and Qualifications card.
• ITEM_DECIMAL_1 to ITEM_DECIMAL_5: Fields for storing numeric data that

include decimals. For example, price USD 2.99.
• ITEM_NUMBER_1 to ITEM_NUMBER_10: Fields for storing any numeric data
that does not includes decimals. For example, age 29 years.
• ITEM_TEXT2000_1 to ITEM_TEXT2000_5: Fields for storing text data, such as
a comment. Each field can store up to 2000 characters of data.
• RATING_MODEL_ID1 to RATING_MODEL_ID3: Fields for storing rating model
information of a profile content section.
• RATING_LEVEL_ID1 to RATING_LEVEL_ID3: Fields for storing rating level
information of a profile content section.
• QUALIFIER_ID1 to QUALIFIER_ID2: Fields for storing instance qualifier
information assigned to the profile content section.

Demonstration: Profile Types

Demonstration Scope
Go to the Edit Profile Type page and discuss the key concepts for these
areas:

• Content sections
• Summary text
Demonstration Steps
Start Here
Profiles - Define Talent Profiles
1. In the Manage Profile Types task row, click Go to Task to open the Manage
Profile Types page.
2. From the Search Results section, select the PERSON row.
3. On the Search Results section toolbar, click Edit to open the Edit Profile Type
page.
4. On the Content Sections tab, click Competencies.
5. In the Content Sections section, click the Competencies link to access the
section properties on the Content Section page.
6. Review the properties and section access options.
7. Click Cancel to return to the Edit Profile Type page.
8. Click the Summary tab.
9. Review the predefined text and the locations on which each text block appears.
10. Click Cancel to return to the Manage Profile Types page.

Summary Text
Person Profile Text
Key Concepts:

• Text Display: For the person profile type, many of the content sections have
summary text that appears on regions of the profile cards.
• Text Usage: You can use the existing text, or change it to suit your business
needs. For example, you might want to update the text that appears on the Skills
and Qualifications card before an annual performance review period to remind
workers to update their skills so that they are current for the performance review.

Instance Qualifier
Key Concepts:
• Definition: An instance qualifier set is a group of codes that you use to uniquely

identify different occurrences of the same profile item, such as a competency, or
a performance rating.
• Usage: Instance qualifiers typically identify the role of the person who edited a
profile item. For example, if a worker, the worker's peer, and the worker's
manager all enter a rating for a competency on the worker's profile, instance
qualifier sets uniquely identify each instance, or the rating given by each different
role.

Instance Qualifier Sets

The following qualifier sets are available:
• EVAL_TYPE

• POTENTIAL
• RISK
• PERFORMANCE_RATING
• TALENTSCORE

Instance Qualifier Sets Details

EVAL_TYPE
These are used with the Competencies content type and identify the role of the person
who rated a particular competency for a worker.
POTENTIAL

These are used with the Career Potential content type and identifies whether the rating
was updated in a talent review meeting or on the worker's profile.
RISK:
These are used with the Risk of Loss content type and identifies whether the rating was
updated in the profile or in a talent review meeting.
PERFORMANCE_RATING
These are used with the Performance Rating content type and identifies whether the
rating is the compensation, performance, profile, or talent review rating.
TALENTSCORE
These are used with the Talent Score content type and identifies whether the talent
score was updated on the profile or in a talent review meeting.
_______________________________________________________
Depending on the Oracle Fusion applications that you have implemented, your
managers and HR specialists may be able to provide ratings for workers in multiple
locations in addition to the workers' profiles. For example, if you are using Oracle Fusion
Talent Review, the rating given for a worker on his profile can be changed during a
talent review meeting. Instance qualifier sets are groups of codes that you set up for
content types, and they enable you to uniquely identify the origin of the rating.
NOTE: In Oracle Fusion V1, you should not create new instance qualifier sets or
change the settings for the predefined sets.

Demonstration: Instance Qualifier Set

Demonstration Scope
Go to the Edit Instance Qualifier Set page for the Potential instance
qualifier set and review the settings.

Demonstration Steps
Start Here

Profiles - Define Talent Profiles
1. In the Manage Instance Qualifiers task row, click Go to Task to open the
Manage Instance Qualifiers page.
2. Search for the Potential qualifier set.
3. From the Search Results section, select the POTENTIAL qualifier set row.
4. On the Search Results section toolbar, click Edit to open the Edit Instance
Qualifier Set page.
5. Review the following columns:
- Employee View
- Manager View
- Searchable
- Employee Default
- Manager Default
6. Click Cancel, which causes the Warning dialog box to open.
7. Click Yes to return to the Manage Instance Qualifiers page.

Settings for Qualifier Sets

For each code in an instance qualifier set, you can specify:
• Priority
• Employer and Manager Views

• Search Ability
• Default Instance Qualifier for Employee and Manager

Settings for Qualifier Sets Details

Priority
Determines the order in which different instances of a competency are displayed, and
also determines which instance to use when searching and comparing profiles. The
lowest number indicates the highest priority.

Employer and Manager Views
Determine which instances are visible to employees and to managers.
Search Ability
You can specify whether items that have been assigned the instance qualifier code
should be included in profile searches. For example, you might not want the ratings for
competencies given by peers to display when other workers are searching person
profiles.
Default Instance Qualifier for Employee and Manager

You can specify the default instance qualifier to use when managers and employees
update a competency. Each time an employee or manager updates a competency, the
record is assigned the instance qualifier code that is identified as the employee or
manager default code.

Demonstration: Where Instance Qualifier Sets Are

Used
Demonstration Scope
Viewing instance qualifiers in use within the application

Scope
Sign in as linda.swift and go to the portrait of one of her direct reports, Jack Fisher in
the Person Gallery. Show how to view and edit a worker's ratings for:
• Performance
• Potential
• Risk and Impact of Loss
Demonstration Steps
Start Here
Home work area, Welcome tab (default view after sign in)
1. On the global area Navigator menu, select Person Gallery to open the Person
Gallery page.
2. In the Keywords field, enter Jack Fisher.
3. Click the Search icon.
4. On the Search Results section, click Fisher, Jack to open the Jack Fisher
portrait page.
5. Click the Career Planning card for Jack Fisher.
6. On the Talent Ratings section, click the Edit icon button to open the Edit Talent
Ratings page.
7. Review the scores and ratings that you can edit for:
- Performance
- Potential
- Risk of loss and impact of loss
- Advancement readiness
8. Sign out.
Managers and HR specialists can enter ratings for workers directly on this portrait card,
but these ratings can also be changed during a talent review meeting and on a
performance document. Instance qualifier sets are used to identify where the rating was
given.

Using Profile Management

Key Actions:
• Manage Model Profiles

• Access Person Profiles and Portrait Cards

• Find Best Fit
• Compare Items

Model Profiles
Manage Model Profiles
HR specialists only can create and edit model profiles for workforce structures, such as
Organization, Job Family, Job, and Position.
You can associate model profiles with jobs and positions. This association enables you

to define the work requirements and the required competencies, degrees, and other
skills for the job or position. This association also enables you to compare profiles and
use the best-fit analysis for tasks such as finding the worker best-suited for a job or for
helping workers identify their next career moves.

Person and Job Profiles

HR specialists and managers can access the Profile work area to perform key tasks.
Access Portrait Cards

Managers and HR specialists have access to three portrait cards in Profiles:
• Development and Growth: Displays current worker data. On this card you can
review and edit goals, and analyze competency gaps.
• Experience and Qualifications: Displays historical talent data about a worker.
Access specific performance reviews, identify and review areas of expertise, and
maintain competencies, degrees and other accomplishments.
• Career Planning: Displays information about a worker’s future plans. Add jobs to
the worker’s interest list, review and edit talent ratings and risk of loss, and
identify and review information about career preferences.
Find Best Fit

Use the best-fit analysis to find the profiles that most closely match a selected profile.
You select a person or model profile as a source profile, and then the analysis finds the
profiles that best match the source profile. The best-fit analysis is based on how well the
profile items (content items) within the content types match that in the source profile.
Compare Items
Compare any person, job, and position items to quickly identify and evaluate differences
between items. For example, you can compare a person with another person or with a
job profile. The first item you select is the comparison base, and the items you select

subsequently are secondary items. The comparison displays the base item attributes,
and indicates the differences between the attributes of the secondary items and the
base items.
The information displayed in the comparison results is controlled by security access. For
example, line managers can compare their direct reports and view their performance
data in the comparison results. Human resource (HR) specialists can perform this
comparison only if they have security access to the persons' performance information.

Performance Information in Comparison Results

The comparison displays performance data of only those persons who are evaluated
using the enterprise-wide designated rating model, as defined in the Performance
Management profile options, because you cannot compare persons who are evaluated
using different rating models.

For each person, the comparison displays up to three performance documents. These
performance documents include the latest document using the designated rating model
plus the two most recent previous documents that use the same performance template
as the latest document. The comparison indicates the performance attributes'
differences only if the performance documents and performance periods are the same
for the persons being compared.

Review Question 1
You add properties for free-form content types when you:
1. Add the content type to a profile type.

2. Add the content type to a worker's profile.

3. Add a content item for the content type.
4. All statements are correct.

Review Question 2
Which of the following components of the person profile type can be changed:
1. The content sections contained in the profile type.

2. Summary text for content sections.

3. Attributes of fields that are inherited from the content type.
4. All statements are correct.

Review Question 3
Which of the following statements is true regarding rating models:
1. A rating model typically contains rating levels, review points, rating

categories, and distributions.

2. Rating categories determine the labels for analytics such as those used in
the talent review process.
3. Distributions are used only in Oracle Fusion Performance Management.
4. You attach rating models to content items.

Review Question 4
You can create a new person profile type.
1. True
2. False

All Questions and Answers

Questions and answers:
Review Question 1:You add properties for free-form content types when you:

1. Add the content type to a profile type.
Review Question 2: Which of the following components of the person profile type
can be changed:
4. All statements are correct
Review Question 3: Which of the following statements is true regarding rating

models:
2. Rating categories determine the labels for analytics such as those used in the talent
review process.
Review Question 4: You can create a new person profile type.
2. False

Define Workforce Profiles Highlights

In this section, you should have learned how to:
• Configure talent profile settings

• Set up talent profile content

• Set up talent profiles

Talent Actions Using the Simplified User Interface

Key Concepts:
• Managers use the Team Talent pages to monitor their direct reports
• Workers and managers use the Performance and Career pages to view

their personal talent information

Team Talent Pages
Managers can use the Team Talent pages to
• View talent ratings of direct reports: View performance and potential ratings,
impact of loss and risk of loss ratings.

• View and edit data career statement and career preferences: You can click a
job profile to view required skills and qualification for that job profile.
• View top career that matches your direct's skills: You can click a career to
view required skills and qualification for that career. You can also add a career to
Careers of Interest.
• Access full Fusion pages: From the Talent page there are links to the full
Fusion Talent pages where you can view all data and perform all functions.

Performance and Career Pages

Managers and workers can use the Performance and Career pages to:
• View careers of interest: You can click a job profile to view required skills and
qualifications for that job profile.
• View and edit data career statement and career preferences: You can click a
job profile to view required skills and qualifications for that job profiles.

• View top career that matches your skills: You can click a career to view
required skills and qualification for that career. You can also add a career to
Careers of Interest.

Demonstration: Using the Simplified Interface for

Career Planning
Demonstration Scope
Show how to use the simplified user interface to access Talent Management tasks.
Demonstration Steps

Sign in as linda.swift (Your.Worker).
Start Here
1. In the Simplified User Interface, click Team Talent to open the Team Talent
page.
2. In Adele Stephenson's card, click the More icon to see more information about
Adele.
3. In Adele Stephenson's card, click Adele Stephenson to open the Adele
Stephenson: Career Planning page.
4. Here you can view and edit data career statement and career preferences of
Adele Stephenson.
5. Click the Performance and Career icon to open the Career Planning page.
Here you can view and edit data career statement and career preferences.
6. Click Edit to edit career statement and career preferences.
7. Click Save and Close to save any changes.
8. Click a Senior Director to open the Senior Director page and view more
information about the job role.
You can click any job role to view more information about that job role.
9. Click Done.
10. Click See All in the Top Career That Matches Your Skills region to view all
jobs that matches Linda's skills.
11. Click Add against Analyst to add the job in the Careers of Interest list.
12. Click anywhere in the left side of the page to return to the Career Planning page.

Define Common Applications Configuration Highlights

In this lesson, you should have learned how to:
• Describe the common applications configurations

• List the key concepts of common configurations for Talent Management

• Set up the required common configurations for Talent Management
• Use Profile components

98

Lesson 4: Manage Goals and Define Worker Goal Setting
Lesson 4: Manage Goals and Define Worker Goal

Setting
Manage Goals and Define Worker Goal Setting
Objectives

• Describe Oracle Fusion Goal Management
• Configure goal setup options
• Manage the goal library
• Manage goal plans
• Manage worker goals and organization goals
• Mass assign goals

Oracle Fusion Goal Management Overview

Goal Management supports:
• Goal Types
• Target Outcomes

• Tasks
• SMART Goals
• Goal Plans
Goal Management Support Details

Goal Types
Workers and managers can create three types of goals: performance, development,
and personal.
Target Outcomes

Target outcomes enable the linking of a goal to specific skills or qualifications such as
competencies, degrees, certifications, and others.
Tasks
Tasks are specific actions added to a goal that a worker undertakes in order to achieve
the goal.
SMART Goals
To measure the performance of workers, help them improve productivity, and achieve
career objectives, Goal Management supports goals that are: specific, measurable,
achievable, relevant, and time-based (SMART).
Goal Plans
Goal plans are used to manage a collection of performance or development goals for a
specific period. Goal plans can be rolled out to individuals, a selected hierarchy, or a
wider population within the organization.
_______________________________________________________
Oracle Fusion Goal Management provides the ability for workers, managers, and
organization owners to set and define goals that support the common objectives of your
organization. Using Goal Management, you can grow your organization's talent by
creating development goals that capture the growth and career aspirations of the entire
workforce. Workers can update goals throughout a goal setting and tracking cycle, and
managers and organization owners can track the goals as workers progress through
them.
Demonstration: Goal Management

Demonstration Scope
Describe or demonstrate the sharing, adding, assigning, and publishing

goal functionalities of Goal Management.

Sign in as linda.swift.
Start Here
Home work area, Welcome tab (default view after sign in)
1. In the global area Navigator menu, under Career, click Goals to open the Goal
Management work area.
2. In the Tasks pane, click My Goals to open the My Goals page.
My Goals page is the home page for managing goals for both workers and
managers. The Performance Goals tab is defaulted. The manager or worker
can view performance goals, development goals, or personal goals be selecting
the appropriate tab. The View menu allows workers and managers to filter the
view of available goals. Discuss how the view can be changed to the current
goals, completed goals, goals at risk, high priority goals, open goals, or goal
plans.
3. In the View field, select 2013 Performance Goals.
The goals that appear on the goals list are all those that are in the 2013
Performance Goals goal plan. Workers and managers can add goals to their
own list of goals. They can share their performance and development goals with
managers or colleagues. They can also align their performance goals to
published organization goals, or goals shared by managers and colleagues.
Managers can assign their goals to direct reports to work on their versions of the
goal as well. The direct reports can edit the goal to suit their particular business
needs. In the Contextual Area, they can view the goals that are shared with them
by the organization, managers, or colleagues. They can select a goal in the
Contextual Area to add it to their own goals, or align one of their existing goals to
it.
4. In the Organization Goals region, click the goal Increase Shareholder Value to
open the Goal Details dialog box.
Linda can add the goal Increase Shareholder Value as either a performance or
development goal.
5. In the Add to My Goals field, select Performance to open the Add Performance
Goal dialog box.
6. Click OK.
Note: If a Confirmation dialog box appears suggesting that the goal requires
approval, click OK. To see the goal in the goals list, in the View field, select
Current Goals.
The goal is added to Linda’s list of performance goals after it is approved by her
manager, if approval is required by the Profile Option setting for approvals. Linda
wants to share one of her goals with a colleague, Fiona Arrington. When she
shares goals, the people with whom she shares a goal can copy the goal and
use is it as their own. Linda can select her goal and click the Share button to

share it directly. But she wants to confirm the goal details before she shares it.
7. In the table, click the Bring Customer Satisfaction Levels to 90% goal to open
the Edit Performance Goals page.
On the Edit Performance Goals page Linda can view details of the goal on the
Goal Details tab to see if it is suitable for Fiona. She wants to confirm that the
goal has a task.
8. Click the Tasks tab.
On the Tasks tab, Linda can see details of the task. You can use tasks to add
actions that can be performed toward completion of the goal. Linda decides it is
okay for Fiona and decides to share the goal.
9. Click the Goal Details tab.
10. Scroll down the Goal Details tab to the Share region.
Linda can share the goal with all of her direct reports, or other people in the
organization. Since Fiona is a peer, and not a direct report, she clicks the Search
and Select button.
11. Click Search and Select to open the Search and Select: Person page.
12. In the Name field, enter Fiona Arrington.
13. Click Search.
14. Select Arrington, Fiona.
15. Click Done.
16. In the Share sectopm, in the Share tasks column of the table, Linda selects Yes.
17. Click Submit to save the changes and add the goal to the Shared Goals region
of Fiona’s My Goals page. It also causes the Confirmation dialog box to open.
18. Click OK.
Linda can assign a goal to any of her direct reports and allow them to update the
goal. Linda wants to assign a goal to Elizabeth Mavery. She can assign one of
her existing goals to a direct report on the My Goals page. If she does so, then
the goals she assigns will be aligned with Linda’s goal. But she decides instead
to add another goal for Elizabeth using the My Directs’ Goals page.
19. Select the My Directs' Goals link to open the Manage My Directs' Goals page.
You can add goals directly for her direct reports, or align their goals to other
goals. Linda can use the Group By filter to view all of her direct reports, and all
of their goals either by worker name, or goal.
20. In the Group By field, select Worker.
21. In the View menu, select Current Goals.
22. In the Worker’s Goals column of the table, expand the icon for Mavery,
Elizabeth.
Linda can see Elizabeth’s goals. She decides to add another.

23. Click Add Goal to open the Add Performance Goal dialog box.

24. Select Add from goal library.
25. In the Goal Name field, select Become an Agent of Change.
26. Accept the default values.
27. In the Assignees field, select Mavery, Elizabeth.
28. Click Save and Close to return to the My Goals page.
Linda wants to ensure that the goal was added to Elizabeth’s 2013 Performance
Goals goal plan.
29. In the Worker’s Goals column under Mavery, Elizabeth, click the Become an
Agent of Change goal to open the Edit Performance Goals page.
On the Edit Performance Goals page, Linda can view and edit goal details. In
the Include in Goal Plan region, Linda can see that the 2013 Performance
Goals goal plan is checked, so it is in the correct goal plan. Linda can also view
and edit other details of the goal, and add Target Outcomes and Tasks, if
required.
30. Linda wants to add a competency target outcome to add to Elizabeth’s profile
when the goal is successfully completed. Select the Target Outcomes tab.
31. In the Add field, select Competencies to open the Search and Select:
Competencies dialog box.
32. In the Source field, select My Job Competencies.
33. Click the Search arrow icon.
34. In the table, select Problem Solving and click OK.
35. Select the Tasks tab.
Linda wants to add a task to give Elizabeth actions that she can perform to
progress to goal completion.
36. Click Add.
37. In the Name field, enter Reorganize Team Delivery Processes.
38. In the Type field, select Project.
39. Click Save and Close, which causes the Warning dialog box to open.
40. Click Yes to return to the Edit Performance Goals page.
Linda will enter a rating in the Target Proficiency Level field for the competency
target outcome when Elizabeth has completed the goal, which will update
Elizabeth’s worker profile. As a manager, Linda is also an organization owner.
She can publish goals to make them available to all of the people in her
organization and track progress on the goals.
41. In the Tasks pane, select My Organization Goals to open the Organization
Goals page.
On the Organization Goals page, the organization owner can view current,
open, and completed organization goals that can exist either in a goal plan, or as
a current goal, open goal, or completed goal and not part of a goal plan. The
owner can also add organization goals, and publish, assign, and align the goals.

42. Linda wants to see the progress that her direct reports are making toward the
goals. Scroll down to the Goal Alignment Summary graphic. She can view the
percentage of her reports who have aligned their goals to the organization goals.
43. Review the Goal Progress Summary graphic to see the progress Linda’s
reports are making on their goals that are aligned to the organization goals.
44. Linda wants to add another goal to the current goal plan and publish it. On the
Organization Goals page, in the View field, select 2013 Performance Goals.
45. Click Add Goal to open the Add Organization Goals dialog box.
46. Select New goal.
47. In the Name field, enter Increase Productivity by 10 Percent.
48. In the Description field, enter Resolve 10 percent more customer calls.
49. Click Save and Close, which causes the Confirmation dialog box to open.
50. Click OK to return to the Organization Goals page.
51. Linda wants to publish the goal. In the Organization Goals table, select the
Increase Productivity by 10 Percent goal.
52. Click Publish, which causes the Confirmation dialog box to open.
53. Click OK.
54. Linda wants to view the goals that Elizabeth already has, and those that are
shared with her. In the My Organization pane, click Mavery, Elizabeth to open
Elizabeth’s Goals page.
Linda can see the same view of Elizabeth’s page that Elizabeth sees. However,
Linda cannot see Elizabeth’s personal goals. In the goals table, Linda can see
the Become an Agent of Change goal she added for Elizabeth. In the Contextual
Area, Linda can see the Increase Productivity by 10 Percent organization goal
that she published.
Goal Management Concepts

Goal Management
Key Concepts:
• Managing goals for workers by the workers and managers

• Managing organization goals
• Aligning goals
• Adding tasks to goals to help workers achieve the goals
Goal Management Actions

Key Goal Management Actions
Managing Worker Goals
• Workers can create and update goals to track throughout a review cycle or

longer.
Assigning Goals to Workers
• Managers can assign performance goals or development goals to their direct

reports. They can assign their own goals, add new ones, or use existing goals
from the goal library.
• Managers can assign goals to all their direct reports or a specific direct report.
When managers assign their own goals to workers, the workers' goals are
aligned automatically to the manager's goal.
Publishing Goals to the Entire Organization
• Organization owners can publish goals to make them available for workers in the
supervisor hierarchy to add to their list of goals.
• Workers and their managers can align the workers' individual goals to published
organization goals.
• When workers add an organization goal to their own goals, that new goal is
automatically aligned to the published organization goal.
Aligning Goals
By aligning performance goals, you create a relationship between a worker's goal and
another goal, usually a higher-level organization or manager goal, so that the worker's
goal supports and contributes to achieving the higher-level goal. Goal alignment
provides the flexibility to:
• Align goals automatically

• Modify supporting goals
• Remove alignment
Sharing Goals
Managers and workers can share goals so that others can add a copy of the goal or
align their own goals to it. Managers can share goals with both their direct and indirect
reports. Workers can share their goals with the colleagues whom they select. Tasks that
are associated with goals can also be shared. An e-mail notification is sent to the
people with whom the goal is shared.
Approving Goals
Goal Management profile options can be configured to require manager approval when
the worker:
• Adds a new performance or development goal

• Edits a key goal field, including goal name, description, success criteria, start and
target completion dates, priority, category, weight, measurement-related
attributes, and private. The weight and priority fields are associated with a goal
only when the goal is included in a goal plan.

• Completes a goal: The status is changed to Completed upon manager approval
• Cancels or deletes a goal
The manager receives worklist and e-mail notification of pending approvals and
responds using the notification request.
Goal Types
Goal Type Key Concepts
Performance Goals
Performance goals are results-oriented, measure work-related performance, and often
use specific targets to assess the level of workers' achievement. Performance goals can

be used in performance documents as part of the evaluation process. Organization
goals are performance goals.
Development Goals
Development goals facilitate the career growth of individuals so that they can perform
better in their current jobs or prepare themselves for advancement.
Personal Goals
Personal goals are available only to the worker. Workers can use personal goals to
stretch their capabilities to increase their skills, for example, or as draft goals that they
can copy to their performance or development goals.
Goal Management Setup
• Initial setup for this activity is performed using Functional Setup Manager
- Workforce Development Setup Offering: Define Worker Goal Setting
• Ongoing maintenance is performed from the Goals work area

Define Worker Goal Setting Tasks
Goal Management Setup and Maintenance Tasks

Setup Tasks
Setup tasks in FSM under Define Worker Goal Settings:
• Manage Worker Goal Setting Lookups

• Manage Goal Value Sets

• Manage Worker Goal Descriptive Flexfields
• Manage Worker Goal Setting Profile Option Values
• Manage Goal Management Notification Settings
Maintenance Tasks
The ongoing maintenance tasks are:
• Manage Goal Library

• Manage Goal Plans
• Mass Assign Goals
• Administer Goals
• Manage Completion Engine Process
Goal Management Setup Considerations

Implementation Key Considerations:
• What business outcomes you are supporting?

- Performance goals

- Development goals
- Personal goals
• How are goals integrated into the organization?
- Goal Plans
- Organization goals
- Cascading / Sharing / Aligning
• What level approvals will be enabled?
- Require approval to create goals
- Require approval to edit key data
- Require approval to mark as complete
• What notifications will be activated?
- Identify delivered notifications that will enhance processes
• Leveraging tasks and target outcomes.
- Allow employees and managers ability to add tasks to performance,
development and or personal goals
- Update profile items such as languages or competencies based on outcomes of
specific goals
• Enable goal weighting?
- Allow employees and managers to set relative weights
• Enable Group Spaces?
- Allow workers to share goals with Group Space members
Configuring Goal Setup Options

Key Setups:
• Worker goal setting lookups

• Worker goal value sets and worker goal descriptive flexfields

• Worker goal setting profile option values
• Goal Management notification settings
Manage Worker Goal Setting Lookups

Lookups
You can set the lookups in the Setup and Maintenance work area using
the Manage Common Lookups task or the Manage Worker Goal Setting
Lookups task.

Some Goal Management lookups have extensible customization levels.
These are:
• HRG_DEV_GOAL_CATEGORY: Categories of development goals, such as

short-term, medium-term, and long-term.
• HRG_GOAL_MEASUREMENT_LEVEL: Levels of goals, such as target, and
stretch.
• HRG_GOAL_QUANTITATIVE_UOM: Units of quantitative measurement for
goals, such as currency, number, and percentage.
• HRG_GOAL_SOURCE: The source from which the goal was added, such as
goal library, worker goals, or organization goals.
• HRG_GOAL_TASK_TYPE: Categories of task types for goals, such as
coaching, project, and research.
• HRG_PERCENT_COMPLETE: The completion percentage of a goal, such as 0,
25, 50, 75 and 100.
• HRG_PERF_GOAL_CATEGORY: Categories of performance and personal
goals, such as career, education, and skill.
• HRG_PRIORITY: Priorities of goals, such as high, medium, and low.
Other Goal Management lookups do not have extensible customization levels and
cannot be edited or deleted. These are:
• HRG_APPROVAL_STATUS: Goal approval status, such as Pending Approval,

Approved, or Rejected.
• HRG_ASSIGNMENT_SEARCH_OPTION: Options for searching selected
persons, such as a report or direct report of a manager.
• HRG_GOAL_ASGN_SOURCE_TYPE: The source of a goal assignment, such
as HR specialist or manager.
• HRG_GOAL_MEASUREMENT_TYPE: Categories used for goal measurement,
including Qualitative and Quantitative.
• HRG_GOAL_OBJECT_TYPE: Types of goal plans, such as Performance or
Development.
• HRG_GOAL_QUANT_MEASURE_TYPE: Categories for quantitative
measurement of goal, such as Maximum or Minimum.
• HRG_GOAL_STATUS: Status of a goal, such as Not started, In progress, or
Completed.
• HRG_GOAL_TASK_STATUS: Status of a goal task, such as Not started, In

progress, or Completed.
• HRG_GOAL_TYPE: Types of goals, including Performance, Development, and
Personal.
• HRG_GOAL_VERSION_TYPE: Goal version types, including Active, Frozen,
and Mass request.
• HRG_MANAGER_HIERARCHY_OPTION: Options for assigning goals to a
manager hierarchy, including All direct reports, All direct reports and indirect
reports, and Selected persons only.

• HRG_MASS_REQUEST_RESULT: Status of a mass request, such as In
progress, Success, or Failure.
• HRG_MASS_REQUEST_TYPE: Type of mass process request, such as Goal
ass assignment or Goal plan generation.
• HRG_TARGET_OUTCOME_SOURCE: The source of a target outcome,
including My person profile, My job profile, and Content library.
• HRG_ALIGNMENT_TYPE: Goal alignment types, such as Direct or Indirect.
• HRG_GOAL_ATTAIN_PERIOD: Goal attainment period types, such as Year,
Quarter, or Month.
• HRG_ENABLE_BY_GOAL_TYPE: Attributes for goals enabled by a goal type,
such as Development Goal, Performance Goal, Both Performance and
Development Goals, or None.
116
Goal Management Lookups Example

Manage Value Sets and Worker Goal Descriptive

Flexfields
Goal Management Descriptive Flexfields
There are three descriptive flexfields available for Goal
Management:

• HRG_GOALS: Fields for goal information displayed on the
My Goals page.
• HRG_GOAL_ACCESS: Fields for goal sharing details
displayed in the Share region of the Goal Details page after a
goal is shared from the Goal Management pages.
• HRG_GOAL_PLANS_B: Fields for goal plan details displayed on the Create and
Edit Performance Goal Plan and Create and Edit Development Goal Plan pages.
118

Goal Management Descriptive Flexfields Details

Demonstration: Create Goal Descriptive Flexfield

Demonstration Scope
Create a descriptive flexfield that will be added to all goals to distinguish
between goals that are for projects, or those for a half year or full year.
The descriptive flexfield requires a lookup type and value sets along with
the descriptive flexfield to activate the descriptive flexfield.

Demonstration Steps
Start Here
Setup and Maintenance work area, All Tasks tab
1. In the Name field, enter Manage Standard Lookups and click Search.
2. In the Manage Standard Lookups row, click Go to Task to open the Manage
Standard Lookups page.
3. On the Search Results section toolbar, click the New icon.
4. In the Lookup Type field, enter HRG_GOAL_DURATION.
5. In the Meaning field, enter Duration for goal.
6. In the Description field, enter Duration for goal.
7. In the Module field, select the down arrow and select Search to open the Search
and Select: Module dialog box.
8. In the User Module Name field, enter Application Common.
9. Click Search.
10. Select the Application Common row and click OK.
11. Click the page Save button.
12. In the HRG_GOAL_DURATION: Lookup Codes region, click the New icon.
13. In the Lookup Code field, enter DURATION_FULL.
14. In the Display Sequence field, enter 1.
15. In the Meaning field, enter Full year.
This value appears in the drop-down list on the Goals page.

16. In the HRG_GOAL_DURATION: Lookup Codes region, click the New icon
again.
17. In the Lookup Code field, enter DURATION_HALF.
19. In the Meaning field, enter Half year.

20. In the HRG_GOAL_DURATION: Lookup Codes region, click the New icon
again.
21. In the Lookup Code field, enter DURATION_PROJ.
23. In the Meaning field, enter Project.

24. Click Save and Close to return to the Setup and Maintenance work area, All
Tasks tab.
Next you must create a value set that uses the HRG_GOAL_DURATION
standard lookup you created.
25. Search for the Manage Value Sets task and in the Manage Value Sets row,

click Go to Task to open the Manage Value Sets page.
26. On the Search Results section toolbar, click the Create icon to open the
Create Value Set page.
27. In the Value Set Code field, enter HRG_DURATION_VAL_SET.
28. In the Description field, enter Goal duration value set for Goal Management.
29. In the Module field, select the down arrow and select Search to open the Search
and Select: Module dialog box.
30. In the User Module Name field, enter Oracle Middleware Extensions.
31. Click Search.
32. Select the Oracle Middleware Extensions for Applications row and click OK
to return to the Create Value Set page.
33. In the Validation Type field, select Table.
The Definition section appears.

34. In the Value Data Type field, select Character.
35. In the FROM Clause field, enter FND_LOOKUPS.
The FND_LOOKUPS table contains the lookups.

36. In the Value Column Name field, enter MEANING.
The Value Column Name is the attribute name that holds the description of the
lookup values.
37. In the ID Column Name field, enter LOOKUP_CODE.
LOOKUP_CODE is the code that will be stored in the database.

38. In both the Start Date Column Name and End Date Column Name fields, enter
TO_DATE(NULL).
39. In the WHERE Clause field, enter
FND_LOOKUPS.LOOKUP_TYPE='HRG_GOAL_DURATION'.
The lookup type to use to populate the values.

40. Click Save and Close to return to the Manage Value Sets page.
41. Click Done to return to the Setup and Maintenance work area, All Tasks tab.
Next you must create a descriptive flexfield that uses the

HRG_GOAL_DURATION standard lookup you created.
42. Search for the Manage Descriptive Flexfields task.
43. In the Manage Descriptive Flexfields row, click Go to Task to open the
Manage Descriptive Flexfields page.
44. In the Flexfield Code field, enter HRG.
45. Click Search.
46. Select the HRG_GOALS row.
47. Click the Edit icon.
You must create a Global Segments object that always appears in the descriptive
flexfield region.

48. In the Global Segments region, click Create to open the Create Segment page.
49. In the Name field, enter Duration.
50. In the Code field, enter DURATION.
51. In the Description field, enter Determines whether the goal is for a full year,
half year, or project.
52. In the Column Assignment section, in the Data Type field, select Character.
53. In the Table Column field, select ATTRIBUTE2.
54. In the Value Set field, select Search to open the Search and Select: Value Set
dialog box.
55. In the Search field, enter HRG_DURATION_VAL_SET and click Search.
56. Select the HRG_DURATION_VAL_SET row and click OK to return to the Create
Segment page.
57. In the Display Properties section, in the Prompt field, enter Goal Duration.
58. In the Display Type field, select Drop-down List.
59. In the Display Size field, enter 20.
60. In the Display Height field, enter 1.
61. Select BI Enabled to enable the flexfield to be used in reports.
62. Click Save and Close to return to the Edit Descriptive Flexfield page.
63. Click Save and Close to return to the Manage Descriptive Flexfields page.
64. In the Search Results field, select the HRG_GOALS row.
65. Click Deploy Flexfield to open the HRG_GOALS : Confirmation dialog box.
66. Click OK.
67. Sign out.
68. Sign in as linda.swift.
69. On the global area Navigator menu under Career, select Goals to open the
Goals work area.
70. In the Tasks pane, select My Goals to open the Goals page, Performance Goals
tab.
71. Click a goal in the table.
72. In the Success Criteria and Additional Details section, the Goal Duration
descriptive flexfield appears below the Comments text box.
Manage Worker Goal Setting Profile Option Values

Oracle Fusion Goal Management Profile Options
Set profile options to specify the Oracle Fusion Goal Management features that you will
use, such as the goal library and goal plans, and to set the online processing threshold.
You determine whether to enable the following features:

• The Goal Management business process and goal library
• Performance, development, and personal goal types
• Goal plans
• Goal sharing and goal alignment
• Manager approval for changes to goals
• Other features: goal tasks, target outcomes, goal weights, associating goals to
spaces, and excluding goals from performance documents
You can set the profile option in the Setup and Maintenance work area using the
Manage Worker Goal Setting Profile Option Values task or the Manage Administrator
Profile Values task.
Note: Only the Organization Goals Enabled profile option is available from the Manage
Administrator Profile Values task. Remaining profile options for Oracle Fusion Goal
Management are available from the Manage Worker Goal Setting Profile Option Values
task.
_______________________________________________________
For more detailed information on Goal Management profile options click Help, select the
Workforce Development offering in Functional Setup, then select Define Worker Goal
Setting. In the Search box enter profile options.
Demonstration: Goals Profile Options

Demonstration Scope
Review Profile Options for Goal Management
Demonstration Steps

Start Here
These task lists are expanded Workforce Development - Define Worker Goal Setting
1. In the Manage Worker Goal Setting Profile Option Values row, click Go to
Task to open the Manage Worker Goal Setting Profile Option Values page.
2. Review the profile options.
3. Click on several of the linked profile options to view their attributes. For example,
HRG_ENABLE_DEVELOPMENT_GOAL.
Manage Goal Management Notification Settings

Goal Management Notifications
• Most notifications are configured to No by default

• Update these configurations based on the process decisions
discussed earlier

• The biggest consideration will be determining the users need
and appetite for ongoing communication
Goal Management Notification Settings Details

125

Oracle Social Network for Goals

Key Concepts:
• Enable Oracle Social Network (OSN) to enhance collaboration with key

individuals about goals

• Set up using the Manage Oracle Social Network Objects page
• Determine the goal attributes to use with OSN
Setup and Administration > Manage Oracle Social Network Objects
Manage Oracle Social Network Objects for Goals

Enable Oracle Social Network to Enhance Collaboration
You can set up Oracle Social Network to work with goal so key individuals can share
critical information with each other and enhance the goal management process. On the
goal management pages you click Social to access Oracle Social Network and start a
conversation about the goal.

Setting Up Oracle Social Network Objects
Use the Manage Oracle Social Network Objects page, which you can access by starting
in the Setup and Maintenance Overview page and searching for the task Manage
Oracle Social Network Objects. You can set up Oracle Social Network to be either:
• Manual: Recommended; the object is enabled for manual sharing with Oracle
Social Network, where the social network user decides whether or not to share
each instance of the object with Oracle Social Network. Once shared, all updates
to enabled attributes of the object instance, and deletes, are sent to Oracle
Social Network. Updates to attributes that are not enabled are not sent.
• Automatic: Automatically sends new object instances and updates to Oracle
Social Network. All object instances are automatically shared with Oracle Social
Network upon creation and all subsequent updates to enabled attributes of the
object instances, and deletes, are automatically sent to Oracle Social Network.
Determine the Goal Attributes to Use with OSN

You can determine attributes that display with each conversation related to the goal.
You can enable any, or all of these attributes for goals in Oracle Social Network:
• Goal Name (the page where the object was initiated)

• Target Completion Date
• Worker Name
• Goal Type
• Status
• Priority
• Completion Percentage
• Organization
• Context Value (descriptive flexfields associated with goals)
Talent Actions Using the Simplified User Interface

Key Concepts:
• Managers use the Team Talent pages to monitor goals of their direct
reports

• Workers and managers use the Performance and Career pages to view and
add information related to their performance, development, and personal
goals
Team Talent Pages
Managers can use the Team Talent pages to view and add goals for direct
reports:
• View and add performance and development goals for direct reports.

Performance goals will be added to the performance document, if
configured to do so.
• Click a goal to view and edit information about that goal.
Performance and Career Pages

Managers and workers can use the Performance and Career pages to view and
add goals:
• Add performance, development, and personal goals. Performance goals

will be added to the performance document, if configured to do so.
• Click a goal to view and edit information about that goal.
Demonstration: Using the Simplified Interface for

Goals
Demonstration Scope
Show how to use the simplified user interface to access Goal Management tasks.
Demonstration Steps

Sign in as Your.Worker.
Start Here
1. In the Simplified User Interface, click Team Talent to open the Team Talent
page.
2. In Adele Stephenson's card, click the More icon to see more information about
Adele.
3. In Adele Stephenson's card, click Adele Stephenson to open the Adele

Stephenson: Career Planning page.
4. Click the Goals icon to the left of the page to open the Adele Stephenson: Goals
page.
The Goals page has tabs to display Performance and Development goals of
Adele Stephenson.
5. Click the Performance and Career icon to open the Career Planning page.
6. Click the Goals icon to the left of the page to open the Goals page.
The Goals page has tabs to display Performance, Development, and Personal
goals.
7. Select the Development tab.
You can add goals of the same type as the tab where you are located.
8. On the Development tab, click Add Goal to open the Add Goal page.
9. Leave New goal selected.
10. In the Goal Name field, enter Increase paper sales by 25 percent.
11. In the Description field, enter Devise sales strategies and complete sales by
Q1.
12. In the Measurement field, enter Sales of paper products.
13. In the Target Type field, enter Minimum.
14. In the Unit of Measure field, enter Percent.
15. Leave the Measure Type as Quantitative.
16. In the Target Value field, enter 25.
17. Click Save and Close, which causes the Confirmation dialog box to open.
18. Click OK.
Note: If you click the More Goals link, you will open the Goal Management
work area.
19. Click goal Increase Shareholder Value to open the Goal: Increase Shareholder
Value page where you can view and edit information about the goal.
20. Click Edit and edit any data for the goal.
Note: If you click the More Details link, you open the Goal Management
work area.

21. Click Submit, which causes the Confirmation dialog box to open.
22. Click OK to return to the Goal: Increase Shareholder Value page.
23. Click Done to return to the Goals page.
Managing the Goal Library

Goal Library
Key Concepts:
• Adding and maintaining goals to use throughout Talent Management

• Using status to control goal availability
Goal Library Overview
• A repository of reusable goals that you create and maintain to manage the
enterprise goal-setting process efficiently
• Organization owners, managers, and workers can search the goal library to
copy the goals

• Managers and HR specialists can assign the goals, either in goal plans, or
individually, to a selected population
• The goal library enables you to define goals consistently and reduce the
effort of creating a new goal if similar goals have been previously defined
• The goal library is maintained as part of the content library in Oracle
Fusion Profile Management
• New goals can be uploaded into the goal library using an application-
generated spreadsheet
Goals

Manage Goal Library > Edit Goal
_______________________________________________________
Adding Goals
You can add goals to the library and determine their attributes, including: name,
description, success criteria, target completion date, and more. You can also add target
outcomes, if available, to the goal. When managers or workers copy a goal, they can
change the goal attributes as appropriate.
Goals created in a performance document, talent review, or anywhere except the goal
library are not added to the goal library. The goal can be viewed from the workers'
portrait and on all other pages where the goal is included except in the goal library.
Editing Goals
You can edit a goal in the goal library at any time, regardless of whether people have
already copied the goal. Changes that you make to goals in the library do not affect
those that have been copied and are in current use, because there is no link between
the two versions of the goal.
Setting Goal Status

By default, the status of a goal you create is set to Active to make it available to copy.
You can set the status of a goal to Inactive, even if the goal has been copied and is
currently being used by workers. When you make a goal inactive, it is no longer
available to be copied. You can make the goal inactive, for example, to edit it, then
restore it to active status to make the edited goal available again.
Uploading Goals into the Goal Library

You can upload goals from an existing external database to the goal library. Once

uploaded into Oracle Fusion, you can maintain the goals there and use the goals in
Fusion applications. You upload the goals using an application-generate spreadsheet.
To use this process, you must first download the installation files for Oracle Application
Development Framework (ADF) Desktop Integration from Navigator > Tools >
Download Desktop Integrator Installer.
In the Goal Library work area, you select Upload to Goal Library to download the
application-generated spreadsheet. You add the goals and the required fields for the
goals, then click Upload to upload the goals to the goal library.
Target Outcomes Example

137

138
Tasks Example

Managing Goal Plans

Goal Plans
Key Concepts:

• Creating performance versus development goal plans
• Assigning to workers or organizations
• Describing differences between assigning goal plans, assigning goals by a
manager, or assigning goals using a mass assign process
• Assigning existing goal plans
• Populating goal plans with goals
• Carrying goals over from previous goal plan
• Adding goals to a plan from a performance document or talent review
• Using eligibility profiles to assign goals only to eligible workers
Goal Plan Overview

Manage Goal Plans > Create Goal Plan
_______________________________________________________
Goal plans are a collection of performance or development goals that are grouped by
common characteristics, such as a specified time frame and a particular department
that must work on them. Goal plans are optional for tracking goals.
Goal Plan Actions

Goal Plans
Key Actions:
• Grouping and tracking goals for a specific period

• Assigning goals to a specific population
• Associating goals with existing goal plans
• Adding goals to goal plans from other sources
Goal Plan Actions Details

Grouping and Tracking Goals for a Specific Period
Create performance and development goal plans to contain goals for a group of
individuals, to track worker performance and development for the period of the goal
plan. Managers, workers, and organization owners can use goal plans to help them sort
and track their individual and organization goals and ensure that they have appropriate

goals for the goal plan period.
Assigning Goals to a Specific Population

When creating a goal plan, you can assign goals that are specific to the hierarchical
structure of one or more managers, and individuals as well. Organization owners assign
goals to the goal plans for their organizations on the My Organization Goals page. After
creating a goal plan, you can use the Populate feature to add goals to the goal plan.
When you use the Mass Assign Goals feature, the assigned goals are added to any
plan that has start and end dates that include the start, target completion, or actual
completion dates of the goals. Workers and managers can edit goals to accommodate
their specific circumstances after the goals are assigned.
Associating Goals with Existing Goal Plans

Workers, managers and organization owners can associate goals with goal plans once
the plan is created. When workers or managers add goals to the worker goals, the goals
are associated with goal plans that have start and end dates that encompass the start
date, target completion date, or actual completion date of the goal. If those dates belong
to different goal plans, the goal is associated with all goal plans for those dates. Goals
with no dates are not associated with any plans.
Adding Goals to Goal Plans from Other Sources

Goals added in performance documents or talent reviews are added to goal plans if the
start date, target completion date, or actual completion dates of the goals lie between
the start and end dates of a goal plan. If no goal plans exist for the dates of the goal, the
goal is added to the worker goals on the My Goals page, but not to a plan. If a plan is
created later that spans the goal dates, workers and managers can associate the goal
with the plan by navigating to the pages where they edit goals and selecting a plan.
Goal Eligibility
Key Actions:
• Assigning goals to a specific population

• Defining eligibility requirements by criteria you select

• Defining eligibility for goal plans and mass assignment
• Specifying required eligibility profiles
• Creating eligibility profiles
Benefits > Plan Configuration > Eligibility Profiles > Create Participant Eligibility Profile
Goal Eligibility Details

Assigning Goals to a Specific Population
You can use eligibility profiles to restrict assigned goals to only the individuals who meet
the criteria of the required profiles.
Defining Eligibility Requirements by Criteria You Select

You can restrict goals to workers who meet eligibility requirements by job, job role,
location, age, or other criteria. For example, you can add a location eligibility profile to a
goal plan if you want to restrict goals to individuals in a specific location. You can further
refine eligibility by adding length of service criteria to restrict workers by both location
and length of service.
Defining Eligibility for Goal Plans and Mass Assignment

Eligibility profiles can be used in goal plans to restrict goals added to the plan to
individuals who meet the criteria of all required profiles, or when mass assigning goals.
If you include eligibility profiles in goals or goal plans and select to assign goals
immediately, the application runs the mass assign goals process as a service process.
In this case, the goals are assigned to individuals once the service process is complete.
However, if you select to assign goals at a scheduled time, the goals are assigned to
individuals at the scheduled time.
Specifying Required Eligibility Profiles

You can specify which eligibility profiles, and leave others as not required. Eligibility
profiles are processed according to the following behavior:
• If all eligibility profiles are marked as required, then an individual must meet the
criteria of all the eligibility profiles.
• If no eligibility profile is marked as required, then an individual must meet the
criteria of at least one eligibility profile.
• If some eligibility profiles are marked as required and some are not, then an
individual must meet criteria of all the required profiles and at least one
nonrequired profile.
• If only one eligibility profile is marked as required, then an individual must meet
criteria of that eligibility profile.
Creating Eligibility Profiles

You create and manage eligibility profiles by using the Manage Eligibility Profiles task.
Goal Management Maintenance

Ongoing maintenance is performed from the Goals work area by the HR
specialist.
The ongoing maintenance tasks are:

• Manage Goal Library
• Manage Goal Plans
• Mass Assign Goals
• Administer Goals
Mass Assign Goals

Key Actions:
• Assign existing goals to multiple workers

• Create goals to assign

• Use eligibility profiles
• Add goals to goal plans automatically
Goals > Mass Assign Goals
Mass Assign Goals Details

Assign Existing Goals to Multiple Workers
Add organization goals or goals from the goal library to assign to selected workers.
Create Goals to Assign

Create new goals to assign to the selected population.

Use Eligibility Profiles
Select eligibility profiles to limit the goal assignment to those workers who fit the
eligibility profile.
Add Goals to Goal Plans Automatically

Goals are automatically assigned to existing worker goal plans when the start, target
completion, or actual completion date of the goals are between the start and end dates
of the goal plans.
Administer Goals
Key Actions:
• Updating existing goals

• Transferring organization goals

• Uploading and assigning, organization goals using a spreadsheet
• Uploading, assigning, and updating worker goals using a spreadsheet
Administer Goals Details

Updating Existing Goals
Edit, cancel, or delete performance or development goals for individuals, or the
performance goals of an organization.
Transferring Organization Goals

Transfer organization goals from one organization owner to another.
Uploading and Assigning, Organization Goals Using a Spreadsheet

Upload new organization goals using an application-generated spreadsheet and assign
the goals to workers.
Uploading, Assigning, and Updating Worker Goals Using a Spreadsheet

Upload and assign new performance and development goals to workers using an
application-generated spreadsheet.
Uploading Goals Using Application-Generated

Spreadsheets
Key Actions:
• Uploading and assigning organization goals using a spreadsheet

• Uploading, assigning, and updating worker goals using a spreadsheet
Uploading Goals Using Application-Generated

Spreadsheets Details
HR specialists can upload and assign organization goals and worker goals using an
application-generated spreadsheet to Oracle Fusion from the Administer Goals page.
To use these processes, you must first install the ADFdi (Application Development
Framework Desktop Integration) plug-in on your local machine.

Uploading and Assigning Organization Goals Using a Spreadsheet
You upload the goals using an application-generated spreadsheet after selecting the
Organization Goals option on the Administer Goals page and clicking the Upload button.
The spreadsheet for uploading organization goals contains two worksheets:
• Organization Goals Upload - Use this worksheet to upload new organization

goals.
• Organization Goal Assignment - Use this worksheet to assign the new uploaded
organization goals to workers.
First, you download the Organization Goals Upload worksheet, and copy the existing
goals to it, ensuring that the required fields are entered. You upload this spreadsheet to
commit the organization goals to the Oracle Fusion database.
Then, you download the Organization Goals Upload worksheet to populate the
Organization Goal Assignment worksheet with available goals with the correct IDs.
Then you can complete the Organization Goal Assignment worksheet to map goal
assignments to workers, and upload the worksheet.
Uploading, Assigning, and Updating Worker Goals Using a Spreadsheet

You can generate the spreadsheet to upload and assign new performance and
development goals to workers after selecting the Workers’ Goals option on the
Administer Goals page and clicking the Upload button. The spreadsheet contains a
single worksheet that you use to upload new worker goals or update existing worker
goals: Worker Goals Upload.
First, you download the Worker Goals Upload worksheet. To upload a new goal for a
worker, specify all the required columns in the Worker Goals Upload worksheet and
upload and save it to commit the new goals into the Fusion HCM database. The new
goal is displayed on the worker's My Goals page.
To update an existing goal assigned to a worker, specify goal attributes in the Search
region of the Worker Goals Upload worksheet and download the goal into the
spreadsheet. You can then update the goal and upload and save it to commit the
updated goals into the Fusion HCM database. The updated goal is displayed on the
worker's My Goals page.
Managing Worker and Organization Goals

Managers, workers, and organization owners manage goals from the Goal
Management work area.
The Manage Goals tasks are:

• Add Performance Goals
• Add Goal Tasks
• Add Target Outcomes for Goals
• Align Performance Goal to Other Goals
• Assign Managers Performance Goals to Direct Reports
• Cancel Existing Performance Goals
• Copy Existing Goals to Own Performance Goals
• Delete Existing Performance Goals
• Manage Performance Goals
• Print Existing Performance Goals
• Share Goals With Other People
• Track Target Outcomes Progress
• Track Task Progress
The tasks for the Establish Worker Goals activity are:
• Add Goals for Direct Reports

• Align Goals to Other Goals
• Approve Goals Submitted by Directs
• Assign Goals to Direct Reports
• Cancel Goals for Direct Reports
• Delete Goals for Direct Reports
• Manage Directs' Goals
• Review Goal Attainment Analytic
The tasks for the Manage Individual Plan activity are:
• Add Development Goals

• Add Goal Tasks
• Add Target Outcomes for Goals
• Assign Managers Development Goals to Direct Reports
• Cancel Existing Development Goals
• Copy Existing Goals to Own Development Goals
• Delete Existing Development Goals
• Print Development Goals
• Share Goals With Other People
• Track Development Goal Progress
• Track Target Outcomes Progress
• Track Task Progress
The tasks in the Define Organizational Goals and Measurements activity are:
• Add Organization Goals

• Assign Organization Goals
• Cancel Existing Organization Goals
• Copy Existing Goals
• Delete Existing Organization Goals

• Manage Organization Goals
• Monitor Assigned or Published Goal Progress
• Publish Organization Goals
• Review Goal Alignment Summary
• Review Goal Progress Summary
My Goals Page Overview

Key Goal Actions:
Workers and managers use the My Goals page to:
• Add goals: Add goals from the library and create new performance,

development, and personal goals.
• Update goals: Access goals to edit attributes, add tasks and target outcomes,
and update completion status.
• Share goals: Share with peers or managers so others can copy the goal.
• Align goals: Align your goal to another goal to support the goal of your manager,
another person in the organization, or the organization itself.
• Add shared or organization goals: Add goals from these other sources to your
list of goals and edit and update them as required to fit your needs.
• Filter goals: Use the selector to see all goals, those in goal plans, or other
selected views.
Managers can also:
• Assign their own goals to workers: Any goal assigned by the manager is
automatically aligned to the manager’s goal.
My Goals Page Example
Goals > My Goals

155

My Goals Page
The My Goals page is where all workers manage their own goals. Managers have the
added ability to assign goals to workers on this page. Managers can access the My
Goals page of a worker by selecting the worker name on the My Directs’ page.
Adding and Aligning Organization or Shared Goals

Organization goals and shared goals appear on the Contextual Area of the page. You
can select the organization or shared goal to add it to your own goals, or align one of
your goals to it. If more goals are shared than can appear in the Contextual Area, you
can select the All Organization Goals or More link to access the rest. You can hide
colleagues’ goals if you do not need to access them.
Adding Goals to Goal Plans

When a worker adds a performance or development goal, or the manager assigns a
goal, it is automatically added to any worker goal plan with start and end dates that
span the start, target completion, or actual completion dates of the goals. When goal
plans are created after adding goals, you can add goals to the goal plan by selecting the
goal plan name on the on the Create or Edit Organization Goals page. There, you can
also remove goals from a goal plan by deselecting the goal plan.
Goals Page
Goals Page Key Actions
Workers, managers, and organization owners access individual goal pages to:
• Update the goal

• Add or edit success criteria
• Add to or remove from goal plans
• Share the goal
• Align the goal
• Define measurement attributes
• Add tasks and target outcomes
• Link goals to spaces
Organization owners can also:
• Publish goals
• Assign goals
Goals Page Details

Update the Goal
Edit attributes such as goal name, description, start and completion dates as required.
Add or Edit Success Criteria

Use success criteria to determine what constitutes completion of the goal.

Add to or Remove Goals from Goal Plans
When goal plans are available, you can manually add a goal to or remove it from an
existing plan.
Share the Goal

Share the goal and its associated tasks with colleagues or managers so they can add it
to their own goals; managers can share the goal with all direct reports.
Align the Goal

Add or remove alignment of performance goals to another goal.
Define Measurement Attributes

Select and define qualitative or quantitative measure levels.
Add Tasks and Target Outcomes

Add tasks to support completion of the goal, and target outcomes to link the goal to
specific skills or qualifications.
Link Goals to Spaces

Link goals to spaces so you can encourage information exchange with others to help
achieve the goals. Add or invite members to join the space as participants or
moderators to share information pertaining to the goal and add comments, links, and
graphics. The space appears on the Activities and Interest portrait card for members.
Publish goals
Organization owners can make goals available to their entire organization.
Assign goals
Organization owners can assign goals to their direct reports, all reports, or selected
workers.
Manage My Directs’ Goals Page Overview

Key Goal Actions
Managers use the My Directs’ Goals page to:
• View workers and goals: Filter by worker or goal to quickly view the goals that

each direct report is assigned.
• Add goals: Add goals that you either create or select from the goal library to
individuals or multiple direct reports, or cancel or delete goals.
• Align goals: Align the worker’s goal to an organization, manager’s, or
colleague’s goal.
• Track worker goals: Select a goal to view the worker’s progress on it, and
update it as required.
• Access worker Goals page: Select a worker name to access the worker’s
Goals page to see the same view as the worker for performance and
development goals. Personal goals can be viewed only by the worker.
• View goal attainment history: The goal attainment history analytic displays a
history of the achievement on goals over time. Using this analytic, managers and
workers compare target values to actual values of all quantitative goals that have
the same goal category and unit of measure over a period by month, quarter, or
year.
Manage My Directs’ Goals Page Example

Goals > Manage My Directs’ Goals
Manage My Directs’ Goals Page

The Manage My Directs’ Goals page is where managers add, cancel, or delete worker
goals and track the performance of their direct reports. Managers can update worker
goals to edit attributes or completion status.
Adding Goals

Managers can add goals for workers on the Manage My Directs’ Goals page. They can
also add goals directly to a worker’s Goals page by accessing it from the Manage My
Direct Goals page, or by adding goal. Goals that the manager adds appear directly in
the list of worker’s goals. The worker cannot delete goals added by the manager.
Adding Tasks
You can add tasks to goals you specify.

When you add a goal for a worker, it is automatically added to any worker goal plan with
start and end dates that span the start, target completion, or actual completion dates of
the goals. You can also remove goals from a goal plan by deselecting the goal plan on
the Create or Edit Organization Goals page. Managers do not create goal plans: these
are created by the HR specialist as a maintenance task in the Goals work area or as
part of setup.
My Organization Goals Page Overview

Key Goal Actions
All managers are organization owners. Organization owners use the My Organization
Goals page to:

• Add goals: Add organization goals that you either create or select from the goal
library, or cancel or delete goals.
• Publish Goals: Publish goals so that they are available to everyone in your
organization without assigning the goals directly.
• Assign goals: Assign goals to selected workers, or all direct or indirect reports.
• Align goals: Align organization goals to another organization goal.
• Track goal alignment: Use the Goal Alignment Summary analytic to quickly
determine how many workers in your organization have aligned their goals to
your organization goals.
• Track goal progress: Use the Goal Alignment Summary analytic to determine
how workers are progressing toward achieving goals that are aligned to your
organization goals.
My Organization Goals Page

Goals > My Organization Goals
Managing Organization Goals

In addition to creating new goals or adding them from the goal library, you can cancel or
delete organization goals. Workers cannot delete organization goals that are assigned
to them.

Organization owners do not create goal plans: these are created by the HR specialist as
a maintenance task in the Goals work area or as part of setup. Only organization
owners can add goals to organization goal plans. When you add goals for workers, the
goals are automatically added to any organization goal plan with start and end dates
that span the start, target completion, or actual completion dates of the goals. If an
organization goal plan is created after goals are assigned, the worker or manager can
add a goal to a by selecting the plan name on the Create or Edit Goals pages. You can
also remove goals from a goal plan by deselecting the goal plan on the Create or Edit
Organization Goals pages.
Publishing Goals
You can publish goals to make them available to the organization if they are not
required for all workers. When you publish goals, the goals appear in the Organization
Goals region in the Contextual pane on the My Goals page that all workers use. From
there, workers can add the goals to their own list of goals.
Assigning Goals
You can assign existing organization assign goals from the My Organization Goals
page, or assign goals as you create them. Goals appear in the goal lists on the My
Goals page of the people to whom they are assigned.
Review Question 1
You can turn the ability for workers and managers to access development goals
on and off in the Profile Options.
1. True

2. False
Review Question 2
Target outcomes that you add to goals are profile content items that are updated
in the worker profile when the worker successfully completes the goal.
1. True

2. False
Review Question 3
You can add goals to a worker’s existing goal plan by:
1. Adding performance goals to a performance document

2. Adding a performance or development goal in talent review meeting

3. Adding goals for the worker using the Mass Assign Goal process
Review Question 4
Workers can align their goals to those of:
1. Managers
2. Organizations

3. Colleagues
4. All answers are correct
All Questions and Answers

Questions and answers:
Review Question 1: You can turn the ability for workers and managers to access
development goal on and off in the Profile Options.

1. True
Review Question 2: Target outcomes that you add to goals are profile content
items that are updated in the worker profile when the worker successfully
completes the goal.
1. True
Review Question 3: You can add goals to a worker’s existing goal plan by:
Review Question 4: Workers can align their goals to the goals of:

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THESE eKIT MATERIALS ARE FOR YOUR USE IN THIS CLASSROOM ONLY.

COPYING eKIT MATERIALS FROM THIS COMPUTER IS STRICTLY PROHIBITED

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Richard Kellam Disclaimer

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Content Subscribers ................................................................................. 56

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Demonstration: Goals Profile Options ...................................................... 123

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Lesson 5: Define Questionnaires ............................................. 171

Questionnaire Controls............................................................................. 184

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Demonstration: Performance and Potential Box Chart Labels ..................... 250

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Add Candidates to Plans Example............................................................ 314

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Prepare Review Content Page ................................................................. 381

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Lesson 10: Appendix ................................................................ 405

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Lesson 1: Talent Management Course Overview

• Identify the purpose of this course

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• Use Oracle Fusion Workforce Development to perform functional or

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2 Copyright © 2014, Oracle and/or its affiliates. All rights reserved.

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• Using Goal Management

• Performance Management Setup (continued)

• Performance Management Administration Manage Succession Plans

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Outline of Course Hands-On Activities

To set up Talent Management, you create:

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You perform these functional tasks:

• Find Best Fit of a worker to a job

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Oracle Fusion Resources

• Oracle Fusion [Your Offering] Implementation Student Guide (this guide)

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• Oracle Fusion Applications Workforce Development Implementation Guide

• Oracle Fusion Applications Documentation Information Center [ID 1382875.2]

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Lesson 2: Introducing Oracle Fusion Applications and

After completing this lesson, you should be able to:

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User Interface Shell

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User Interface Shell Details

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• Is in the left pane of the user interface shell

• Is in the center of the user interface shell