Oracle HCM Cloud

Talent Management Implementation Essentials – Profile Management

Renato Alves
LAD Partner Success Manager - HCM
Enablement – Alliances & Channel
May-2021

Copyright © 2021, Oracle and/or its affiliates. All rights reserved.

Course Objectives

After completing this course, you should be able to :

• Perform functional or transactional Profile Management tasks
• Identify the key concepts of Profile Management that determine a successful implementation
• Test your setup by entering data and performing common Profile Management processes

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 Agenda

• Overview
• Profile Management Overview
• Profile Rating Models
• Person Profile Type
• Model Profile Type
• Compare Profiles and Find theBest Fit
• Talent Profile Summary

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Profile Management
Overview

4 Copyright © 2021, Oracle and/or its affiliates. All rights reserved. [Date]

4
 Module Objectives

• Identify the Profile Management integrations

• Define the Profile Management components

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 Oracle HCM Cloud Solution

Oracle HCM Cloud

Oracle Human Resources Oracle Oracle Oracle Payroll
Talent Management Workforce Management
• Core HR • Payroll Interface
• Connections • Profile Management • Absence Management
• HR Help Desk • Recruiting • Workforce Health and
• Goal & Performance Safety
• Work Life
Management
• Benefits
• Strategic Workforce • Compensation
Planning • Learning
• Workforce Modeling and • Career Development
Predictions • Succession Management
• Talent Review
• Opportunity Marketplace

Experience Design Studio | Advanced HCM Controls | Oracle Analytics Cloud

Oracle Cloud Infrastructure Platform

AI/ML | Digital Assistant | Extensibility | Integration | Security | Autonomous Database

Copyright © 2021, Oracle and/or its affiliates. All rights reserved.

We offer the broadest and deepest Cloud HCM solution on the market. Over the past
nine years, we built our solution natively for the cloud from the ground up, separately
from our PeopleSoft and E-Business Suite applications. It has everything you need in
one unified solution that connects every HR process - across Recruiting, Global HR,
Talent Management, and Workforce Management. [NA only: For example the
changes you make in time and labor and absence management trickle down to
payroll. Global: For example: updated job profile information flows to deliver targeted
training recommendations and career planning.]

And unique tools like HCM Experience Design Studio make it easy to configure and
create tailored processes – without having to rely on IT. Advanced HCM Controls help
detect threats and provide security, and Oracle Analytics Cloud provides enterprise-
wide insight to guide decision-making. Underlying it all is a flexible Gen 2 Oracle
cloud infrastructure platform, with embedded AI to simplify and automate workflows,
and the ability to extend and integrate the solution to meet specific needs. We
provide a single Cloud HCM for all of this - with one source of truth for HR data
providing greater visibility, and one consistent experience across processes for
scalability. All of this means business continuity and faster response to business
needs.

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Profile Management Explained

• Profile Management provides a • Profiles are valuable for tracking

framework for developing and employee’s skills, competencies, and
managing talent profiles that accomplishments for various talent
meet your industry or management activities, such as
organizational requirements
– Career Planning
• Profiles summarize the – Identifying Training Needs
qualifications and skills of a person
or a workforce structure such as a – Performance Management
job orposition

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 Oracle Profile Management Integrations

Profile Management supports talent business processes in the following:

Performance Management Succession Management

Uses the risk of loss and impact of loss ratings for an
Uses the rating models to rate employees on their
employee, and uses with talent pools in situations where you
performance and proficiency and uses competencies from the
want to track development progress of employees as potential
content library in performance documents
candidates for a specific job, position, or incumbent

GoalManagement Career Development

Uses predefined Certifications, Competencies, and Languages Uses predefined Certifications, Competencies, and Languages
as target outcomes as target outcomes

Talent Review
Uses performance, potential, and risk of loss ratings stored in
the employee's profile record and displays these details on
the box chart analytic

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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 following Oracle Talent Management applications and functions are covered in
the Oracle HCM: Career and Succession Planning and Talent Review course:
• Career Development: Manage employee development and career using
goals to achieve objectives and tools to explore collaboration and new
roles.
• 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.
The following Oracle Talent Management applications and functions are covered in

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the Oracle HCM: Goal and Performance Management course:
• Goal Management: Manage performance goals, goal plans, goal plan
sets; add, update, and assign goals to employees; administer employee
goals; and manage the goal library.
• Performance Management: Manage performance templates from
which performance documents are created to rate employees. Set
goals and competencies in a performance document, and then
evaluate them according to your organization's scoring system.
The following Oracle Talent Management applications and functions are covered
in the Oracle HCM: Profile Management course:
• Profile Management: Set person or job 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.
Profile Management Components

You can configure Profile Management to meet your business requirements using
these components:

• Content Library • Profiles

– Content Templates • Profile Types
– Content Sections – Person
– Item Catalog – Model
• Content Subscribers • Rating Models

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How Profile Components Work Together

Content Library Profile Types

Content Template Content Sections Item Catalogs Job Related Competencies Job Related Competencies
Leadership Competencies
Technical Certifications Technical Certifications
Rating Model Adapt toChange General Licenses
Job Related
Competencies Plan & Organize Degrees Degrees

Competency

Leadership Leading
Competencies Communication
John Smiths’ Talent HR Manager
Profile Job Profile

Job Related Competencies Job Related Competencies

Technical Prof.HR Mgmt. - Adapt to Change - 3 - Adapt to Change - 3
Certification SHRM Cert.
- Plan & Organize - 2 - Plan & Organize – 2
Leadership Competencies
- Leading
Certifications - Communication
Technical Certifications Technical Certifications

General Licenses HC Institute - Prof.HR. Mgmt. - Prof.HR. Mgmt.

HR Certification GeneralLicenses
- Notary
Degrees Degrees
- Bachelor of Science - Bachelor of Science

Bachelor, Science
Education Degrees
Masters, Engineer

Overall Fit: 85%

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Content Library

The content library provides the foundation for profiles as it stores content
templates, content sections and item catalogs.
• Content templates
Predefined templates that are delivered that you use to create content sections
• Content sections
Sections in a profile, person or model, containing profile items
• Item Catalog
Supports the requirement for defining structured content representing specific
skills and credentials a person has and can be used to evaluate and determine if a
person is qualified or fit for a role

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 Content Section Subscribers

Content section subscribers support content presentation within Profile Management and
other Fusion consuming products, such as:

• Goals • Learning Outcomes

• Career Development • Social Connection
• Talent Review • Human Resources
• Talent Management • Recruiting
• Performance Management • HR Specialist Profile Details User
Interface

To use a content section within an Oracle Fusion application, you must add the
predefined subscriber code to the content section.

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Note: User-defined subscriber codes aren't supported.

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Rating Models

Use Rating Models to:

• Rate employees on their performance and level of proficiency in the skills and
qualities that are set up on the person profile
• Measure employees' potential
• Track impact and risk of loss
• Specify target proficiency levels for items on a model profile, so that the model profile
can be compared to employees' profiles
– Managers can compare a model profile to employees' profiles and determine the
best person suited to fill a position
– Employees can compare their profile to model profiles to identify:
— Suitable positions within theorganization
— Skill gaps and fill the gaps before applying for other positions

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Profile Types

Profile types include either Person or Model profile types, and define the data to be
captured by instances of the relevant type.

• Person Profile Type maintains the definition of the person talent profile necessary for
tracking employee’s skills, qualities, and qualifications

• Model Profile Types maintain the definition of the workforce structures necessary for
tracking targeted and required skills, qualities, and qualifications

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 Profile Management Implementation Considerations

• What content templates will be used?

• What content section properties need to be configured?

• What rating models arerequired?

• Will you use one rating model or more?

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What content templates will be used?

Decide which content templates such as Competencies, Certifications, Career
Preferences will be used
What rating models are required?
Modify the existing rating models provided, wherever applicable. For example for
performance or proficiency ratings.

Will you use one rating model or more?

You can use predefined rating models or create your own rating models and use them
in your products.

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 Profile Management Setup

Setup performed from the Profile work area:

• Talent Profile
• Item Catalogs
• Model Profiles
• Profile Content Section Access
• Profile Types
• Profile Rating Models

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Item Catalogs
Use the task to define structured content representing specific skills and credentials
an employee has and can be used to evaluate and determine if a employee is
qualified or fit for a role.

Model Profiles
Use the task to create an instance of a Model Profile. Create or Edit a Model Profile.
Profile Content Section Access
Perform task to secure access to content sections in person profiles.
Profile Types
Use the task to configure and edit a profile type and add content sections based
on the predefined templates to the Person and/or Model Profile Types.

Rating Models
Use the task to create and update models for rating the performance, potential, and
proficiency level of employees

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Demonstration

• 2-1: Viewing Profile Types

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17
Lesson Summary

• Identified the Profile Management integrations

• Defined the Profile Management components

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18
Profile Rating Models

19 Copyright © 2021, Oracle and/or its affiliates. All rights reserved. [Date]

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Module Objectives

• Define Profile Rating Models

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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

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 Rating Levels
Identify the qualitative values used to rate an employee

Rating Name Description Star Numeric Career or Strength

Level Ratin Rating Development
g

1 Unsatisfactory The employee is not performing the behaviors 1 1 Career or Strength

indicated for the target level of the role. Development
Significant improvement anddevelopment is
needed.

2 Inconsistentl The employee sometimes demonstrates the 2 2 Career or Strength

y meets behaviors indicated for the target level of the Development
expectations role, or demonstrates some of them correctly.
Further development and improvement is
needed.

3 Meets The employee consistently performs the 3 3 Career or Strength Development

expectations behaviors indicated for the target level of the
role.

4 Exceeds The employee consistently performs at a level 4 4 Career or Strength Development

expectations often above and beyond the behaviors indicated
for the target level of the role.

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For rating models that are used by Oracle Fusion Performance Management, you
must:
• Define numeric ratings, particularly for rating models in performance
documents that use calculated ratings
• Define rating levels using whole numbers, with the highest number indicating
the best rating
- Rating levels determine high and low ratings in the analytics

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Review Points

Define review points for rating models in performance documents that use
the average, sum, or band calculation method
Points Range
Rating Level Review Points From Points To Points
1 1 0 2
2 2 3 4
3 3 5 6
4 4 7 8
5 5 9 10

Tip: The review points and point ranges that you define for the rating model are used to calculate ratings

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Rating Categories

Using rating categories youcan:

• Group rating levels together for analysis tools used in the talent review process
• Group rating levels into categories that become the labels for the analytic

Category Name Category Description Lower Upper

Boundary Boundary
Low Low Performance 0 2
Medium Medium Performance 2.1 4
High High Performance 4.1 5

Tip: You should not change rating categories after setting them up, as the changes could affect the
analytic.

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 Distributions

Use to determine the targeted minimum and maximum percentage of employees that
should be given each rating level
Target Distributions
Rating Level Name Minimum Maximum
Distribution (%) Distribution (%)
1 Unsatisfactory 3 5
2 Inconsistently meets expectations 7 10
3 Meets Expectations 50 60
4 Exceeds Expectations 15 20
5 Outstanding 3 5

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You can set up distributions using the Target Ratings Distribution task for rating
models that are used in Performance Management.

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Demonstration

• 3-1: Viewing Rating Models

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26
Lesson Summary

• Defined Profile Rating Models

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Person Profile Type

29 Copyright © 2021, Oracle and/or its affiliates. All rights reserved. [Date]

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Module Objectives

• Define Person Profile Type

• Configure components of a Person Profile

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Person Profile Type

• The Person Profile Type maintains the definition of the person talent profile
necessary for tracking employee’s skills, qualities, and qualifications
• Use the Person Profile Type to create employee profiles

Profile types are either person or model profile types, and define the data to be captured by instances of the
relevant type.

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 Edit Profile Type: Person

The Edit Profile Type: Person page is divided into 3 areas

Profile Definition Content Section Profile Talent Ratings

• Name • Section Name • SectionName

• Description of the Profile • Section Order • SectionDescription

• Status • SectionDescription • Active

• Autocreate Person Profile • Talent Rating Template

• Approval Required

• Active

• LinkedIn Enabled

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Use the Profile Types task to configure a profile type and add content sections based
on the predefined templates to the Person and/or Model Profile Types

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 Autocreate Person Profiles

When the Autocreate PersonProfiles check box is selected:

• The person profile is created and added • Enable or Disable this functionality
to the Skills and Qualifications page for using theAutocreate Person Profiles
the employee check box in the Person Profile
• The person profile added for a pending • By default, this check box is selected
employee is activated onthe effective hire
date for an employee or the effective
placement date for a contingent
employee
• Automatically create person profiles for
person records

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If you choose to clear the Autocreate Person Profiles check box for the person profile
type and no profile exists for a person, an error message is displayed to create or
upload profile when you access that person's Skills and Qualifications page.
However, when uploading talent profile data from external sources, you must
clear the Autocreate Person Profiles check box to avoid duplication of person
profiles.

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 Content Sections

• Content sections are sections in a profile, person or model, containing profile items
• The properties for each of the content sections are defined and configured under
the profile type

• Content sections are created using predefined templates

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The accessibility of a content section for person profiles is dependent on the role
and security privileges assigned to you.
Content sections can be configured as default sections, which determines if a
content section is presented on a person’s talent profile without being explicitly
added. Section default settings can be changed by administrators for any
section.
Default Section – if checked, this content section will automatically display in the
Skills and Qualifications page (using the “Talent Profile” subscriber code) for the
Person Profile. The employee will not need to add this content section to their Skills
and Qualifications.
You can also define structured and unstructured content. For example, the
delivered Special Projects template gives you the flexibility to configure content
sections to capture content from a predefined list of projects or from manual entry
of projects, enabling customers to capture details related to known internal
projects or to capture details about unknown projects to which their employed
talent is connected.

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 Content Section Attributes

• Attributes that are used to define data included in a profile

• The configuration of the content sections for person profiles includes:
– Order
– Section Name
– Section Description
– Talent Rating Template
– Active
– Approval Required
– LinkedIn Enabled

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Content section access security secures user access to the various content
sections including talent ratings as well as the relevant data for the person profile.
• Order – put content sections in the order you want them to be displayed in the
Person Profile
• Section Name – name of the newly created or predefined content section
name. You can determine which attributes are displayed as part of summary
or detail display or not display the attribute at all.
• Talent Rating Template – the talent rating template that will be used for this
content section Description – description for the content section
• Active – whether the content section is active or not
• Approval Required – if checked, approval is required when adding,
updating or deleting the content section from the profile
• LinkedIn Enabled – import employee’s LinkedIn profile information to their
talent profile

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 Predefined Talent Rating Templates

• Accomplishment • Language
• Career Preferences • Membership
• Certification • Skill
• Competency • Special Project
• Education • Work History
• Honor • Work Preference

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You can reuse the predefined templates and create additional content sections for
the Profile. The reusability of the content templates allows for multiple content
sections of the same type of content to be separately defined. For example, the
Work History template can be used to create a section that captures previous
employment and another section that captures military experience.

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The Career Statement

• The Career Statement content section is predefined and therefore, is not included in the
Person Profile Type for configuration
• The Career Statement content section will appear on the Skills and Qualifications page
as the default leading content section for that page

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 Associating Behaviors with Competencies

• Behaviors are subcomponents of a competency

• You must create a relationship between the Competencies and Behaviors
content types so that you can associate their content items
• You must decide:
– The type of relationship between the Behaviors and Competencies
– The duration of each relationship

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Deciding the Relationship

Parent and child relationship: You can define Behaviors as a child of the
Competencies .Using this relationship, you define a hierarchy where Behavior are
added to the Competencies . For example, when Behaviors is a child of
Competencies, you can add the Behaviors to one or more Competencies. In this
relationship, you must associate the same rating model with Competencies and
associated Behaviors.
Supports or supported by relationship: You can enable Behaviors to support the
Competencies, and vice versa. The supported or supporting content are not in a
hierarchical relationship with one another.
Average by default and can't be edited. Using this rule, the application calculates the
proficiency rating for the competency as the average of the behavior ratings. The
rating provided at the competency level is ignored by the application.

Deciding the Relationship Duration

You can define a duration for the relationship between the Behaviors and
Competencies. There can be multiple relationships provided their dates don't

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overlap.
 Content Section Properties

• Label • Value Set Name

– The attribute label for the content – The catalog items defined for the
section property displayed on the relevant item template
profile when the property is
• Default Value
included within a contentsection
– Defines the default value for a
• Field Type value set that will display in the
– The type of attribute content section for an attribute

• Display
– Determines if the content section
attribute is displayed on the
profile and whether the attribute
is displayed on the content
section summary or detail area

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Content Sections Properties are attributes that are used to define data included in the
profile and represent the information that you want to capture for each section

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 Field Type

• Character Large Object (CLOB)

• Date
• Decimal
• Item Value Set
• List of Values
• Lookup
• Number
• Text

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Item Value Set – the list of values for the profile items
• List of Values – an attribute can be configured either as a List of Values or a free
form Text. When the attribute is defined as an item list, the list of values source
for that attribute is enabled. For example, you can create a list of values for
Organization and when you add a profile item that contains Organization as an
attribute, you will be able to select the Organization from the list of values
• Lookup – assign a custom list of values (Common Lookup) for relevant attributes
within a section; name of the lookup type or a predefined value set that provides
values for the content section property
• Text – an attribute can be configured either as a List of Values or a free form
Text. When an attribute is defined as free form text, the list of values source
for that attribute is disabled. For example, you can have a profile item that
contains a free form text attribute for Organization

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 Display

• The attribute is displayed in the content section as part of the Summary view or the
Detail view or hidden
• This content section property determines if the content section attribute is displayed
on the profile and whether the attribute is displayed on the content section summary
or detail area
• The display options are:
– Summary
– Detail
– Hide

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If you have defined content subscribers for the content section, the Display
property in the content subscriber determines how the attribute will be displayed in
the Oracle Fusion application or work area where the subscribed content section is
displayed.
The Display property in the content section properties MUST be set to Summary or
Display in order for the attribute to be able to be configured in the Configure
Content Section Subscriber page.
If the Display property is set to Hide, the attribute will not be displayed in the
Configure Content Section Subscriber page.

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Value Set Name

• The catalog items defined for the relevant item template

• Catalog items enable the definition of item lists for specific talent skills and
credentials
• The Item Catalogs task supports the functional requirement for defining structured
content representing specific skills and credentials a person has and can be used to
evaluate and determine if a person is qualified or fit for a role

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 Item Catalog Templates

• Competencies • Languages
• Degrees • Licenses and Certifications
• Education Levels • Memberships
• Establishment • Projects
• Honors and Awards

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To create an Item Catalog, you first have to select one of the predefined Item Catalog
Templates
Then, you have to create an Item Catalog Name and add the relevant items and their
descriptions. The attributes presented in the Create Content Item page are based on
the item catalog template. For example, let’s say you want to create two Item
Catalogs for Certifications – one called Driver’s Licenses and the other called
Financial Securities Licenses. You will create both catalog value sets in the Item
Catalogs task and then add the items such as Truck Driver’s license and Special
Motorist license under the Driver’s license Item Catalog and Series 6 and Series 7
under the Financial Securities Licenses Item Catalog. Therefore, you will have a
value set for Driver’s Licenses and another value set for Financial Securities Licenses
that you can select to add to the profile for Licenses and Certifications.
You can also upload the Item Catalogs and Items via HCM Data Loader. (For more
information about how to use HCM Data Loader, see the HCM Data Loader
documentation.)
Once an Item Catalog is defined and added to the content section property, the Item
Catalog name will be included in the list of values for Value Set Name.

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Default Value

Define the default value for a value set that will display in the content section for an
attribute with the exception of the Item Catalog

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 Content Section Subscribers

• Add, delete, and configure subscribers that will use this specific content section
• Content section subscribers support content presentation within Profile Management
• To
. use a content section within the Profile Management you must add the associated
predefined subscriber to the content section

Subscriber Oracle Fusion Application orWork Area

Career Development Fusion Career Development
Learning Outcomes Learning
Talent Profile Skills and Qualifications and TalentRatings
Talent Management Model ProfileDetails

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The content sections available to be added to the Model Profile are the content
sections defined in the Person Profile that have “Talent Management” subscriber
code
If you have defined content subscribers for the content section, the Display property
in the content subscriber determines how the attribute will be displayed in the
Oracle Fusion application or work area where the subscribed content section is
displayed. Keep in mind, the Display property in the content section properties
MUST be set to Summary or Display in order for the attribute to be able to be
configured in the Configure Content Section Subscriber page. If the Display property
is set to Hide, the attribute will not be displayed in the Configure Content Section
Subscriber page

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 DFF Context Code

Fixed set of columns defined for delivered templates

• Flexfields can be updated to reflect corrected attribute name, attribute order,
and attribute requirements
• Flexfields can be configured to include value sets that may be required for
some attributes that were previously configured with a common lookup

When searching for Profile Management flexfields use the flexfield code "HRT_PROFILE_ITEMS."

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After creating a flexfield or updating an existing flexfield, you must deploy the
flexfield before you will see changes or new flexfields

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 Profile Talent Ratings

• Talent ratings are ratings that are used to evaluate an employee, including
performance, potential, proficiency, readiness, and impact
• Predefined talent ratings can be defined as Active or not and can be configured to meet
property presentation and subscription requirements
• Talent Ratings content sections are predefined as part of the Person Profile Type definition
however, their configuration can be modified to meet your requirements

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Ratings are used in multiple products within the HCM product family such as Oracle
Fusion Profile Management, Oracle Fusion Performance Management, and Oracle
Fusion Talent Review
Depending on application settings and roles assigned, you can view, add, and update
these talent ratings across multiple products within the HCM product family.

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 Talent Ratings

The Talent Ratings content sections will appear on the Talent Ratings page

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Content section security secures user access to the various delivered talent ratings.
The aggregate security privilege, View Talent Ratings, is required to gain access to
the new Talent Ratings UI.

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Demonstration

• 4-1: Adding Content to the Person Profile

• 4-2: Securing User Access to the Content Section

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49
Instructor Practice

• 4-3: Regenerate Data Roles

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51
Lesson Summary

• Defined Person Profile Type

• Configured components of a Person Profile

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53
Model Profile Types

54 Copyright © 2021, Oracle and/or its affiliates. All rights reserved. [Date]

54
Module Objectives

• Define Model Profile Type

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55
 Model Profile Type

• Use model profile types for workforce structures such as jobs and positions
• The model profile typeidentifies:
– Targeted and required skills and qualifications for a job, position, or
organization
– Work requirements, such as work schedule and travel frequency
– The prerequisites of a learning activity within Oracle Learning.

• Multiple model profile types can be set up

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For each type of model profile (job or position or organization), you are able to select
the corresponding workforce structure. For example, for an instance of a job model
profile, you can only add job workforce structures; for a position model profile, you
can only add position workforce structures.
Note that while you can associate a single workforce structure with multiple instances
of a model profile, you can only activate one instance of a model profile at any given
time.

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Delivered Model Profile Types

• Job
• Position
• Organization
• Prerequisite

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 Edit Profile Type: Model

1.Select the Model Profile you want to configure

2. Edit Profile Type
– The Edit Profile Type: Job/Position/Organization page is divided into 2 areas
General Attributes Content Section

• Profile Type • Order

• Name • Section Name

• Description • Section Description

• Status • Section Source

• Profile Flags

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Use the Profile Types task to configure a profile type and add content sections based
on the predefined templates to the Person and/or Model Profile Types

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Model Profile Flags

You have the option of configuring the following flags:

Flag If check includes in the Manage Model Profiles

Description Description of the job, position, or organization

Responsibilities Responsibilities for the job, position, or organization

Qualifications Qualifications for the job, position, or organization

Criticality Criticality, Job Risk, Job Risk Comments, and Requires Succession Plan
flag for the job, position or organization

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 Content Sections
• Content sections are sections in a profile, person or model, containing profile items
• The properties for each of the content sections are defined and configured under the
profile type

• Content sections are created using predefined templates

.

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Content section access security does not apply to model profiles

The content sections available to be added to the Model Profile are the content
sections defined in the Person Profile that have “Talent Management”
subscriber code
The delivered model profiles types (Job, Position, or Organization) are
functionally aligned with the Person Profile Type thereby preventing
administrators from configuring a model profile type that does not relate to the
Person Profile Type
If a content section has been inactivated on the person profile, that section
will not be available for selection in a model profile.

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 Content Section Attributes

• Attributes that are used to define data included in a profile:

• The configuration of the content sections for model profiles includes:
– Section Name
– Section Source
– Description
– Active

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• Section Name – name of the newly created or predefined content section name
• Section Source – name of the Person Profile content section
• Description – description for the content section
• Active – whether the content section is active or not

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 Content Section Templates

The predefined templates that contain additions attributes specific to the

Model Profile are:

• Accomplishment • Language
• Certification • Membership
• Skill
• Competency
• Special Project
• Education
• Work Requirements
• Honor

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You can define structured and unstructured content for each of the templates
with the exception of Accomplishments, Skills, and Work Requirements
Once the content section is added, you can determine which content section
properties are displayed or not displayed. In addition, you can put content sections
in the order in which you want them to be displayed in the Model Profile and define
whether a content section is active.

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 Content Section Properties

The configuration of the content sections information you want to capture for a
section
• Label
• Field Type
• Display
• Value Set Name

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Label
The attribute label for the content section property displayed on the profile
when the property is included within a content section
You can update attribute labels presented in the UIs by using Page Composer and
define the required content section (using Section_ID) as part of the conditions or EL
expression. Each content section has a different SectionID therefore, make sure you
change the SectionID when changing the label to multiple content sections.

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 Field Type

• Character Large Object (CLOB)

• Date
• Decimal
• Item Value Set
• List of Values
• Lookup
• Number
• Text

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• Item Value Set – the list of values for the profile items
• List of Values – an attribute can be configured either as a List of Values or a free
form Text. When the attribute is defined as an item list, the list of values source
for that attribute is enabled. For example, you can create a list of values for
Organization and when you add a profile item that contains Organization as an
attribute, you will be able to select the Organization from the list of values
• Lookup – assign a custom list of values (Common Lookup) for relevant attributes
within a section; name of the lookup type or a predefined value set that provides
values for the content section property
• Text – an attribute can be configured either as a List of Values or a free form
Text. When an attribute is defined as free form text, the list of values source
for that attribute is disabled. For example, you can have a profile item that
contains a free form text attribute for Organization

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Display

• The attribute is displayed in the content section as part of the Summary view or
the Detail view or hidden
• This content section property determines if the content section attribute is
displayed on the profile and whether the attribute is displayed on the content
section summary or detail area
• The display options are:
– Summary
– Detail
– Hide

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Value Set Name

• The catalog items defined for the relevant item template

• Catalog items enable the definition of item lists for specific talent skills and
credentials
• The Item Catalogs task supports the functional requirement for defining structured
content representing specific skills and credentials a person has and can be used to
evaluate and determine if a person is qualified or fit for a role

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 DFF Context Code

Fixed set of columns defined for delivered templates

• Flexfields can be updated to reflect corrected attribute name, attribute order, and
attribute requirements
• Flexfields can be configured to include value sets that may be required for some
attributes that were previously configured with a common lookup

When searching for Profile Management flexfields use the flexfield code "HRT_PROFILE_ITEMS."

Copyright © 2021, Oracle and/or its affiliates. All rights reserved.

After creating a flexfield or updating an existing flexfield, you must deploy the
flexfield before you will see changes or new flexfields

67
Demonstration

• 5-1: Creating a Position Profile

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68
Lesson Summary

• Defined Model Profile Type

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70
Compare Profiles and Find
the Best Fit

71 Copyright © 2021, Oracle and/or its affiliates. All rights reserved. [Date]

71
Module Objectives

• Understand the difference between Compare Items and Best Fit

• Find Best Fit

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72
 What is the difference?

• Perform a best-fit analysis to find matching profiles for a specified profile

using a wide variety of criteria
– For example, use best-fit analysis to find the top five person profiles matching a
job profile, based on competency requirements, language skills, and
certifications.

• Compare profiles to evaluate the similarities and differences between known

profiles and identify the most suitable profiles
– For example, compare the five person profiles identified by the best-fit analysis
and identify the person most suited to the job.

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Comparing Items

• Use comparison to quickly identify and evaluate differences between items

• Compare any person, job, and position items

For example, you can compare a person with another person or with a job profile. You can compare items in the Profiles work area and on the talent
review dashboard.

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 Selecting Items

• The first item you select is the

comparison base, and the items
you select subsequently are
secondary items
• You can change the comparison base
if required
• The comparison displays the base
item attributes, and indicates the
differences between the attributes of
the secondary items and the base
items

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Controlling Results
Data sets control which attributes are displayed for each item in the comparison. For
example, you must select the School Education data set to display and compare a
person's education details.
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. HR specialists can perform this
comparison only if they have security access to the persons' performance
information. You can change the effective date of comparison if you're either a line
manager or an HRspecialist.

Performance Information in Comparison Results: Explained

The comparison displays the performance data of only those persons who are
evaluated using the enterprise-wide designated rating model, because you can't
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

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rating model plus the two most recent previous documents that use the same
performance template as the latest document. However, the performance
documents and performance periods for the persons being compared may be
different. The comparison indicates the performance attributes' differences only
if the performance documents are the same for the persons being compared.
Demonstration

• 6-1: Comparing Items

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76
Best-Fit Analysis

• The best-fit analysis includes the review of all profiles of the match type required and
calculation of the overall score compared to the source profile
• The overall score appears in the Overall Fit column in the results section on the Find
Best Fit page
• Employees, managers, and HR specialists can use the Best-Fit feature to match and
compare profiles with the selected match criteria
• The Best-Fit feature finds profiles that closely match the source profile (person or job)
• You can associate both jobs and positions with the job profile type

Copyright © 2021, Oracle and/or its affiliates. All rights reserved.

 Best-Fit Analysis Types

• Person Profiles that Match a Job Profile

• Job Profiles that Match a Person Profile
• Person Profiles that Match a Person Profile
• Job Profiles that Match a Job Profile

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Best Fit Optimization

Administrators are able to run the Manage Best Fit Batch Process ESS job
through the Scheduled Process UI to improve best fit performance for Career
Development Recommended Roles.

Administrators are able to:

• Schedule when to run the process based on run options, for example: As
Soon as Possible, or Using a Schedule
• Run full jobs or incremental jobs
• Set up notifications and/or manage a recipient and the condition for
notification (on success, on warning, or on error)
• Set up process options such as language, territory, time zone,
number/time/date formats and currency

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 Best-Fit Feature Accessibility

The following table shows the Best-Fit feature accessibility for the most commonly
used profile types
Role Can Perform Person to Can perform Person Can perform Job to Can Perform Job to
Job Analysis ? to Person Analysis? Job Person Analysis?
Analysis ?

HR Specialist Yes Yes Yes Yes

Manager Yes (Limited to direct Yes No Yes

and dotted line reports)

Employee Yes Yes (limited to an No No

employee’s own
profile)

Copyright © 2021, Oracle and/or its affiliates. All rights reserved.

The roles, privileges, and application settings determine the ability for a user to
perform a type of best- fit analysis
For procedures on how to access the Best-Fit feature based on
your role: https://docs.oracle.com/en/cloud/saas/talent-
management/19d/faugm / talent- profiles.html#FAUGM2004787
Disclaimer: Oracle customers have access to various resources. If you are not a
customer, you may not have access to some of the additional resources referenced
in this course.

79
 How is Best-Fit Calculated?

• The Best-Fit feature compares the selected profile content with that of target
profiles to find a list of profiles that are the closest match
• Example: As an HR specialist, you can use the Best-Fit feature to find the person best
suited for a job. The initial best-fit analysis results include a list of the profiles with
the highest percentage of matching qualities. You can further narrow down the
results by changing the priority of content types or individual content items. You
can then view the percentage match for each content type.

Copyright © 2021, Oracle and/or its affiliates. All rights reserved.

Considerations for how best-fit is calculated

The best-fit analysis considers content items of only these predefined content types:
• Competencies
• Honors and awards
• Work requirements
• Languages
• Degrees
• Memberships
• Licenses and certifications
You can use the Best-Fit feature to calculate the overall score for a target profile.
The application calculates the overall best-fit score of the target profile with respect
to the selected source profile based. The overall score is based on the individual
score of each matching content item of the selected profile.
The Best-Fit feature calculates the overall score for a target profile using an
algorithm rule. The overall score appears in the Overall Fit column in the results

80
section on the Find Best Fit page. The algorithm for the best-fit analysis is
automatically processed by the application.
For more information on how the overall score and the individual score for
person to person, job to person and job to job analyses are calculated:
https://docs.oracle.com/en/cloud/saas/talent-
management/19c/faupm/talent-
profiles.html#FAUPM2005421
Disclaimer: Oracle customers have access to various resources. If you are not a
customer, you may not have access to some of the additional resources
referenced in this course
Demonstration

• 6-2: Finding Best Fit

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81
Lesson Summary

• Understand the difference between Compare Items and Best Fit

• Find Best Fit

Copyright © 2021, Oracle and/or its affiliates. All rights reserved.

83
Talent Profile Summary
Report

84 Copyright © 2021, Oracle and/or its affiliates. All rights reserved. [Date]

84
Module Objectives

• Review the Talent Profile Summary Report

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85
 Talent Profile Summary Report

• The Talent Profile report can contain a person summary and five configurable sections
• This table describes the contents of each section
Report Section Contents

Experience Current and previous assignments

Talent Overview Performance evaluation information for up three years. The section includes the evaluation period,
overall rating, overall comments, and a bar graph comparing the performance ratings. You can also
include talent ratings.

Education and Qualifications Competency ratings and evaluation types, degrees, licenses and certifications, honors and awards,
and memberships.

Career Options and Interests Career preference and advancement readiness information, including willingness to travel,
relocate, consider part-time employment, or adopt flexible work schedules. You can also include
preferred career moves and any jobs in a worker's interest list.

Goals Development and performance goal information, such as goal names, completion dates, statuses,
and descriptions. This section includes a graph of goal achievements for the worker.

Copyright © 2021, Oracle and/or its affiliates. All rights reserved.

The Talent Profile report provides talent-related information for an employee

86
Demonstration

• 7-1: Talent Profile Summary

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87
Lesson Summary

• Review the Talent Profile Summary Report

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88