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GC e-Orientation Program for New HireModule 4 – Knowing your Career in Oracle
Updated by HR in July 03
Module 4 – Your Career in Oracle
This module will walk you through the relevant information on your career development in Oracle including:
Competency Model Manage Your Own Career Manage Your Personal Development
Time required: 20 minutes
Competency Model Before you know about the Career in Oracle, it is
important for you to understand the Competency Model first as it is widely applied in Oracle in:
Role profiling Recruitment Performance management Development need analysis Personal development Career management Promotion assessment
What are Competency ?
Knowledge, qualities, behaviors and skills required for superior performance
The “how” someone does their job
4 Categories of Competency: Core competencies Management competencies Professional competencies Functional competencies
Competency – a snapshot
Management Competency6 competencies for all people
managers Leadership & vision Team-building Performance management &
development Strategic awareness & capability Leading change Business management & planning
Core Competency: Equivalent to 6 Company Values which are applied to all employees
Professional Competency26 competencies applied to all employees
depending on role
Functional Competency
Depending and specific to line of business
Please visit HR Website for the list and definition of each competency.
Manage Your Own Career
When you plan your career, you may have the following questions in mind. Oracle provide you with the tool and process to assist you in managing your own career.
Career Development
Model
How to plan my career?
Job Posting
How do I know what job opportunities are available?
Career Discussion
How could I express my career aspiration?
Manage Your Career - 1
The career development model is a tool to assist you in planning your career development. Steps include:
Do a self assessment to identify your skills, success, career goals and preference
Develop your career plan to prepare for future opportunities
Implement your career plan
• For details, please visit AP HR website, then click “My Career Development”
Career Development
Manage Your Career - 2
Oracle encourage employees to pursue opportunities within Oracle which enhance their skills development and career aspiration
Such opportunities/Internal transfers also facilitate career development opportunities for employees.
Visit the Oracle’s job posting website to explore opportunities Oracle is offering locally as well as in other countries; and HR website for transfer policy
Job Opportunities
Manage Your Career - 3
One of the best alternatives to explore your career aspiration is to discuss with your manager(s) frankly and openly either in the formal appraisal session or you may initiate a career discussion with him/her at any time.
You may also discuss with your local HR if you want to get more advice on possible opportunities locally and in the region
We are open to talk; but the ownership is on your side as you are the one who knows the best of your career interest and aspiration. What we offer is the support and the opportunities
Career Discussion
Manage Your Personal DevelopmentThe following are available in Oracle to support you in planning your personal development, enhancing your skills and knowledge, and developing your management capabilities
Training Program
What training opportunities provided inside?
Self - Development
Education Sponsorship
Will there be any financial support on my external learning?
What training opportunities provided to employees?
Do the Company encourage employee self-learning?
Manage Your Personal Development - 1
Training Program (Internal)
Technical Training
Our Oracle University(OU) offers a wide
range of technical and products training in
different format such asinstructor-led trainingor on-line learning
Please visit OU Website for details
Management/Professional Training
We offer management/ leadership program
and training courses on professional skills.
Most will be delivered in the form of classroom
training to facilitate more interaction; and/or
on-line training. Please visit AP HR Website
for details
Line of Business Training
We also provide training that are LOB specific to enhance your skills in performing your roles.For instance, for sales
stream, we have Sales Workshop and Industry Workshop.
Please consult your
Manager or HR for details
Manage Your Personal Development - 2 Education Sponsorship
(External)
Oracle supports and encourages employees to continue their education in programs or courses related to their work and which will enhance
their career prospect within Oracle
Please visit HR Website –> Benefits to see the scheme conditions, eligibility, approval and reimbursement process
Manage Your Personal Development - 3
Self Development
Oracle also supports and encourages employees to engage in continuous self-learning. While the ownership rests with the employees, we provide the
the development options and opportunities to assist employees in enhancing their personal development within Oracle
Please visit AP HR Website –> Training & Career Development to see self-paced learning and suggested development options against each competency.
Manage Your Personal Development
To manage your personal development, you could make use of the “Personal Development Plan” session in our Performance Management Form (OPAS); and
To discuss with you managers to obtain their opinions and feedback on your plan.
Please also refer to Module 5 – Performance Management in Oracle
GC e-Orientation Program for New HireModule 5 – Knowing the Performance Management in Oracle
Updated by HR in July 03
Module 4 – Performance Management in Oracle Our Performance Management combines the performance
review and personal development process. This module will walk you through briefly the following topics:
The performance management tool Responsibilities Performance review cycle and the use The performance review steps
Time required: 20 minutes
Performance Management Tool
OPAS provides us an integrated set of practices that:
Help individuals and groups continually improve their abilities
Focus the performance and energy of all individuals towards a collective achievement of Oracle’s business objectives
Oracle
Performance
Assessment
System
= OPAS
OPAS is a “Shared” Responsibility
Manager’s
Responsibility
Establish and agree on objectives/requirements
Provide regular feedback Provide learning opportunities Coach for improvement &
success Review and check on
performance
Employee’s
Responsibility
Understand the objectives/requirements
Seek regular feedback Seek learning opportunities Ask for help when in need Do a self evaluation
OPAS The cycle covers a one-year period starting from June
of a year to May of next year It includes the “performance assessment” and also
the “personal development plan” The OPAS results will be used as one of the
considerations in various management decision such as:
Career move Salary increments Variable pay Stock option Promotion
Step 1 - Performance Planning (Start)
PERFORMANCETARGETS
(A)To set Objectives
“the WHAT”
(B)To determine Competencies
“ the HOW”
(C) To develop the
Personal DevelopmentPlan
Step 1 - Performance Planning (A)
Objectives should be: SMART
SpecificMeasurableAchievableRealistic/RelevantTime-bound
To set Objectives “the WHAT”
Step 1 - Performance Planning (B)
Identify the competencies that are needed to achieve the specific objective:
e.g. To achieve an objective of Customer Satisfaction, competencies required may include:
* Effective Communication Skills
* Industry knowledge
* Customer Needs Analysis
To determine Competencies
“ the HOW”
Achieve your performance
objectives
Improve performance &
competency
Achieve your Career Goals
To develop the Personal
DevelopmentPlan
This is to identify your training/ development needs which are important to help you:
Step 1 - Performance Planning (C)
Step 2 - Performance Measurement (A)
To review performance And competency
Ratings always supported with facts5 = Outstanding4 = Frequently Exceeds requirements3 = Fully Satisfied2 = Improvement required
1 = Unsatisfactory Both manager and employee to rate Comments with specific behaviors in critical
incidents, using STAR approach: Situation (the situation that took place) Task (what was the accomplished task) Action (specific action done) Result (impact of the action)
Step 2 - Performance Measurement (B)
Review the development activities planned for year
Comment on the outcome of the activities (to what extent skill development has occurred)
To review development
Plan
Step 3 – Performance Discussion
To discuss the overall assessment on performance
To mutually agree on the rating
To give feedback & coaching To discuss career aspirations
and options Collaborate on planning for
personal development for next year
Performance Review
Performance Appraisal is conducted once a year; however the “performance review” should take place regularly on an on-going basis
Both manager and employees should take initiatives to arrange the “performance review” or “feedback session” whenever it is necessary
For More Details
Please visit HR website for copy of appraisal forms and the procedures
Please contact your manager or HR if you have any queries regarding the process