back to the main page

New Business Intelligence Ammunition for Winning the Talent War

As the demand for skilled workers outstrips supply, competition among employers continues to escalate. "Companies are waging war over talent," says Michelle Newell, senior director of HCM applications marketing for Oracle. "Too often companies hire somebody, train them, see them settle into a position, and then watch them leave suddenly when a competitor offers more money or a more flexible work environment."

The solution? Achieve seamless access to complete, integrated employee information that can send up red flags when an employee is at risk of leaving.

It Starts with the Profile
The new PeopleSoft Enterprise Human Capital Management 9.0 provides a number of new tools to help HR managers accomplish this goal. First, a new module called Profile Management ships as part of the core 9.0 product. With this new functionality, managers build profiles of jobs, people, business goals, and other key considerations. All of the talent-management modules, including ones for recruiting, training, and performance, pull from these profiles for consistent views of the workforce.

"The profiles provide all the basics—like name, address, and benefits packages—as well as things like skills, years on the job, performance ratings, and managerial experience," Newell says.

Secondly, the enterprise talent management applications integrate more tightly than ever with the core HCM system. "It's essential to have an integrated system so you can manage that process seamlessly as you move from attracting to motivating to promoting," Newell points out.

No More Silos
Release 9.0's closer integration among the various talent management modules means managers can access different capabilities from the same user interface. "You don't have to move from one functional silo to another," Newell says. "The system is extremely flexible thanks to the strengths of a single enterprise solution."

In practice, this integration helps HR managers see a complete picture of each employee and quickly identify problems that could prompt a talented worker to jump ship. "When you're evaluating performance you also want to see other factors, like how much you are paying that person," she explains. "If you discover you are actually paying a valuable person a wage that's lower than the industry average, that insight tells you you're at great risk for losing a top performer. Business intelligence like that makes it essential to have a single system that gives you greater visibility into your complete HCM practice."

back to the top