Your search did not match any results.
We suggest you try the following to help find what you’re looking for:
- Check the spelling of your keyword search.
- Use synonyms for the keyword you typed, for example, try “application” instead of “software.”
- Try one of the popular searches shown below.
- Start a new search.
Oracle Modern Best Practice for Higher Education—Talent Review to Succession
Higher Education—Talent Review to Succession
To stay competitive, higher education HR leaders must plan for both short- and long-term talent needs, such as PhD shortages and retirement backfills. With Oracle Modern Best Practice, you can reduce talent gaps and prepare for the future by leveraging mobile, social, analytics, big data, AI, machine learning (ML), and the cloud. Quickly capture talent data from across your institution and gain insight into your employees’ skills, interests, and gaps. Identify staff capabilities through insight-driven, collaborative, and secure interactive online discussions. Evaluate your talent using advanced visualization (such as an interactive 9-box grid) to view tenure status, risk of leaving, and other performance factors. Be ready to ramp up for expanding degree programs and other future market demands by creating talent pools and succession plans.
Mobile. Analytics. Social. Big Data.Review talent
Understand talent by reviewing licenses, certifications, career interests, publications, CVs, and existing talent profiles, generated via self-service or auto-populated from recruiting activities. Engage in insight-driven, collaborative, and interactive online discussions.
Mobile. Analytics. Social.Rank and assess talent
Use advanced visualization (e.g. interactive 9-box grid) and reporting to evaluate/calibrate faculty and administrative staff, and assess factors, such as potential, risk/impact of loss, tenure status, and performance. Compare and contrast staff capabilities.
Mobile. Analytics. Social. AI/ML.Identify future talent needs
Based on institution goals, identify short- and long-term talent needs (e.g. PhD shortages, Chancellor retirements, union negotiator, campus location expansions, new degree program, Dean’s office) across the institution. Create talent pools (e.g. to track emerging leaders) or succession plans.
Mobile. Analytics. Social.Organize talent
Place faculty and staff per ranking / assessment data into talent pools and succession slates, creating an internal pipeline of resources to fulfill potential talent gaps.
Mobile. Analytics. Social. AI/ML.Analyze talent pools
Discover recommended development needs of talent pool members and automated learning paths to address skill gaps. Track progress of implemented talent development plans.
Mobile. Analytics.Assess succession plans
Analyze individual and workforce strengths and weaknesses to track bench strength and succession slates readiness. Re-evaluate faculty and staff using the 9-box grid as needed.