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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, 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.
Understand your talents’ skills and capabilities by reviewing licenses, certifications, career interests, publications, CVs, and existing talent profiles that are generated from employee self-service portals or auto-populated from recruiting activities. Engage in collaborative and interactive online discussions among HR leaders to further determine current talent aptitude.
Evaluate faculty and administrative staff performance by using reports and advanced visualization, such as an interactive 9-box grid. View potential, risk of leaving and impact of loss, tenure status, and other performance data. Compare and contrast staff capabilities.
Identify short- and long-term talent needs, such as new PhDs, union negotiators, and successors to the Dean. Ensure that the best talent is in line for the future by creating talent pools to track emerging leaders or make succession plans. Prepare for campus location expansions, new degree programs, and other future institutional goals.
Creating an internal pipeline of resources to fulfill potential talent gaps. Strategically place faculty and staff into talent pools and succession slates based on ranking and assessment data.
Track the readiness of your talent pool by automatically identifying their career development goals and needs.
Analyze individual and workforce strengths and weaknesses to determine bench strength and succession slates. Evaluate faculty and staff performance versus potential by using a 9-box grid.