Oracle reimagines its talent management strategy with Oracle Fusion Cloud HCM

With Oracle Fusion Cloud HCM, Oracle HR connects the dots between employee goals and business goals, driving efficiencies, insights, and results.

Oracle Fusion Cloud HCM helps us embed our talent management strategies into our culture and how we operate here at Oracle. The more we implement, the more we connect between what employees want and need to grow and what the business needs from our people to grow.

Kirstin WardVice President, Talent Development, Employee Experience and Strategic Communications, Oracle

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Business challenges

Oracle, a $40 billion company, serves 430,000 customers in 175 countries. To support its business and customers, Oracle has over 130,000 employees and onboards more than 20,000 new hires a year in 90 countries.

Oracle’s human resources organization is on a transformation journey focused on enabling HR innovation and strategic capability.

A key part of this mission involves reimagining talent management. For Oracle, that means using data to understand—and technology to expand—the critical nexus between what Oracle employees want and need, and what Oracle as a business needs to achieve.

The Oracle HR team’s integrated talent management strategy brings together data, processes, and experience to drive greater synergy between employee success and business success. To achieve this, it needed a single source of truth for talent data and a stellar user experience platform across the Oracle employee journey—from onboarding to performance to learning.

Why Oracle chose Oracle Fusion Cloud HCM

Oracle’s HR team chose Oracle Fusion Cloud HCM as a foundation for a more integrated talent management strategy. The delivery of a single platform provides a comprehensive view into employee talent data and insights. Additionally, a complete talent management solution, including Oracle Succession Planning and Oracle Recruiting, provides a connected employee experience across Oracle’s talent management processes, from recruiting and onboarding to performance, career development, and learning.


With its implementation of Oracle Succession Planning, the HR team gave Oracle leadership deep people insights to help facilitate talent development, succession planning, and retention strategies. Along with that, it eliminated tens of thousands of hours in manual spreadsheet reporting work, freeing HR and managers for more strategic work. Oracle has seen a 39% year-over-year increase in talent reviews.

With the implementation of Oracle Recruiting across Oracle’s five biggest hiring countries, the team elevated the candidate and new-hire experience and simplified the processes for hiring managers. In the first month after go-live, Oracle processed 12,000 requisitions and 5,000 offers (internal and external) through Oracle Recruiting.

Embedded Oracle Cloud HCM features such as check-ins and career conversations help foster a culture of continuous feedback at Oracle, shifting from a heavy emphasis on year-end reviews to ongoing conversations throughout the year—from 80% year-end to 80% ongoing feedback.

The HR team continues to realize the value of the Oracle Cloud foundation. For example, when managers use HCM for annual reviews and goal tracking, employees show 10% higher satisfaction with career discussions and are more than twice as likely to believe their career goals can be met at Oracle. This matters because career discussions and perceptions about career goals are key drivers of employee retention and engagement.

The HR team is already writing new success stories on the HCM Cloud foundation—from Oracle Journeys and Oracle Learning, both of which empower employee development through personalized, contextual paths to success.

Published:April 29, 2022

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