Oracle AI for HCM is a collection of traditional and generative AI capabilities that can help you complete tasks in less time, make better decisions, enhance employee experiences, and streamline HR processes, such as hiring, talent management, career development, and service delivery, while protecting sensitive and proprietary information.
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Learn how Oracle AI agents help employees and managers complete their work more efficiently and enhance employee experiences.
Empower employees with specialized services—which can help with important functions such as answering questions, providing data-driven guidance, offering recommendations, and automating tasks—embedded directly in a business process or transaction.
Get help overseeing the employee lifecycle with AI agents such as the Internal Mobility Assistant and New Hire Onboarding Assistant.
Leverage AI agents—such as a Career Planning Guide—that actively help support employee growth.
Help employees in making well-informed compensation and benefits decisions with AI agents such as the Benefits Analyst and Timecard Assistant.
Use AI agents, such as the Shift Scheduling Assistant, to help manage your organization’s policy-related tasks efficiently.
Leverage a comprehensive set of tools for creating, extending, deploying, and managing AI agents across the enterprise.
Leverage generative AI to help create engaging job descriptions that convey a position's requirements and success criteria.
Build career pages based on job categories to deliver tailored candidate experiences.
Use generative AI to help create concise summaries of company information and long-form content on hiring topics such as benefits, the workplace environment, and company culture.
Use generative AI to produce a concise summary that describes a candidate’s best-fit capabilities and attributes for a position.
Present candidates a score with comparative details on multiple criteria, such as skills, job history, and education, to help them understand how well they fit a job.
Give candidates generative AI–powered answers to questions about the company, hiring department, benefits, and job requirements.
Use AI to help keep your organization’s skills inventory current, identify gaps, and support your talent planning decisions.
AI can offer new skill recommendations to help employees grow and develop their careers.
Give each employee AI-recommended growth and learning opportunities that automatically adapt to changes in their role and the business.
Help employees understand their career growth possibilities by making it easy for them to discover different career options and AI-recommended roles.
Leverage generative AI to draft job and position descriptions to help motivate employees to explore career opportunities.
Give employees a generative AI assistant that suggests goal descriptions and measures for success for individual and team goals.
Create a performance review summary by analyzing multiple data sources to help uplift performance conversations.
Draft comments that acknowledge an employee’s success in a style that aligns with your company’s culture.
Use generative AI to draft feedback comments to help improve employee performance and engagement.
Help improve results, accuracy, and reliability with built-in generative AI prompts.
Use generative AI to give employees contextual support to help guide them through transactions and process flows.
Enable employees to get answers and complete workflows by conversing with an AI-powered digital assistant.
Give workers access to a knowledgebase with AI-powered search to help resolve routine inquiries.
Leverage generative AI to create knowledgebase articles to answer frequently asked questions in less time and with less effort.
Innovate and expand experiences using a large language model (LLM) to help improve workforce performance.
Oracle has been named the Leader in the Ventana Research Buyers Guide 2024: Learning Management Systems.
Organizations can quickly and easily adopt the latest AI capabilities to help employees improve productivity, simplify workflows, and guide workers throughout the entire employee lifecycle from recruitment to offboarding. Explore the AI features by HR process in the following table.
Note: Generative AI features are denoted by *, and AI agents are denoted by **.
| Use case | Business benefit |
|---|---|
| Candidate email and text messages | Draft emails and text messages to one or more candidates regarding invitations to apply for jobs, next steps, task reminders, and other hiring topics.* |
| Candidate experience summary | Give candidates a summary of their best-fit capabilities and attributes for a position.* |
| Candidate Q&A | Enable candidates to get immediate answers in a conversational manner about the company, hiring department, benefits, and job requirements.* |
| Candidate score (job match snippet) | Present candidates with a score with comparative details on multiple criteria, such as skills, job history, and education, to help highlight how well they fit a job.* |
| Career site content | Create concise summaries for career sites of long-form company information and content on hiring topics, such as benefits, workplace environment, and company culture, to help attract and engage candidates.* |
| Compensation Guidelines Analyst | Helps provide insights and guidance on market trends and company policies around compensation for new hires and promotions.** |
| Employee Hiring Advisor | Helps provide hiring managers with insights and recommendations to streamline the recruitment process and assist in identifying the best candidates for open positions.** |
| Job applicant score | Present recruiters with a score to see how well candidate applications match job requisitions by comparing job requisition requirements with a candidate's education, experience, skills, and profile.* |
| Job category tiles and landing pages | Build career pages by job categories to deliver tailored candidate experiences and help drive candidate engagement.* |
| Job posting descriptions | Create engaging job posting descriptions that distinctly convey a position's requirements and success criteria. |
| Recommended jobs | Alert candidates searching for career opportunities online to open roles for which they could be qualified based on an AI analysis of their experience. |
| Similar candidates | View candidates whose profiles are a strong match to the profile of the employee that has vacated a role. |
| Similar jobs | Alert candidates searching for career opportunities online to open jobs which have a skills/experience profile similar to the role they are searching for. |
| Suggested candidates | Hiring managers receive a list of candidates whose profile has a strong match to the profile of the employee that has vacated a role. |
| Time to hire | Hiring managers are provided with a forecast for how long it will take to fill an open role, making it possible to estimate the time the role will be vacant and helping them forecast staff costs at this time. |
| Use case | Business benefit |
|---|---|
| Career path recommendations | Help employees understand their career growth possibilities by making it easy for them to discover different career options and AI-recommended roles. |
| Career Planning Guide | Helps guide employees in setting career goals and developing a roadmap to achieve them, offering advice on skill development and career progression.** |
| Growth opportunities | Give each employee AI-recommended growth and learning opportunities that automatically adapt to changes in their role and the business. |
| Internal Mobility Assistant | Helps employees navigate career advancement opportunities within the organization, providing guidance on open positions and required skills.** |
| Job and position descriptions | Draft job and position descriptions to help inspire and motivate employees to explore career and growth opportunities.* |
| Job Seeker Analyst | Assists job seekers in preparing for and finding employment, offering resume tips, interview coaching, and job search strategies.** |
| Learning and Training Advisor | Helps recommend training and development opportunities to employees, supporting continuous learning and skill enhancement.** |
| Learning descriptions | Create descriptions for learning requests, completed external learning, and self-paced learning items.* |
| Skills management | Detects, captures, and refreshes a tailored skills taxonomy for your business to provide skills recommendations across talent management processes such as recruiting, learning, and career development. |
| Skills recommendations | Offer new skill recommendations to help employees grow and develop their careers. |
| Use case | Business benefit |
|---|---|
| Check-in discussion topics | Construct check-in discussion topics and suggest follow-up performance and development goals based on the check-in discussion.* |
| Compensation plan instructions | Create compensation plan instructions based on individual plan data and configurations.* |
| Development tips | Draft development tips for managers to help employees succeed and progress toward their career goals.* |
| Feedback comments | Draft feedback comments to help improve employee performance and engagement.* |
| Goal description | Suggest descriptions for individual and team goals to help foster greater alignment, productivity, and collaboration.* |
| Market composite summary | Create explanations to help managers understand an employee's market composite.* |
| Performance and Goals Assistant | Helps employees in setting and achieving performance goals, providing feedback and development plans to enhance job performance.** |
| Performance review summary | Create a performance review summary by analyzing multiple data sources to help improve performance conversations and development suggestions.* |
| Recognition comments | Draft recognition comments to acknowledge an employee’s success in a style matching your company’s culture.* |
| Role and capability guide descriptions | Draft descriptions for role and capability guides to help define role expectations and guide employees to attain the needed skills.* |
| Suggested successor | Helps senior leaders find successors from across the organization by identifying personnel who have the skills needed for a particular role. |
| Talent Review Assistant | Aids in the talent review process, offering tools and insights to assist managers in evaluating employee performance and potential.** |
| Team goal summaries | Create a summary of a team’s performance and development goals and progress.* |
| Use case | Business benefit |
|---|---|
| Benefits Analyst | Helps employees understand and maximize their benefits packages, offering personalized insights on medical, dental, and vision coverage based on individual needs.** |
| Collective Agreements Analyst | Assists employees in understanding collective bargaining agreements and their implications for employment terms.** |
| Compensation Statement Analyst | Enables employees to ask potentially clarifying questions about their total compensation statement.** |
| Document type descriptions | Get suggestions for comments and descriptions for HR document records and types.* |
| Employee Contracts Analyst | Helps provide clarity and insights on employment contracts, helping enable employees to understand their terms and conditions.** |
| Leave and Absence Analyst | Helps employees navigate leave and absence policies, assisting with requests for time off and helping them understand their rights and benefits.** |
| Org Chart Analyst | Helps employees understand organizational structures, reporting lines, and department functions.** |
| Personal and Employment Details Assistant | Helps manage and update employees' personal and employment information. Helps provide suggestions on employee lifecycle events such as promotions, transfers, and relocations to help enable improved accuracy and improved adherence to company policies.** |
| Shift Scheduling Assistant | Assists in the creation and management of employee shift schedules, helping enable more optimal coverage and accommodate individual preferences.** |
| Timecard Assistant | Helps facilitate the accurate and timely submission of timecards, supporting proper tracking of hours worked. Assists in providing explanations of how pay is calculated based on hours worked.** |
| Use case | Business benefit |
|---|---|
| About me | Draft the "About Me" content for an employee's Connections profile.* |
| End of call (or chat) summary notes | Draft the wrap-up notes at the conclusion of a call or chat with an HR help desk agent.* |
| Help desk request summary | Draft an overview of the issue, progress made, employee response, and planned next steps for a help desk request.* |
| Knowledge article suggestion | Summarize a knowledge article suggestion while an employee creates a help desk request.* |
| Knowledge article summary | Enables HR help desk agents to create a summary of a knowledge article to share with an employee.* |
| Knowledgebase articles | Construct knowledgebase articles to help answer frequently asked questions faster and with less effort.* |
| Manager survey analytics | Summarize survey responses in graph or chart form, display sentiments associated with each textual response, and view a summary of text responses.* |
| Survey questions | Get suggestions for survey questions to help drive higher response rates.* |
| New Hire Onboarding Assistant | Supports new employees through their initial days, offering information on company policies, culture, and key resources.** |
| Perks and Awards Analyst | Helps inform employees about available perks and awards, helping them make the most of company-provided benefits and recognition programs. Helps provide line managers with guidance on company policies around recognitions and awards.** |
| Retirement and Pensions Analyst | Helps offer advice on retirement planning, including 401(k) and pension options, supporting employees as they prepare for their post-work years.** |
| Tax Withholding Guide | Supports employees with guidance through W-4 elections to help enable the withholding of the correct amount of tax, prevent surprises at tax time, and manage cash flow throughout the year.** |
| Workflow journeys and tasks | Get suggestions for Oracle Journeys and related tasks to help create effective and relevant workflow guidance for employees.* |
Empower employees with the Benefits Analyst AI agent, which guides employees through the benefits enrollment process and provides personalized, real-time assistance to help them understand and maximize their benefits packages based on their individual needs.
Ask for help from an AI agent directly embedded in the benefits enrollment process. The agent can answer coverage questions, provide cost guidance, offer personalized plan recommendations, and more.
Engage with the Benefits Analyst in a natural language, back-and-forth dialogue. The AI agent is trained to remember the context throughout the conversation, making the experience more personalized and seamless for users.
By pulling data from your company’s benefits documentation and other sources, the Benefits Analyst can generate clear, more up-to-date, contextually relevant answers and guidance.
Access the sources cited by the Benefits Analyst to easily verify information without having to search across portals or sift through complicated health plan documents.
AI agents in Oracle Cloud HCM can help employees quickly and efficiently compare the coverage and cost of different benefit plans, making it easy to choose the best plan for themselves and their family.
The extensibility framework within Fusion Applications allows customers and partners to securely extend existing AI capabilities to provide additional employee support.
Enable AI agents across all areas of the Oracle Cloud HCM suite—including HR, talent management, payroll, workforce management, and employee experience—to help your organization recruit top talent, upskill your workforce, drive better performance, and enhance all stages of the employee lifecycle.
View the Oracle AI for HCM solution brief (PDF)Disclaimer: The preceding is intended to outline our general product direction. It is intended for information purposes only and may not be incorporated into any contract. It is not a commitment to deliver any material, code, or functionality and should not be relied upon in making purchasing decisions. The development, release, timing, and pricing of any features or functionality described for Oracle’s products may change and remains at the sole discretion of Oracle Corporation.
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