Cloud Readiness / Oracle Fusion Cloud Talent Management
What's New
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  1. MARCH MAINTENANCE PACK FOR 22A
  1. Revision History
  2. Overview
  3. Feature Summary
    1. Profile Management
        1. Expose Ability to Add Attachments for Talent Profile Items
  1. Update 22A
  1. Revision History
  2. Overview
  3. Feature Summary
    1. Talent Management
        1. Autocomplete Rules for Talent Review Meeting Business Object in Talent Management
    2. Career Development
        1. Restrict Development Goal Library Goals Based on Workforce Structure Definition
        2. Track Progress of Learning Item Associated with a Development Goal
    3. Talent Review
        1. Talent Review Template Redesign
    4. Succession Management
        1. Add Succession Plan Candidates from a Talent Pool
        2. Add Talent Pool Members from an Analysis
    5. Profile Management
        1. Add Attachments for Talent Profile Items
        2. Add Remaining Attributes for Autocomplete Talent Profile Content Sections
    6. Goal Management
        1. Restricting Performance Goal Library Goals Based on Workforce Structure Definition
        2. Determine Maximum Goals in a Goal Plan
        3. Manager Sets Goal Weight on Assignment
        4. Convert Performance Goal Approval Data Into HDL File
    7. Performance Management
        1. Transfer Multiple Performance Documents By Managers
        2. Sort Options For Discussion Topics In Check-Ins
        3. Simplified Filters To Process Tasks In HR Admin Performance Document Page
        4. Different Icons For Current and Completed Performance Document Tasks
        5. Autosave Questionnaires In Performance Documents
        6. Sort Performance Goals By Category In Performance Documents
    8. Transactional Business Intelligence for Talent Management
        1. Reporting on Development Goal Notes
  4. IMPORTANT Actions and Considerations for Talent
  5. Controlled Availability for Talent

March Maintenance Pack for 22A

Revision History

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Date Product Feature Notes
25 FEB 2022     Created initial document.

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

  • Release Updates (22A, 22B, 22C, and 22D)
  • Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

____________________

HAVE AN IDEA?

We’re here and we’re listening. If you have a suggestion on how to make our products better, please let us know. To enter an idea go to the Ideas Lab on Oracle Customer Connect. In this document wherever you see the light bulb icon after the feature name it means we delivered one of your ideas.

____________________

Suggested Reading for all HCM Products:

  • Human Resources What’s New – In the Global Human Resources section you will find features on the base application in which other application are built upon. 

NOTE: Not all Global Human Resource features are available for Talent and Compensation products.

  • Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.
  • Oracle Help Center – Here you will find guides, videos and searchable help.
  • Release Readiness – New Feature Summary, What’s New, Feature Listing Spreadsheet, Spotlights and Release Training

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New in the body or title of the email.

Feature Summary

Column Definitions:

Report = New or modified, Oracle-delivered, ready to run reports.

UI or Process-Based: Small Scale = These UI or process-based features are typically comprised of minor field, validation, or program changes. Therefore, the potential impact to users is minimal.

UI or Process-Based: Larger Scale* = These UI or process-based features have more complex designs. Therefore, the potential impact to users is higher.

Features Delivered Disabled = Action is needed BEFORE these features can be used by END USERS. These features are delivered disabled and you choose if and when to enable them. For example, a) new or expanded BI subject areas need to first be incorporated into reports, b) Integration is required to utilize new web services, or c) features must be assigned to user roles before they can be accessed.

Ready for Use by End Users
(Feature Delivered Enabled)

Reports plus Small Scale UI or Process-Based new features will have minimal user impact after an update. Therefore, customer acceptance testing should focus on the Larger Scale UI or Process-Based* new features.

Customer Must Take Action before Use by End Users
(Feature Delivered Disabled)

Not disruptive as action is required to make these features ready to use. As you selectively choose to leverage, you set your test and roll out timing.

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Profile Management

Expose Ability to Add Attachments for Talent Profile Items

Profile Management

Oracle Profile Management provides a common foundation for the talent suite of products and other Oracle Cloud applications to retrieve, insert, and update talent profile information. Profile Management also supports the HR specialists, line managers, matrix managers, and employees in performing critical HR talent functions. Managing people and job profiles, career planning functions, managing, and tracking talent data can be also done through Profile Management.

Expose Ability to Add Attachments for Talent Profile Items

You can now associate attachments to individual items in the Honors, Degrees, and Licenses and Certifications content sections of the Talent Profile. This feature is enabled through page customization. You can attach a file by dragging and dropping it into the attachment region or add a link by simply typing or pasting it in.

Users can maintain attachments at the profile item level to effortlessly provide and reference supporting documentation for honors, degrees, licenses, and certifications they have acquired.

Steps to Enable

For steps to enable, pllease refer to the following document on My Oracle Support:

  • 22A Enabling Attachment Section in supported Content Sections (Doc ID 2835651.1)

Update 22A

Revision History

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Date Product Feature Notes
29 APR 2022 Profile Management Add Attachments for Talent Profile Items

Updated document. Revised feature information.

29 APR 2022 Goal Management Determine Maximum Goals in a Goal Plan

Updated document. Revised feature information.

25 MAR 2022 Performance Management Sort Performance Goals By Category In Performance Documents

Updated document. Feature delivered in update 22A.

22 DEC 2021 Career Development Track Progress of Learning Item Associated with a Development Goal

Updated document. Feature delivered in update 22A.

22 DEC 2021 Talent Review Talent Review Template Redesign

Updated document. Revised feature information.

06 DEC 2021     Created initial document.

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

  • Release Updates (22A, 22B, 22C, and 22D)
  • Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

____________________

HAVE AN IDEA?

We’re here and we’re listening. If you have a suggestion on how to make our products better, please let us know. To enter an idea go to the Ideas Lab on Oracle Customer Connect. In this document wherever you see the light bulb icon after the feature name it means we delivered one of your ideas.

____________________

Suggested Reading for all HCM Products:

  • Human Resources What’s New – In the Global Human Resources section you will find features on the base application in which other application are built upon. 

NOTE: Not all Global Human Resource features are available for Talent and Compensation products.

  • Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.
  • Oracle Help Center – Here you will find guides, videos and searchable help.
  • Release Readiness – New Feature Summary, What’s New, Feature Listing Spreadsheet, Spotlights and Release Training

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New in the body or title of the email.

Feature Summary

Column Definitions:

Report = New or modified, Oracle-delivered, ready to run reports.

UI or Process-Based: Small Scale = These UI or process-based features are typically comprised of minor field, validation, or program changes. Therefore, the potential impact to users is minimal.

UI or Process-Based: Larger Scale* = These UI or process-based features have more complex designs. Therefore, the potential impact to users is higher.

Features Delivered Disabled = Action is needed BEFORE these features can be used by END USERS. These features are delivered disabled and you choose if and when to enable them. For example, a) new or expanded BI subject areas need to first be incorporated into reports, b) Integration is required to utilize new web services, or c) features must be assigned to user roles before they can be accessed.

Ready for Use by End Users
(Feature Delivered Enabled)

Reports plus Small Scale UI or Process-Based new features will have minimal user impact after an update. Therefore, customer acceptance testing should focus on the Larger Scale UI or Process-Based* new features.

Customer Must Take Action before Use by End Users
(Feature Delivered Disabled)

Not disruptive as action is required to make these features ready to use. As you selectively choose to leverage, you set your test and roll out timing.

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Talent Management

Autocomplete Rules for Talent Review Meeting Business Object in Talent Management

Career Development

Restrict Development Goal Library Goals Based on Workforce Structure Definition

Track Progress of Learning Item Associated with a Development Goal

Talent Review

Talent Review Template Redesign

Succession Management

Add Succession Plan Candidates from a Talent Pool

Add Talent Pool Members from an Analysis

Profile Management

Add Attachments for Talent Profile Items

Add Remaining Attributes for Autocomplete Talent Profile Content Sections

Goal Management

Restricting Performance Goal Library Goals Based on Workforce Structure Definition

Determine Maximum Goals in a Goal Plan

Manager Sets Goal Weight on Assignment

Convert Performance Goal Approval Data Into HDL File

Performance Management

Transfer Multiple Performance Documents By Managers

Sort Options For Discussion Topics In Check-Ins

Simplified Filters To Process Tasks In HR Admin Performance Document Page

Different Icons For Current and Completed Performance Document Tasks

Autosave Questionnaires In Performance Documents

Sort Performance Goals By Category In Performance Documents

Transactional Business Intelligence for Talent Management

Reporting on Development Goal Notes

IMPORTANT Actions and Considerations for Talent

Controlled Availability for Talent

Talent Management

Features under this section are available to all talent applications.

Autocomplete Rules for Talent Review Meeting Business Object in Talent Management

You can now create autocomplete rules to validate values entered on the Talent Review template and meeting configuration pages. Select the Talent Review Meeting business object on the Autocomplete Rules tab of HCM Experience Design Studio to do this.

For example, you can create rules for these scenarios:

  • Allow only persons who are in pre-defined roles to create a Talent Review meeting.
  • Validate if the meeting date is before a certain pre-defined date.
  • Validate that the Talent Review meeting name is according to the organization's guidelines.
  • Validate the values entered in flexfields.
  • Validate that the Talent Review meeting is in Not Started status when it's created.
  • Validate that the selected business leader isn't a pending worker.

Impacted Responsive Flows

The rules you create for the Talent Review Meeting business object impact these responsive flows.

  • Add Talent Review Meeting
  • Edit Talent Review Meeting
  • Duplicate Talent Review Meeting

Delivered Rules

There are no predefined rules for the Talent Review Meeting business object.

Navigation

This table lists the business objects you can navigate to from the Talent Review Meeting business object.

Business Object You Can Navigate To

How Why

Get Business Leader Primary Assignment

Row variable (variant 2)

Access a set of records from the Assignment business object displayed in Autocomplete. Use to get the business leader’s primary assignment row by passing the business leader’s Person ID.

Get Logged in User Primary Assignment

Row variable (variant 2)

Access a set of records from the Assignment business object displayed in Autocomplete. Use to get the logged in user’s primary assignment row by passing the logged in user’s Person ID.

Row Related to Meeting Status

Row variable (variant 1)

Access attributes of the Meeting Status lookup.

Row Related to Meeting Template ID

Row variable (variant 1)

Access attributes of the Talent Review meeting template.

NOTE: You can’t navigate to the Talent Review Meeting business object from other Autocomplete business objects.

Attributes You Can Use

The Talent Review Meeting business object is based on the HRR_MEETINGS table. See this table for the main attributes you can use.

Attribute

Field Name

Supported by LOV

MEETING_ID

Meeting ID

 

DASHBOARD_TMPL_ID

Meeting Template ID

LOV_DashboardTemplateId

MEETING_TITLE

Talent Review Meeting

 

MEETING_DATE

Meeting Date

 

MEETING_LEADER_ID

Business Leader ID

 

MEETING_STATUS_CODE

Meeting Status

LOV_MeetingStatusCode

DATA_SUBMIT_DATE

Data Submission Deadline

 

MEETING_SUBMISSION_DATE

Meeting Submission Date

 

LAST_UPDATE_DATE

Last Update Date

 

You can also use the descriptive flexfield attributes.

This table lists some of the attributes that you can select from the Row Related to Meeting Template ID list.

Attribute

Field Name

DASHBOARD_TMPL_ID

Meeting Template ID

NAME

Template Name

ATTRIBUTE_CATEGORY

Attribute Context

LAST_UPDATE_DATE

Last Update Date

TMPL_STATUS_CODE

Status

OWNER_ID

Owner

DISPLAY_RISK_OF_LOSS

Risk of Loss Analytic Option

DISPLAY_IMPACT_OF_LOSS

Impact of Loss Analytic Option

DISPLAY_MOBILITY

Mobility Analytic Option

DISPLAY_GENDER

Gender Color Code Option

DISPLAY_AGE

Age Color Code Option

DISPLAY_ETHNICITY

Ethnicity Color Code Option

DISPLAY_RELIGIOUS_AFFLTN

Religion Color Code Option

INCLUDE_SUCCESSION_PLANS

Include succession plans

INCLUDE_TALENT_POOLS

Include talent pools

INCLUDE_MATRIX_MGMT

Include matrix managers as reviewers

FILTER_JOBROLE_ASSGN

Job Population Filter

FILTER_REVWR_PARTCPNT

Reviewers and Participants Population Filter

FILTER_LOCATION

Location Population Filter

FILTER_ORG_HIERARCHY

Manager Population Filter

FILTER_LEVEL

Subordinate Level Population Filter

FILTER_JOBGRADE

Grade Population Filter

FILTER_COMPETENCY

Competency Population Filter

FILTER_PROFICIENCY

Proficiency Population Filter

FILTER_BUSINESSUNIT

Business Unit Population Filter

COLOR_JOBROLE_ASSGN

Job Color Code Option

COLOR_LOCATION

Location Color Code Option

COLOR_ORG_HIERARCHY

Manager Color Code Option

USE_TASKS_FLAG

Add Task

USE_POT_ASSESS_FLAG

Enable Potential Assessment

USE_COMPARE_FLAG

Enable Compare

USE_ORGCHART_FLAG

Enable Organization Chart

USE_NOTES_FLAG

Add Notes

CREATE_GOALS_FLAG

Add Goal

USE_HOLDING_AREA_FLAG

Enable Holding Area

MAX_MARKERS_ALLOWED

Maximum Number of Records

POPULATION_SIZE_FOR_ESS

Submission Process Threshold

FILTER_JOB_FUNCTION

Job Function Population Filter

FILTER_JOB_FAMILY

Job Family Population Filter

FILTER_MGMT_LEVEL

Management Level Population Filter

ROL_DSPLY_OPTN_PREF

Risk of Loss Preferred Display Option

IOL_DSPLY_OPTN_PREF

Impact of Loss Preferred Display Option

MOBILITY_DSPLY_OPTN_PREF

Mobility Preferred Display Option

For more information on Talent Review attributes, refer to the Tables and Views for HCM guide on the Oracle Help Center.

Set up autocomplete rules for the Talent Review Meeting business object and implement the talent review process according to your organization’s needs. Ensure accurate and consistent data by validating user-entered values for a Talent Review meeting.

Steps to Enable

To enable this feature you need to log a Service Request (SR).

Please review and follow the instructions provided in the My Oracle Support document, Enabling Oracle HCM Cloud Autocomplete Rules (Document ID 2767655.1) to get access.

Tips And Considerations

You can’t create rules for defaulting values and validating information on tabbing out of fields for Talent Review responsive flows.

Key Resources

  • For more information on using autocomplete rules, refer to the Configuring and Extending HCM Using Autocomplete Rules guide on Oracle Help Center.
  • For more information on the delivered rules, refer to Autocomplete Rules for HCM Experience Design Studio Enhancements feature in the 22A HCM Cloud Common Features Update.

Role Information

You must be granted the Human Capital Management Application Administrator role to enable a sandbox.

Career Development

Oracle Career Development provides tools for workers and managers to manage their career interests and development plans. These tools include recommendations on roles based on workers’ qualifications, comparisons to target roles and required development needs for workers. You can establish development goals and manage development progress, by managing the roles of interest for the worker and comprehensive development plan for workers.

You can now manage your near and long-term career development strategies using a development plan. Based on your role permissions, you can create and manage your development goals within your development plan. You can tag goals with Development Intents. Development Intents are tags that allow you to organize and track your goal towards future development.

Restrict Development Goal Library Goals Based on Workforce Structure Definition

As administrators, you can restrict the library goals that workers and their managers can use to create a development goal to add to their development plan. You need to specify one or more of these attributes for the library goa after enabling the Restrict Library Goal feature:

  • Legal employer
  • Business unit
  • Department
  • Job family

This table lists how the library goals of development goals are restricted for Talent Management users when you enable this feature.

Scenario

Library Goals Users Can Select and Add from the Development Goal Library when Feature’s Enabled

Worker adds a library goal to their development plan.

Only library goals that are relevant to the business unit, department, legal entity, and job family of their primary assignment

Manager or HR specialist adds a library goal to a team member’s development plan from the person’s Career Development page or spotlight page.

Only library goals that are relevant to the business unit, department, legal entity, and job family of the team member’s primary assignment

Manager or HR specialist adds a library goal to multiple team members from the Career Overview page.

Only library goals that are relevant to the business unit, department, legal entity, and job family of the logged in user’s primary assignment

A facilitator adds a development goal from the goal library to a member of the review population when conducting a Talent Review meeting.

Only library goals that are relevant to the  business unit, department, legal entity, and job family of the member’s primary assignment

Note that this restriction doesn’t apply to HR specialists when they use the administrator pages under My Client Groups. They can select and add any library goal on these pages.

Show only relevant library goals to users and enhance the career planning of employees in your organization.

Steps to Enable

To activate this feature, as administrators you need to enable the Restrict Library Goal option.

  1. From the Actions menu in the Setup and Maintenance work area, select Go to Offerings.
  2. Select the Workforce Development offering and click Opt In Features.
  3. Edit the Career Development feature.
  4. Locate Restrict Library Goal under Goal Library and enable it.
  5. Click Done.
  6. Click Done.

Track Progress of Learning Item Associated with a Development Goal

When you expand the Learning section of your development goal, you can see the status for each learning item. The status can be one of these values depending on your progress:

  • Pending approval
  • Pending fulfillment
  • Pending pre-requisites
  • Not started
  • In progress
  • Completed
  • Bypass completed
  • Not passed
  •  

The image shows the Learning section. There are 2 learning items. The Actions menu shows the option to view enrollment details.

Learning Items for Development Goal

Click the learning item to view the learning item catalog page. The Actions menu for each learning item now has these options apart from the Delete option depending on the enrollment status:

  • View Details
  • View Prerequisites
  • View Enrollment

When you select the View Enrollment option, you can see the enrollment detail page for that learning item.

The image shows the learning activities completed for the enrolled course.

Enrollment Detail Page

You can now track progress of the learning items associated with your development goal in Career Development.

Steps to Enable

To associate learning items with a development goal, you need to enable the Learning section. Do these steps to enable the Learning section:

  1. From the Actions menu in the Setup and Maintenance work area, select Go to Offerings.

  2. Select the Workforce Development offering and click View Features.

  3. Edit the Career Development feature.

  4. Enable Development Goal Learning.

Talent Review

Oracle Talent Review is an analytic product enabling your organization to review and evaluate data from the profile, performance, goals, career development, and compensation management solutions.

Talent Review Template Redesign

From now on, when you create a Talent Review meeting template, you no longer need to configure all the ratings that are delivered. You can configure only the ratings that you plan to use to rate the review population or show as a display option. In the Ratings Options section, click Add to add a rating.

The image shows the Create Talent Review Template page. The list in the Rating column of the Ratings Options section shows the ratings that are available to add.

Ratings Listed for Addition on the Template Page

When you select a rating, its display label automatically populates. But you can change the display label. If you don’t want to use the rating to rate the review population, then clear the corresponding Use to Rate Review Population check box. This check box is selected by default when you add the rating.

Note that after adding a rating, you can’t select the same rating to add. The Add button is disabled after you add all the available ratings. You can remove a rating only if it isn’t used in any of the box chart views.

In the Display Options section, you can configure the Risk of Loss or Impact of Loss ratings only if you had selected a rating model for them in the Ratings section.

Simplify the Talent Review template creation process by configuring only the ratings you plan to use to rate employees in your organization.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

  • When editing an existing template, in the Ratings section, you can see all ratings that you opted to use to rate the review population.
  • For existing templates, you can make changes to a rating in the Ratings section if it isn’t used in any of the box chart views. 
  • Customizations done for the Rating Options section of the Talent Review Template page prior to 22A won’t be available after you migrate to this release. You need to recreate the customizations again.

Succession Management

Oracle Succession Management helps to create succession plans to replace key personnel. Succession plans identify workers who are ready now, or can develop the necessary skills, for jobs and positions that aren't currently vacant, insuring, a smooth transition and help you to manage candidate development.

Add Succession Plan Candidates from a Talent Pool

Now as HR specialists and managers, you can add talent pool members as candidates to a succession plan for which you’re an administrator or candidate manager.

NOTE: you can only add members from talent pools you own.

Here’s how you do this:

  1. Select the Talent Pool Members option in the Add menu of the Candidates section.

The image shows the Talent Pool Members option in the Add menu of the Candidates section in a succession plan.

Candidates Section Add Menu – Talent Pool Members Option

  1. On the Add from Talent Pool page, you can see talent pools that you own in the Pool Name list. Select the pool from which you want to add candidates.

The image shows the Pool Name list on the Add from Talent Pool page.

Add from Talent Pool Page

You can only see members for whom you have succession data security access. You can expand each member row to view additional details about the member.

  1. Select the members you want to add to the succession plan. You can add inactive pool members also.

The image shows the Members section of the selected talent pool. Two members are selected.

Select Members from Talent Pool

NOTE: Click Select All to select all the members.

  1. Click Add to add the members.

If the selected members are already candidates in the succession plan, they won’t be added again. A succession plan can have a maximum of 500 candidates. If after adding the pool members, the candidate count exceeds 500, then you will see an error message.

Groom talent pool members to fit key roles in your organization and include them as candidates in succession plans created for those roles. This way you can ensure a smooth transition to key roles.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

  • You can’t edit the talent pool that you select on the Add from Talent Pool page.
  • You can sort the pool members by any of these attributes:
    • Name
    • Job
    • Department
    • Location
    • Manager
  • You can’t add yourself as a succession plan candidate if you’re a member of the selected pool.
  • When you try to add talent pool members while creating a new succession plan, the selected members are added as candidates only when you save the succession plan. But when you try to add talent pool members while editing an existing succession plan, the selected pool members are automatically added to the plan when you click Add on the Add from Talent Pool page.
  • The option to add talent pool members as succession plan candidates is available by default. But an administrator can hide this using Transaction Design Studio.
  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Succession Plans.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Data Source list in the Available Attributes section, select Plan Info.
  8. Set the value of the Add Talent Pool Members attribute to Not visible.
  9. Click Save and Close.

Add Talent Pool Members from an Analysis

Talent pool owners can now add members from an analysis. Here’s how they can do this.

  1. From the Add menu of the Members section of a talent pool, select the Members from Analysis option.

The image shows the Members from Analysis option in the Add menu of the Members section of a talent pool.

Members from Analysis Option to Add Talent Pool Members

The Add from Analysis section shows the default file path specified in the Default Reports Folder for Selecting Talent Pool Members profile option. The Analysis Name list shows the analyses that you have access to present in this path.

  1. From the Analysis Name list, select the analysis from which you want to add members to the talent pool.  

IMPORTANT: The analysis that you select must include Person ID as an attribute.

In the Workers section, you can see workers who are included in the analysis in alphabetical order of their display names. You can initially see 25 workers, but you can load more workers.

  1. Select the workers you want to add to the analysis.

NOTE: Click Select All to select all the workers in the analysis.

The image shows an analysis selected in the Add from Analysis section. It also shows the workers in the analysis in the Workers section.

Workers Section Lists the Workers in the Analysis

  1. Click Add.

If the selected workers are already members of the talent pool, they won’t be added again.

Enhance management of your organization’s talent pools by including workers from an analysis that helps you to identify persons who can be part of the talent pool. For example, you can select from an analysis that indicates which workers are high performers or have leadership potential.

Steps to Enable

You can see the option to add talent pool members from an analysis only if your administrator has specified the file path in the Default Reports Folder for Selecting Talent Pool Members profile option.

Tips And Considerations

  • A maximum of 10,000 workers are fetched from the results of an analysis.
  • You can sort the workers shown in the Workers section by these attributes:
    • Name
    • Business title
    • Department
    • Manager name
    • Grade
    • Business unit
    • Location
  • Terminated workers who are part of the selected analysis aren’t added to the talent pool even if you select them. 
  • When you try to add workers in an analysis while creating a new talent pool, the selected workers are added as members only when you save the talent pool. But when you try to add workers while editing an existing talent pool, the selected workers are automatically added to the pool when you click Add.

.

Profile Management

Oracle Profile Management provides a common foundation for the talent suite of products and other Oracle Cloud applications to retrieve, insert, and update talent profile information. Profile Management also supports the HR specialists, line managers, matrix managers, and employees in performing critical HR talent functions. Managing people and job profiles, career planning functions, managing, and tracking talent data can be also done through Profile Management.

Add Attachments for Talent Profile Items

You can now associate attachments to individual items in the Honors, Degrees, and Licenses and Certifications content sections of the Talent Profile. This feature is enabled through page customization. You can attach a file by dragging and dropping it into the attachment region or add a link by simply typing or pasting it in.

Users can maintain attachments at the profile item level to effortlessly provide and reference supporting documentation for honors, degrees, and licenses, and certifications they have acquired.

Steps to Enable

For steps to enable, please refer to the following document on My Oracle Support:

  • 22A Enabling Attachment Section in supported Content Sections (Doc ID 2835651.1)

Add Remaining Attributes for Autocomplete Talent Profile Content Sections

The Person Profile Certification business object contains all the additional details for the certification added in the person profile. It is based on the table: HRT_CERTIFICATION_ITEMS_V.

The table below lists the additional attributes and exceptions added for the Person Profile Certification business object - 

Attribute

Field Name

Description

Issued By

Issued By

Authority that issued the license or certificate

Certificate Number

Certificate Number

Number of the license or certificate

Educational Establishment

Educational Establishment

Educational establishment the license or certificate was acquired from

Training Completed Units

Training Completed Units

Number of training units completed for the license or certification

Certification URL

Certification URL

URL linked to the certification

Title

Title

Title of the license or certification

Total Amount

Total Amount

Total cost of the license or certification

Completed Amount

Completed Amount

Completed amount of the license or certification

Renewal In Progress

Renewal In Progress

Whether renewal of the license or certification is in progress

Renewal Required

Renewal Required

Whether the license or certification requires renewal

Status

Status

Status of the license or certification

Verified

Verified

Whether the license or certification is verified

Country

Country

Country where the license or certification was acquired

State

State

State where the license or certification was acquired

License or Certificate

License or Certificate

Name of the license or certification as chosen from an available list

License or Certificate Name

License or Certificate

Name of the license or certification as entered manually

Establishment

Establishment

Name of the establishment where license or certification was acquired

Expiration Date

Expiration Date

Date when the license or certification expires

Renewal Date

Renewal Date

Date when the license or certification is to be renewed

Last Renewal Date

Last Renewal Date

Date when the license or certification was last renewed

Actual Completion Date

Actual Completion Date

Date the license or certification was actually acquired

The Person Profile Education business object contains all the details for the education added in the person profile. It is based on the table HRT_CERTIFICATION_ITEMS_V.

The table below lists the additional attributes and exceptions added for the Person Profile Education business object -

Attribute

Field Name

Description

Major

Major

Name of the degree major

School Name

School Name

Name of the School as entered manually

City

City

City where education is received

Average Grade

Average Grade

Average grade achieved for the education

Educator

Educator

Name of the educator

Minor

Minor

Name of the degree minor

Training Completed Units

Training Completed Units

Completed training units for the education

Awarding Body

Awarding Body

Awarding body for the education

Title

Title

Title of the education received

Area of Study

Area of Study

Area of study for the education

Faculty or Department

Faculty or Department

Name of the faculty or department

Duration

Duration

Duration of the course

Education URL

Education URL

URL related to the course

Fee

Fee

Fee for the course

Completed Amount

Completed Amount

Completed amount for the course

Total Amount

Total Amount

Total amount for the course

Graduated

Graduated

Whether graduation is completed or not

Terminal Degree for Discipline

Terminal Degree for Discipline

Whether this is a terminal degree for a discipline

Status

Status

Whether status of the degree is active or not

Tuition Method

Tuition Method

Tuition method for the degree

Education Level Completed

Education Level Completed

Whether the education level is completed

Highest Education Level

Highest Education Level

Highest level of education of the person

Duration Units

Duration Units

Units in the duration of the course

Academic Standing

Academic Standing

Academic standing of the student

Part Time

Part Time

Whether the course is part-time or not

Country

Country

Country where education is acquired

State

State

State where education is acquired

Fee Currency

Fee Currency

Currency the fee is paid in

Degree

Degree

Name of the degree as entered from an available list

Degree Name

Degree

Name of the degree as entered manually

School

School

Name of the school as entered from an available list

GPA

GPA

GPA acquired

Start Date

Start Date

Date on which the course was started

End Date

End Date

Date on which the course ended

Projected Completion Date

Projected Completion Date

Projected completion date for the course

User can set their default values and validation criteria based on the expanded list of attributes.

Steps to Enable

You don't need to do anything to enable this feature.

Goal Management

Oracle Goal Management enables you to transform business objectives into goals across various organization levels, providing a clear line of sight from managers to employees. Business leaders can communicate high-level initiatives which managers can translate into goals for their employees.

Restricting Performance Goal Library Goals Based on Workforce Structure Definition

As administrators, you can restrict the library goals that workers and their managers can see when they try to add a library goal to a goal plan. You need to define the workforce structure parameters such as business unit, department, legal entity, and job family for a library goal. This table lists how the library goals are then restricted for Talent Management users when you enable this feature.

Scenario

Library Goals Users Can Select and Add when Feature’s Enabled

Worker adds a library goal to their goal plan.

Only library goals that are relevant to their assignment, business unit, department, legal entity, and job family

Manager or HR specialist adds a library goal to a team member’s goal plan from the person’s Goals page or spotlight page.

Only library goals that are relevant to the team member’s assignment, business unit, department, legal entity, and job family

Manager or HR specialist adds a library goal to multiple team members from the Performance Overview page.

Only library goals that are relevant to the logged in user’s assignment, business unit, department, legal entity, and job family

A facilitator adds a library goal to a member of the review population when conducting a Talent Review meeting.

Only library goals that are relevant to the member’s business unit, department, legal entity, and job family

Note that this restriction doesn’t apply to HR specialists when they use the administrator goal pages under My Client Groups. They can select and add any library goal on these pages.

Show only relevant library goals to users and enhance the performance goal management of your organization.

Steps to Enable

To activate this feature, as administrators you need to set the Restrict Library Goals Enabled profile option to Y.

  1. Navigate to the Setup and Maintenance work area.
  2. Search for and select the Manage Administrator Profile Values task.  
  3. Search for and select the Restrict Library Goals Enabled profile option.
  4. Set the Profile Value to Y.
  5. Click Save and Close.

Determine Maximum Goals in a Goal Plan

As goal administrators, you can now restrict the number of non-private goals that a worker can have in a goal plan. This way you can ensure that workers focus on a limited set of performance goals.

To enforce the maximum goals for a goal plan, when you define or edit a goal plan, specify the maximum number of non-private goals that the goal plan can have in the Maximum Goals for This Goal Plan field.

The image shows the Maximum Goals for This Goal Plan field on the Add Goal Plan page.

Maximum Goals for This Goal Plan Field

You can specify any value between 0 and 999. If you don’t specify any value, there’s no restriction on the number of non-private goals that a worker can have in a goal plan.

This table explains what happens when a user tries to add one or more performance goals when the limit is specified which will cause the number of goals in the goal plan to exceed the limit.

Action

Done By Result
  • Add
  • Copy
  • Move

Worker

The worker sees a warning message and the goal is added as a private goal.

  • Add
  • Copy
  • Move
  • Extend
  • Assign

Manager or HR specialist

A warning message is shown indicating that adding the goal will cause the count of goals to exceed the specified limit. But the goal is added to the goal plan as is.

Extend

Worker

The worker sees an error message and the goal isn’t extended to the target goal plan.

Add colleague shared goal

Worker

The worker sees a warning message and the goal is added as a private goal. Alignment with the original goal is removed.

  • Add organization goal
  • Add manager shared goal

Worker

No error message is displayed. The goals are added to the goal plan.

Mass assignment of performance goals

HR specialist

No error or warning message is displayed. The goals are added to the goal plan.

Enhance employee performance by enabling them to focus only on core goals.

Steps to Enable

Specify a value in the Maximum Goals for This Goal Plan field of the goal plan.

Manager Sets Goal Weight on Assignment

Now managers can set a weight when assigning or adding performance goals. The weight assigned is considered only for goal plans that have weights enabled. If more than one goal is selected for assignment, managers can specify different weights for each goal.

The image shows the Weight field in the Selected Goals section of the Assign Goal page.

Weight Field on Assign Goal Page

The image shows the Weight field in the Basic Info section of the Add Performance Goal page.

Weight Field on Add Performance Goal Page

Note that the weights that managers assign may cause the total goal plan weight to exceed 100. If the goal plan to which the goal is added enforces that the sum of weights needs to be 100, then the manager or admin can see a banner on the worker’s goal page with a warning to correct the goal plan weights.

Indicate the importance of a performance goal when assigning it to your team members and help them to prioritize their goals.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

If the goal plan that includes the goal selected for assignment isn’t weight enabled, then managers can’t see the Weight field to specify weights.

Convert Performance Goal Approval Data Into HDL File

Sometimes a performance goal transaction that’s submitted for approval may get stuck. As administrators, you can recover data of such goal transactions. Here’s how you do this:

  1. Run the Extract Goals Transaction Data from Cache process.
  2. Specify the transaction ID of the transaction that you want to recover.

NOTE: You can find the transaction ID in the transaction console.

  1. Submit the process.
  2. When the process completes successfully, open the process log.
  3. The log file has the HCM Data Loader (HDL) script with the goal details. Copy this to a .dat file and save it.
  4. Review the .dat file:
    1. You can remove attributes that have no value.
    2. If a CLOB field value’s content is greater than 4000 characters, move the content to a text file.
    3. Include the text file name in the value of the CLOB field attribute.
    4. Save your changes.
  5. Generate a zip file for your .dat file.
  6. Discard the performance goal changes or terminate the submitted goal transaction.
  7. Import the generated zip file using HDL Import.
    1. On the Tasks panel tab of the Data Exchange work area, select Import and Load Data to open the Import and Load Data page.
    2. Click Import File.
    3. In the Import File dialog box, click Browse to search for and select the generated zip file.
    4. Click Submit Now.

Recover goals data and ensure a smooth performance management process.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

  • The Extract Goals Transaction Data from Cache process doesn't extract target outcome related data. This process extracts only basic goal information, task, and measurement details of performance goals.

Performance Management

Oracle Performance Management supports features and functions for measuring and reporting worker performance.

Transfer Multiple Performance Documents By Managers

Save time by transferring more than one performance document at a time to a new manager. Performance document managers can now easily select multiple performance documents and transfer them all to a new manager at the same time.

Transfer Button on the Evaluate Performance page

Speed up the process of transferring performance documents to a new manager by selecting multiple performance documents at the same time.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

The Transfer button displays if you have the HRA_TRANSFER_PERFORMANCE_DOCUMENT_BY_MANAGER privilege, and is enabled for performance documents that have a Current status.

Sort Options For Discussion Topics In Check-Ins

Easily find a discussion topic in a check-in using the new sort options. Use the same default sort order as goal plans for performance goals to help you find the topics you want to discuss quicker. Enable the sort options in Transaction Design Studio.

Find the topics you want to discuss quickly using familiar sort options in check-ins.

Steps to Enable

To enable the sort options for the discussion topics in a check-in document, use Transaction Design Studio as an HR specialist.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Check-In Document.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Region list of the Page Attributes section, select Check-In Document.
  8. Set these attributes to Visible:
  • Performance Goal Sort Options
  • Performance Goal Last Updated Sort Options
  • Performance Goal Name Sort Options
  • Performance Goal Weight Sort Options
  • Performance Goal Status Sort Options
  • Development Goal Sort Options
  • Development Goal Name Sort Options
  • General Discussion Sort Options
  1. Click Save and Close.

Key Resources

For more information on using the Transaction Design Studio, see the chapter on Personalization Using Transaction Design Studio in the Implementing Performance Management guide.

Simplified Filters To Process Tasks In HR Admin Performance Document Page

Review changes to which filters you select to make performing tasks on the HR Admin Performance Document page a bit simpler:

  • Transfer performance documents without selecting a performance document.
  • Move performance documents forward or back without selecting a current task.
  • Send emails for performance document with overdue tasks without selecting a current or overdue task.

After you search for the performance documents using the filters, you can now select the task from the Actions button (without first selecting a performance document) or use specific filters (Current Task or Overdue Task). You can then easily see all the performance documents eligible for the selected task.

Speed up how you find the performance document or employee you want to perform actions on by using this simplified new method.

Steps to Enable

You don't need to do anything to enable this feature.

Different Icons For Current and Completed Performance Document Tasks

Easily see which tasks you have left to do with the new icon for current tasks. If you have any current tasks, they will now show with a double orange arrow icon. Completed tasks still display with a green tick icon. See the changes for performance documents and anytime documents on the employee's Performance spotlight page and the manager's Evaluate Performance page.

Performance Document Page with Orange Icon

Enhance your user experience by viewing different icons for current and completed performance document tasks.

Steps to Enable

You don't need to do anything to enable this feature.

Autosave Questionnaires In Performance Documents

All your questionnaire responses are now saved in the performance document when you use autosave. This means the information stays consistent with the ratings and comments previously entered and you won't lose any information, even if the application crashes or times out.

Keep the information you enter in the questionnaire consistent for the performance document using autosave.

Steps to Enable

You don't need to do anything to enable this feature.

Sort Performance Goals By Category In Performance Documents

Organize performance goals by category in performance documents. As an HR specialist, you can enable the category sort options in HCM Experience Design Studio. Then, when users evaluate performance goals in an employee's performance document, they can sort the goals using category to evaluate similar goals at the same time. The new category sort options are:

  • Category - A to Z
  • Category - Z to A

Facilitate managers sorting performance goals by enabling category as a sort option in performance documents.

Steps to Enable

  1. Enable a sandbox and then edit your pages at the Site level.

  2. Go to My Client Groups > Quick Actions > HCM Experience Design Studio.

  3. From the Action list, select Performance Document.

  4. Click Add in the Rules section.

  5. Enter the name and description in the Basic Details section. Select the Active check box to make the rule ready for use.

  6. In the Page Attributes section, select Evaluate Pages from the Region list.

  7. Set the Performance Goal Category Sort Options attribute to Visible.

  8. Click Save and Close.

Key Resources

For more information on HCM Experience Design Studio, refer to the following resources:

  • Chapter 3, Personalization Using Transaction Design Studio in the Implementing Performance Management guide, located in Oracle Help Center.
  • The Transaction Design Studio - What It Is and How It Works (Document ID 2504404.1) on My Oracle Support.

Transactional Business Intelligence for Talent Management

Oracle Transactional Business Intelligence is a real time, self-service reporting solution offered to all Oracle Cloud application users to create ad hoc reports and analyze them for daily decision-making.  Oracle Transactional Business Intelligence provides human resources managers and specialists, business executives, and line managers the critical workforce information to analyze workforce costs, staffing, compensation, performance management, talent management, succession planning, and employee benefits.

Don’t want to start from scratch building a report or analytics? Check out the library of sample reports for all products on Customer Connect on the Report Sharing Center.

Reporting on Development Goal Notes

A new sub folder named Goal Notes is added to the Development Goals folder in the Workforce Career Development -  Development Goal Overview Real Time subject area. The following attributes are available for reporting.

  • Note Identifier
  • Author Person ID
  • Author Person Name
  • Notes
  • Notes Visibility Code
  • Notes Visibility
  • Created By
  • Date Created
  • Updated By
  • Date Updated

Enhance your reporting on development goals with the addition of notes added by various stakeholders to a worker development goal.

Steps to Enable

You don't need to do anything to enable this feature.

IMPORTANT Actions and Considerations for Talent

REPLACED OR REMOVED FEATURES

From time to time, Oracle replaces existing Cloud service features with new features or removes existing features. When a feature is replaced the older version may be removed immediately or at a future time. As a best practice, you should use the newer version of a replaced feature as soon as the newer version is available.

Product Removed Feature Target Removal Replacement Feature Replaced In Additional Information
  Nothing at this time.        

_________________________

KNOWN ISSUES / MAINTENANCE PACK SPREADSHEETS

Oracle publishes a Known Issues document for every Update to make customers are aware of potential problems they could run into and the document provides workarounds if they are available.

Oracle also publishes Maintenance Pack and Statutory Maintenance Pack documentation of bugs that are fixed in the monthly or statutory patching.

To review these documents you must have access to My Oracle Support:

Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1)

Controlled Availability for Talent

The following is a list of Controlled Availability features that are being offered by our Controlled Availability Program.

NOTE: These features are not generally available for all customers at this time. These are only available through the Controlled Availability Program and will require approval to become a part of the features program. To be a part of these programs you will be required to participate in testing and providing feedback. Some programs may require other participation as well.

Not to worry if you don't have to time to be a part of these early stage programs. You can uptake this feature when it is generally available for all customers. When these features are available for all customers you will see the features under their product headings as usual.

We invite you all to browse through the list of features to see if there are any features you are interested in implementing in advance of the features scheduled release. The table below will provide information on signing up for features. Please sign up soon, as these programs have limited availability and some are designed for specific types of customers.

The table below gives you a brief description of the features available and how to sign up. Some features are bigger than others, so for more information there may be a What's New describing the feature in more detail below this table.

We look forward to hearing your thoughts and ideas as you participate the Controlled Availability programs!

Product Feature Name Feature Description Type of Customer Needed to Test How to Sign Up Controlled Availability Release Is the Program Still Open?

Succession Management

Succession Organization Chart

View succession information in an organization chart format. You can view succession information about managers and their direct reports to determine if the current succession planning is adequate or needs to be enhanced. Additionally, you can add employees to existing plans or create new plans for them.

Customers must be: Live with HCM and don't need Assiginment-Level Security at this time,

Part of the Oracle Search Controlled Availability Program.

You will need to log a Service Request (SR) in My Oracle Support to request to be part of this program.

21C Yes
Career Development Oracle Search-Based Explore Careers

Enable your employees to explore a wide range of career opportunities within your organization using Oracle Search powered by search term suggestions.

Part of the Oracle Search Controlled Availability Program.

Need to be using Responsive Career Development pages

You will need to log a Service Request (SR) in My Oracle Support to request to be part of this program.

21D Yes