Oracle Performance Management Sysem

Hi All,
Can anybody help me on implementing, Scope & Assumptions on Oracle Performance Management System?

Hi Prashanth,
Using Oracle PMS, clients can automate their entire assessment cycle right from objective setting to assessment.
Objective Setting - Is a collaborative process between Employee and his/her manager. You have the option of selecting the initiator of the process as either employee or the manager (Cascading/parallel). both the parties have to agree for freezing the objectives
Assessment - All approved objective will automatically flow to your assessment, based on the appraisal template define. You have the option of using competency assessment, objective assessment or even some questionnaire functionality as part of assessment.
Scope will be dependent on your business requirement. You key assumptions can include based on what your business wants to do:
1. Do the business need a global Objective setting plan or regional
2. Process of review of objectives
3. How will the actual loaded into system for objectives? (Not available out-of box)
4. What is the frequency of assessment? Twice a year or annual assessment
5. What will be the normalization method? (Not available out-of box)
Hope it helps.
Thanks,
Sanjay

Similar Messages

Oracle Performance Management doubts

Hi All,
I have some questions related to Oracle performance management and hope they will get answered over here:-
Que1. The weight of all objective should be 100 but in my case it is allowing any value. What I need to do to restrict it?
Que2. Can we do objective setting and Appraisal process simultaneously? That would be allocate objective and rating in parallel?
Que3. When and how the rating provided by manager would reflect in the Performance (People --> Assignment --> other --> Performance) widow and what would be the effective date. I have completed all setup and process but the final rating is still not available.
Que4. What is difference between Talent management, Performance management and Workforce performance Management?
Que5. When I include the Appraisal in the PMP and select the Appraisal template (that just has final rating) and click on the "Go to Task" against "Manage appraisals" (to initiate it) I do not see anything. Do we/manager need to create plan every time using the link Appraisal.
Sorry for asking too many questions.
Thanks,
Avinash

Que1. The weight of all objective should be 100 but in my case it is allowing any value. What I need to do to restrict it?
ANS : This is a seeded one. If you want to restrict it you have to customize the page.
Que2. Can we do objective setting and Appraisal process simultaneously? That would be allocate objective and rating in parallel?
ANS : There is a checkbox "Allow Objective Setting outside of the period" (something like that).
Que4. What is difference between Talent management, Performance management and Workforce performance Management?
ANS: AFAIK, Oracle Talent Management and Oracle Performance Management are same. Prior to Oracle Performance Management, the module name was Oracle Talent Management.
Que5. When I include the Appraisal in the PMP and select the Appraisal template (that just has final rating) and click on the "Go to Task" against "Manage appraisals" (to initiate it) I do not see anything. Do we/manager need to create plan every time using the link Appraisal.
ANS : You can schedule the concurrent program, "Mass Appraisal Creation".
Hope it helps!.
MAK

Oracle Performance Manager error VTM-0002

Hi,
when i am trying to display charts using Oracle Performance Manager it's throwing errors like
VTM-0002: Error displaying chart CPU Breakdown
ODG-05185: Error: message decode:
VP_START_COLLECT_REQ: vppcallbb failed
can any one help?

i feel it's a configuration problem not a oracle bug. and who wants pin those oracle guys ; )
any guess from you ppl ?
I am using Oracle 9.0.1.0.1 in windows, connecting to the server from remote system.

Competency Weight age- Oracle Performance Management

Dear All,
We are in the process of implementing Oracle Performance Management (12.1.3 Ver), these are following scenario we need to address. Kindly post your advice .
1.     We have 4 Objective ( Objective-1, Objective-2, Objective-3 and Non-Bonus able Objective) for all the employees with weigh age. We need to restrict the weight age and the sum of all the Objective weight age should not exceed 35% . (EX: Obj 1+ Obj 2 + Obj 3+ Non-Bonus able = 35%). How to achieve this?
2.     We have 4 Mandatory competency and for which we need to provided weight age for each competency ( Ex: Communication Skill -20% weight age & Team work – 30%) How to achieve this?
3.     Our final rating works as, Objective Rating + Competency Rating ( Final Score = Objective Rating + Competency Rating). How to achieve this?
4.     We have another requirement like we need to Tag Absenteeism Rating ( Please see the below rating scale) along with the Final Appraisal rating . I am furnishing the Rating details
Excel----------Never Absent and always punctual.
Achieved----Never absent but late in or early out with prior permission.
Partial ------ Deduction of 5%     Few Absent or late in or early out without prior permission or advance intimation.
Not Achieved ----- Deduction of 10%     Multiple Absent or late in or early out with no permission at all.
Please let me know if you need more information
Thanks and Regards
Suresh Subramaniyam

Que1. The weight of all objective should be 100 but in my case it is allowing any value. What I need to do to restrict it?
ANS : This is a seeded one. If you want to restrict it you have to customize the page.
Que2. Can we do objective setting and Appraisal process simultaneously? That would be allocate objective and rating in parallel?
ANS : There is a checkbox "Allow Objective Setting outside of the period" (something like that).
Que4. What is difference between Talent management, Performance management and Workforce performance Management?
ANS: AFAIK, Oracle Talent Management and Oracle Performance Management are same. Prior to Oracle Performance Management, the module name was Oracle Talent Management.
Que5. When I include the Appraisal in the PMP and select the Appraisal template (that just has final rating) and click on the "Go to Task" against "Manage appraisals" (to initiate it) I do not see anything. Do we/manager need to create plan every time using the link Appraisal.
ANS : You can schedule the concurrent program, "Mass Appraisal Creation".
Hope it helps!.
MAK

Oracle Performance management Setup

Hi All,
Please can anyone show me how we can implement OPM (oracle performance management) & its steps .
regards

Have you checked the Implementation Guide ? http://download.oracle.com/docs/cd/B53825_08/current/acrobat/121perfmiug.pdf
HTH
Srini

Oracle Performance Management - Notifications to Plan Population Members

All:
I've been working with Performance Management for several years and am implementing for a customer now. They are on R12.1.3 RUP6. We're creating notifications to be administered by the Performance Management Admin and the customer has asked for some simple definitions of the Plan Population Members & Statuses. I created this matrix, based on my own understanding and assumptions and wanted to see if anyone could validate to be sure I have these definitions correct. Please note that in the "Who Received The Message" column, where "worker" is listed in the matrix, I have only used the term "employee" since the customer is not evaluating contingent workers. I realize worker could be either an employee or contingent worker.
Could anyone please tell me where I may have gotten the "Who Receives the Message" definitions wrong? I've checked online documentation and there isn't anything I could find that makes an attempt to map this.
Thank you,
Mark
Plan Population
Who Receives The Message
All managers in the plan
All Managers who have active, eligible employees or terminated employees (during the appraisal period).
All eligible workers for the plan
All employees, regardless of their status in the plan.
All managers with at least one ongoing appraisal
Managers who have not completed all appraisals for their employees. These will be in “Ongoing with Manager” status
All workers with appraisal pending feedback
Employees, whose managers have submitted their performance appraisals to them, complete with Overall Rating and Performance Summary and are awaiting their response.
All workers with at least one ongoing appraisal
Employees who still have an appraisal sitting with them in draft form, not submitted to their manager.
All managers with at least one incomplete scorecard
Managers with employees who have not completed their scorecards
All managers with at least one scorecard pending for review
Managers who haven’t completed the review of at least one employee’s goals
All managers with at least one scorecard not yet started
This is when the manager begins the goal-setting process (cascading approach) and who have not started creating their employees’ goals (at least one).
All managers with at least one scorecard in transfer
Managers have transferred the employee’s goals back to them and the employee has not returned
All managers with at least one scorecard transferred out
Managers who have updated their employee’s goals and have transferred them to the employee for review.
All workers with an incomplete scorecard
Employees who have started working on their goals, but have not completed them and they are still in draft.
All workers with scorecard pending for managers review
Employees who have submitted their goals to the manager, but the managers has not acted on (updated or approved) the scorecard.
All workers with scorecard not yet started
Employees who have an active scorecard, but have not opened it, started writing or saving the record.
All workers with scorecard in transfer
Employees who have transferred their goals back to their manager.
All workers with scorecard transferred out
Employees who have transferred their goals from one plan to another plan (e.g., from Student Plan to Lab Regular Plan)
All workers with scorecard pending with them
Employees who have received their goals back and need to review and resubmit.
An individual worker or manager (can select from list of values)
This is an option when generating a notification. You can select a single person and use a notification expressly for hers or his benefits.

Sanjay,
As always, thank you for responding and for your insight. Your clarifications and thoughts here really helped. I am also going to post what I received back from Bina Kulkarni at Oracle. This might be helpful for anyone here looking for additional clarification on the WPM Notifications. Thanks again for your help!
Take care,
Mark
Plan Population
Who Receives The Message
Comments
All managers i the plan
All Managers who have active, eligible employees or terminated employees (during the appraisal period).
Terminated managers will no longer be part of the plan population & hence will not receive any messages.
All eligible workers for the plan
All employees, regardless of their status in the plan.
All managers with at least one ongoing appraisal
Managers who have not completed all appraisals for their employees. These will be in “Ongoing with Manager” status
All workers with appraisal pending feedback
Employees, whose managers have submitted their performance appraisals to them, complete with Overall Rating and Performance Summary and are awaiting their response.
All workers with at least one ongoing appraisal
Employees who still have an appraisal sitting with them in draft form, not submitted to their manager.
Here the Appraisal can be in Planned or Saved status.
All managers with at least one incomplete scorecard
Managers with employees who have not completed their scorecards
All managers with at least one scorecard pending for review
Managers who haven’t completed the review of at least one employee’s goals
All managers with at least one scorecard not yet started
This is when the manager begins the goal-setting process (cascading approach) and who have not started creating their employees’ goals (at least one).
All managers with at least one scorecard in transfer
Managers have transferred the employee’s goals back to them and the employee has not returned
Points 10 & 11 below seem the be the same. I think both cases talk about Managers who have set goals for their employees and transferred the scorecard to the employees for their review.
All managers with at least one scorecard transferred out
Managers who have updated their employee’s goals and have transferred them to the employee for review.
Same as above
All workers with an incomplete scorecard
Employees who have started working on their goals, but have not completed them and they are still in draft.
All workers with scorecard pending for managers review
Employees who have submitted their goals to the manager, but the managers has not acted on (updated or approved) the scorecard.
When employees transfer their scorecard to their managers, the manager can either approve the objectives in the scorecard or Approve and finish objective setting, whereby the scorecard status changes to 'Published' and can no longer be worked upon.
All workers with scorecard not yet started
Employees who have an active scorecard, but have not opened it, started writing or saving the record.
All workers with scorecard in transfer
Employees who have transferred their goals back to their manager.
All workers with scorecard transferred out
Employees who have transferred their goals from one plan to another plan (e.g., from Student Plan to Lab Regular Plan)
Transferred out means the employee is transferred out of the plan due to hierarchy changes, eligibility changes or termination. In this case the transferred out scorecard is no longer visible amd the objectives from such a scorecard cannot be retrieved.
All workers with scorecard pending with them
Employees who have received their goals back and need to review and resubmit.
This means that the employees have not completed objective setting from their end.
An individual worker or manager (can select from list of values)
This is an option when generating a notification. You can select a single person and use a notification expressly for hers or his benefits.
I think you are referring to an Ad-Hoc approver here.
All Appraisal Participants
Appraisers, Reviewers or Other Participants who have not completed their appraisal feedback about the employee.
All Approvers
Approvers of appraisals (AME defined or added Ad-hoc)

Oracle Performance Management

Dears,
I need to generate a Userhook to make extra validation for the ((TOTAL)) of Objectives Weights,
actually my problem is that i cannot find a proper API to locate my User Hook in, because i tried to locate my userhook on (HR_OBJECTIVES_API.CREATE_OBJECTIVE)
but i dont want to fire my validation for each record(Objective), (i need to fire it when the user finish the settings of all of his Objectives).
Please Advice
R12.1.3
Thank you

Hi BR,
We too had the same requirement for one of our client and spending time on userhook will not help you as the objectives are not inserted into PER_OBJECTIVES table untill they are notfrozen. Till that time they are stored in HR_API_TRANSACTIONS table as an XML document under the column TRANSACTION_DOCUMENT. For further understanding you can refer this link which very clearly describes the details using which you can develop your logic. http://www.apps2fusion.com/apps-training/apps-functional-documents/ame-sshr/436-parse-xml-hrapitransactions-sshr-hrms-self-service
We had extended the controller on the page which used to do this validation on the page while transferring the scorecard between employee & Manager.
Hope it helps.
Thanks,
Sanjay

Oracle Performance Management Learning Path not showing

Hi,
Learning Path can be included in the appraisal if sepcfied on the Aprraisal Template. We have done so and have enabled the approproate personalisation on the self service pages but despite this we still cannot see the Learning Path section on the Aprraisal page. Can someone pleaseadvise on what could be wrong, why we still can't see the Learning Path section.
Regards.
TL

Dear Mak..
Make sure that in PPM you have enter the required date when you are going to do filtering.
also chack the opportunity status.
The reason is for viewing of won opportunity need to set the chance of success while you create the opportuinty after save the document system calculates the status of opportunity such as:- won, loss modrate..
Thanks

Why the latest versions of Firefox do not allow me to work with Oracle Enterprise Performance Management System?

I use the software Oracle Performance Management System (it is a platform web based pretty common in the finance dpts) for work and is impossible for me to log in using recent versions of firefox.
Every time I get an autoupdate I have to uninstall it and install the version 3.5.7.......... pretty frustrating.
If you can help me otherwise i will be constrained to change browser.

If you are going to install an older version of Firefox 3.5.*, it would be best to try 3.5.13 which is the latest 3.5 version of Firefox and has the latest security fixes. This is available from http://www.mozilla.com/en-US/firefox/all-older.html
Also see [[installing a previous version of Firefox]], which includes details of how to install any previous version of Firefox.

Oracle Performace Management link to Payroll

Hi,
I wish to get a better understanding of how Oracle Performance management can be linked to Oracle payroll. I am reading the Oracle manual which states the Performance management workflow process can:
'creates or updates the appraisee's learning path, and creates a Performance Review event, which in turn can transfer theoverall rating and other data to other modules such as Compensation Workbench'.
Unfortunatly there isnt any further information on how this works . Can anyone elaborate on how the outcome of the perfiormance management process can be intergrated into payroll. Is there anystandard functionality avaliable to achieve this which I am unaware of?
Regards
TL

I did not find media in OTN.
So AFAIK downloads are in [url https://support.oracle.com/CSP/ui/flash.html]My Oracle Support .
And of course you have to have a valid CSI (customer support identifier) to access this site...
Search for specific product here.
e.g. Customer Hub
You can find info in doc:
Oracle Master Data Management - Customer Hub (Siebel UCM) Information Center - Install Lifecycle [ID 1081980.1]
Some of the documents were referencing [url https://edelivery.oracle.com]edelivery for download location but I could not find any there...
Edited by: Kecskemethy on Dec 13, 2011 3:40 AM

Oracle performance against other DBMS

Hi,
I would like to ask for some advice about Oracle overal performance, comparing with other databases. I was using MySQL and MS SQL. MySQL is quite fast for me, but it does not supper stored procedures and relationship. MS SQL is too slow and it is from MS as well. Was there are research or comparing?

Que1. The weight of all objective should be 100 but in my case it is allowing any value. What I need to do to restrict it?
ANS : This is a seeded one. If you want to restrict it you have to customize the page.
Que2. Can we do objective setting and Appraisal process simultaneously? That would be allocate objective and rating in parallel?
ANS : There is a checkbox "Allow Objective Setting outside of the period" (something like that).
Que4. What is difference between Talent management, Performance management and Workforce performance Management?
ANS: AFAIK, Oracle Talent Management and Oracle Performance Management are same. Prior to Oracle Performance Management, the module name was Oracle Talent Management.
Que5. When I include the Appraisal in the PMP and select the Appraisal template (that just has final rating) and click on the "Go to Task" against "Manage appraisals" (to initiate it) I do not see anything. Do we/manager need to create plan every time using the link Appraisal.
ANS : You can schedule the concurrent program, "Mass Appraisal Creation".
Hope it helps!.
MAK

Performance Management Plan - Customization

Hi
This is regarding the Performance Management Plan in Oracle Performance Management. Currently my client uses a custom concurrent program which creates appraisals by calculating the job anniversary date. The client is using yearly appraisal. But the program is scheduled to run every two weeks and picks the teammates who have completed their job anniversary in that period and creates appraisals for them.
There is no goal setting or tracking process implemented currently. The client is not using PMP now. I would like to propose PMP to the client. The PMP would create appraisals based on the hierarchy - Supervisor, supervisor Assgn, Position, Organization.
If a teammate is hired on 01-jan-2008 the first appraisal should be in 01-jan-2009 as per the client req now. If PMP is used it would create an appraisal in the year 2008 itself-- which is wrong as per the client requirement. Is there an option in PMP to exclude him in the current PMP and include in the next year's PMP?.
Thanks in advance
Regards
Ashish

Hi,
Using the PMP plan is ideal in case where the appraisal period is same across the organization. In organizations where the appraisal period differs depending on factors like hiredate, the PMP would be of a big maintenance. You will have to create PMP for each individual employee in the organization.
I suggest instead use objective assessment also in your appraisals and not use the PMP.
Thanks,

Can i use "Oracle Database 12c: Performance Management and Tuning " training for getting certification on "Oracle Database 11g: Performance Tuning 1Z0-054"

i have taken "Oracle Database 12c: Performance Management and Tuning new" training from oracle university. Now i would like to get certified on "Oracle Database 11g: Performance Tuning 1Z0-054" exam. Is it possible ?

I essentially endorse and refer you to Matthews' and John's post above.
I would differ with slightly with Matthew because my guess is you would often be able to use like for like 12c training for an 11g certification ( I believe there are precedents). BEFORE ANYONE ASKS THE OTHER WAY DOESN'T HAPPEN.
.... but totally concur with Matthew you would ill advised to procede on that basis without one of:
- This being advertised as possible on the website : e.g. https://education.oracle.com/pls/web_prod-plq-dad/db_pages.getpage?page_id=654&get_params=p_id:169 ... option 2 show courses.
- Confirmation from Brandye
- Confirmation from an Oracle Certification Support Web Ticket ( http://education.oracle.com/pls/eval-eddap-dcd/OU_SUPPORT_OCP.home?p_source=OCP )
... The more common (and in my opinion usually better) way would be get your 11g DBA OCP ( or higher first) and then take the 1z0-054. I am almost certain they will accept your 12c course for the 11g DBA OCP.
If you are choosing the route of not being a 11g (or 12c ) DBA OCP first but are on option 2 and relying on the course for certification then the issue is more in the balance and you are even more strongly advised to get confirmation before proceding (remember if the rules need to be changed for you only then any profit out of the exam is lost).
In general my understanding is Oracle would prefer to encourage people to train on the latest version of product that is available for training and will prefer to avoid restrictions which would cause you to train at a lower version. ( This is simply my guess at Oracle University Policy ... personal opinion only).
Having said all I have said I'd encourage you to go with the advice of the earlier two posts.

Oracle Performance(Talent) Management

Hi all
Can anyone please help me with a documentation link of Oracle Performance(Talent) Management? I am totally new to this module.
Thanks in advance

Search MetaLink for a document called Talent Management Supplement_. Metalink document id 302541.1
This contains all the information you will need to implement Talent (Performance) Management. Well, not everything, because it won't explain all the bugs! But, I'm sure you can come back to the forum for more help.
Regards
Tim
Edited by: TimW on Sep 26, 2008 4:11 PM

Problem Exporting Performance Management ScorecardData From MaxDB to Oracle

Hi all,
Iu2019m using the Transporter Utility in order to move a Context from QA to Production. However i´m having the following problems to do that:
Here are the specs of my systems:
QA System:
- SAP NetWeaver CE 7.1 EHP 1
- MaxDB 7.7 (DB Schema DB1)
- SAP Strategy Management 7.5 SP06
Production System:
- SAP NetWeaver CE 7.1 EHP 1
- Oracle 10.2.0.4 (DB Schema DB1)
- SAP Strategy Management 7.5 SP06
I followed the steps from the Strategy Management Upgrade Guide 7.5:
1) Access http:///strategy/tools
2) Click Transporter
3) Select Export all data (From All Databases, there are four)
4) Click Export Database
5) Click Download Export
6) Open the downloaded .zip file and sort by size and checked if files have a length of 0.
On the production system I make a clean install of Strategy Management 7.5 SP06, and everything seems to be OK, but when I import the performance management scorecard data with the transporter utility, it said it's OK, and then when I look in the Administration area, I cant see the context that I want to migrate, I can only see the samples contexts that brings the SSM which I haven't imported, I imported the latest boostrap.zip.
But I can see the migrated models and test them with PAS.
(Can I create scripts from Strategy Management tables with MaxDB and then import them into Oracle?)
If anyone can help me, or has a similar problem and could fix it, I appreciate it.
Thanks in advance.
Regards,
David

Hello Agudelo,
First of all, just for clarification, the models in PAS have to be transported manually between the systems, there in no export and import function. This is done independently from the transport of the scorecard databases.
For the transport of the scorecard databases, how many are then available if you use the demolauncher? You can also go to the tools page, in the Add Database options and see how many DBs were transported. If you access the administration link directly, only the contexts from the PWSAMPLE database will be displayed. You can change this property in the Java System Properties so that this link points to the administration page of a different scorecard database. If you want to see all links to all scorecard dbs, then use the /strategy/pilotworks/demolauncher.htm link.
Best regards,
Ricardo

Oracle Performance Management Sysem

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