Oracle Performance(Talent) Management - Appraisal

Hi all,
I have a doubt regarding the self appraisal. When i fill out my self appraisal page, i get a TIP msg on the Page "Share appraisal details with Teammate"
the TIP msg is OM_HR_INST_APPR_PART_PAGE_SS.
Can anyone please help me with the solution as to how to get rid of this msg.
Thanks

You can remove or change this message through personalisation.
Either this message is an item on the page in its own right (tip), or it might be an embedded tip connected to the field it relates to. Either way, you can fix this through personalisations.
Regards
Tim

Similar Messages

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

Talent Management - Appraisal

Hi,
I have created a plan with the following tasks:
Objective Setting : 01/01/2008 30/06/2008
Mid Year Appraisal : 01/07/2008 15/07/2008
Mid Year Objective Reviewal : 01/12/2008 20/12/2008
Final Year Appraisal : 25/12/2008 31/12/2008
Assume that, I completed the Objective setting and Mid year appraisal. But during objective reviewing (employee updating existing objectives and adding some objectives), whether the employee can see all the objectives which were appraised during Mid Year Appraisal or not?. (The reviewed objectives will be used in Final Year Appraisal.)
Thanks in advance.

TimW wrote:
Objective setting and appraisals cannot be open at the same time. So, if you want to continue updating objectives you have to reset the objective setting period after the mid-year appraisal. However, as long as the mid-year and end-year appraisals are part of the same plan, you can continue to see the objectives from the first part of the year.
If objectives are not completed in the first year, they can be carried forward to the next year if you define the 2nd years plan as being linked to the first year.
Be careful, because there have been many reports of problems in this area! Lots of patches have had to be applied around this functionality. I would advise making sure that you have all the Talent Management rollup patches.
Regards
TimHi Tim,
We are implementing a scenario almost exactly like the thread describes and we are already having issues. Please can you point to us where to download all the Talent Management Rollup patches so that we can have a stable system. Thank.
-Regards,
Ibrahim

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

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 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

Performance Management - Appraisal details

Hi there
we are trying to Find where the comments are sourced from in the Objectives > Description Tab > Comments (Success Criteria) when viewing them through the appraisals Details Icon
(N) EMP SS > Talent Management > Plan > Appraisal (Details Icon) > Show all on Objectives
When republishing the comments are removed from the per_objectives Table but are still viewable in the details section. Where is this being sourced from?
Thanks

It is not possible to disable the refresh button. You will have to find some alternative solution. Are you doing a controller substitution? The refresh should cause the PR to be called again, perhaps you can do something there. Look at the OADBtransaction object. It appears as if the original one has a default setting of commit when the object is destroyed.
If there is a transaction open when the user navigates to the page, see if you can instead not open the transaction until a confirmed update is clicked, then open the transaction , make the changes and close the transaction.
Hope this helps.
Kristofer

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.

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

Add custom embedded region or link in talent management

We are doing a proof of concept implementation of Oracle Talent
Management. As part of this implementation we have been requested to
add Salary change functionality to the employee performance appraisal
process. Usually this process is only used to evaluate
competencies, objectives and overall performance and does not include
salary information.
Our Thoughts:
Oracle provides out of the box the Salary change process on its own.
There is an entry page for the values, PRatePG, and then a review
page, ReviewPG. We would like to take the majority of the
functionality on those 2 pages and add that functionality to the 2
similar pages used for performance review. On the performance review
side the equivalent pages are the entry page MAFinalRatingsPG and the
review page,MAFinalRatingsRevPG.
We are looking for the best way to move forward regardless to
incorporate the functionality of entering and reviewing the salary
into the performance appraisal set of pages which don't currently
contain the data or functionality at all for salary.
We have considered also going a complete custom route, however the
functionality on the Salary screens are intricate and have several
PPR elements. Additionally, there was the thought to somehow add the
Salary page functionality as an additional page on the page flow as a
customization. This might still be an option as well. We are open
to any ideas.
Please let us know if any of you have done anything similar and would
like to share with us.
We would like to know what is the best option to meet the requirement
1)Create a link to seeded salary page
2)Embed the seeded salary region in Appraisal form
3)Create custom salary region and embed that into Appraisal form
Thanks

We are doing a proof of concept implementation of Oracle Talent
Management. As part of this implementation we have been requested to
add Salary change functionality to the employee performance appraisal
process. Usually this process is only used to evaluate
competencies, objectives and overall performance and does not include
salary information.
Our Thoughts:
Oracle provides out of the box the Salary change process on its own.
There is an entry page for the values, PRatePG, and then a review
page, ReviewPG. We would like to take the majority of the
functionality on those 2 pages and add that functionality to the 2
similar pages used for performance review. On the performance review
side the equivalent pages are the entry page MAFinalRatingsPG and the
review page,MAFinalRatingsRevPG.
We are looking for the best way to move forward regardless to
incorporate the functionality of entering and reviewing the salary
into the performance appraisal set of pages which don't currently
contain the data or functionality at all for salary.
We have considered also going a complete custom route, however the
functionality on the Salary screens are intricate and have several
PPR elements. Additionally, there was the thought to somehow add the
Salary page functionality as an additional page on the page flow as a
customization. This might still be an option as well. We are open
to any ideas.
Please let us know if any of you have done anything similar and would
like to share with us.
We would like to know what is the best option to meet the requirement
1)Create a link to seeded salary page
2)Embed the seeded salary region in Appraisal form
3)Create custom salary region and embed that into Appraisal form
Thanks

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

Talent Management Reports

We are implementing SSHR Talent Management for our client. Client using Global HRMS.
I have read the doc of Talent management and found some workbook reports such as Appraisal Detail Workbook and Competence Updates after Appraisal Workbook. I think we can use these reports by using HRMS Intelligence. Is it correct? We didn't setup HRMSi yet.
Also the client needs the following reports related to this module. Since I don't know the columns of the above workbooks, I am unable to decide whether the following reports are come under standard one or need customization.
So please advice.
Appraisal Status by Employee-wise
Appraisal Competencies & Development Plan
Appraisal Competencies Count by Grade
Appraisal Report by Competencies
Appraisal Overall Ratings
Appraisal Rating by Employee-wise
Appraisal Status – Total Counts
Probation Appraisal Report
Disagreed Appraisal Report
Performance Planning Status Report
Planning Status by Department-wise
Planning Status - Detailed
Thanks in advance.

" have read the doc of Talent management and found some workbook reports such as Appraisal Detail Workbook and Competence Updates after Appraisal Workbook. I think we can use these reports by using HRMS Intelligence. Is it correct? We didn't setup HRMSi yet."
Yes you need seperate license to run the HR intelligence reportsI would say run the workbook reports in a development instance or in your vision instance and do the gap analysis.

Talent Management

Hello,
Scenario: EHP4 - Talent Management --> Performance management integrated with Compensation Mgmt
is it posible to have the budget check to be made, when the manager is entering the final rating for an employee in the appraisal screen.
Is that a standard functionality? can you please share some links
Thanks
Sera

Suggestions please..

Talent Management Grid

Hello Experts,
We are currently implementing Talent Managment Ehp6 and Nakisa 4.0. I have a couple of questions
1) I've researched several SCN posts and blogs about how the Performance/Potential grid has to be a 5,6,9 or 15 box grid and that the values (scales) used in performance must also be used in the talent mgmt grid. When we implemented Performance Management (Ehp4) we used a 20 value scale (1-5 with .25 gradients in between). I would just like to clarify that with everything I have read the Grid in Talent Mgmt and Nakisa will not support this large of a scale. That there isn't any BADI or Enhancement that we can use? It seems like we will have to reduce our scale in Performance to be able to use it in Talent Management/Nakisa. Is that correct?
2) I'm a bit confused about the Writeback functionality with Talent Management and Nakisa. I understand that the Talent Mgmt has their own infotypes (i.e. Potential and Performance) and a Manager or TMS can change the potential/performance in the grid during a Talent Meeting. I'm trying to understand how Talent Mgmt updates Nakisa when these ratings get changed? Or does the TMS and Manager have to change the ratings in both places since Nakisa also uses a grid? Also what happens when you move from a performance template in one year to a performance tempalte in the next year? Does the data save or does it get replaced?
Any assistance or clarification would be much appreciated
Sarah

Luke,
Thank you for taking the time to reply to my questions, I appreciate it.
In regards to the peformance scale we didn't go the PMP route, we went with the Flexible. When I go to the template in the appraisal catalog and try to add the Follow-up BAdI under the enhancement tab it gives me the information below :
"Note
Do not use the BAdI implementation for appraisal templates that you created using the transaction Appraisal Template Catalog (PHAP_CATALOG).
After you have completed an appraisal, the system copies the potential value and performance value to the Potential (7408) and Performance (7409) infotypes that are relevant for the talent review meeting.
The BAdI implementation can only be implemented with an appraisal template of type Performance Management that was created in the Customizing activity Configure Form for Performance Management Process since the appraisal values of the potential assessment and performance assessment are expected to be in certain places in the appraisal template or appraisal document."
Reading this I took this note to mean that if we created a Flexible Appraisal Template that I create via PHAP_CATALOG_PA that I could not use these follow-up BAdIs. That you can only use this follow-up BAdI if you created a form/template using the PMP process.
Am I understanding this correctly? Can you not use the Calibration Grid if you created a template in the catalog using the Flexible templates? In our performance appraisal we don't use the "Final Appraisal" column for our final performance rating. We created a custom column that stores the final rating.
Thanks again
Sarah

Talent Management in OBIA 7.9.6 - HR Analytics

Hi all,
I am aware that OBIA 7.9.6 HR Anayltics module has a few dashboards for Talent Management but I am not sure what those dashboards/reports are.
I can see Performance Management / Workforce Profile/ Absence / Retention.
Also I observe that " Workforce Development " dashboard description says that it is key talent management initiative. Is that all?
Please help me as I am completely new to OBIA.
Thanks.
Edited by: user10682075 on Jun 30, 2011 12:41 PM

Check this http://www.rittmanmead.com/2010/12/oracle-bi-ee-11g-managing-host-name-changes/
if helps mark
~ http://cool-bi.com

Oracle Performance(Talent) Management - Appraisal

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