Fusion Talent Management Implementation Project: HCM Case Study

Unauthorized reproduction or distribution prohibited. Copyright© 2024, Oracle University and/or its affiliates.
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Management
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Fusion Talent
HCM Case Study

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Table of Contents
Fusion Talent Management Implementation Project: - HCM Case Study .........................................8
HCM Case Study ............................................................................................................................................9
Practicum Overview: Implementer Sign-Ins ..............................................................................................9
Implementation Challenge: Phase I – Talent Management Base Configuration .......................................10
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Implementation Challenge: Phase II – Workforce Development Offering .................................................10
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Configure Review Periods ..........................................................................................................................11
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Configure Performance Document Types .................................................................................................11
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Configure Eligibility Criteria .......................................................................................................................11
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Performance Goal Library ..........................................................................................................................12
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Creating Goal Plan with Goals ....................................................................................................................12
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Scenario/Requirement ..............................................................................................................................13
Security Reference .....................................................................................................................................13
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Implementation Challenge: Phase III – Performance Management ..........................................................13
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Implementation Challenge: Phase IV – Person and Employment Details ..................................................15
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Implementation Challenge: Phase V – New Goal and Performance Cycle .................................................16
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Task Overview ...........................................................................................................................................17
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Implementation Challenge: Phase VI – Talent Review ...............................................................................19
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Implementation Challenge: Phase VII – Succession Planning and Talent Pools........................................21

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Implementation Challenge: Phase VIII – Career Development ..................................................................23

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Implementation Challenge: Phase IX – Profile Management.....................................................................25

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Copyright © 2023, Oracle and/or its affiliates.

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Management
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Implementation
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Project: HCM Case
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Fusion Talent Management Implementation Project: - HCM Case Study

HCM Case Study
As a primary consultant for Talent Management implementation, you will assist InFusion
Financial Company in implementing a HR System. The objective of this case study is to
provide you with an understanding of the practical implementation requirements and
scenarios, enabling you to effectively execute these within Fusion HCM
This document contains the notes derived from the discovery workshops with the client.
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These notes provide details on the Workforce Development offering, goal management,
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performance reviews, and talent review. Using these notes, you will configure review periods,
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Performance Document types, and eligibility criteria, and create goal plans with goals.
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Business Description
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InFusion Finance has its head office in Atlanta, Georgia. It is also present in the United
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Kingdom and India. The company has made a strategic decision to streamline HR operations
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by implementing Fusion HCM to make the user’s daily activities effective and accurate.
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Practicum Overview: Implementer Sign-Ins is om
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Overview
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For all the scenarios in this case study that require you to sign in as an implementer, use the
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student number and the corresponding implementer sign-ins that are assigned to you.
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Student Number Implementer Sign-in

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01 HCM_IMPL1
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02 HCM_IMPL2
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Fusion Talent Management Implementation Project: - HCM Case Study 9

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Implementation Challenge: Phase I – Talent Management Base Configuration
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As a Talent Management implementation consultant, you are required to verify the HCM Base
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and Talent Management Base Configurations that will be preloaded by the Core HR team.
These configurations will be focused on enterprise information, workforce structures, and
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employee-level data.
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Implementation Challenge: Phase II – Workforce Development Offering
You will configure the Worker Goal Setting functionality within the offering. The points below
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outlines the key features of the Worker Goal Setting offering.

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Perform the following Setup and Maintenance task:

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• Worker Goal Setting Lookups

• Goals Value Sets
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• Worker Goal Descriptive Flexfields

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• Worker Goal Setting Profile Option Values

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• Goal Management Notification Settings

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• Goal Library
• Review Periods
• Performance Document Types
• Eligibility Profiles
10 Fusion Talent Management Implementation Project: - HCM Case Study

Configure Review Periods
You have now configured the Worker Goal Setting functionality. You will now configure the
review cycle for the below mentioned review period:
Review Period Name Start Date End Date
XX 2023 Annual Cycle US Jan-01-2023 December-31-2023
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Configure Performance Document Types
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Next after configuring review periods, you will configure the following Performance document
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type:
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Name Description From Date To Date Status Worker can select
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Manager when
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creating document
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Annual Performance 01/01/1951 12/31/2050 Active Unselected
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Evaluation US document
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type for is om
Annual
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Evaluation
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Configure Eligibility Criteria

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You have successfully configured the review period. You will now proceed to configure the
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eligibility criteria for workers who are eligible to get the goal plan assigned.
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• Eligibility Profiles: You are required to restrict availability of performance

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documents to a specific population based on criteria you set up.

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Configure Performance Eligibility Profile with criteria as Department and Length of

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Service Note: Profile usage should be Performance.

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• Scenario - Employees belonging to the "Human Resource US" department with 1+

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year experience should be eligible for the Goal and Performance Cycle.
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Create Eligibility profile with the following criteria:

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1. Department - Human Resource US

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2. Length of Service - 1 year from the Hire Date

Performance Goal Library
You have now created the eligibility criteria for workers to receive the goal plan assigned. You
are now required to create two goals in the goal library and incorporate a target outcome to
the goals:
Goal Name Goal Description Available to Target Target
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Outcome outcome type
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How to think Thinking outside the HR Problem Solving Competencies
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out of the box is a metaphor specialist,
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box often used to describe manager,
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different, and worker
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unconventional, novel,
or creative thinking.
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HC Organization scores HR Analytical Competencies
Employee for employee specialist, thinking
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Engagement engagement is om
manager,
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Creating Goal Plan with Goals

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After configuring goals in the goal library with a target outcome to the goals, you are now
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required to create goal plans according to the security privileges assigned to your role.
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Scenario
• Configure to publish the Goal Plan to workers from the “Human Resource US”
department and should have minimum 1-year length of service from Date of Hire.
• The Goal Plan should have Weights enabled and enforced to 100%
• Workers should be able to cancel and delete the goals assigned by the manager or
HR, but it should have an Approval.
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• Any new goal added by a worker should have 1 level up Approval with Line Manager.
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Goals added in the Goal Plan should be associated with Annual Evaluation
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•
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Performance documents.
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Security Reference
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You can take control over tasks that people can do and the data that they can see on Talent
Management pages depend on their roles, duties, and privileges.
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Talent Management Notifications: You will enable notifications for goal actions to enable
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users to get notifications through email.
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Talent Management Approval Rules: You will configure Approval rules for Performance
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goals, Performance document, and Profile Management using Transaction Console. The
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approval flow is mentioned below:

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• 1 level-up Approval required from the Line Manager when an employee

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adds/updates a performance goals.

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• 1 level-up Approval is required when the Line Manager submits the Manager
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evaluation of employee Performance document.

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• 1 Level-up Approval is required when an employee updates any details in the Profile.
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Implementation Challenge: Phase III – Performance Management
You have completed configuring security privileges according to the security profiles assigned
to your roles. You will now implement and maintain Oracle Fusion Performance Management
to set up performance documents and review workers as part of a performance evaluation.

Prerequisite for Performance Management
Document Type: As part of goal management configuration, you would have created the
“Annual Evaluation” performance document type. You are now required to configure the
performance document type to establish the link between goal management and performance
management
Performance Roles: Now that you have created the Performance Document type, you are
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required to configure performance roles to expand the scope of performance evaluation. You
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will use performance roles to give access to performance sections, such as performance goals,
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overall section, and questionnaires.
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The following roles created have been included as part of the Performance Management cycle:
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Role Type Role Name
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Worker Worker
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Manager Manager
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Process Flow: You have completed configuring the prerequisite for performance
management. You are now required to configure the process flow to include tasks and their
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sequence, used by the performance template for performance evaluations.
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Configure the following Performance process flow requirements:

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• Set Goals
• Worker Self-Evaluation
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• Manager Evaluation of Workers

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• Share Performance Document

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• Confirm Review Meeting Held

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Performance Template Sections: Next, you will configure the performance template section
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for each task that requires certain sections used in the process flow.
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Configure the following Performance Template sections for Implementation of Performance

Management:
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• Performance Goals
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• Competencies
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• Adjunct HE Questionnaire
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• Overall Summary
Template type: You are required to configure “Standard type” Performance Template.

Questionnaire: Configure Questionnaires using Questionnaire Templates to collect feedback
from worker and Manager as per the Business need.
Performance Template: You will now configure Performance Template to create the
performance documents that managers, workers, and participants use to evaluate workers'
performance for a given time period.
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The following is the Performance template created (You can create your own Performance
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Template with initials XX.):
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Performance Template Description Template Type
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Name
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2023 Annual Evaluation OU Annual Evaluation OU 2023 Standard
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Implementation Challenge: Phase IV – Person and Employment Details

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You have successfully configured the prerequisite for performance management, process
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flow, and performance template. You will now assign goals to the employees you created
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earlier, configure performance document to evaluate performance goals, and manage career
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development plans (You will need to log in to the application as Curtis.Feitty, using the same
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password you were assigned. This is needed because of approval processing)

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• Assign Goal Plan to the employees you created in this case study. Ensure their Last
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Name includes XX as the first two characters, again so you and another user won’t
have issues. Use the employees who are eligible for the Eligibility criteria mentioned
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to verify the setup once.

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• HR will assign the Goal Plan to eligible employees, and Goal Plans will be
automatically assigned to the Eligible employees.
• Employees can add/update goals to their goal plan, and which will require 1 level up
Manager hierarchy Approval.

• HR will assign the Performance document to the eligible employees in Infusion HCM,
Employees should receive the notification and they should be able to view the goals
added in their Goal Plan for the Review Period.
• Employee should be able to perform their self-evaluation with ratings and comments
and submit their Performance document for Manager Evaluation.
• The manager should be able to view the employees’ ratings and comments and
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perform the Manager Evaluation.
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• The manager should be able to share the Performance document back to the worker
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and the worker should be only then able to view Manager rating.
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• After completing the evaluation, the manager should be able to have a one-on-one
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review discussion with the worker and capture the review meeting date.
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Implementation Challenge: Phase V – New Goal and Performance Cycle

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Scenario
It is almost a year since the organization’s Performance cycle was completed and it’s time to
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start the next year, that is, 2024 Goals and Performance cycle, You are now required to
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configure a new performance document. Process flow, eligibility profile, and every other
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aspect continues to remain the same.

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Configure this setup by referring to the below steps:

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1. Create a review period for the year 2024.

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2. Create a new Goal Plan with this Review Period.

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3. Create the document period in the Performance template.

4. Update the review period for the new Document Period.

Task Overview
You will perform the following actions for the above-mentioned scenario:
• Create a new review period for the year 2024.
• Update the Eligibility Profile (if there is a change).
• Create New Goal plan for 2024.
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• Add another document period in the Performance template with the new review
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period created, so this review period and the document type will cascade the goals
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from Goal Management to Performance Management.
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• Perform evaluation seamlessly, whether you are a worker or a manager.
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System check based on the Business Requirement Configuration
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Activity 1 – Performance Goal Plan Cycle
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Step Process flow
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1 Schedule the goal plan process to assign the goal plan for all eligible employees.
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Perform the Worker Goal setting process.
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3 Test the Enforce 100% weight for goal plan restriction.

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4 Initiate the Goal Approval process,

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Activity 2 – Assigning Performance Document

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Step Process Flow

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1 Schedule the Performance document Batch process to create the performance

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document to all eligible employees.

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2 Performance document process flow

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• Set goals (Manager sets/reviews goals and submits for the worker
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evaluation.)
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• Worker Evaluation
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• Manager Evaluation
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Confirm Review Meeting

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Share Performance document.

Activity 3 – Manager Evaluation
Step Process Flow
1 Log in as <Your.Manager> and perform Manager evaluation of the document and

share the Performance document.
2 Employee should receive a notification to review and acknowledge the
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Performance document.
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3 Perform “Confirms the Review Meeting as Manager.”
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4 Complete the Performance document by performing the sequence of tasks.
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5 Perform all-in-one evaluation as manager to complete all your reports’
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performance document evaluation in one go.
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This completes the Performance goals and Performance Activities.
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Implementation Challenge: Phase VI – Talent Review
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You need to configure a Talent Review meeting to get the employees placed in a nine-box grid
in the Talent Review meeting by configuring the Talent review Dashboard. Configure the
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Talent Review Meeting including the Reviewers (Line Managers) and the Review Population
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(Employees).
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Scenario
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• Configure a nine-box grid view for the Talent Review meeting with the current year’s
Performance and Potential Rating of the employee.
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• The Talent Review meeting process will be for each department and the HR person
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handling the Talent Review meeting should be able to request content, which needs
to be collected using a potential assessment questionnaire.
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• The HR user should be able to move the employees across the nine-box grid during
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the Talent Review meeting (X Axis – Performance & Y Axis - Potential).

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• The ratings, which are updated during the process of moving across the nine-box
grid, should be captured in the Talent Profile.
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• HR users should also be able to add career development goal for employees, if any,
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identified during the Talent review meeting.

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• HR users should be able to add employees directly to the Succession plan from the
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Talent Review page.

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Talent Review Template: You need to configure the Talent Review Template, this is where
you configure the size of the review population, box chart matrix, and the actions that
participants can perform.
Talent Review Meeting: You need to set up the Talent Review meeting and add the reviewers
and population.

Prepare Review Content: When the Talent Review meeting is created, the reviewers receive a
notification to prepare the content for the Talent Review meeting. Reviewers needs to fill in
the Potential Assessment questionnaire, which is a scoring questionnaire. The employees will
now be placed in the Talent review Dashboard based on the Performance and Potential score
as per the requirement.
Conduct Talent Review Meeting Infusion HR (Facilitator) will conduct the Talent Review
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meeting. Once the Talent Review meeting is in progress, the reviewers will be able to move the
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employees around the Talent Review dashboard and update their ratings. When conducting
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the talent review meeting, you should be able to add the employees to succession planning (if
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created and configured in the Talent Review meeting).System check based on the Business
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Requirement Configuration
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Activity 1 – Configure Talent Review Dashboard
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Step Process Flow
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1 Log in as <HR.Admin> and configure the Talent Review meeting template.
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Activity 2 – Create Talent Review Meeting

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Step Process Flow

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1 Log in as <Curtis.feitty> and Create the Talent Review meeting using the Talent
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Review template created from the previous Activity from the My Client
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group→Talent Review.
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Activity 3 – Prepare Content Review for Talent Review Meeting

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Configure Review Content for the Reviewers (Line Manager) to evaluate their reports’ potential
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using the Potential Assessment questionnaires.

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Step Process Flow

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1 Log in as <Your.Manager> and prepare the content review by evaluating potential

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assessment.
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2 Notification will be sent out to prepare the review questionnaire by navigating to My

Team→Talent Review.

Activity 4 – Conduct Talent Review Meeting
In Infusion HCM, the HR Facilitator will conduct the Talent Review meeting by navigating to
My Client Group →Talent Review and from the Actions menu click on Conduct Meeting. You
can see workers in the review population in the box chart matrix. The employees with
Performance and Potential ratings will be plotted in the nine-box grid and employees without
either of these ratings will be placed under the holding area.
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Step Process Flow
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1 Log in as <HR.Admin> and conduct the Talent Review meeting and move the
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employees across the grid.
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2 Add employees to the Succession plan from the Talent Review page.
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3 You can either create a new succession plan or add them to an existing succession
plan.
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This completes the Talent Review activities.
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Implementation Challenge: Phase VII – Succession Planning and Talent Pools

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You need to configure succession plans based on the Key Jobs and place employees into the
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suitable succession plan and nurture them by assigning Performance goals or Career
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development goals so that they are efficient enough to play a vital role in critical jobs and to
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ensure a smooth transition to key jobs and positions.

Scenario: Create a succession plan with plan type as Job and add employees either by
searching them or using any system suggestion based on who had the highest number of fit
matches to the job requirements.

Plan owners must be notified if any candidate featuring in a succession plan moves to a
different job specified in a different succession plan.

Plan types: Configure Job type succession plan for “HR/Benefits Specialist.”
Candidates: Add candidates to the succession plan manually by selecting the candidates or by
using recommended candidates’ option, which uses the Model profile and system-suggested
candidates based on AI Calculations and using Talent Pools.
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Talent Pools: Configure a Talent Pool and group employees to categorize them and use them
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as members of the succession plan. A person can be a member of multiple Talent Pools.
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Create Talent Pools using My Client Group→Talent Pools.
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Owners: Configure multiple owners to a succession plan. Owners of the plan will only have the
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access to view the plan and plan details.
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Alerts- Configure alert owners for of a succession plan about assignment changes of
candidates or incumbents.
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Activity 1 – Creating Job Type Succession Plan
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Step Process Flow is om
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1 Log in as <HR.Admin> and create a Job type succession plan and add candidates to
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the organization.
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2 Add candidates to succession plan and mark their Readiness level.

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3 Mark candidates as Interim Successor, if needed.

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This completes the Succession Planning and Talent Pool activities.

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Implementation Challenge: Phase VIII – Career Development
You need to configure a development plan for the employees, using which employees will be
able to add and manage their development goals for near- and long- term career
development strategies.
The Career Development work area includes these sections:
• Explore Roles
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• Career Outlook that includes Current Role and Careers of Interest
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Development Plan
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• Recommended Roles, and so on
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Scenario:
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• Employees should be able to add Development goals.
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• Manager/HR should be able to add/manage development goals of employees.
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• Employees should be able to add/update their Career Statement.
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• Manager/HR should be able to only view the Career Statement and not do any
update/edit on it.
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• Employee should be able to explore various other roles, identify the gaps, and add
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development goals.
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Target outcomes added in the Career development goal should be updated in the
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profile once the development goal is completed.
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Development Plan: Configure the development plan to define development intents, establish
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development goals, and manage development progress.

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Exploring Roles: Search for other roles in the organization to compare your current Career
standings with the identified roles, identify the gap, and add development goals based on that.
You can perform these actions when you view the role details:
• Review more information about the role.
• Add a goal to track your development to meet the role requirements.
• Subscribe to job alerts for that role.
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• View open jobs for the role.
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Careers of Interest: Careers of Interest is displayed under Career Outlook section of the
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Career Development work area. Careers of Interest shows roles that the employee is interested
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in. If any open jobs are present for a role, that is added to the Careers of Interest.
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You can:
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• See the count of open jobs
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• Subscribe to job alerts for your careers of interest, and
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• Get automatically notified about internal job openings
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Activity 1 – Career Development Process is om
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Step Process Flow
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1 Log in as <Worker> and manage your career development under Me→Career and
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Performance → Career Development.

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2 Explore careers to view other available careers in the organization.

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3 Search for any job and add it to your Careers of Interest, if necessary, and add
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Development goals to develop your strengths.

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This completes the Talent Review Activities.

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Implementation Challenge: Phase IX – Profile Management
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You can maintain information in model profiles about the targeted skills and qualifications of
the jobs and positions within the company.
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Scenario
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• Employees Competencies, Languages, Performance and Potential ratings to be

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captured in the Person profile level

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• Career Statement in an employee’s profile should be editable only by that employee.

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• Skill sets required for a job such as Job responsibilities and Competencies to be
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captured against the Jobs

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Person Profile: Configure Person Profile Type to create profiles of your workers or
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nonworkers. Person Profile Types contain the skills, qualities, and qualifications that you want
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to track for your workers.

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Model Profile: Configure Targeted Skills and qualification for any Jobs or Positions using
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Model profile.
Content section access: Configure the Content section access area. To access the content for
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person profiles, you must give the required access for the content section to a role. You can
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specify the level of access as view, edit, or report for each role.
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Activity 10 – Profile Management

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Step Process Flow
1 Log in as <HR.Admin> and configure the Person and Model Profile using My Client
Group→Profiles.

2 Create Person Profile using My Client Group →Profile→Profile types→Person
Profile.
3 Create Model Profile using My Client Group→Profile→Profile type→Model profile

(Job/Position/Organization)
4 Configure the Content Section Access role by using My Client Group →Profile.
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This completes the Profile Management activities.
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This completes all the activities mentioned in the case study
For these activities, you must request an environment with access to Implementer ID. You will
be assigned an Implementer ID , for example - hcm_impl1. As you complete these practices,
you will use the chart provided, which instructs you on which code (xx) to use to complete this
case study, because there may be several users using the same environment. This is done to
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mitigate you interfering with each other. If you are given hcm_impl1, you would replace xx with
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Fusion Talent Management Implementation Project: HCM Case Study

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HCM Case Study

Implementation Challenge: Phase VII – Succession Planning and Talent Pools........................................21

Implementation Challenge: Phase VIII – Career Development ..................................................................23

Implementation Challenge: Phase IX – Profile Management.....................................................................25

Copyright © 2023, Oracle and/or its affiliates.