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🔹 General Talent Management
- What are your key business objectives for Talent Management?
- Do you have existing talent strategies that need to be mapped into the new system?
- What challenges do you currently face in talent tracking and succession planning?
🔹 Profile & Goal Management
- What profile attributes and competencies should be included for employees?
- How do you currently set and manage goals? Do you need predefined goal libraries?
- Should employees set personal development goals, or only business-aligned goals?
- Do goals require manager approvals, or should employees have full autonomy?
🔹 Performance Management
- What is your performance review cycle (annual, midyear, quarterly)?
- Do you use self-appraisals, peer reviews, or manager-only evaluations?
- Should performance ratings be standardized across teams, or flexible?
- Do you want automated reminders for performance reviews and goal tracking?
🔹 Career Development & Succession Planning
- How do you track high-potential employees for leadership roles?
- Should career development plans be employee-driven, manager-driven, or both?
- What succession planning framework do you follow? (9-box, talent pools, etc.)
- Do you need LinkedIn integration for talent insights and external hiring?
🔹 Talent Review & Workflow Configuration
- How do you currently conduct talent reviews?
- Should managers be able to override talent assessments based on real-time discussions?
- What workflow approvals and rules should be configured in Oracle Cloud?
🔹 System & Integration Requirements
- Do you need integration with Learning, Compensation, or other HR systems?
- What level of automation and reporting do you require?
I hope this blog post was helpful for you. If you have any questions or feedback, please leave a comment below.