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Profile Management will help you to track the workers' skills, competencies, language, skills, and accomplishments. Define the required or desired skills, degrees, and other qualifications of jobs and positions.
Whenever you create a job in your organization you may have some requirements suppose, I am creating a job called Sales Executive normally what requirement you have for the sales executive job in your organization you want you sales executive must be minimum graduate you will not take who pass +2 you want minimum should be graduate so that is your qualification requirement, you want minimum they should know 3 languages English, Hindi and one Regional (Telegu, Tamil, Marathi, Kannda etc), you want they should have communication skill excellent, you want to they should have customer convincing skill outstanding so you have some requirement like this, so if you want to capture that requirement you can capture at profile stage, so for this job this is the my requirement so we called them as work requirement so to capture such requirement now in HCM cloud application we have something called Model Profile so basically we have 2 profiles one is Person Profile and another one is Model Profile, model profile is use to build the work requirement for your jobs and Positions, whereas person profile is use to build the requirement at the individual person level that’s why we called them person profile.
If I am hiring somebody I want this person should have these qualities these competencies, so if you capture that level like person level that is what we called it is Person Profile, but irrespective of the person whoever is occupying this job or this position I should have this requirement then we called them as work requirement which will build by the using a model profile, so while creating a job you can create a profile then and there or there is separately in the profile management.
Profile types include person profile types and model profile types
There are 2 types of profiles, one if for Person Profile, and the second one is a Model profile.
Profile Types Include:
1. Person Profile
2. Model Profile (Job, Position, Organization)
Person Profile type provides a template that you use to create profiles of your workers. Contains the skills, and qualifications that you want to track for your workers. The person profile type is predefined, and you can have only one. You cannot create person profile.
Content Sections: An attribute such as a skill, competency, or qualification that is added to a profile.
Content Section Properties - Display
1. Hide: If we set as to hide in display for any field, that is mean this field will not be visible in the section
2. Summary: Without expanding the section we will be able to see the field and their value
3. Detail: We need to expand the section to see the field and their value
Item Catalogs: An individual competency, skill, or qualification within a content section that you can track in your profile.
The below fields will be visible when we are creating the competency
Rating Model: Please see the below for the detailed description.
Competency Alias: short name
Renewal Period Units: So, there might be some competencies that are there for a lifetime and there might be some competencies that required renewal. All these are lookups.
Satisfaction Method: When can add that like what will determine that this particular employee has these competencies, remember you are creating an admin perspective so as a company you are deciding that, okay this employee has this particular competency that will be decided only if they attend a training course, only if the supervisor has done the assessment, only if they have done on the job training or has license or certification and so on.
Evaluation Method: How you are going to evaluate whether there will be a test, assessment, or will be decided by the board, or license examination, observation, and so on.
Renewal Period Frequency: Here you give how many months, years, and days.
Behavioral Indicator: What will determine that you have good competencies skills, you must be able to read well, you must be able to write well, and you must be able to speak well, so these are the 3 behaviors that will indicate that you have the competency communication skill that is what behavioral indicator.
Rating Models: Rate workers on each item such as their performance and level pf proficiency in the skills and qualifications that are set up on the person profile. Specify the target proficiency levels for each item on a model profile.
Distribution Threshold: - Minimum number of eligible employee-manager should have to be able to see that target rating distribution.
With the distribution threshold we can assign a percentage of people who should have those evaluation results, so if you are evaluating 100 employees and you are already saying that 3 to 5 people will be in rating 1, and 3 to 5 people will be in rating 5, and 20 to 30 people will be in rating 3, so you are already decided and then doing, not 100 people going to 5 stars, not 100 people are going to 1 star so the company already decided on the target rating distribution.
Model Profile types are templates for workforce structures such as jobs and positions. Model profiles identify: Targeted required skills and qualifications for a job or position. Multiple model profile types can be created.
Job Profile: For anyone to perform the job of a Principal Product Manager what are the competencies, languages, degrees, experience, and certification that a person required?
Organization Profile: Used in security mainly not in profile
Prerequisite: In the Oracle learning cloud, when you create a course when can say that only those people who should be enrolling for this course who have this particular competency, or who have this particular license, or who have this particular degree and so on that is the prerequisite you defined.
Workforce Profile enable you to track worker’s skills, competencies, language skills, and accomplishments, so basically, workforce profile will be helping us to track the workforce or the worker's skills what skill they have, competencies they have, language they have, and what are their accomplishment to track all these things we can use the workforce profile.
Also, the workforce profile will be helping us to find out the required or desired skills, degrees, and other qualifications for the jobs and positions, so if you create a job or a position for that job or position what are the required skills, what are the desired skills, what are the degree, you are excepting, what are the other certifications or any other language skills etc you are excepting from the people who are going to occupying particular job or position you can even do that by using the workforce profile.
Manage talent-related activities, such as career planning, identifying training needs, and performance management.
So, workforce profiles are also useful to manage talent-related activities are those like career planning, identifying training needs for your workforce, and also we can make use of them in the performance management module, these are the different usages of the workforce profile.
Educational Establishment: - A school, college, university, and so on that workers use when they add education information, such as degrees, to their profile. So whenever a worker builds the profile and says I am a graduate so where from you graduate, which college, which university, or when got a certification when you got that certification, so that type of information we called it is Educational Establishment and we can predefine some organization will have some conduction that anybody who applies for a job in my organization should have done a full-time MBA that is a requirement, from so and so university, they will give you a list of university if you are not in that list of university, if you not done the full-time MBA then your application will not screen at all, so like that if you have such requirement you can put those educational establishment lists, list of colleges, school, university, etc.
Person Profile: - A collection of a worker’s skills, qualifications, educational background, and so on.
Individual worker level what qualifications this worker is having, what language skills this worker is having, what competencies this worker is having if you going to capture them that is what we called It is person profile.
Model Profile: - A collection of the work requirements and required skills and qualifications of a workforce structure, such as a job or position.
A model profile is nothing but a collection of work requirements for a specific job or specific position, so if I am creating a job called HR Specialist so for that job I want to my HR Specialist should have a minimum post-graduation degree, should know at least three languages, should have this skill or that that skills, so whatever we configured and attached with that job that is what we called it is model profile, so we are not excepting from individual this is what he is having I am excepting for my job I need people of these skills, these qualifications, that is what we called it is model profile.
If you will capture on an individual basis that is the person profile and if you capture for a specific job or position it is the model profile.
So normally what happened is when you create a model profile and associate with a job, and if you hire somebody into that job that means already they have fulfilled those requirements of the model profile so they will have some degree, they have some skills, some qualification etc, so automatically they will become their person profile.
Profile Type: - A template for a person or model profile that is built using content types
Rating Model: - A scale used to measure the performance and proficiency of workers. So when I say my person is having communication skills how many communication skills is having how to measure that so that measurement is coming by a Rating Model? We can create a rating model or Oracle already delivered some rating models we can make use of them. And thereby we measure how much skill the person is having, how many communication skills, how much leadership skill, how much decision-making skill, whether it is intermediate, advanced, or exceptional, exceed exception, meet an exception, good, very good, excellent, whatever where we want we can measure so we can put all of them into a rating model of five-level or three-level or eight-level, ten-level whatever and accordingly we will measure them
I hope this blog post was helpful for you. If you have any questions or feedback, please leave a comment below.