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PEOPLESOFT ePERFORMANCE





Promote an engaging, high
performing culture
Align individual goals with
corporate objectives
Gain strategic workforce
insight










































Flexibility
Embedded Intelligence
Integration

Organizations continue to focus on gaining a competitive advantage
through the use of effective talent management practices to help
them address a variety of business challenges. These challenges
include creating an engaging and performance-driven culture,
aligning talent to organizational goals, and finding ways to attract,
engage, and retain the skilled talent needed to succeed.
Performance management, the process of setting employee goals,
identifying individual development targets and assessing progress
toward achieving those objectives, continues to be a critical
foundational element of a solid talent management strategy, evolving
from an administrative process to a strategic business activity.
Effective performance management facilitates communication
between business leaders and employees, provides clear direction on
organizational priorities, incents and encourages desired employee
actions, enables the identification and reward of top talent, and can
ultimately drive organizational performance to higher levels while
reducing operating costs.

Best Practices
Oracles PeopleSoft ePerformance is an integrated solution designed to enable talent
management best practices that will foster employee engagement, provide strategic
workforce insight and help you achieve critical organizational objectives in a
clear, yet flexible, process.
ePerformance increases your business success by facilitating an interactive
performance process that enables you to identify, plan, observe, improve, and
reward performance. You begin by defining your organizational strategy and related
business objectives and sharing those with your employees. Working
collaboratively, managers and employees set clearly defined individual performance
goals and targets that are in alignment with the organizations mission. You can then
observe and adjust plans and goals to respond to employee capability or other
circumstances, such as changes in market conditions or organizational strategy,
either spontaneously or at pre-defined checkpoints. Throughout the process, tools
are available to coach employees toward success. If development is needed,
ePerformance enables learning. Finally, the overall assessment is determined and is
integrated with related initiatives such as compensation changes, learning activities,
or succession plan candidacy.
Key Benefits
ePerformance can help your organization retain and motivate top talent by gaining
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insight into top performers across the enterprise. By streamlining the performance
management process into one web-based, real-time solution, your organization can
cut costs. The powerful functionality of ePerformance will help you realize these
key benefits:
Flexibility. Configurable templates, easy 360-degree or multi-rater selection,
mid-period review capability, and full global architecture tailor your
performance management processes to any employee group to fulfill simple or
sophisticated business strategies.
Embedded Intelligence. Integrated performance and competency content,
email integration for performance notes, along with a collection of embedded
manager tools improve the quality, timeliness and effectiveness of feedback to
employees.
Integration. Tight integration with core employee data, profiles and
competencies, and other applications in the PeopleSoft HCM talent
management suite helps you achieve effective communication, true pay for
performance, timely learning and development, and succession planning.
Flexibility
Built as a self-service application, ePerformance is an easy-to-use, web-based
application that lets managers and employees:
View the entire performance document and their current progress within the
process in one easy to use page.
Collaboratively plan performance, targeting specific goals, behaviors and
competencies.
View and align their individual goals with published business objectives using
an intuitive, org-chart like visualization tool.
Copy manager performance goals (unless marked private) to an employee
performance document.
Track performance progress throughout the performance period informally or
with formal mid-period checkpoints.
Incorporate email kudos as performance notes.
View Career Planning information from within the Performance document.
Leverage HR Writing tools, such as Results Writer, Language Checker, Spell
Checker, and Development Tips.
Rate and weight results and competencies.
Leverage Profile Management functionality by incorporating job- , industry- or
organization-specific content into performance documents as performance
criteria and pushing the evaluated content out to an individuals profile for
future succession and learning assessments.
Compare performance ratings and outcomes to job requirements and then
trigger learning to close gaps.
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Track performance review deliverables with assigned tasks, alerts and reports.
Complete assessments for results, behaviors, and competencies.
View performance data, such as Performance Document Status, Potential vs.
Performance, and Performance History from the Manager Dashboard and
Talent Summary.
Electronically sign-off on performance documents.
Use approval and delegation tools to create approval process templates to
establish routing, approval, and exception rules that fit your unique
organizational needs. Approvers can act on all pending approvals from one
central location, or they can delegate approval authority for performance
management responsibilities.
View clear embedded graphical reports for such functions as Status Dashboard,
Rating Distributions, and Status Summary.
Performance Workcenter enables employees and managers to view performance tasks and
documents in one easy-to-use page.
Profile Based
ePerformance is tightly integrated with profile management functionality, which
means that your people can be measured not only on goal attainment but upon the
competencies, skills and attributes that are required for their role. You can choose to
support all employee goals with competencies and competency ratings that will help
you achieve success. You can quickly see if a candidate has the right qualities for
the job and step in to give them the training and development they need in order to
succeed. The competency library and ratings are stored in the profiles so that other
processes such as talent acquisition manager, learning, career development, and
succession planning can leverage them.
Collaborative Goal and Performance Plan Setting
The performance planning process can be as simple or as complex as you choose. A
straightforward performance review can be determined by managers or HR
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administrators and simply pushed out to employees; or you can enable a
collaborative goal-setting process between manager and employee. This process can
include the nomination of multi-rater and 360-degree review participants and
include multiple mid-period checkpoints. The functionality for establishing the
criteria and enabling multi-source evaluations can consist of these process steps:
Process initiation. The manager, employee, or HR Admin can initiate the
performance process.
Criteria establishment. Manager and employee can define performance
criteria, such as goals and competencies, to be included in documents.
Mid-Period Checkpoints. Manager and employee can participate and
comment during one or more mid-period checkpoints included with the final
document.
Participant nomination. Manager and employee can nominate other
participants to provide feedback on employee performance. Nominees can
accept or decline the nomination.
Evaluation creation. Employees, managers, and other participants complete
their respective evaluations by rating evaluation items and entering comments.
Participant evaluation completion/review. Once released by reviewers, the
manager views participants average ratings and consolidates their feedback
into the manager evaluation. The manager can optionally make use of the
writing tools and comments from other evaluators pertaining to the evaluation,
and can average consolidated ratings from other evaluators.
Employee self-evaluation completion/review. Once an employee completes a
self-evaluation, the manager can review it.
Manager/mentor evaluation completion/review. The manager completes an
employee evaluation, the employee then reviews the completed manager
evaluation.
Employee review. Manager sends the evaluation to the employee for review.
Manager review. Manager submits the evaluation for approval.
Depending on the review and approval process that is defined in the document
template, the steps may vary. For example, mid-period checkpoint(s) may or may
not be included and the final two steps shown above might occur in reverse order.
Intelligent
PeopleSofts ePerformance incorporates employee, manager, and administrative
tools such as integrated performance and competency content, email integration for
immediate recording of performance notes, and a collection of embedded tools,
providing an intelligent performance and development solution.
Configurable Criteria
ePerformance stores multiple types of pre-defined performance document content in
Profile Manager, including mission statements, initiatives, employee goals,
responsibilities, and competencies. You can also easily configure any additional
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performance criteria.
Business Objectives Management
You can align employee goals with business objectives to create clear line-of-sight
visibility of key initiatives and the employees supporting them. By creating and
publishing business objectives which are displayed in an organization chart view,
managers and employees can tie individual goals to the initiatives of departments,
business units, and ultimately to the overall organizational strategy. Business
objectives are configurable and template-driven, enabling the flexibility needed for
individual organizations.
Employees can view their individual and organizational business objectives, helping them
to stay aligned with your corporate business strategies.
Cascading goals
Administrators can cascade or push business objectives to one or more employees
performance documents where they are reflected as individual goals. Individual
goals are automatically assigned to the related business objective. Modifications
made to objectives that have been cascaded are pushed to all in-progress individual
performance documents to ensure each persons goals remain aligned with the
current business objectives and strategies.
Performance Notes with Email Integration
The performance notes feature enables both employees and managers to record
private, free-format notes at any time during the review period and keep them with
their performance document. A delivered integration with MS Outlook allows
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individuals to associate email content with one or more employees and create that
content as performance notes that are also viewable within the context of the
performance document. This allows relevant feedback to be captured and stored
throughout the performance period, simplifying the final rating process.
Kudos and other emails related to an employees performance can be captured and stored
as performance notes.
Task Assignment
Performance process due dates can be assigned as tasks within MS Outlook. This
enables employees and managers to easily track and be notified of their upcoming
performance tasks in the context of their other tasks and assignments from within
their email application.
Document Cloning
Managers who find they are creating multiple performance documents throughout
the year and measuring many of their employees by the same criteria can clone and
reuse prior performance document content.
Language Sensitivity Checker and Spell Checker
The Language Sensitivity Checker and Spell Checker tools improve the
professionalism and reduce the risk of inappropriate language in your performance
assessments. Performance documents can be scanned for specific words or phrases
that are misspelled or are identified as troublesome or sensitive and correct spellings
or suggest alternative words or phrases.
Results Writer and Development Tips
Managers can access Results Writer to help them write constructive feedback to
employees based upon the employees performance rating. Managers can also
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access Development Tips to help them identify ways to develop an employee for a
certain competency or goal.
Embedded analytics
Managers and administrators can access reports that show performance review
summary status, reviews owned by the manager, reports of late or missing review
documents, goal alignment details, goal completion progress, and online graphs of
review rating distributions for defined groups of employees.
Performance Status summary enables managers to quickly view the performance
document statuses of their team members.
Alerts
A summary of the status of reviews in progress is available to the manager and can
be configured to raise flags based on the managers request to send notification
alerts.
Dashboards, workflow, and approval processing
With the status dashboard, all interested parties can see where they are in the
process, enabling them to quickly move on to the next step of the performance
appraisal.
Print performance documents
A printed document can be a critical component of a performance discussion.
ePerformance enables users to view and print a nicely formatted performance
document in PDF or Word format using the XML Publisher tool.
Archive performance documents
Six delivered queries allow administrators to define archive populations and then
use Data Archive Manager to archive performance documents and all associated
pages and data, such as evaluation criteria, mid-period review, employee self-
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evaluation, and manager evaluation.
Integrated
Tight integration with core employee data, competencies, and other PeopleSoft
HCM talent management applications enables true pay for performance, efficient
communication, effective succession planning, and targeted learning and
development.
Manager Dashboard and Talent Summary
Performance information, such as performance vs. potential and performance
history, is integrated into the delivered Manager Dashboard and Talent Summary
features to provide a comprehensive view of your talent and enable managers to take
needed actions.
Talent Summary provides an integrated view of all aspects of an employee, including
profile, performance, compensation, and learning information.
Pay for Performance
No other performance management system delivers the breadth and depth of
integration that ePerformance delivers. Out of the box, users benefit from integration
with core employee data. Performance reviews are tied directly to your major
storehouse of employee data to quickly enable other processes, such as pay for
performance and learning and development.
Profiles
Profile content is centrally stored for access by ePerformance and other talent
management business processes such as Career Planning, Succession Planning,
Talent Acquisition Manager, Enterprise Learning Management, and eDevelopment.
Profiles can be created for people and/or roles or jobs and include data such as
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competencies, skills, certifications and other user-defined configurable content. Any
gaps between the requirements for a certain role or job and an employees rating for
that requirement will generate learning objectives within Enterprise Learning
Management, automatically recommending the appropriate learning needed to
improve the competency or skill.
Learning Activities
In addition to communicating what is expected of employees in terms of goals,
competencies and responsibilities, you can easily determine how employees can
achieve these objectives by identifying relevant learning activities. Managers and
employees can view the status of planned, current and historical learning from
within performance documents and access the Enterprise Learning Management
course catalog to select and add courses.
Career Development
Existing career plans can be viewed from within a performance document, enabling
managers and employees to incorporate and refine their career development plans in
conjunction with the performance review process.
Industry-Leading Content Suppliers
ePerformance offers you the ability to integrate content from a variety of outside
suppliers so you have a choice in competency content. You can choose the expert
content you need to communicate clearly and effectively with your employees.
These suppliers go through the PeopleSoft certification process before becoming
certified partners. Other content options include creating and using your own content
or integrating with other third-party content suppliers.
Results You Can Count On
With a comprehensive range of functionality, ePerformance gives you the solution
you need to drive workforce performance.
Oracles PeopleSoft ePerformance enables you to:
Streamline performance management. Replace highly inefficient, disparate
tools with one integrated self-service solution.
Drive business results. Link individual goals and rewards to business objectives
to communicate clearly with employees how their contributions enable
business success, ensure key initiatives are adequately supported, and track
progress toward completion.
Increase employee success. Define clear performance targets collaboratively at
the beginning of the performance period. Include feedback from peers, matrix
managers, or other parties to help development. Managers provide iterative
feedback, coaching, and development to employees throughout the
performance period through formal or informal checkpoints.
Improve talent management. Easily identify high performers across the
enterprise for retention efforts and identify those who require performance
improvement.
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Reduce risks. Eliminate relative definitions of performance by standardizing
performance definitions.
Facilitate organizational change. Link key organizational initiatives to
employee performance targets and expected behaviors.
Improve feedback to employees. Help managers construct high-quality
feedback to employees with Oracles PeopleSoft ePerformance advisement
tools while lessening the risk of inappropriate language usage.
Leverage expert performance content. Procure the performance content that
matches your organizational performance philosophy from one of the
integrated suppliers. Or you can choose to build your own performance content.
Link pay to performance. Integration with Oracles PeopleSoft Compensation
solutions drives proper rewards for a job well done. Multi-rater feedback
ensures that rewards go to those who earned a high rating.
Achieve integrated talent management. Oracles PeopleSoft ePerformances
integration with Profile Management, Career Planning, Succession Planning,
and Enterprise Learning Management allows you to leverage critical
information about your talent across business functions, providing you deep
insight into your workforce and enabling you to make better informed talent
management decisions.
Why Oracle?
Oracles PeopleSoft Talent Management solutions can help you maximize the value
of your workforce while reducing back-office costs, providing good service to
employees, and complying with HR regulations. These solutions enable you to:
Attract, retain, and motivate top talent with flexible, workflow-driven talent
management
Gain visibility into your workforce with talent management analytics
Drive a strategic end-to-end talent management strategy with a single,
integrated system for all talent related activities

Contact Us
For more information about PeopleSoft ePerformance, please visit oracle.com or call
+1.800.ORACLE1 to speak to an Oracle representative.




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