people soft profile management 9 1
TRANSCRIPT
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PeopleSoft Profile Management 9.1
Swarna Krishnamoorthy
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Customer’s need
A common standard for defining and measuring a job.
Right people in right jobs. Identify and develop skills that are
essential to a company’s success.
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Profile Management is a configurable framework for developing and managing profiles about people and jobs to meet industry or organizational needs.
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Profile Management
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What is in a Profile?•Profiles define professional attributes for jobs and persons
•Profiles summarize competencies, qualifications, skills, education, etc. for a job, organizational attribute or person
•Profiles are used to identify candidates and job requirements in Recruitment, Career Planning, Succession Planning
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How does Profile Management work?
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Non-Person Profiles
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Person Profile
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Gap Analysis – Decision support Flexible
comparisons Job to People Person to Jobs Person to People Job to Jobs Official or Ad-hoc
Accessible through self-service
Verity search and comparison technology.
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Identify job profiles of interest.
Identify gaps between person profile and potential job profile.
Search for individuals with close match on open positions.
Search for jobs that would be a good fit for the individual.
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Internal job posting & matching
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Part of core HR Available from 9.0 Accessible via self service (ESS & MSS) – eDevelopment Profile Administrator roles for setup and management Interest List capabilities (collections of non-person profiles
associated to an EE) Syndication and import features to reduce administration of profile
content Approvals (optional) using Approval Framework to Manager and/or
Administrator Verity Engine for data collection, publication, search & compare XML Publisher Template Definitons for Content Catalog, Person &
Job Profiles
Features
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Recruit
Identify key jobs to be filled.
Generate job requisitions directly from standard job profiles.
Measure interview candidates against job expectations from the start –ensure a good fit.
Upon hire, generate a personal profile –a career starting point for the new hire.
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Evaluate Performance
Pull competency and objective content into evaluation document.
When evaluation is complete, update the personal profile of the individual.
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Develop & Train
Identify gaps between person profile & current job profile.
Create learning objectives based on gaps.
Update person profile upon creation of learning plan, course enrollment, and course completion.
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Compensate
Compare standard job profiles to market salary data.
Incorporate salary grade into profile.
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