Oracle Global Human Resources Cloud Using Reputation Management Release 9 This guide also applies to on-premise implementations
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Contents Preface i 1 Overview 1 Workforce Reputation Management Components: How They Work Together... 1 2 Skills Management 3 Managing Skills for Workforce Reputation Management: Explained... 3 Searching for Subject Matter Experts: Examples... 3 FAQs for Skills Management... 4 3 Reputation and Compliance 5 Evaluating Reputation and Compliance: Worked Example... 5 Compliance Policies: Explained... 6 Reputation Criteria: Explained... 7 FAQs for Reputation and Compliance... 8
Preface Preface This Preface introduces the guides, online help, and other information sources available to help you more effectively use Oracle Applications. Oracle Applications Help You can access Oracle Applications Help for the current page, section, activity, or task by clicking the help icon. The following figure depicts the help icon. Note If you don't see any help icons on your page, then click the Show Help icon button in the global area. However, not all pages have help icons. You can add custom help files to replace or supplement the provided content. Each release update includes new help content to ensure you have access to the latest information. You can also access Oracle Applications Help at https://fusionhelp.oracle.com/. Oracle Applications Guides Oracle Applications guides are a structured collection of the help topics, examples, and FAQs from the help system packaged for easy download and offline reference, and sequenced to facilitate learning. To access the guides, go to any page in Oracle Fusion Applications Help and select Documentation Library from the Navigator menu. Guides are designed for specific audiences: User Guides address the tasks in one or more business processes. They are intended for users who perform these tasks, and managers looking for an overview of the business processes. Implementation Guides address the tasks required to set up an offering, or selected features of an offering. They are intended for implementors. Concept Guides explain the key concepts and decisions for a specific area of functionality. They are intended for decision makers, such as chief financial officers, financial analysts, and implementation consultants. Security Reference Guides describe the predefined data that is included in the security reference implementation for an offering. They are intended for implementors, security administrators, and auditors. i
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Chapter 1 Overview 1 Overview Workforce Reputation Management Components: How They Work Together Workforce Reputation Management enables line managers and human resource (HR) specialists to compile reputation and compliance data for workers, using information available on internal and external social networks. You manage reputation data using the tasks in the Workforce Reputation Management work area. Workforce Reputation Management provides the following capabilities: Search and review skills Review organization and employee reputation Review organization and employee compliance Endorsements Search and Review Skills You may want to add skills and identify subject matter experts in specific skills for hiring purposes or recognizing talent, for example. Using the Search and Review Skills task, you can: Create new skills that you want to track Search for persons who are subject matter experts in selected skills. The search function polls internal and external sites for people with the selected skills, and ranks candidates according to the precision of the match. The search results include links to the candidate's profile, resume, e-mail, and social-media accounts. Review Organization and Employee Reputation Reputation evaluates the use of social media, both by employees of an organization and by external people whose accounts link to those of employees. It comprises six positive measures of individuals posts, such as how often they are reposted or how often they appear in searches. For each of these criteria, each individual is ranked in comparison with others whose reputations have been analyzed. For each person subject to analysis, an Employees Dashboard displays six cards, each of which presents results for one of the reputation criteria. A chart displays the change in reputation over time. Again, users may select sources in which searches are conducted and select people to be analyzed. Review Organization and Employee Compliance Compliance monitors internal and external individuals' adherence to six social-media policies. For example, it determines whether posts are free of profanity and whether they protect information the organization expects to keep confidential. For each person, the application presents a total number of posts and numbers of issues (posts that may violate each policy). For each person subject to analysis, another Employees Dashboard displays six cards, one for each policy. A chart displays the change in compliance over time, and a table lists details of each issue. Again, users may select sources in which searches are conducted and select people to be analyzed. 1
Chapter 1 Overview Endorsements Workers can endorse the skills of other workers, and view their own endorsements and comments, using the Endorsements pages in the simplified user interface. These endorsements are used in computing the subject matter export score and reputation scores. 2
Chapter 2 Skills Management 2 Skills Management Managing Skills for Workforce Reputation Management: Explained Line managers and human resource (HR) specialists can create skills and use them in identifying subject matter experts. Use the Manage Skills task in the Workforce Reputation Management work area to create new skills and manage the predefined skills. Weighting Factors Each skill is associated with a set of weighting factors, which provide further information about the usability of the skill. The default value of each weighting factor is 0.25, you can change the weighting value applied to each factor. The weighting factors include: Accuracy: Indicates whether the search for the skill results in accurate data. A high weighting value indicates high accuracy of data and vice-versa. Relevance: Indicates whether the search for the skill returns relevant data. Precision: Indicates whether precise scores are available for the skill. Importance: Indicates the importance of the skill. For example, the skill is important if a search for the skill returns relevant matches from various data sources. Searching for Subject Matter Experts: Examples There are several ways that you can search for subject matter experts. The following examples illustrate these options. Hiring Manager Search You are a hiring manager searching for candidates with software development skills. You want to search for persons in external social networks only and not include workers in your search results. You are searching for persons in US and India locations only. To perform this search, select the relevant skills in the Software Developer category, and move them to the Selected Expertise region. Arrange the skills in the order of their relevance and click Search. Select the following filter conditions to narrow down the search results: Deselect Employees under Population Type, deselect Fusion under Network Sources (since this is an internal social network), and select US and IND locations. Sourcing an Internal Project You are line manager searching for subject matter experts for managing an internal project. You are searching for Project Managers located within a distance of 25 miles from your location. You want to search among employees only and exclude their connections. You want to include both internal and external data sources in your search. To perform this search, select the relevant skills from the available list and click Search. Select the following filter conditions to narrow down the search results: Deselect Connections under Population Type, select all the options under Network Sources, and select 25 miles in the Distance field. 3
Chapter 2 Skills Management Round-Out Search In the previous example, the search returned limited results that did not meet your requirements. You now want to ignore the previously selected filters and search subject matter experts outside your organization on the basis of skills only. To achieve this result, select the Round-Out icon. The round-out search ignores the previously selected filters, and returns individuals outside your organization, who have the selected set of skills. Connections Search Anna Bradley is a Database subject matter expert and has a high Subject Matter Export score and good reputation scores. You want to hire another Database subject matter expert and would like to search among Anna's connections. To perform this search, enter Anna Bradley in the Search field and click Go. Select the Graph icon in Anna's person card. The resulting graph shows Anna's internal and external connections and the social networks through which Anna is connected to them. You can exclude or include data sources in the search criteria. For example, deselect Fusion if you don't want to consider Anna's internal connections. FAQs for Skills Management What's a subject matter expert score? When you search for subject matter experts in specific skills, the application computes a subject matter expert score for each matching person. This score is based on the person's score in the selected skills and a weighting factor applied for the relevance of each skill. When you include skills in the search criteria, you can arrange them in the order of their relevance. A person's skills are identified and scored using the skills-based reputation data obtained from various internal and external sources, for example skills and competency ratings obtained from Profile Management and skill endorsements obtained from social networks such as LinkedIn or Facebook. 4
Chapter 3 Reputation and Compliance 3 Reputation and Compliance Evaluating Reputation and Compliance: Worked Example This example demonstrates how to review people's social-media reputations and monitor their compliance to social-media policies. The following table summarizes key decisions for this scenario. Decisions to Consider Which social-media applications do you want to monitor? In This Example Facebook and Twitter Who should be included in the review? Eugene Onegin, Gianni Schicchi, and Hans Sachs Do you want to review trends in reputation or compliance? Reputation Workforce Reputation Management displays results only for people who allow their use of social media to be tracked. The compliance review process is similar to the reputation review process detailed below. To review compliance, select the Review Organization or Employee Compliance task in the first step below and proceed similarly. In addition, when you review a compliance chart, you can view a detailed listings of issues (potential violations of compliance policies) and download them into a spreadsheet. Reviewing Reputation 1. Select the Review Organization or Employee Reputation task in the Workforce Reputation Management work area. This displays the Employees Dashboard, in which cards display information about selected people. 2. Your application is configured to connect to a set of sources or social media applications. By default, all sources are selected. To narrow the sources selection, click the hierarchy icon. 3. In the Select Sources window, clear all the check boxes other than Facebook and Twitter. 4. Select the set of people whose social-media use you want to review, using the following steps: In a Population list, select whether to review your direct reports or people two to three levels deep within your organization. (Depending on how your business is configured, My Directs may be the only option available to you.) A names cloud displays the names of people based on the criteria you selected. Click on the names of people whose social-media use you want to review; their cards become the only ones on display. For this example, select Eugene Onegin, Gianni Schicchi, and Hans Sachs. 5
Chapter 3 Reputation and Compliance Note To display the Names Cloud at any time, click the Restore Pane arrow located near the upper right corner of the dashboard. 5. Cards for selected people appear in the dashboard, but only one card is fully visible in the foreground. To begin with, select Hans Sachs's card. 6. Review the six reputation cards: Use the Period list to select a time over which to track social-media use. Use the Score Basis list to determine how scores are calculated: Selected Team compares each person's reputation with those of others selected for review. Entire Company compares each person's reputation with all others whose reputations have been evaluated. If arrows in reputation cards point only upward or only downward, they reveal positive or negative change over time. 7. Optionally, select the Reputation Trends link to view a graph of the change in each reputation criterion over time, for your organization. 8. Optionally, select the Reputation Trends Per User link to view a graph of the change in each reputation criterion over time, for different persons. Use the Quick Select icon (located on the upper right corner) to: Include reputation data for a different time period Select specific reputation criteria Report a subset of the population, for example, display only the top 3 persons (with respect to the persons' reputation data) Change the Y-axis data from Scores to Velocity 9. Repeat the processes for other people (in this example, Eugene Onegin and Gianni Schicchi). Compliance Policies: Explained Compliance evaluates persons' adherence to six policies for the use of social media. Workforce Reputation Management searches postings for text strings containing terms that suggest a policy may have been violated. It designates each match an issue. The six compliance policies are: No Profanity Respect Confidentiality Respect References Non-Disparagement Future Offerings 6
Chapter 3 Reputation and Compliance Use Disclaimer No Profanity Do not post any content that uses profanity, on a blog or social media site. Respect Confidentiality Do not disclose the company's confidential information. This includes: Nonpublic financial information such as future revenue, earnings, and other financial forecasts Any information related to corporate strategy, products, policy, management, business units, and potential acquisitions, which is not public. Respect References Recognize and respect others' intellectual property rights, including copyrights. Limited use of third-party materials (such as a short quotation about which you want to comment) may not require approval from a copyright owner, but otherwise you must get the owner's permission whenever you use third-party material. Never use more than a short excerpt from someone else's work. Make sure to credit and, if possible, link to the original source. Non-Disparagement Do not post anything false, misleading, obscene, defamatory, discriminatory, libelous, threatening, harassing, abusive, hateful, or embarrassing to another person or entity. Respect others' privacy. Be aware that false or defamatory statements, or the publication of an individual's private details, could result in legal liability for the company and you. Future Offerings Do not discuss product upgrades or future product releases. It is especially important not to give the impression that a given upgrade will include specific features, to be incorporated within a specific time frame. Use Disclaimer Make clear that your opinions are your own and do not necessarily reflect the views of the company. Include a statement to this effect as a disclaimer in a visually prominent place on your blog and in social media profile pages. Reputation Criteria: Explained Six reputation criteria measure the extent to which people use social media, and interact with or influence other users of social media. For each criterion, percentile values rank each person in comparison with others. The six reputation criteria are: Generosity Influence Engagement Activity 7
Chapter 3 Reputation and Compliance Impact Clout Generosity The extent to which a person reposts other's posts. Influence How often the person's posts are reposted. Engagement Percentage of the person's posts that contain references (for example, posts containing the term http) Activity How frequently the person posts updates. Impact The size of the person's social network (for example, the number of followers and friends). Clout How often other people's posts refer to or cite the person. FAQs for Reputation and Compliance What's the difference between Reputation and Compliance? Reputation is a set of six ratings that evaluate the extent to which individuals use social media and how much they interact with and influence other social-media users. Compliance is a set of tests to evaluate potential violations of six social-media-use policies. For each person subject to analysis, reputation criteria appear on cards on an Employees Dashboard. The card for each criterion displays percentile values, in comparison with others selected for review, or with all others whose reputations have been evaluated. Compliance results appear on cards on a distinct Employees Dashboard. The card for each policy displays the number of posts that have been evaluated and the number with issues (potential social-media-policy violations). Each reputation and compliance card displays up to three arrows. These may point up, indicating improvement over time. Or they may point down, indicating decline over time. The more arrows, the more rapid the change. (One up arrow and one down arrow indicate no change over time.) What's a reputation score? Six reputation criteria measure the extent to which people use social media, and interact with or influence other users of social media. For each criterion, percentile values rank each person in comparison with others. These percentile values 8
Chapter 3 Reputation and Compliance are designated as reputation scores. Reputation scores are classified as Local and Global. Local score ranks a person's reputation in comparison to his or her team members and global score ranks a person's reputation in comparison to all other workers in the organization whose reputations have been evaluated. 9