PeopleSoft Profile Management 9.1

Swarna Krishnamoorthy

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.

Profile Management is a configurable framework for developing and managing profiles about people and jobs to meet industry or organizational needs.

Profile Management

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

How does Profile Management work?

Non-Person Profiles

Person Profile

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.

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.

Internal job posting & matching

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

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.

Evaluate Performance

Pull competency and objective content into evaluation document.

When evaluation is complete, update the personal profile of the individual.

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.

Compensate

Compare standard job profiles to market salary data.

Incorporate salary grade into profile.