This document is the result of the requirement sessions that were conducted with SANS HR key

users. These users are often called Super Users. This document defines key concepts that will reflect
the basic HR & PMS structure of SANS. The Performance Management that Ejada is implementing
for SANS will be built around and according to that basic structure. The rest of the document will
describe the main business scenarios that main users of the Performance Management system
module will be performing.
Performance Management is a process that brings together many people management practices
including learning and development. It is a process which contributes to the effective management
of individuals and teams in order to achieve improved levels of individual and organizational
performance and development. Performance management is about establishing a culture where
individuals and teams take responsibility for continuous improvement of service delivery and of their
own skills, behavior and contributions. It is therefore a strategic process, long term in nature, aimed
at the development of an appropriate culture linking people management, service issues and long
term goals. It is not a once off quick fix process.
SANS is expected to review this document and provide sign off by the Key Users. The
document will become the base-line document for the Oracle Workforce Development
(Talent Management) to-be process flows.
1 Talent Management
Oracle Talent Management covers all business requirements regarding the company
lifecycle from managing goals & performance and developing careers. Following points
feature detailed solution of future implemented Oracle for SANS business requirements.

1.1 Profile Management

Managers and HR Specialists can maintain information within person profiles about the
skills, qualifications, accomplishments, and career preferences of their workers. They can
also maintain information in model profiles about the targeted skills and qualifications of
the jobs and positions within the company. Workers can manage their own careers by
keeping their talent profiles current so that their skills, qualifications, accomplishments,
and career preferences reflect their current performance and future career goals.

Human Resource (HR) specialists, line managers, and workers can add target outcomes
to goals to help workers add or improve requisite skills, competencies, certifications, or
other qualifications. Workers add target outcomes to increase performance on a current
job, or prepare for a future job.