Learn about the new Oracle AI Agent Studio for Fusion Applications: Watch Now
Progress with Redwood: Redwood Resources for Oracle Cloud HCM - Go Here
Progress with Redwood: Redwood Resources for Oracle Cloud HCM - Go Here
To ensure that questions get required attention from community members and are NOT left unanswered, it’s important for the author to indicate (by selecting “Yes” or “No” when prompted) whether the question was answered. (newly added) Please note that it is also important to respond to EACH comment your question receives. Your Yes or No response ensures an accurate status for your question.
For more information, please refer to this announcement explaining best practices for getting answers to questions.
For more information, please refer to this announcement explaining best practices for getting answers to questions.
Question: What are your Ideas for Best Practice when creating eligibility through Analyses?
Summary
Who creates analyses for eligibility? Reporting, Business Teams, Individuals?Content
Hi,
We have recently rolled out Oracle Learning and are looking to apply more energy to our Talent profiles and Review meetings. With the eligibility being more easily defined using an OTBI Analysis, we are wondering how, operationally, other businesses implement the creation of the eligibility profiles.
Is this something that would naturally fall into a insights/analytics/reporting teams due to the roles and privileges assigned to those individuals, with a typical SLA and time constraint applied to any usual request; or is this something you allow a member of a HR team to create e.g. Learning Specialist, Talent Specialist?. I imagine this would differ depending on the module and content needed.
0