This post shares Fusion HCM Analytics sample content as part of Oracle Fusion Data Intelligence (FDI), a family of prebuilt, cloud-native analytics applications for Oracle Fusion Cloud Applications. These sample artifacts demonstrate potential use cases, accelerate implementation efforts, and provide examples of how customers can extend and customize FDI content to meet their business needs. To explore additional reusable sample content, visit the FDI Content Library.
Content Description: An AI-enabled Succession Management Analytics Workbook that empowers HR leaders, Talent Managers, HR Business Partners, and Business Executives to analyze succession readiness, leadership bench strength, successor coverage, succession risks, talent diversity, and organizational pipeline health. The workbook combines Succession Management and Workforce data to provide actionable insights into successor readiness, critical role coverage, succession planning effectiveness, leadership pipeline diversity, and organizational succession risks. The embedded AI Agent enables business users to ask natural language questions and receive instant analytical insights without building reports.
Application: Fusion HCM Analytics
Fusion Module: Oracle Succession Management
Target Persona: HRBP, Line Manager
Subject Areas: HCM - Succession Management
Business Use Case/Questions: This Workbook along with the AI Agent can answerbusiness questions like below
- What is the bench strength for key leadership roles?
- Which critical positions do not have Ready Now successors?
- Which leadership roles have the highest succession risk?
- Which incumbents have High Risk of Loss and High Impact of Loss?
- Which organizations have weak succession coverage?
- What percentage of critical positions have at least one Ready Now successor?
- Which positions have only one identified successor?
- Which critical positions have no identified successors?
- Show Ready Now successors by job role.
- Show candidate bench strength by department and country.
- Compare internal and external successor candidates by country.
- Which successors are nominated across multiple succession plans?
- Which successors are most frequently nominated for leadership roles?
- Are High Potential employees included in succession plans?
- How diverse is the succession pipeline by Business Unit?
- How diverse is the Ready Now pipeline by leadership level?
- What is the trend of succession plans over the last five years?
- How has Ready Now coverage changed over the past three years?
- Which business units have the strongest leadership pipeline?
- Which countries have the weakest succession coverage?
- Which departments have the highest succession risk?
- Which successors are expected to be Ready within the next two years?
- Which leadership positions have no successor diversity?
- Which organizations require immediate succession planning attention?
Pre-Requisites: Succession Management
Download: Available in the FDI Content Library.
Best Practices:
Be specific about:
- Business Unit
- Department
- Country
- Incumbant
- Candidate
- Job
- Readiness Level
- Review Year
Good examples:
- Show Ready Now successors for Finance Directors in North America.
- Which critical positions in Sales have no Ready Now successors?
- Compare internal and external successor candidates by country.
- Show bench strength by department for the current year.
- Which organizations have High Risk leadership positions?
Avoid:
- Show all successors.
- Tell me everything about succession.
- Mix readiness, diversity, trends, and bench strength in one question.
- Request enterprise-wide candidate details without filters.
- Ask for detailed employee listings before reviewing summary metrics.
We’d love to get your feedback and business use cases to help build more sample FDIContent.
