Oracle HCM Product Spotlight: Workforce Reputation - Part 2

By Mark Bennett

In Part 1, we reviewed the challenges that face organizations today in identifying the talent they need, and might unknowingly already have, in a rapidly evolving business environment that constantly shifts what those talent needs are. In addition, we examined how social media reputation and influence are becoming a more important attribute to measure in order to be effective in more and more roles.

Oracle's Workforce Reputation Solution

Oracle Workforce Reputation Management harnesses social networks to help organizations discover, mobilize and retain talent by providing insight into the social reputation and influence of the workforce while also helping organizations monitor employee social media policy compliance and mitigate social media risk. There are three major features of Workforce Reputation Management that achieve this:

Improve Awareness and Decisions on Talent

Many organizations measure the skills and competencies that they know they need today, but are unaware of what other skills and competencies their workforce has that could be essential tomorrow. How about whether your workforce has the reputation and influence to make their skills and competencies more effective? Many organizations don’t have insight into the social media “reach” their workforce has, which is becoming more critical to business performance.

Workforce Reputation Management provides organizations the knowledge and insight into these important areas of workforce analysis through three features:

  • Talent Search and Discovery. Workforce Reputation Management searches a wide, extensible set of social networks for rich talent profiles. Organizations can use this information to discover and promote internal talent and to target or suggest potential talent that fills out project or team needs. 
  • Employee Reputation and Influence. Workforce Reputation Management measures the connections and “reach” through various social media of your workers and prospects. The results are provided using a scoreboard approach to rating influence. Workforce Reputation Management provides actionable insight that employees can use to focus and measure the effectiveness of their efforts to improve reputation and influence.
  • Brand Protection and Compliance. Workforce Reputation Management provides continuous social media monitoring targeted to regulated industries, financial services, government. Management is alerted when violations of social media policy controls occur.

These features in turn help organizations, managers, and employees improve the following:

  • Hiring and Assignments. People and teams with higher reputations are considered more valuable and effective workers. Someone with high reputation who refers a candidate also can have high credibility as a source for hires.   
  • Training and Development. Reputation trend analysis can impact program decisions regarding training offerings by showing how reputation and influence across the workforce changes in concert with training. Worker reputation impacts development plans and goal choices by helping the individual see which development efforts result in improved reputation and influence.  
  • Finding Hidden Talent. Managers can discover hidden talent and skills amongst employees based on a combination of social profile information and social media reputation. Employees can improve their personal brand and accelerate their career development. 

Skills Faceted and Tag Cloud Search

Talent Search and Discovery

Oracle Workforce Reputation Management helps organizations find information on people that might otherwise be hidden. By leveraging access to candidate and worker social profiles as well as their social relationships, Workforce Reputation Management provides companies with a more complete picture of what their knowledge, skills, and attributes are and what they can in turn access. This more complete information helps to find the right talent both outside the organization as well as the right, perhaps previously hidden talent, within the organization to fill roles and staff projects, particularly those roles and projects that are required in reaction to fast-changing opportunities and circumstances.

Review of Organization Reputation

Reputation Brings Credibility

Workforce Reputation Management provides a clearer picture of how candidates and workers are viewed by their peers and communities across a wide range of social reputation and influence metrics. This information is less subject to individual bias and can impact critical decision making.

Knowing the individual’s reputation and influence enables the organization to predict how well their capabilities and behaviors will have a positive effect on desired business outcomes. Many roles that have the highest impact on overall business performance are dependent on the individual’s influence and reputation.

In addition, reputation and influence measures offer a very tangible source of feedback for workers, providing them with insight that helps them develop themselves and their careers and see the effectiveness of those efforts by tracking changes over time in their reputation and influence.

The following are the different reputation and influence measures of the workforce that Workforce Reputation Management gathers and analyzes:

  • Generosity. How often the user reposts other’s posts.
  • Influence. How often the user’s material is reposted by others. 
  • Engagement. The percentage of recent posts with references (e.g. links to other posts) to the total number of posts. 
  • Activity. How frequently the user posts. (e.g. number per day) 
  • Impact.The size of the users’ social networks, which indicates their ability to reach unique followers, friends, or users.  
  • Clout. The number of references and citations of the user’s material in others’ posts. 

Review of Organization Compliance

Protect and Promote Your Brand

More and more of the organization’s workforce are on social media, presenting both risk as well as opportunity for the organization. Oracle Workforce Reputation Management allows companies to measure and report on important compliance areas. Management is provided an early warning of when individuals are potentially in need of advice on how to better communicate and represent themselves and their company on social media. This not only helps mitigate risk for all involved parties, but also helps to develop employees as more effective brand ambassadors.

The following are the different compliance measures of the workforce that Workforce Reputation Management gathers and analyzes:

  • No profanity. Do not use profanity in posts or updates. 
  • Non-disparagement. Do not use language that would be considered disparaging to/by others. 
  • Use disclaimer. Always use the disclaimer that all opinions are your own.  Do not speak for the company.  
  • Respect confidentiality. Do not disclose any confidential information. 
  • Respect references. Respect the copyrights, trademarks, and content of other authors and companies.  
  • Future offerings. Do not discuss future offerings. 

In Part 3, we’ll look at the importance in asking permission of workers to measure reputation and influence and helping them see the value to themselves in granting that permission. 

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Mark Bennett is a Director of Product Strategy at Oracle. Mark focuses on setting the strategic vision and direction for tools that help organizations understand, shape, and leverage the capabilities of their workforce to achieve business objectives, as well as help individuals work effectively to achieve their goals and navigate their own growth. His combination of a deep technical background in software design and development, coupled with a broad knowledge of business challenges and thinking in today’s globalized, rapidly changing, technology accelerated economy, has enabled him to identify and incorporate key innovations that are central to Oracle Fusion’s unique value proposition. Mark has over the course of his career been in charge of the design, development, and strategy of Talent Management products and the design and development of cutting edge software that is better equipped to handle the increasingly complex demands of users while also remaining easy to use.


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« September 2015