Job Matching in Oracle Fusion Disaster Recovery Toolkit (Publication Date: 2024/02)


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Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:

  • What is the percentage of workers in your organization that have competencies matching or exceeding the required levels for the respective jobs?
  • Key Features:

    • Comprehensive set of 1568 prioritized Job Matching requirements.
    • Extensive coverage of 119 Job Matching topic scopes.
    • In-depth analysis of 119 Job Matching step-by-step solutions, benefits, BHAGs.
    • Detailed examination of 119 Job Matching case studies and use cases.

    • Digital download upon purchase.
    • Enjoy lifetime document updates included with your purchase.
    • Benefit from a fully editable and customizable Excel format.
    • Trusted and utilized by over 10,000 organizations.

    • Covering: Business Processes, Data Cleansing, Installation Services, Service Oriented Architecture, Workforce Analytics, Tax Compliance, Growth and Innovation, Payroll Management, Project Billing, Social Collaboration, System Requirements, Supply Chain Management, Data Governance Framework, Financial Software, Performance Optimization, Key Success Factors, Marketing Strategies, Globalization Support, Employee Engagement, Operating Profit, Field Service Management, Project Templates, Compensation Plans, Data Analytics, Talent Management, Application Customization, Real Time Analytics, Goal Management, Time Off Policies, Configuration Settings, Data Archiving, Disaster Recovery, Knowledge Management, Procurement Process, Database Administration, Business Intelligence, Manager Self Service, User Adoption, Financial Management, Master Data Management, Service Contracts, Application Upgrades, Version Comparison, Business Process Modeling, Improved Financial, Rapid Implementation, Work Assignment, Invoice Approval, Future Applications, Compliance Standards, Project Scheduling, Data Fusion, Resource Management, Customer Service, Task Management, Reporting Capabilities, Order Management, Time And Labor Tracking, Expense Reports, Data Governance, Project Accounting, Audit Trails, Labor Costing, Career Development, Backup And Recovery, Mobile Access, Migration Tools, CRM Features, User Profiles, Expense Categories, Recruiting Process, Project Budgeting, Absence Management, Project Management, ERP Team Responsibilities, Database Performance, Cloud Solutions, ERP Workflow, Performance Evaluations, Benefits Administration, Oracle Fusion, Job Matching, Data Integration, Business Process Redesign, Implementation Options, Human Resources, Multi Language Capabilities, Customer Portals, Gene Fusion, Social Listening, Sales Management, Inventory Management, Country Specific Features, Data Security, Data Quality Management, Integration Tools, Data Privacy Regulations, Project Collaboration, Workflow Automation, Configurable Dashboards, Workforce Planning, Application Security, Employee Self Service, Collaboration Tools, High Availability, Automation Features, Security Policies, Release Updates, Succession Planning, Project Costing, Role Based Access, Lead Generation, Localization Tools, Data Migration, Data Replication, Learning Management, Data Warehousing, Database Tuning, Sprint Backlog

    Job Matching Assessment Disaster Recovery Toolkit – Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):

    Job Matching

    Job matching involves determining the percentage of employees who possess skills and abilities that meet or exceed the requirements for their specific job roles within an organization.

    1. Oracle Fusion Talent Review: Provides a comprehensive view of employee skills and competencies, allowing managers to easily identify job matches.

    2. Seamless Integration: Allows data from various sources to be integrated, providing a more accurate and detailed analysis of job match percentages.

    3. Real-Time Data: With Oracle Fusion′s cloud-based platform, job match percentages can be constantly updated and viewed in real-time, ensuring accuracy and keeping up with changing job requirements.

    4. Personalized Development Plans: Based on job match percentages, individuals can receive personalized development plans to improve their skills and match job requirements more effectively.

    5. Predictive Analytics: Uses predictive modeling to anticipate future talent needs and identify potential job match gaps before they become an issue.

    6. Employee Performance Evaluation: Linking job matching with employee performance evaluations can provide insight into how well employees are meeting job expectations.

    7. Career Pathing: Job match percentages can also assist in identifying potential career paths for employees, helping them plan their development within the organization.

    8. Succession Planning: Knowing job match percentages can aid in succession planning by identifying potential successors with the right skills and competencies for key positions.

    9. Increased Efficiency: With a clear understanding of job match percentages, managers can make more informed decisions about recruitment, development, and succession planning, saving time and resources.

    10. Improved Employee Engagement: By identifying job matches, employees can be placed in roles where they can thrive, leading to better engagement, productivity, and retention.

    CONTROL QUESTION: What is the percentage of workers in the organization that have competencies matching or exceeding the required levels for the respective jobs?

    Big Hairy Audacious Goal (BHAG) for 10 years from now:
    Our goal for Job Matching over the next 10 years is to have at least 90% of workers in the organization possess competencies that match or exceed the required levels for their respective jobs. This means that the majority of our workforce will be highly skilled, competent, and well-suited for their roles, leading to increased productivity, job satisfaction, and organizational success. We will achieve this through continuous assessment and development of employee competencies, targeted training programs, and strategic hiring practices to ensure the right fit for each position. With a highly skilled and competent workforce, we will be well-positioned to achieve our overall business objectives and maintain a competitive edge in the market.

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    Job Matching Case Study/Use Case example – How to use:

    Client Situation:

    Company ABC is a mid-sized organization focused on providing technology solutions to clients in the healthcare industry. With over 500 employees and an increasing demand for their services, the company is experiencing challenges in finding the right talent to fill their vacant positions. They have been facing high turnover rates and spending a considerable amount on training new hires. The Human Resources (HR) department at ABC has identified the need for a more efficient and effective job matching process to reduce turnover and improve employee retention.

    Consulting Methodology:

    To address this issue, our consulting firm conducted a comprehensive analysis of ABC′s HR processes and identified job matching as a critical area for improvement. Job matching is the process of aligning an individual′s competencies, skills, and abilities with the requirements of a given job. It ensures that employees have the necessary competencies to perform their job effectively.

    The first step in our methodology was to understand the current job matching process at ABC. This involved conducting interviews with HR professionals and hiring managers to gather information about the current job matching procedures, pain points, and areas of improvement.

    Next, we analyzed the job descriptions of all positions within the organization and identified the key competencies required for each job. These competencies were then mapped against the existing employees′ profiles to determine the level of match between their competencies and the job requirements.


    Based on our analysis, we provided ABC with a comprehensive report outlining the following deliverables:

    1. A competency framework: We developed a competency framework that identified the key competencies required for each job role in the organization. This framework served as a reference guide for HR professionals and hiring managers during the job matching process.

    2. Job matching guidelines: We also provided guidelines for HR professionals and hiring managers to ensure consistency and objectivity in the job matching process. These guidelines outlined the steps to be followed while evaluating an employee′s competency level against the job requirements.

    3. Competency assessment tool: To streamline the job matching process, we developed an online competency assessment tool. This tool allowed HR professionals and hiring managers to easily evaluate an employee′s competencies against the job requirements and generate a report.

    Implementation Challenges:

    One of the significant challenges our consulting team faced during the implementation phase was resistance from HR professionals and hiring managers. Some were skeptical about the effectiveness of the new job matching process and were resistant to change. To address this, we organized workshops to educate them about the benefits of the new process and how it would help improve the recruitment and retention of employees.

    Another challenge was the lack of a comprehensive database of employee competencies. To overcome this, we collaborated with the HR department to develop a database containing information on employees′ skills, experience, and training.


    To measure the success of our job matching solution, we identified the following key performance indicators (KPIs):

    1. Competency match rate: This KPI represents the percentage of employees whose competencies matched or exceeded the required levels for their respective jobs.

    2. Employee turnover rate: We tracked the turnover rate pre and post-implementation to determine if there was a significant improvement in employee retention.

    3. Employee satisfaction: We also conducted employee satisfaction surveys to gather feedback on the new job matching process.

    Management Considerations:

    Implementing a new job matching process requires not only changes in systems and processes but also changes in mindset and culture. Therefore, it is essential to have buy-in from top management and involve them in the change management process. We worked closely with ABC′s senior management to communicate the benefits of the new job matching process and gain their support.

    We also emphasized the need for continuous evaluation and updates to the competency framework based on changing business needs. This involved regular reviews to identify any gaps in the current framework and conducting competency assessments to ensure it remains relevant.


    1. Effective Competency-Based Job Matching by Mercer LLC, 2009. Accessed at

    2. Competency Based Assessment in Organizations: Need, Approaches and Challenges by Shweta Dahiya and Vandana Singh. International Journal of Engineering Science and Innovative Technology (IJESIT), Volume 5, Issue 3, May 2016.

    3. Talent management and performance-based pay: needed practices in public organizations by Lena Lid Falkman and Karl-Erik Sveiby, 2009. Journal of Knowledge Management, Volume 13, Issue 6.

    4. The Dynamics of Competency-Based HRM Practices, Organizational Performance and Employee Outcomes: Evidence from the Oil and Gas Industry by Lameck K Gama, Patricia H.P Makoni, and Masvina N Maukazuva. International Business Research, Vol. 10, No. 11, 2018.

    5. Strategic Workforce Planning: A Vital Business Practice by Monster Solutions, 2019. Accessed at

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