Presented by

Jagrat Bhomawat. 09BS0000562

Mohsin Khan. 09BS0001571
Sanjita yadav. 09BS0002072
Tanay Mahendra. 09BS0002538
Pratik Debnath. 09BS0001640
About Oracle….
 History.

Larry Ellison and his friends and former co-workers

Bob Miner and Ed Oates started the consultancy
Software Development Laboratories (SDL) in 1977.
SDL developed the original version of the Oracle
software. The name Oracle comes from the code-
name of a CIA-funded project Ellison had worked
on while previously employed by Amex.
 Oracle- I flex Merger.
Reason……

I flex. Oracle.

 Higher market share.  Vertical industry

expertise.
 To have Competitive
advantage.
 To have Competitive
advantage.
 Advancement in  Oracle can now offer
Technology and complete banking ERP
Manpower. suite
Oracle Financial Services
Oracle
Financial
Services

Services Products

Software and
Consultancy KPOs
Hardware.
Oracle Financial Services…..
 Clients…
National Australian Bank.
Deutsh Bank
International Monetary Fund (IMF)
Bank of America
Lloyds
Barclays
New York Life Insurance.
The recruitment
SEARCHING THE
GEMS ……..
RECRUITMENT PROCEDURE

• PROSPECTIVE EMPLOYEE DATABASE

• JOB DESIGN

• INTERVIEW

• WRITTEN TEST

1. INTELLIGENCE QUOTIENT
2. LOGICAL AND APTITUDE TEST

• PSYCHOMETRIC TEST

• OPERATION ROUND

• SELECTION
THE ADVERTISEMENT………..
 JOB FAIRS
 NAUKRI.COM
 MONSTER.COM
 TIMES JOB
 SHINE
 TIMES ASCENT
 HT HORIZONS
WHAT ORACLE SEARCH FOR ?

• BACKGROUND EXPERIENCE
• DOMAIN KNOWLEDGE
• FLEXIBILITY FOR PROCESS CHANGE AND JOB ROTATION
• EFFORTS ON JOB

 MAINTENANCE OF APPLICANTS INFORMATION IN

THE HRM INORMATION SYSTEM.

OUTSOURCING OF ONLY 5% OF WORKFORCE

THROUGH PLACEMENT AGENCY.
THE OPTIONS FOR RECRUITMENT

OWN
RECRUITMEN
T

PLACEMENT INTERNAL,
MAIL ID AND
AGENCY JOB FAIRS

CAMPUS LATERAL
THE HR TEAM >>>>>>>

• EMPLOYEE NEED IDENTIFICATION

• RECRUITMENT
• TALENT ACQUISITION
• TALENT HOLDING
• TALENT NURTURING
• ACCOUNTS AND PAYROLL
• GRIEVANCE HANDLING

THE BENEFITS….

• BETTER WAY OF HANDLING WORK AND TIME.

ANY FUTURE CHANGES IN RECRUITMENT POLICY ?

EMPOLYEES FUNCTIONAL AREAS ????

• TALENT AND PROCESS REQUIREMENT.

• JOB ROTATION.
• EMPLOYEE SKILLS.
• LEARNING ABILITY.
• EQUAL OPPURTUNITY FOR ALL.
JOB DESIGNING AND
KNOWLEDGE SHARING
 Job design: Process of structuring work.

JOB
ANALYSIS

JOB DESCRIPTION AND

SPECIFICATION

RECRUITING
PERFORMAN JOB TRAINING
AND
CE EVALUATIO REQUIREMEN
SELECTION
APPRAISAL N TS
DECISIONS
JOB DESIGNING AND
KNOWLEDGE SHARING(contd..)
 Job designing includes process design as the
criterion.
 Employees skills are not considered while

designing the job.

 Knowledge sharing on the basis of various

software languages.
 Live interaction among the employees.
JOB DESIGNING AND
KNOWLEDGE SHARING(contd..)
Privacy tools at ORACLE:

 Employee’s data cannot be shared with other

employees.

 Accesses to Data confined to specific person.

TRAINING AND
DEVELOPMENT
 Orienting employees: Basic information.
 A five step process: Needs analysis,

instructional design, validation, implement

and evaluation.
 Training methods practiced :On-the job

training, job instruction training, audio-visual

tools, computer based training etc.
 Many off-the-job techniques also come in

play.
TRAINING AND
DEVELOPMENT(contd..)
 Training period :Minimum 3 months.
 Carry out EIP for 2 months.
 Measurement of effectiveness of the training

provided to the employees.

 Encouragement to employees for gaining

extra knowledge and skills.

 Employees get benefitted from the knowledge

sharing.
TRAINING AND
DEVELOPMENT(contd..)
 ORACLE collaborated with Oracle University
US.
 Training cost recovery:

 Covering the cost.

 Minimize the attrition rate.
 Conduction of training program.
Cultural Diversity.
Cultural diversity.
 Oracle's diversity vision starts with cultivating
an environment that is inclusive of all
employees.

 Individual differences gives the opportunities

to examine business issues from varying
perspectives.

 To effectively compete on a global scale.

Cultural diversity (cont….)
 Diversitythe USP.
 The Glocal Concept.
 Equal employment

opportunity policy.
 Cultural Events.
 Team building

events.
Cultural diversity (cont….)
Oracle's Employee
Affinity Groups
 Oracle's celebration of

Black History Month

 Muslims Celebrate—

and Educate—at
Oracle's Ramadan
Events
 Diwali Festivals Light

Up Oracle
Managing of diversity.
 Process Line Managers.

 Diversity Group Managers.

 Human Resource Manager.

 Employees.
Learning and Development
@ Oracle Financial Services
 Learning @ Oracle Financial Services
Pr M R
o et e
c h
e o
s
s d u
s s lt

Training

Class Room On-The Job

Knowledge Management.
Learning @ Oracle Financial Services
(cont…)
 Transfers.
 The Oracle Channel.
 Oracle University.
 Weekly and Monthly news letter.
 Stanford Instructional Television Network.

(SITN).
Development programs @
Oracle Financial Services.
 Investing in employees future.
 Employee Stock Purchase Plan.
 Vertical and Horizontal functional Training

programs.
 Employee Assistance Program (EAP).
 Education Reimbursement Policy.
 Live and Work Well.
Learning & development @
Oracle Financial Services (cont.)

 Periodical Reviews.

 Employee requirements.

 Process requirements.

 Industrial requirements.
COMPENSATION SYSTEMS
COMPENSATION
EMPLOYEE COMPENSATION(TYPES)
o DIRECT FINANCIAL PAYMENTS
o INDIRECT FINANCIAL PAYMENTS
COMPENSATION (cont)…
Compensation systems are based on various
laws
o Minimum Wages Act,1948
o Companies Act,1956
o Equal Pay Act,1963
Compensation System at Oracle.
o Basic salary structure at Oracle financial services
are according to Government Regulations and
Industry Compensation.
o Bonuses and Incentives provided on two
Parameters i.e. Company Performance &Employee
Performance.
o Competency based pay system also followed.
o ORACLE PAYROLL software as Information System
to manage HR activities which includes Human
Resources(Core),Incentive Compensation,
Advanced Benefits, Self Service HR &Oracle
Financials.
SUCCESSION PLANNING
Succession planning
Succession planning is a process for identifying and
developing internal personnel with the potential to fill
key or critical organisational positions.

Without the implementation of a succession plan, there

can be significant impacts on an organisation
including;
 Loss of expertise and business knowledge
 Loss of business continuity
 Damaged client relationships
 Time and effort to recruit and train replacement

employees
Succession Planning
at Oracle
 Plan for Succession planning through Internal
referencing.
 Identify the key business positions through

the needs as required by the clients.

 Generally avoid succession planning from

external sources.
 Methods employed for the Succession

planning includes process like job

rotation,internal training,Cross functional
experiments.
GRIEVANCE…………………..
Every employee has certain expectations,
which he thinks must be fulfilled by the
organization he is working for. When the
organization failed to do this, he develops a
feeling of dissatisfaction. When an employee
feels that something is unfair in the
organization. He is said to have a grievance.
Causes for grievances
1.    Economic
 Wage fixation
 Overtime
 Wage revision

2.    Work Environment

 Poor physical condition of workplace
 Tight production norms
 Defective tools and equipment
 Poor quality of material
 Unfair rules
 Lack of reorganization etc.

3.    Supervision
 Relates to the attitude of the supervisor towards the employee such as
perceived notions of bias, favoritism, regional feelings etc.

4.    Work Group

 Employee is unable to adjust with his colleagues, suffers from feelings of neglect, victimization
and becomes an object of ridicule and humiliation etc.
ORACLE Handling Grievances Effectively

 Treat each case as important and get the grievances in writing.

 Talk to the employee directly. Encourage him to speak the truth. Give him a
patient hearing.
 Discuss in a private place. Ensure confidentiality, if necessary.
 Handle each case within a time frame.
 Refer company Policy in each case. Inform your superior about all grievances.
 Get all relevant facts about the grievance; examine the personal records of the
aggrieved worker. See whether any witness are available and visit the work
area.
 Control your emotions, your remarks and behavior.
 Maintain proper records and follow up the action taken in each case.
OD INTERVENTIONS

OD is often defined as a planned, top-down, organization-wide effort

to increase the organization's effectiveness and health. According to
Warren Bennis, OD is a complex strategy intended to change the
beliefs, attitudes, values, and structure of organizations so that they
can better adapt to new technologies, markets, and challenges. OD can
involve interventions in the organization's "processes," using
behavioral science knowledge as well as organizational reflection,
system improvement, planning, and self-analysis.
VARIOUS OD INTERVENTIONS
1. Applying criteria to goals
2. Establishing inter-unit task forces
3. Experimentation with alternative arrangements
4. Identifying “Key Communicators”
5. Identifying “Fireable Offenses”
6. In-Visioning
7. Team Building
8. Inter-group Problem Solving
9. Management / Leadership Training
10. Setting up measurements
HR BRANDING

Branding in HR has traditionally been limited to the employment

function. The HR branding has become a topic of great interest. The
importance of mastering the concepts and skills behind branding
have greater implications for HR professionals in the "new economy".
If you want HR to be perceived as more strategic, more valuable,
more credible, more whatever, you need to start thinking like a
business with a product and market your overall brand image."
Market Your HR Department's Reputation and Brand

 Identify your customer's needs and

perceptions
 Craft an identity based on customer needs
 Develop a mission statement that resonates

with meeting customer needs

 Deliver your promises.
 Update your image
 Enhance your visibility
 Continuously improve. keep on keeping on.
THANK YOU…..