Using Oracle Dynamic Skills, Learning Cloud and Grow to increase your organization’s skills

Empower employees with skill knowledge:

• Dynamic Skills can use AI to suggest skills for a job or position based on the job description and other attributes in the job. 
• The employee can then see the skills that are required for both their current jobs and for future jobs. 

Enable leaders to drive team upskilling:

• Managers can create role guides to help employees upskill and build out people within their organization.
• Managers can better control what is needed for people who work in their group as a whole or in different roles.

Ideal for job roles where:

• One can upskill strategic roles in the organization.
• Most suitable for roles that have many people in them.
• Role requirements vary across different teams.

Align managers and leaders on skill requirements:

• This is one of the biggest challenges for an organization.
• Managers will need help with determining the skills that are needed for their employees.
• It takes time to set up, but once it is done, there is minimal maintenance that is required by the manager and HR.

Set up the skills library.

Set up your catalog of active skills and development resources:

• Make sure you have learning items that can support your skills
• Use Oracle’s skills agent for learning to find the skills for the learning objectives
• Create journeys for those items that have multiple courses to develop and take with the skill(s)

Roll out Skills and Grow to end users:

• Add the user experience (UX) element to help employees use Oracle Grow and Opportunity Marketplace to develop the required skills. 

Leverage Oracle Transactional Business Intelligence (OTBI) and Fusion Data Intelligence (FDI) to gain insights into how the process is progressing. 

• Great for organizations who have structured jobs.
• Everybody in the job requires the same skills.

Manager-driven insights:

• Managers understand what their team’s goals are and how they best align with organizational goals. Skills apparent to the manager may be less known to the business leaders. Thus, allowing managers to drive and track the upskilling of employees.
• Talent Management (TM) and Learning and Development (L&D) modules

Increased engagement and retention:

• When managers are actively involved in employee development, employees feel supported in establishing a clear growth path.
• Oracle Touchpoints and Oracle Grow

Real-time insights and action:

• Provides real-time analytics on employee performance, learning progress and skill readiness. Managers can proactively assign courses or mentoring based on these insights. Learning becomes continuous and specialized, not one-size-fits-all.
• Managers can make informed decisions, for example, who’s ready for promotion or capable of additional responsibilities. These insights allow managers to track the value of learning initiatives within their team and collaborate with HR on succession planning and talent pipelines.
• Skills center and competency tracking

Personalized development:

• AI-driven learning recommendations based on role, skills and career aspirations ensure managers are best positioned to fine-tune these recommendations within a real-world context. They can recommend specific learning paths or certifications based on hands-on performance.
• AI agents

Faster response to business needs:

• Upskilling needs and priorities may change. Managers can adapt learning plans immediately using Oracle self-service tools. Remaining dynamic helps teams stay competitive and resilient.
• Oracle learning manager and employee self-service capabilities; Use of role guides to assign skills

Set up skills library.

Set up your catalog of active skills and development resources:

• Make sure you have learning items that can support your skills
• Use skills agent for learning to find the skills for the learning objectives
• Create journeys for those items that have multiple courses to develop and take with the skill(s)

Roll out Oracle Skills and Grow to end users. 

Roll-out of the team skills center for the manager. 

Gives the manager the ability to assign skills via role guides. 

Skills assessments are also available to the manager. 

Ideal for roles that are more loosely defined or where one job role could have a variety of skill requirements.

Organizational alignment:

• Alignment and visibility across an organization promote a transparent learning culture, where all levels of leadership have insight into the performance and development of their workforce.
• Establishing clear expectations across the organization helps employees understand how their learning contributes to business objectives and how they can excel in their current role.

Self-driven learning for growth and compliance:

• Employees benefit from a clear and tailored learning experience, leading to faster skill acquisition and higher engagement.
• Enabling a culture of self-led learning initiatives, where employees are encouraged to continuously improve and develop, drives both individual and organizational performance.
• Consistency across one platform ensures that learning is aligned with organizational standards and compliance requirements, while personalization maximizes individual growth by catering to specific team needs.

Performance tracking:

• By identifying real-time employee performance and skill readiness, the organization maintains a steady pipeline of talent ready to take on leadership roles as the business grows.

Set up skills library. 

Set up job architecture. 

Set up a catalog of relevant developmental resources. 

Roll out Oracle Skills and Grow to end users. 

Leverage analytics to gain insights:

• Skills-driven learning and recruiting efforts
• Emphasizing skills-based career mobility
• Leveraging enhanced Dynamic Skills to create a common skills language
• AI can be as involved as you want when defining the skills for the role. 

• Jobs where they have a lot of different requirements depending on the position the manager holds.
• Organizations that have loosely defined jobs and have roles that have a high turnover rate.

Skills-driven learning environment:

• Allows users to match skills to learning courses with AI
• Assist employees with filling the gap in missing or underdeveloped skills,

Gives employees the ability to drive what skills they want to develop:

• Employees choose the skills from the library provided that are most important for them to develop
• Courses can then be suggested from the library to help them develop the skill.

Improves employee engagement and development:

• Gives the employee control of the skills they would like to develop that are outside of their current role
• Helps in career changes for employees and allows employees to find their career path.

This is usually not tied to any role-based development or manager/business leader spearheaded development.

Enable and curate your skills library:

• Can use the Oracle-provided skills
• Third-party library
• Your own skills list

Set up your learning resources and define them against skills:

• Use the skills agent for learning to determine what skills each course would be helpful for.

Turn on Grow and Skills for the Employee:

• Can also be turned on for the manager to give them insight into what skills people are learning.

Use OTBI and FDI for insights.

• For organizations that want to promote a culture of overall development led by their employees.
• No real job skill structure has been set up yet within the organization.