Friday Feb 15, 2013

HCM Innovation In The Cloud (Part 2)

When it comes to the cloud, it can be hard to cut through the swarm of buzz words. Everything starts to sound the same. Here are some important considerations to include in your assessment:
  • How secure will your data be and will it be handled by different vendors?
  • Will you be forced to comply with the vendor’s standard or will you have the flexibility to personalize your application--without complex coding?
  • Can the system grow and evolve with your business?
  • Can you move to the cloud at your pace or is your only option to rip and replace?
  • Do you have the option to choose between a public and private cloud?

By asking these questions, you can ensure that your cloud solution addresses both the complexity concerns HR leaders often have and the security and data privacy worries of IT.

At Oracle, we like to say that we support our customers from concrete to the cloud—from the data center to the database to middleware and the application itself. This approach means greater data security for our customers, greater speed for end users and greater ease of use for both developers and business users. Our platform services are built on industry standards, not proprietary code, and are run transparently in the cloud. We also offer other services in the cloud so should your company wish to expand your business suite or if you already run Oracle cloud applications, you won’t have to worry about complex integrations. Plus, in our cloud, your data is controlled by a single vendor: Oracle. Unlike other HCM cloud vendors who work with a variety of contractors, Oracle owns its data centers. The company has spent over $1 billion dollars in recent years building out these gen 4 data centers and we offer global coverage and 24/7 active monitoring and support. And if you prefer not to enter the public cloud at all, we can deploy a private cloud just for your company.

No two companies are alike and your HCM solution should reflect that. The problem is that many of them don’t, particularly when it comes to cloud-based solutions. Whether it comes to deployment, configuration and system upgrades, we’ve designed our solution so you’re not backed into a corner.

If you’ve decided that your company is ready for the cloud but you still want to leverage an on-premise solution or if you want to try the cloud in a certain region before rolling out globally, we can easily support you. You can move to the cloud incrementally and add new modules or regions as needed, all while co-existing with your existing solutions. This is a drastic contrast to other cloud solutions, which require an all or nothing approach.

The flexibility continues post-deployment. We understand that you may want to tailor your system processes to meet your company’s needs and that you may want to adjust the look, feel and behavior of different screens. We’ve made this easy for the HR user to do—no developers needed. In addition to screen configuration, you can add new fields, run custom reports, modify standard reports and create new process flows.

Finally, as we mentioned, you have the choice to deploy your solution in a public cloud, private cloud or a hybrid cloud that marries modules from both. This way you can have the level of control over your data and your upgrade path that works best for your company.

Oracle’s HCM cloud solutions are trusted by thousands of global companies. And our on-premise HCM solutions and other cloud solutions are trusted by thousands more. But size is not the main point here: it’s experience. The variety of organizations we’ve worked with—the different industries, the different global considerations and the different business models—has given us deep knowledge of how to overcome challenges and implement best practices. Have a thorny challenge? Tell us and there’s a good chance that we’ve dealt with it and have the blueprint to get you over the hump successfully.

Business changes and technology needs to keep pace. We get that and are constantly working to improve and develop our solutions based on industry shifts, technological advancements and feedback from our customers. Over the past two years alone, we’ve come out with 13 Oracle HCM cloud releases. We operate on a regular schedule of continued innovation and pride ourselves on providing real value with each new release, not simply coming out with minor features and fixes.

At the end of the day, Oracle’s objective is to make our customers successful. With technological advances and a greater understanding of HR’s value by the C-suite, it’s HR’s time to shine. By attracting, developing and retaining the best talent and making strategic workforce planning decisions, you can help your company get--and stay ahead--of the competition. Whether you’re looking to start with some basic improvements or you’re ready for a complete transformation, we are here with the tools, the guidance and the support to help you achieve your objectives.

For more information on Oracle’s HCM Cloud Solutions, visit http://cloud.oracle.com

Tuesday Feb 12, 2013

Oracle Releases Oracle’s PeopleSoft PeopleTools 8.53

Latest Version Enables More Intuitive Usability and New Deployment Options

  • To help customers achieve greater value from Oracle’s PeopleSoft applications, Oracle today announced a new release of Oracle’s PeopleSoft PeopleTools.
  • PeopleSoft PeopleTools 8.53 continues Oracle’s commitment to extend the value of PeopleSoft applications by providing new technology enhancements that deliver a dramatically improved user experience and help reduce ongoing operating costs.
  • This latest release of PeopleSoft PeopleTools enables a new level of usability and productivity within the PeopleSoft applications by delivering a process rather than task-centric interaction model. PeopleSoft applications now incorporate high productivity features such as a cockpit style single stop WorkCenter for expert users and methods that improve all users' ability to simply, find and work with enterprise data in more visual ways.

For more information inside the full press release, click here.

New Study Details C-Level Perceptions of Human Resources Executives in Western Europe

Economist Intelligence Unit Survey Indicates CEOs and CFOs Value Relationship with HR Leaders but Look for Better Understanding of Business, More Strategic Alignment

  • A recent study conducted by the Economist Intelligence Unit (EIU) and co-sponsored by Oracle and IBM looks at the perceptions C-level executives in Western Europe have of their HR leaders and helps identify areas of opportunity for HR leaders to help their organizations meet their strategic goals.
  • The EIU surveyed 235 C-level executives, 95 of whom were based in Western Europe, including Belgium, France, Germany, Italy, Switzerland and the UK. Fifty-seven percent of all 235 respondents identified themselves as CEOs or the equivalent and 43 percent identified themselves as CFOs or the equivalent.
  • The executive summary, “C-level perspectives of the HR function in Western Europe,” determined that many CEOs and CFOs in the region believe that the HR function’s expertise and experience in people issues can help companies make difficult but crucial staffing decisions in challenging economic times.
  • The study also determined that executives in Western Europe value their relationship with senior HR leaders, with 69 percent of respondents saying that their relationship is “close and trustful” and 63 percent saying their relationship with the head of HR is “highly valued.”

For the full press release and access to the studies, click here.

New Study Details Ways Human Resources Executives Can Take a Bigger Role in Driving Growth

Economist Intelligence Unit Survey Highlights Role of HR Leaders in Helping Organizations Grow, and HR’s Complex Relationship with C-Level Executives

  • A recent study conducted by the Economist Intelligence Unit (EIU) and co-sponsored by Oracle and IBM highlights the role of HR leaders in helping organizations drive growth, and HR’s relationship with C-level executives.
  • The EIU surveyed 235 C-level executives from organizations around the world of varying sizes and industries, and found that while human capital is increasingly important as a strategic differentiator, there are important actions senior HR leaders need to take to place themselves at the heart of the debate on a company’s strategic direction.
  • EIU supplanted the report with a series of in-depth interviews with senior executives from major companies and other experts around the world to deliver context and best practices on improving the relationship.
  • The report found there is an opportunity for senior HR leaders to expand their positive relationships with CEOs (57 percent of respondents) and develop more productive relationships with CFOs (43 percent of respondents) by playing a larger role in corporate strategy and planning.

For the full press release and access to the studies, click here.

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Oracle is the Human Capital Management solution of choice for more than 18,000 Oracle customers in over 140 countries, including 8 of the top 10 Fortune 500 companies and 30 of the top 40 innovative companies.

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