Wednesday Apr 09, 2014

Thinking of Moving HR to the Cloud? Learn from Those Who Have.

By Mike Vilimek

wow

More and more, organizations are turning to the cloud for their next modern HR solution. But while the benefits of modern cloud applications are often clearly understood, many still want to see and hear how others did it before trying it themselves. Luckily, you can now hear firsthand how Newfield, an oil and gas exploration company, has optimized its Talent Management Lifecycle with Oracle HCM Cloud. 

[Read More]

Wednesday Apr 02, 2014

The Fastest Oracle HCM Cloud Implementation Ever?

By Nandita Vijay Sinha - Originally posted on Oracle for Midsize

wowGrowing midsize companies need fast time to value from enterprise application projects but they usually don't set out to break any speed records. In 2013, The Kamal Osman Jamjoom Group (The KOJ Group) deployed Infosys’s Oracle Fusion HCM RapidStart Solution for Oracle Accelerate in 32 days start to finish.

[Read More]

Thursday Feb 13, 2014

What is Your Opinion on Cloud and HCM?

wowIBM and Oracle are recognised pioneers in HR/HCM solutions and have come together to undertake a major piece of research to look at trends and attitudes in the HR market place. We are keen to understand how senior decision makers view cloud based HR solutions. We would really appreciate it if you could take time to give us your valuable insight by taking part in the survey.

[Read More]

Wednesday Jan 08, 2014

Companies Around the World are Using Oracle HCM Cloud to Transform HR and Build a Better Workforce

wow

Modern HR technology is enabling innovative organizations to unite global employees around common strategies and goals. With Oracle Human Capital Management (HCM) Cloud as a strategic HR technology platform, the world’s most competitive businesses are benefiting from the strength of core HR, talent management, analytics and social solutions. 

[Read More]

Friday Dec 27, 2013

Top 10 HR Resolutions for 2014

By Mike Vilimek

wow

As 2013 winds to a close, we’ve compiled a list of the most important topics and trends we hear HR leaders want to focus on in the upcoming year. Here are the top 10 New Year’s resolutions for HR departments in 2014: 

[Read More]

Wednesday Sep 18, 2013

SOCIAL IN THE ORACLE HCM CLOUD - Part 3

Contact for post: Mark Bennett

Part 1 introduced the challenges and opportunities customers face in effectively using social in their organizations and in particular, their HCM processes. It also gave a brief overview of what other vendors have done and how Oracle’s approach offers a better way. Part 2 described Oracle’s Social HCM Cloud solution in more detail and showed how it addresses the challenges customers face and helps them better leverage the opportunities in bringing social into the workplace. Part 3 shows how this results in improved business outcomes for customers.

BUSINESS OUTCOMES OF ORACLE SOCIAL HCM

 

HR PROCESS TRANSACTION EFFICIENCY

Many enterprise transactions are managed by employees in functional roles whose responsibility is to ensure that the transaction is completed, handling any exceptions or logjams that might occur. The Oracle Social HCM Cloud improves worker productivity in these transactions by embedding social in HCM applications. These processes fall into two major categories:

·         Functions that are solely within HR – participants are part of the HR function and the business benefit will mostly be operational effectiveness within the HR function. For example: launching a focal review in Performance Management, configuring Talent Reviews, or initiating a change in organization structure.

·         Processes which are run by HR, but involve the broader workforce – participants are both members of HR as well as managers and employees. For example: creating and executing goals in Goal Management, preparing for and following up on Talent Reviews and Performance Evaluations.

Figure 4 - Productivity impact of social

Examples of where the Oracle Social HCM Cloud improves the efficiency of process transactions include:

  • Performance Management – Managers and HR can quickly communicate and resolve issues holding up the performance review process.
  • Succession Planning – Managers and HR can collaborate to come up with the best succession plans by taking into account all the stakeholder issues.
  •  Talent Review – Managers and HR can quickly resolve issues holding up the preparation and scheduling of the review as well as collaborate on action items from the review.
  • Recruitment – Managers, HR, and interviewers can quickly update each other on the situation with candidates regarding which areas need further investigation.
  •  Core HR – Managers and HR can collaborate on and quick resolve any issues related to promotions, on-boarding, benefits planning, compensation, transfers, performance improvement plans, and terminations. 
WORKFORCE ENGAGEMENT

The Oracle Social HCM Cloud takes the process transaction efficiency benefit to the next level by weaving the individual’s identity, sense of purpose, and growth into an overall, rich social work experience. Rather than simply focus on the system of engagement features separately, Oracle Social HCM extends the system of record processes to encompass system of engagement connections and conversations.

Where previously, applications and processes were often obstacles to motivation, social has now opened the door to connecting the activities employees naturally do to get work done and achieve goals to the processes the organization needs to standardize practices and track progress towards business performance objectives. With Oracle Social HCM, employee engagement is also about engaging the workforce in those processes in an inherently natural way to doing work.

STRATEGIC IMPACT OF SOCIAL HCM THROUGH GREATER INSIGHT

Social HCM generates strategic impact by providing greater insight into how:

  •  Work actually gets done
  • Processes actually get executed (or stalled)
  • Knowledge flows into, through, and out of the organization
  • Opportunities are captured (or not)

This is done in part by analyzing the workforce relationships and interactions, both within the enterprise as well as in the extended enterprise, made more visible by the social technologies. This provides knowledge, understanding, and insights that enable better business strategy and execution.

But Oracle Social HCM will provide more than just social analytics, more than just the numbers of connections or number of status updates. The context that comes from Oracle Social HCM applications and the social platform is essential to see how the activity that occurs in the system of engagement relates to the results in the system of record.

Recommendations on who or what one should follow have not only productivity and engagement impact; they can also have a strategic impact by connecting parts of the organization that might otherwise never had the occasion to interact. These interactions are often the source of new value through innovation.

Social-only analytics are often the basis for recommendations on who one should follow, but these strictly social approaches focus solely on social measures such as number of overlapping followers, number of updates, etc. Oracle Social HCM combines the social network with the “network” of business processes and objects (projects, customers, service tickets, sales opportunities, goals, organization structure, supplier, etc.) to recommend useful connections in ways that only social-only analytics might have missed.

ORACLE SOCIAL HCM CLOUD - A COMPLETE, COHESIVE SOLUTION

Oracle’s Social HCM Cloud fully realizes the potential for social technologies to generate superior business performance for companies. It addresses the participation, efficiency, and effectiveness obstacles that have previously stymied social adoption efforts through the embedding of Oracle’s social platform into the existing application suite as well as the integration of net new social applications into the existing suite.

Wednesday Mar 20, 2013

Oracle Releases Oracle Learn Cloud 13A

Advanced Global Functionality and Usability Enhancements Provide Richer Learning Experience for Oracle Learn Customers

To help organizations develop a high-performance and aligned global workforce, Oracle has introduced Oracle Learn Cloud 13A. The latest version of the learning management system (LMS) expands its global reach with additional time zones, languages and date format preferences, along with usability updates to help increase adoption and convenience.

Part of the Oracle Cloud, Oracle Learn Cloud is a comprehensive solution for delivering, tracking, managing and reporting on all types of formal and informal training. Using a single platform to access online, virtual and on-the-job training, organizations can design tailored user experiences through highly configurable learning portals with a unique user interface to manage learning globally.

At the CLO Symposium Today? Attend Oracle's Jim Obsitnik on the panel discussion "Shining a Light on Cloud Technology"
Learn More About Oracle Learn Cloud 13A: http://www.oracle.com/us/products/applications/taleo/enterprise/learn/overview/index.html
Learn More About Oracle Cloud: http://www.oracle.com/cloud

For more details and the full press release about Oracle Learn Cloud 13A, click here.

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

Thursday Jan 31, 2013

Customers Continue Rapid Adoption of Oracle Fusion Human Capital Management

Oracle Continues its Leadership in Next-Generation HCM to Help Power the Business

Redwood Shores, Calif. – Jan. 31, 2013

Customers across the world continue to select and deploy Oracle Fusion Human Capital Management (HCM), contributing to rapid adoption of the solution in the Oracle Cloud.Prominent companies who have recently chosen Oracle Fusion HCM include Brightcove, Newfield and Travelzoo.

  • Joining others like Gerson Lehrman Group, notable customers who have recently gone live include CSS International and Drivestream, who are using Oracle HCM Cloud Service.
  • eVerge Group represents one of many customers using Oracle Fusion Global Payroll and Oracle Fusion Global Payroll Interface to enable compliant payroll around the world, in multiple currencies and languages.
  • This continued rapid adoption underscores Oracle’s leadership in delivering next generation HCM, including HCM cloud services, to help transform HR into a strategic contributor to the changing business landscape.
  • A part of the Oracle Cloud, Oracle HCM Cloud Service offers the advantages customers expect from SaaS (software as a service), without the limitations of niche solutions. It delivers the power of Oracle Fusion Applications in a simple subscription pricing model – with no hardware to buy and no software to support.

See the full press release here: bit.ly/WiojZn

Monday Jan 14, 2013

HCM Innovation In The Cloud (Part 1)

The HR function is in the midst of a fundamental shift from administrative to strategic. HR leaders are expected to bring new levels of sophistication and business acumen to the executive table.

The good news? The C-Suite recognizes HR’s importance and wants HR leaders to influence strategic decisions.  In fact, in a 2012 global survey by the Economist Intelligence Unit , 80 percent of CEOs and CFOs said they wanted the head of HR to be a key player in their company’s strategic planning.

The not so good news? There are some definite hurdles to clear before HR can solidify their seat at the executive table. Of those 80% of CEOs and CFOs who want HR to take part in strategic planning, only 38% report that this is currently the case. Here are some other sobering statistics:

  • 83% of HR and business executives believe that talent programs need to be improved (Source: Deloitte: Talent Edge 2020: Redrafting Talent Strategies for the Uneven Recovery, January 2012)
  • Less than 25% of organizations have access to the people insights they need (Source: HCI, 2010 Talent Intelligence Survey)
  • Only 15 percent of HR’s time is spent on strategic activities, while 71 percent is still spent on service delivery, recordkeeping, compliance and internal management  (Source: HR Transformation in EMEA, Mercer 2010)

These statistics should not be reason to panic; rather they should serve as a call to action. HR leaders are well versed in handling complex situations and this should be handled like any other business challenge.

The first step is assessing your situation and understanding where your company falls on the spectrum. Is your biggest challenge standardizing global processes? Do you have processes down pat, but lack a comprehensive talent strategy? Note your immediate needs and also think about what you would want to tackle next.

The second step is looking at company goals. For example, if your company goal is to expand to new markets in the coming year, you need to ensure that HR can put a talent plan in place to support that.

The third step is looking at the software landscape. There are several human capital management solutions to choose from and it can be overwhelming. Before choosing your vendor, make sure that you look at their solution from all angles to ensure it meets your needs now and will continue to meet your needs as your department and company grow and develop.  You want to ensure that the solution is user friendly but you also need something functional. Remember, your job isn’t simplistic so your software shouldn’t be either.

So how can Oracle help? We understand that every organization is different and every HR leader has different challenges to tackle and goals to achieve. This is why we’ve looked at human capital management from all angles and built a holistic solution that covers everything from the basics of workforce management to comprehensive talent management and analytics that provide true insight.

Our solutions aren’t just meant to help you manage today’s challenges and opportunities but also to predict and plan for tomorrow.  We’ve focused on building role-based applications that are intuitive and easy to use for employees and managers but that can still meet the needs of a professional HR user.  And we haven’t limited our offerings to software. We know that to truly serve our HR customers, we need to understand your world and your needs. This is why we’ve staffed our team with talented and experienced HR practitioners who have walked in your shoes and can help you with best practices and strategic planning.

We want to help elevate HR but also make your life easier. This means helping you to simplify workforce management, find, develop and retain the right talent, predict workforce changes and issues, plan according to company goals and become the strategic partner the C-suite is looking for.  Now, let’s walk you through some of the ways Oracle HCM is uniquely positioned to help you achieve these objectives.

One of the most common roadblocks to freeing up time and being able to operate on a more strategic level is the disparate nature of many HR systems. Whether they’re using a variety of point solutions or a combination of manual and automated processes, we’ve learned that many HR leaders have a difficult time connecting the dots between different aspects of the employee lifecycle and accessing the critical data they need for quality talent management and workforce planning. This is why Oracle has made true end-to-end functionality a priority.  By integrating core transactions with workforce and talent management and layering a powerful analytics solution on top, Oracle HCM enables the HR leader to connect and align individual processes. 

Let’s look at an example of how that might work: Say you get most of your employees from a certain job board. If you looked at that statistic in a stand-alone recruiting system, you would think it’s a great channel and you might allocate additional recruiting dollars to it. But in an integrated system, you would easily be able to see that performance reviews for recruits from that job board are actually quite low. And the attrition rates are high.  So rather than spending more money on that channel, you probably want to reassess whether you should use it at all.

That’s just one example of how an integrated system can help you manage your talent effectively and have real impact on your company’s bottom line.  Others might include being able to tie performance directly to compensation or being able to recommend specific learning plans based on an employee’s review. When you’re able to get out of the weeds and get deep insight into your workforce, the strategic planning possibilities are endless.

When assessing your HCM cloud software options, you’ll likely hear the term “end to end” a lot. Be sure to dig deep and see what’s truly covered so you don’t wind up with gaps in your system. For example, some of the other popular HCM cloud solutions are missing key aspects such as recruiting, learning, time and labor, and predictive analytics. Remember the example we just discussed about the high volume but poor quality recruiting channel?  And the one about developing learning plans tailored to performance reviews? You’d never be able to connect those dots in a system like the one shown here.

An improved user experience is one of the primary reasons companies consider the shift to the Cloud. It will also lessen the burden on HR. If you invest in an application that your employees will actually use, you can realistically make the move to more employee self-service and more manager-controlled processes. This will make your staff feel more empowered and engaged and will also relieve the pressure on HR to be involved in every single transaction. We understand that and have invested heavily in creating a modern, intuitive interface that will deliver the consumer-grade experience your employees have come to expect from software.  We also understand that “clicking the easy button” may be right for end users but it’s not quite enough for HR. While the HR interface is just as slick and modern, it also takes into account that you need to get quite a bit deeper into the application than your managers and employees. So while they have just the basics, you have full access to the reports and tools you need to be successful. It’s simple—without being simplistic. Finally, we know that many employees—particularly executives—need to work on the go. So we developed a dedicated app, Fusion Tap, for mobile work. Your CEO wants to review org charts on the plane? No need to send him off with a stack of papers—he can get the information he needs in just a couple of clicks.

A common complaint we hear from HR leaders is that they can’t access the data they need to make good decisions. Data is often stored in several different systems and doesn’t always match up so trying to complete a simple task such as assessing labor costs in a certain market or comparing the attrition rates of different lines of business becomes a Herculean effort. In addition to being a complete, integrated solution that serves as a single source of truth for your workforce data, Oracle’s HCM solution has the embedded analytics you need to easily access workforce statistics, without cumbersome spreadsheets or help from IT. You’ll hear the same about many cloud solutions. However we’ve taken business intelligence much further by also including predictive analytics and what-if modeling.  Our predictive analytics model serves as your early warning system, allowing you to forecast workforce performance and identify talent risks while there’s still time to take corrective action.  To calculate predicted employee flight risk, we used the model of why people leave from PWC and the Saratoga Institute, incorporating approximately 100 fields of data. We even tested our predictive model on historical Oracle data to ensure its accuracy (on first go, had 80%success rate). And the predictive data is just the first step.  Once you see predictions, you can then test out different scenarios using the what-if modeling tool.  Say one of your top sales reps is at risk for leaving. You can test out what would happen if you gave her a raise or promotion. You would see the effect that would have on her flight risk and you would also see how those actions would affect the flight risk of her peers.  This is all presented in clear, graphic dashboards. It’s sophisticated technology but it’s tailored for a business user, not a numbers whiz.

If you run a global company or you plan to expand into international markets, you need to ensure that your HCM solution is globally equipped. Some HCM cloud solutions stop at translation, currency and time zone support but as a global company, we understand that surface support is not enough.  In addition to a global core that can be used to streamline standard processes across all offices, the solution includes a local layer that supports tens of countries with data fields, regulatory forms, business rules and country specific reports. We have specific teams focused on regulations in all of the countries we support to help ensure our customers stay in compliance.  Our person and employment model enables you to support multiple person types and employees with multiple legal employers, multiple assignments or individual contractual agreements.  With a configurable international layer, you can support additional countries or make additional localizations. We’ve found that many companies moved to local personalization and subsequently experienced issues with messy procedures and data and compliance gaps. By moving to the opposite extreme—centralization—they made local offices unhappy. Our configurable international layer gives you the flexibility to find the right balance for your organization. 

Our mission at Oracle is to provide best-in-class applications to enable HR leaders to solve their most vexing challenges and provide true value to their executive teams and organizations. And who better to help us accomplish that mission than an expert team of former HR practitioners? Our business transformation team is assembled of former senior executives in all aspects of HR. They understand your pains because they’ve lived through each one of them. And having reached the top of their profession, they have both the experience and the strategic insight to help our customers excel. Not only can our team assist with your HR systems strategy and best practices, but they also serve as valuable advisors to our product team, ensuring that our applications are built for practical use and maximum effectiveness.  (Contributing Authors: Stephanie Lepow, Aaron Green, and Scott Ewart)

Coming up in HCM Innovation In The Cloud Part 2, we’ll talk about considerations to include your assessment of moving to the cloud.  For more information on Oracle’s HCM Cloud Solutions, visit http://cloud.oracle.com
About

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.

Search

Archives
« April 2014
SunMonTueWedThuFriSat
  
1
3
5
6
8
10
12
13
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
   
       
Today