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

Monday Oct 29, 2012

ING Selects Oracle Fusion Human Capital Management

Leading Financial Services Firm Seeks To Strengthen HR's Role In Driving The Business

ING Bank Netherlands, a leading financial services organization, has selected Oracle Fusion Human Capital Management (HCM). ING’s decision to deploy Oracle Fusion HCM was driven by its ongoing desire to strengthen HR's role in driving the business. Read more here.

Wednesday Oct 03, 2012

Customers Live on Oracle Fusion Human Capital Management

Oracle HCM Cloud Service Helps Power HR’s Contribution to the Business.

More than 25 of the 100-plus customers who have selected Oracle Fusion Human Capital Management (HCM) are already live. Ardent Leisure, Peach Aviation, Toshiba Medical Systems and Zillow have deployed Oracle HCM Cloud Service and are using it to transform their HR operations. They join companies such as Principal Financial Group and Elizabeth Arden, who are already using Oracle HCM Cloud Service to help manage international growth and deliver pervasive, role-based, configurable solutions to their employees.

See The Full Press Release Here: http://www.oracle.com/us/corporate/press/1859573?sc=OPR-TW

Thursday Sep 13, 2012

Summary of Mark Hurd Keynote on Oracle HCM at TaleoWorld

At Taleo World 2012, Oracle President Mark Hurd outlined the ways that executives can use HR intelligence to help them make better business decisions, shape the future of their organizations and improve the bottom line. This is a recap of the twitter feed conversation from his keynote from September 12, 2012. http://storify.com/OracleHCM/mark-hurd-keynote-on-oracle-hcm-at-taleoworld

Tuesday Aug 28, 2012

Is HR The New IT?

Is HR The New IT?  As recruitment, on-boarding and development head to the cloud and mobile devices put sophisticated tools into everyone’s hands, HR leaders are discovering that technology savvy and analytical skills are key to effective talent management.

In this article by Ladan Nikravan in the September edition of Talent Management magazine, Oracle's own Chris Leone, SVP of Fusion Strategy, gives his take on how Technology trends such as social, mobile, big data and the cloud are creating a fundamental change in how employees and HR create value and relationships within the networked organization.

Read the full article here: http://d27vj430nutdmd.cloudfront.net/23555/122778/122778.1.pdf

Tuesday Jul 31, 2012

Elizabeth Arden Deploys Oracle Fusion HCM in the Oracle Cloud to Help Gain Global HR Visibility and Consolidate and Automate International HR Service Delivery

Oracle Fusion HCM Provides Elizabeth Arden a Truly Global HR System That Can Benefit Large Employee User Base in Corporate and Retail Locations

Elizabeth Arden, Inc. has deployed Oracle Fusion Human Capital Management (HCM) in the Oracle Cloud to help the company gain global visibility into its international human resources information, centralize that information, automate HR processes and provide international reporting compliance.

Elizabeth Arden is a global beauty products company with a range of prestige fragrance, skincare and cosmetics brands. The company sells fragrance, skin care and color cosmetic products in the United States primarily to department stores and mass retailers, as well as internationally in prestige department stores, perfumeries, boutiques and travel retail locations. Its international headquarters are in Geneva, Switzerland.

For the full article, read the press release HERE.

Monday Jul 30, 2012

UBS Selects Oracle Fusion Human Capital Management in the Cloud

Firm Sees Benefit from SaaS Delivery of Extensive HCM Functionality

  • UBS has selected cloud-based Oracle Fusion Human Capital Management (HCM) to help securely provide the information and tools needed by its Human Resources functions for its workforce of 65,000 across more than 50 countries.
  • UBS draws on its 150-year heritage to serve private, institutional and corporate clients worldwide, as well as retail clients in Switzerland. The firm combines its wealth management, investment banking and asset management businesses with its Swiss operations to deliver superior financial solutions.

See the full Press Release here: http://www.oracle.com/us/corporate/press/1720837?sc=OPR-TW

Tuesday Jul 24, 2012

Rethinking The Business of HR

A company’s workforce has many facets, varied abilities and diverse needs. HR must ensure their technical systems meet both their staff’s and their employer’s practical requirements to achieve objectives. In this article, Humair Ghauri of Oracle looks at the challenges faced by HR departments implementing vital developments to working processes and measuring their effectiveness. Read the full article here.

Friday Jun 08, 2012

Seizing The Moment With Mobility

Mobile devices are forcing a paradigm shift in the workplace – they’re changing the way businesses can do business and the type of cultures they can nurture. As our customers talk about their mobile needs, we hear them saying they want instant-on access to enterprise data so workers can be more effective at their jobs anywhere, anytime. They also are interested in being more cost effective from an IT point of view.

The mobile revolution – with the idea of BYOD (bring your own device) – has added an interesting dynamic because previously IT was driving the employee device strategy and ecosystem. That's been turned on its head with the consumerization of IT. Now employees are figuring out how to use their personal devices for work purposes and IT has to figure out how to adapt.

Read the remainder of this guest post on the Oracle Applications Blog by Oracle Vice President of Fusion Apps, Hernan Capdevila. http://bit.ly/FusionMobile

Wednesday Apr 25, 2012

Customers Worldwide Choose Oracle Fusion Human Capital Management in the Cloud

Customers Select Oracle Fusion HCM to Help Transform HR Processes in More than 85 Countries

Expanding its leadership in human capital management applications, Oracle today announced that more than 90 customers have selected Oracle Fusion Human Capital Management (HCM) for implementation in more than 85 countries.  Read this press release to learn how customers worldwide have chosen Oracle Fusion Human Capital Management to run in the cloud.  See quotes from customers such as Herbalife and Zillow describing why they chose Fusion HCM and how they plan to take advantage of the benefits of running in the cloud.  http://www.oracle.com/us/corporate/press/1599649

Wednesday Feb 22, 2012

Fusion HCM Game Changing HR Video Series - Part 3 of 6

This series of videos is designed to help educate you about Fusion HCM and how the HCM space itself is changing.  We also discuss game changing HR and how Fusion HCM has stepped up to provide you with deep business value.  Be sure to take an opportunity to hear from the Fusion HCM experts about Oracle's innovative solutions in Human Capital Management.

Part 3 of 6 - General Fusion HCM Topics

Oracle Fusion HCM – Game Changing HR: Fusion Mobile Apps

In this segment, Brian Gaspar discusses what organizations are looking for in a mobile strategy, what the best way is for organizations to get started with their mobile strategy, and what Oracle has developed to support a mobile strategy.

http://medianetwork.oracle.com/video/player/1428275349001

Oracle Fusion HCM – Game Changing HR: Global Management and Regulatory Compliance

In this segment Lewis Thompson discusses what a global organization should get from a HR solution vendor, the strategic value of a single global solution, why regulatory compliance is critical, and how an organization would manage a global solution.

http://medianetwork.oracle.com/video/player/1428277463001

Oracle Fusion HCM – Game Changing HR: Supporting Fusion Technology

In this segment, Aaron Green discusses the technologies supporting Fusion, how the modular nature of Fusion applications is easier to adopt and return lower TCO, what kind or project team is needed and how the role of business analysts is changing.

http://medianetwork.oracle.com/video/player/1452911497001

Next Up: Part 4 of the Fusion HCM Game Changing HR Video Series (HCM In The Cloud)

Friday Feb 17, 2012

Fusion HCM Game Changing HR Video Series - Part 2 of 6

This series of videos is designed to help educate you about Fusion HCM and how the HCM space itself is changing.  We also discuss game changing HR and how Fusion HCM has stepped up to provide you with deep business value.  Be sure to take an opportunity to hear from the Fusion HCM experts about Oracle's innovative solutions in Human Capital Management.

Part 2 of 6 - General Fusion HCM Topics

Oracle Fusion HCM – Game Changing HR: A Look at an Introduction to Fusion HCM

In this segment, Aaron Green covers an introduction to Fusion HCM – what it is and the underlying technology, how customers are adopting Fusion, how Fusion helps customers address specific business needs, and scenarios of coexisting with Fusion HCM.

http://medianetwork.oracle.com/video/player/1452922774001

Oracle Fusion HCM – Game Changing HR: Co-Existence with Current HR Systems

In this segment, Anand Subbaraman talks about how co-existence works with Fusion, what are the benefits of co-existing with current HR implementations, and how we advise customers on which patch to choose when evaluating Fusion HCM.

http://medianetwork.oracle.com/video/player/1428275362001

Next Up: Part 3 of the Fusion HCM Game Changing HR Video Series

Wednesday Feb 15, 2012

Fusion HCM: Game Changing HR Video Series (Part 1 of 6)

We are thrilled to announce this video series covering Human Capital Management. Designed to help educate you about Fusion HCM and how the HCM space itself is changing, these videos discuss game changing HR and how Fusion HCM has stepped up and helps provide you with deep business value.  As this series continues to roll out, be sure to take an opportunity to hear from the Fusion HCM experts about Oracle's innovative solutions in Human Capital Management.

Part 1 of 6 - General Fusion HCM Topics

Oracle Fusion HCM – Game Changing HR: Protecting Your Oracle Investment

In this segment Michael Pawlyszyn discusses protecting your Oracle investment describing how existing customers can take on Fusion, how organizations can feel comfortable with a cloud offering from Oracle, and licensing options for current customers.

http://medianetwork.oracle.com/video/player/1428260546001

Oracle Fusion HCM – Game Changing HR: Change in the Business of HR

In this segment Gretchen Alarcon discusses what she thinks has changed in the HR business in the last 5 years, what kind of solution does an HR organization need to accomplish those really big tasks, and where she sees HR in the next 5 years.

http://medianetwork.oracle.com/video/player/1428233422001

Next Up: Part 2 of the Fusion HCM Game Changing HR Video Series

Thursday Feb 02, 2012

Upcoming Webcast: Driving Business Value – Featuring Josh Bersin, CEO of Bersin & Associates.

A new set of dynamics and complexities are influencing how organizations manage their talent – from having real-time insight into your talent pool to retaining top performers, and associated tools organizations demand. Understanding your talent business needs and being able to successfully influence your talent is critical for the success of any strategic initiative. Modern, integrated and predictive tools are crucial, providing answers in real time and helping to manage the whole employee lifecycle. These new talent tools reflect the way that business practices and HR processes are changing and how truly integrated talent management can help you lower your total cost of ownership.

Join us for this webcast on February 16, 2012, 11:00 a.m. – 12:00 p.m. PT, to hear insights on strategic talent management from CEO and President Josh Bersin from Bersin & Associates, Anand Subbaraman, Senior Director, Fusion HCM Strategy at Oracle and Barry Dyer, Consulting Program Vice President, Oracle.

In this session we will answer:

  • How have organizations overcome talent management challenges today?
  • What are some of the business benefits that can be realized from implementing strategic talent management?
  • How have applications evolved to meet today’s needs for strategic talent management processes?
  • Where is the future heading in relation to talent management?
  • How can Oracle Fusion Talent Management meet your organization’s talent management needs?
Register for Webcast 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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