Wednesday Sep 04, 2013

SOCIAL IN THE ORACLE HCM CLOUD - PART 1

Contact for post: Mark Bennett

Social media is a reality for all organizations – whether you are ready to embrace it or not. Most are aware of the benefits of using social/collaborative technologies internally - like improved productivity, engagement, innovation, streamlining communication, and facilitating collaboration. All of which break down traditional silos and bring previously unknown knowledge and expertise to the "extended networked enterprise." 

Most enterprises however do not have a deliberate or successful approach for using social technologies internally in support of their strategy. Why? Because they have not addressed the barriers to adoption, enabled the right technologies, or perhaps most importantly, correlated their efforts to actual business results.

Mobile adoption fuels social reality. This killer combination gives progressive organizations the ability to minimize transactional headaches and embrace the true power of social media. Surveys show social is an inherently mobile experience.

The Oracle Social HCM Cloud is unique because it underlies the entire Oracle Suite of Applications. This unified approach facilitates adoption because it is an intrinsic part of all of your enterprise applications. It delivers greater value by combining the power of social-enabled applications on top of a cross-functional, social platform that extends across both internal and external networks. 

WHY HASN’T SOCIAL WORKED WELL?

More and more companies are using social media and most are reporting some benefit, but the true potential is largely unmet. Why? The reasons are multifold, but generally fall into the following major categories:

  • Lack of participation – There are enough barriers to adoption that participation in social technologies in many companies is still very low. Low participation greatly reduces the value of social and creates a downward spiral: if there is insufficient participation, newcomers cannot find what they are looking for and leave to never return.
  • Inefficient utilization – You can have participation, but the tools used can be the wrong ones or not very good at facilitating collaboration, which makes participants have to put forth more effort than necessary to get their work done.
  • Ineffective collaboration – People can participate and collaborate in social, but all their energies can still end up not effectively contributing to the achievement of business objectives. This happens because the connection between collaboration efforts and business objectives is too tenuous.

Obviously, these reasons are interconnected; if the tools are inefficient, or the collaboration ineffective, the social efforts will eventually falter or at least not gain traction, which can result in a vicious circle of low participation leading to ineffective collaboration leading to benefits not being realized leading back to low participation.

WHAT HAVE OTHERS TRIED?

You must understand your software vendors’ heritage and maturity to ensure it aligns with your long term social-enabled application strategy. The approaches vendors are taking range from emphasizing the out and out replacement of system of record talent management systems in favor of pure play social technologies to traditional system of record vendors cobbling together existing applications with social technologies in an attempt to “modernize” for the new way of getting work done: 

  • Point solutions with embedded social tools in their talent management offering.

    • Pros: Closely connects social to a particular task. Normally applicable for a division or group at a large enterprise where there is no long-term talent strategy.

    • Cons: Pure systems of engagement solutions don’t correlate talent metrics to business outcomes. More often than not they just introduce another social technology to the enterprise that will not be used. Why? The discussions on the network are still isolated interactions that don’t add ongoing value to the enterprise. They invest a lot in extending specific functions to incorporate social organically, but the silos that were supposed to be broken down by social often still remains.

  • Best of breed and application suite vendors partnering and integrating with 3rd party social platform provide.

    • Pros: Addresses the system of engagement silo issue by connecting the various parts of the suite and/or point solutions to one social platform.

    • Cons: Integration between the applications and the platform is lightweight and often limited to having to retrofit the application or create adapters that allow people on the network to “follow” various business objects in the system of record. Ongoing, there is always the issue of keeping everybody in sync as the platform advances in one direction while the different app vendors move in another.

  • Application vendors acquiring a 3rd party social platform.

    • Pros: Addresses the coordination, prioritization, and resulting lightweight integration issue by investing in the deeper integration of the applications into the platform. The theory is that by being part of the same company, there should be fewer issues with coordination and prioritization.

    • Cons: While there might be fewer issues, since the applications and social platform started from different points, it will take time and several iterations to work out the differences in design models before the promise is fulfilled.

ORACLE’S APPROACH: PROVIDE THE BEST OF BOTH WORLDS

To truly obtain the best of both worlds, of social-enabled applications fully integrated on a social platform, Oracle has designed its applications from the beginning to be social as well as provided a social platform that supports the unique and demanding needs of enterprise collaboration.

Oracle’s suite solution on top of native social offers customers the greatest capability in bringing the power of social into HCM. By being part of the enterprise platform “fabric”, social is woven throughout all business processes, not just HCM. Furthermore, and most overlooked by the competition, even those interactions that might not be directly part of a business process are still implicitly linked to a business context and therefore can continue to add ongoing value to the enterprise long after the interactions are done. A prime example is that by analyzing the interactions on the Oracle Social Network around say, an area of expertise, that analysis can be used to enhance the system of record to reflect which individuals exhibit that expertise. This analysis could likewise be used for competencies, customer knowledge, thought leadership, etc.

In addition, the enhanced capabilities of the Oracle Social Network compared to other vendor social platforms greatly amplify the benefit of Oracle Social HCM. For instance, the intrinsic use of Conversations rather than forcing all updates and discussions into one Activity Stream greatly reduces the “information overload” or “noise” problems that plague enterprise social network users and negatively impact their productivity. These Conversations also serve as a perfect focal point for the business object or process context around which collaboration occurs.

All the various vendor approaches are inherently faced with the challenges of heterogeneous social tool environments – what to do if multiple social networks are in use in the enterprise. However, by having a suite solution on top of a native social platform, Oracle can focus on extending that platform to create interoperability with other social tools. For instance, Oracle’s OSN can address customer needs around Sharepoint integration and the entire Oracle application suite benefits from this.

Next up: Part 2 describes Oracle’s Social HCM Cloud solution in more detail and how it addresses the challenges customers face and helps them better leverage the opportunities in bringing social into the workplace.

Tuesday Mar 26, 2013

Customers and Partners Join Oracle’s PeopleSoft 9.2 Early Success Program

Oracle Displays Commitment to PeopleSoft by Empowering Customers and Partners with Early Access to Upcoming Release

Underscoring its commitment to help Oracle’s PeopleSoft customers and partners accelerate upgrades and new implementations, Oracle has announced the Oracle’s PeopleSoft 9.2 Early Success Program. With an innovative new user experience, expanded product functionality and enhanced lifecycle management, PeopleSoft 9.2 enables organizations to drive user adoption and value while reducing total cost of ownership.

Beginning in January of this year, Early Success Program customers and partners have received access to PeopleSoft software for human capital management (HCM), finance, procurement and supply chain management (SCM) before general availability to support their planned 2013 implementations of PeopleSoft 9.2.

Crossing industries and geographies, the first wave of customer participants include: AARP, Caterpillar Inc., Franklin Templeton Investments, Washington University in St. Louis, Westfield and Verizon. More than fifteen customers have received early versions of PeopleSoft 9.2 prior to general availability.

For more details, see the full press release 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

Tuesday Feb 12, 2013

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.

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.

Monday Oct 22, 2012

Webcast - C-level Perspectives on How HR Can Take on a Bigger Role in Strategic Planning

The Economist Intelligence Unit (EIU), on behalf of IBM and Oracle, recently surveyed a number of C-level executives in North America and Western Europe to understand how HR can take on a bigger role in driving growth. The resulting reports highlight the actions senior HR leaders can take to place themselves at the heart of the debate on a company's strategic direction.

In this session, IBM and Oracle HCM specialists will review the findings of the EIU research reports and provide guidance on how technology innovation can help to align talent strategies with long term business goals.


Participants will gain an understanding of the following:

  • Results of the Economist Intelligence Unit study around "Executive Perceptions of the HR Function"
  • Differences in perspective between CEOs and CFOs
  • Identify how the HR professional can take a bigger role in driving business growth

Join us on Thursday, October 25 for a live webcast.

Speakers:
Gina Wells

Global Oracle HCM Leader
IBM Global Business Services

Michelle Newell
Senior Director, HCM Applications Marketing
Oracle

Register Here For the Webcast on Thursday, October 25.

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

Monday Sep 17, 2012

Summary of TaleoWorld 2012

Taleo World resulted in lively, positive conversation on social media, with 1,595 references on Twitter. Conversation was driven by users live-tweeting about the keynotes, product sessions/demos and customers. The Wednesday morning keynote resulted in a spike, and users responded positively to executive’s view on HCM and the innovative Oracle-Taleo product roadmap.  

This is a recap of the Twitter feed conversations highlighting top tweets and photos, as well as supporting materials, including the resulting coverage.  Please read The Taleo World Storify and click here

Five unique articles appeared on Taleo World. The Ventana Research blog and InformationWeek wrote in-depth articles focusing on Mark Hurd’s presentation, product strategy, and demonstrations of Oracle Taleo Cloud Service Feature Pack 12B and Oracle Fusion Tap, overall stressing Oracle’s commitment to customers and product development.

To view the full-text of all articles , please click below on the articles' name.

Oracle Presents a Taleo Future for Human Capital Management - Ventana Research blog

Innovation as a Choice - Steve Boese's HR Technology blog

Oracle Touts Taleo As HCM Heats Up - InformationWeek

With 43% of the Current Workforce Retiring In 10 Years, What’s A CEO To Do? - HireVue Digital Distortion blog 

What’s Your Recruitment Metrics Story? - SmashFly Recruitment Marketing Technology blog

Oracle Honors Hitachi Data Systems with 2012 Taleo Customer Innovation Award

High-Tech Leader Recognized at Taleo World for its Strategic Initiative Aligning Talent, Performance and Revenues

Oracle awarded the 2012 Taleo Customer Innovation Award to    Hitachi Data Systems (HDS), a wholly owned subsidiary of Hitachi, Ltd., for transforming performance management within its global sales organization with Oracle Taleo talent management solutions.
The Taleo Innovation Awards honor and recognize Oracle Taleo customers that advance talent management initiatives using innovation, leadership and best practices.
Oracle honored HDS along with finalists National Heritage Academies and CACI at a ceremony held September 13 at Taleo World in Chicago. Josh Bersin, President and
CEO of Bersin & Associates, was the emcee for the ceremony.
The honorees were selected from dozens of global submissions by a panel of influential industry analysts with expertise in talent management.
To view the full story and press release, click here.

Thursday Sep 13, 2012

Oracle Touts Taleo As HCM Heats Up (Information Week)

At Taleo World, Oracle shares its roadmap for human capital management (HCM) software, an increasingly hot area that rivals Salesforce.com, IBM, and SAP all would like to dominate.   Read more in the Information Week article published here: http://www.informationweek.com/software/enterprise-applications/oracle-touts-taleo-as-hcm-heats-up/240007273

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

Wednesday Sep 12, 2012

Oracle President Mark Hurd Highlights How Data-driven HR Decisions Help Maximize Business Performance

HR Intelligence Can Help Companies Win the Race for Talent

Today during a keynote 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.

He highlighted that talent management is one of the top three focus areas for CEOs, and explained how HR intelligence can help drive decisions to meet business objectives. Hurd urged HR leaders to use data to make fact-based decisions about hiring, talent management and succession to drive strategic growth.

To win the race for talent, Hurd explained that organizations need powerful technology that provides fact-based valuable insight that is needed to proactively manage talent, drive strategic initiatives that promote innovation, and enhance business performance.

To view the full story and press release, click here.

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Oracle is the Human Capital Management solution of choice for more than 13,500 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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