By Scott Ewart-Oracle on Sep 18, 2013
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.
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.
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.
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’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.