Authored by: Mitchell Palski, Fusion Middlware Specialist
The employee experience of your organization is more transparent than ever. If Public Sector agencies are expected to compete with Commercial employers, they have to make strong first impressions on their new-hires. By improving the employee’s initial experience, your Human Resources department can have an immediate influence on employee productivity and retention.
What do employees care about?
I wrote a blog post back in April 2016 called “Recruit Millennials with Innovative Oracle Cloud Projects” highlighting the fact that the younger generations of the American workforce are attracted to innovative projects that give them the chance to get visibility for their achievements. In a 2015 NY Times article, Swarthmore Professor Barry Schwartz writes:
More so than commercial industries, the social impact of a Government job has to be evident and visible in the outcomes of every day responsibility. The perennial value of our work is that it supposed to be a dedication to the citizen. The more often your employees are reminded of the imperishable effects they are having on your organization’s beneficiaries, the more motivated they will be to succeed.
There is an important accompaniment to “visibility”, which is of course recognition and reward. Tony Scwartz – Chief Executive of The Energy Project – worked with The Harvard Business Review to conduct a study of +20,000 employees across the globe to inspect which components contribute to a retentive workplace (among other things:
“Feeling treated with respect made employees feel 55 percent more engaged and 110 percent more likely to stay at the company. Employees who felt the most recognized and appreciated were 100 percent more likely to stay with their organizations.”
Think about how you manage your employees today – as “Human Capital”. Sounds more like an allocation of your investment portfolio than an actual person, doesn’t it? Well, it goes two ways. You are invested in your employees and they are invested in you. In this article, I hope to expose some technology-driven strategies to strengthen and lengthen these integral connections.
What can we do?
Oracle HCM is a wonderful foundation for managing the business of managing your people and has a wealth of data that can be extremely helpful in structuring innovative programs for employees.
How do we do it?
Oracle’s Platform as a Service (PaaS) is a comprehensive, integrated portfolio of platform services that allow your organization to innovate new services faster and more productively at a lower cost. Using the Oracle PaaS services, technical users can create extensions of Oracle HCM.
Take a look through the documentation and you will see how Oracle’s Fusion Applications are built with the purpose of being extended into your greater Enterprise. Oracle PaaS is making the development of application extensions increasingly easier, so it’s actually more important to understand the functional components of HCM than to have a highly technical staff. Platform tools allow your organization to focus on the processes, rules, and data model that you’ve constructed in your HCM system, rather than the technical underpinnings that will ultimately be relied on by your new services.
A) Leverage that REST API orB) Transform that REST API into a SOAP service to be consumed by other applications
In cases like these, you can use the REST API to start developing right away: