Hopping around HCM customer sessions at Oracle MBX last week was fascinating. Unlike in prior years, almost all the sessions I attended were post-mortems on customers’ cloud migrations, and I think it was therapeutic for everyone involved. There were laughs, shared memories of team triumphs, and a sense of pride. Upgrading your back office to the cloud is a real transformation, and each of the customers learned a lot during the process.
Here are 5 takeaways from my time attending the HCM track in Las Vegas:
1. Bring human resources into the cloud with finance
Both Penn National Insurance and Veterinary Health Group moved to Oracle HCM Cloud and Oracle ERP Cloud together. They were convinced by the benefits of a common chart of accounts, one general ledger mapping, and one source of truth for employee data. The organization found it helpful to have stakeholders from the HR and finance team involved in each other’s implementations—especially when it came to analytics. Surprisingly, Veterinary Health Group found that HR was generating significantly more reports than finance because they needed more views of the data.
2. Create a culture of the possible
Constant communication and education are critical to successful adoption of cloud technologies. Without proper communication and change management, people may be reluctant to support the hard work that goes into an implementation. Make sure the back office teams, for example payroll managers, understand the reasons for the decisions and trade-offs made during configuration. Once your extended team is onboard, they can then help amplify the message of what the cloud makes possible to the rest of your organization.
3. Rely on best-practice business processes
Avoid costly customizations and use best-practice processes wherever possible. Oracle Cloud offers modern best-practice business processes out of the box. Exelon, a Fortune 100 oil and gas company, spent time learning the ins and outs of standard payroll flows, so that the team would be prepared if anything went wrong. They reaped the benefits of their strategy with a successful launch of payroll last year.
4. People are talking about Oracle Recruiting Cloud (ORC)
Most of the customer sessions I attended shared that they were evaluating ORC as part of their plans. Oracle’s AI-led recruiting solution was also a huge draw on the exhibit hall floor (I had to squeeze in to get a look at the demo). The extremely easy-to-use talent acquisition capabilities as part of a single solution with Oracle HCM Cloud are a real advantage for recruiters in this tight hiring market. Candidates don’t need to log in, and the responsive mobile experience is seamless, both of which got positive reactions.
5. HR is turning to cloud to deliver on commitments to senior leaders
Whether it is bringing together disparate businesses post-merger or bringing a one-hundred-year-old insurance company into the digital age, HR leaders across Oracle MBX shared their desire to deliver on business promises. Penn National Insurance needed to bring in millennials and build up the talent pipeline without hurting their healthy 83% employee engagement score, and they used the rapid pace of change in this era of digital transformation as a reason to innovate. National Oilwell Varco, on the other hand, needed to optimize operations during a downturn in the oil and gas industry. The cloud offers the opportunity to reimagine your business for the next decade and beyond.
To hear more about what happened at Oracle MBX last week, check out the keynotes here: https://takeonedigital.com/oracle/MBX.html.