Modern HR in the Cloud Blog

Five Ideas to Navigate the Big Changes in Workforce Management

June 16, 2014 By: Guest Contributor

Originally posted on Profit

In May, Oracle announced the latest release of Oracle Business Intelligence Applications, which includes Oracle Talent Profile Analytics, a new module of Oracle Human Resources Analytics that helps HR and business managers assess talent strengths and build potential leaders by delivering greater insight into job profiles, employee skills and competency levels.

"Oracle Talent Profile Analytics helps managers identify critical skills and assess talent strengths needed to get the right people with the right skills into the right jobs, shaping the organization's competencies and helping develop potential leaders needed to meet the organizations business goals," said Paul Rodwick,vice president of product management, Oracle.

Here, learn more about this announcement, plus hear from other thought leaders about navigating the big changes taking place in workforce management so you can keep your business growing and your talent happy.

"How does the CHRO translate the demands of senior management into an actual revenue-driving plan? It requires creative thinking and a fundamental change in HR activities." -Bertrand Dussert, vice president, HCM Transformation and Thought Leadership for Oracle

"The workplace is becoming increasingly younger, multicultural, and female…. It makes sense to better understand the people who are increasingly a part of your workforce, and how to best lead them and manage them as well." -Executive coach Jane Hyun, author of Flex

"Now, instead of being seen as a perk, a mobile and flexible work style is being more broadly accepted as the optimal way to work?whether that's a home office, a flexible workspace, headquarters, or traveling on business." -Emily Klein, founder of consulting and training business Flextime Global and author of Workshift: Future-Proof Your Organization for the 21st Century

"The Good Jobs Strategy begins with a different philosophy of doing business. And that philosophy is not to see employees as costs to be minimized, but rather see them as engines as growth and profit." -Zeynep Ton, professor of operations management at the MIT Sloan School of Management and the author of The Good Jobs Strategy

"To refocus HR around the employee experience, we need to move beyond transactions to address four important business needs: a talent-centric view of the workforce, tools and policies that encourage collaboration, applications that are engaging and mobile, and the insights that management needs to predict the business impact of HR efforts." -Gretchen Alarcon, vice president, Human Capital Management Strategy, Oracle

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