Monday Jun 13, 2016

Lots of Excitement at OHUG 2016

Last week 1,500 customers gathered at the Hyatt Regency in New Orleans for the annual Oracle HCM User Group (OHUG) conference.  New Orleans was a fun venue and great alternative to OHUG's usual host location - Las Vegas.  The OHUG Board and events committee did a fantastic job setting up a conference environment that was collaborative and hospitable.  Our PeopleSoft Product Management team was onsite in full force and had the opportunity to lead 10 sessions on a variety of HCM topics as mentioned in our previous blog.  We also had about 30 insightful, sit down conversations with customers to help them maximize their investment in PeopleSoft, troubleshoot areas of concern or unfamiliarity, and develop a strategy around self service and application maintenance moving forward.  Some of the customers we had conversations with include Aurora Health, United Airlines, Wells Fargo, Houston Methodist, Jack Henry, Red Lobster, Sandia National Labs, BCBS of Michigan, COX Enterprises, Entergy, Boeing, CBRE, among others.

There are three, clear main takeaways from OHUG this year:

  • Despite market momentum around cloud-based solutions, there is still a lot of excitement around customers leveraging PeopleSoft as their core HCM applications
  • Customers are eagerly preparing to deploy Fluid capabilities to their workforce or even extend their current Fluid deployment in other areas of self service
  • Customers are actively working on establishing a maintenance policy and process that is more incremental, while proactively adopting new features we deliver with as little customizations as possible

Russell Broom and Robbin Velayedam hosted a standing room only session focused on how to get started with Fluid.  It was clear from the individual conversations and level of participation that customers are actively looking to deploy Fluid to their workforce as their next phase for maximizing value with PeopleSoft.  Areas around Core HR, Time & Labor, and Payroll appear to be the biggest drivers for deploying Fluid self service, but customers are excited to selectively adopt more Fluid capabilities as we deliver them through product images in the future.  


All but two customers in attendance for our two roadmap sessions were on 9.2.  Some were on image 15, most were on image 9 or later.  It is unprecedented in PeopleSoft history where the majority of customers are on the same release as the Oracle applications Development team.

Customers talked about managing a three-pronged approach to implementing a Selective Adoption strategy with their PeopleSoft environment:  

  • Stay current on PeopleTools - many customers were already on or about to deploy 8.55
  • Get current on the latest HCM application image at least once every 12 - 18 months with the help of Lifecycle Management tools like PeopleSoft Test Framework
  • Get connected with PeopleSoft focus groups and the latest images to adopt new features in their environments faster

During the conference Oracle announced the general availability of the Affordable Care Act Corrections process for 9.2 customers, which rounds out the complete delivered ACA solution for PeopleSoft customers on multiple releases.  We appreciate all the positive feedback provided by customers as they successfully transmitted their ACA files to the IRS and look forward to this upcoming filing season, when we expect customers to switch from their outsourced solution to using PeopleSoft to manage their ACA filings.

Thank you to all the customers, partners, and OHUG members who supported the PeopleSoft track at OHUG 2016.

If you missed OHUG this year, you have other opportunities to catch up on all things PeopleSoft.  For instance, some PeopleSoft HCM team members are in San Antonio this week to meet with customers at the annual Healthcare Industry User Group (HIUG) conference.  Additionally, many team members will be at the Quest Reconnect PeopleSoft conference in Chicago the week of July 18th.  And of course there is Oracle Open World the week of September 18th.  Hope to see you at an upcoming event soon.

To learn how you can get more involved with our focus groups or conference/events, reach out to robbin.velayedam@oracle.com.

Follow the PeopleSoft HCM Product Management team on Twitter @PeopleSoftHCM

www.peoplesoftinfo.com

#PeopleSoftOHUG 

#PeopleSoftHIUG

Sunday Aug 21, 2011

Achieving your Desired Business Results with an Integrated Learning Management Strategy

Do you have a Learning Strategy that is integrated with your overall Talent Management strategy and is creating the business results that you expect?

Creating an effective Learning Strategy can be a daunting task. Research has shown that a Learning Strategy needs to be integrated with a comprehensive Talent Management strategy to have a positive impact to an organization’s business outcomes. More importantly, the overall Talent Management Strategy must be tied to measurable, meaningful business results.

Many organizations today have a Learning Strategy focused on providing some basic courses to meet the skills gaps of their workforce and staying in compliance. While this approach does meet the basic learning needs of an organization, it does not drive true business results. Here are a few steps that can help you create an effective Learning Strategy.

First, identify the issues that you want to address with your overall Talent Strategy. Are you having trouble finding candidates to fill your open positions? Do you have a strong pipeline of leaders? Has your employee engagement and productivity decreased? Focus on the most important issues impacting your organization.

Second, determine the key people needed to come to the table and define the business outcomes you are seeking to attain. These business owners should include and expand beyond the HR and Learning organizations. An October, 2010 Learning & Development study written by Mollie Lombardi of the Aberdeen Group states: “The top capability cited overall by 65% of all companies was visible senior leadership support for learning and development efforts. While direct managers are held accountable for development, senior leaders must make a visible effort to promote the importance of learning within the organization.”

Now that you have the right people involved, work together to define what your desired business results are and how those results can be measured objectively using business data to evaluate the effectiveness of the strategy. Be sure to focus on long-term goals to ensure the true success of your efforts.

Once your business outcomes and measurements are in place, evaluate the tools and programs that you can use to help meet those results. Do you need to create new or different Performance Goals across the organization? Are there new recruiting strategies that need to be put in place? How can you effectively utilize new learning opportunities to achieve your desired outcomes? Be innovative and use tools and programs that will engage, incent, and reward your employees.

Now for the fun part – the execution. Since you have included the key business owners needed to sponsor your strategy across the organization earlier in the process, it is time to get it started. Implement your new strategy with the support of your leadership team. The execution can be done in phases or all at once based on your business needs and the programs and tools you are using. Monitor the results of your strategy using your pre-defined goals and outcomes, both short-term and long-term. Adjust the strategy as needed to ensure that it has the greatest positive impact possible.

And finally – communicate your results. Be sure to let your key business owners know the results of your efforts, supported by real data, on an ongoing basis. Using the pre-defined measurements developed with these key stakeholders, you can effectively demonstrate the correlation between your Talent and Learning Strategy and the desired business results.

About

This blog is dedicated to topics focused on PeopleSoft Applications, including Human Capital Management, Financials, Enterprise Service Automation, Asset Lifecycle Management, Procurement, Supply Chain and Customer Relationship Management.

For information about legislative updates to our PeopleSoft Applications see the PeopleSoft Legislative Updates Blog.

For information about PeopleTools see the PeopleSoft Technology Blog.

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