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Upcoming PeopleSoft Webinars
PeopleSoft- Series 5 - Fluid Candidate Gateway
Date: Aug. 24
Time: noon CT
Speaker: Tammy Boyles, Product Management Director, Oracle
This one-hour session is recommended for functional users who use PeopleSoft Recruiting Solutions 9.2. Learn more about Fluid Candidate Gateway and how to make your applicants mobile.
Register here.
PeopleSoft Series 6 - ELM: New Content Player, Learner Merge and New Employee Mobile User Interface including the learning Catalog
Date: Sept. 15
Time: noon CT
Speaker: Jim Kelley, Oracle
See the latest enhancements being added to ELM designed to improve the end-user experience as well as improve administrative processing. Get a peek into the redesigned employee mobile user interface to see directions in our product and the investments added each quarter.
Register here.
Headlines
News from OHUG
Reporting and Analytics SIG Is Looking for Presenters
The OHUG Reporting and Analytics SIG is looking for presenters for its monthly meetings. The SIG would like to add an additional presentation from the user community each month or every other month. If you are interested in presenting or want more information on the Reporting and Analytics SIG, you can contact the leader, Timothy Orrange.
New PeopleSoft Compensation and Benefits Meeting
As a way to get more information related to the PeopleSoft Compensation and Benefits SIG throughout the year, Jacqueline Averett, the SIG leader, is starting a monthly SIG meeting on the third Thursday of each month.
The first one, OE is Coming - Prep for Annual Enrollment, is Aug. 18 at noon ET. Register here.
If you wish to present or have ideas for future presentations feel free to contact Jacqueline Averett.
Call for Presentations Is Now Open for the Annual New England Joint Oracle User Group Meeting
Oracle HCM customers, employees and service and solution providers are invited to answer the call for presentations for the annual New England joint Oracle user group meeting on Nov. 17 at Gillette Stadium in Foxborough, Massachusetts. OHUG is once again co-sponsoring this popular event with the Greater Boston PeopleSoft and JD Edwards User Group (BUG), the New England Oracle Applications User Group (NEOAUG) and the Northeast Oracle Users Group (NOUG), in partnership with Oracle and its business partners from the complementary service and solution provider community.
An expanded educational program, covering 10 or more tracks, will offer functional and technical deep dive breakout sessions into HCM and other content across PeopleSoft, E-Business Suite and JD Edwards on-premise ERP solutions, in addition to EPM, BI and Oracle Database and technology, general topic and "all things Cloud" sessions.
Consider sharing your functional and/or technical expertise in a 50-minute educational breakout session, either in a classroom setting or a facilitated, interactive roundtable format. Submit one or more presentation abstracts by Oct. 3 via the online Abstract Submission Form for consideration by the planning committee.
Visit the event site for more details and for attendee registration. Questions or requests for additional information may also be directed to Event Coordinator Joanne Brennan by email or phone at 617.510.2578.
The Power of Stay Interviews for Employee Engagement & Retention
Date: Sept. 20
Time: noon CT
Presented by: OpenSesame
Speaker: Dick Finnegan, CEO, C-Suite Analytics
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better just by asking how they can help? The answer is yes, and research tells us stay interviews drive turnover down 20 percent and also improve employee engagement.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys because stay interviews are conducted one-on-one, put managers in the solution seat and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans and forecasting how long each employee will stay.
Learn more and register.
The Future of Data Integration: Moving Beyond Taleo Connect Client to Connect Anything with a Bulk API
Date: Sept. 22
Time: noon CT
Presented by: Modulus Data
Speaker: Yan Courtois and Romain Guay, Founding Founders
Taleo Connect Client, Taleo Bulk API and web services were all great technologies that solved significant data integration problems for Taleo, but each technology has limitations.
Discover the next evolution of data integration that goes beyond batch files, allows for near real-time data at any volume and provides for a more elegant user experience.
Revealed at the OHUG New Orleans Conference to applause and accolades, this webinar is an encore presentation from one of the most exciting announcements at the OHUG New Orleans conference in June.
See a live demo and hear the story behind the next generation integration platform that has already been successfully deployed in 50 cases, including by several global Fortune 100 companies.
If you are looking for a way to easily integrate Taleo with Oracle Fusion, Oracle Peoplesoft or any platform with an API, this webinar is for you.
Learn more and register.
Industry News
3 Ways to Be a 'Wildly Successful' CHRO in the Modern World
Human Resources Online (07/20/16) Dewan, Akankasha
Knowing the modern version of human resources is essential to manipulating its dynamics so chief HR officers (CHROs) can be significantly successful, according to experts at the recent Oracle Human Capital Management World Conference 2016. At the conference, Oracle CEO Mark Hurd emphasized the need to put employees first and not underestimate their engagement. "I keep trying to evangelize that HR is not unique to a bunch of HR people — it is the strategy of the company," he said. "As more and more CEOs get this, and as you convince them that engagement drives productivity, and productivity drives performance and performance drives cash flow and earnings — then you get a process that has a chance to enhance your financials." Also recommended was making HR's role more tangible by exploiting the synergies between HR and marketing, in the manner of chief marketing officers. "I think that forward-looking CHROs ... are the ones who really look at their role as really encompassing not just workplace safety but what does the workplace look and feel like," said Oracle HCM Vice President Aaron Green. A third lesson was to practice new strategies, specifically those involving data and analytics, to solidify HR's business impact. "In order to really contribute and be effective, CHROs have to have ... fluency ... with data and they need to be as fluent in data as they are as with people," Green said.
Technology Drives Employee Wellbeing and Engagement at Oracle
Personnel Today (08/04/16) Campbell, Andy
Oracle's employee wellbeing/engagement strategy uses technology to support a unique working environment, according to Oracle Human Capital Management Strategy Director Andy Campbell. "At Oracle, we encourage our employees to become more in tune with their health through regular health checks, combat sedentary behavior with our 'Walk & Talk' scheme and promote overall wellbeing through our recently unveiled mindfulness sessions," he said. Campbell also cited offering flexible working arrangements so employees can work from home when needed. "Before implementing any wellbeing initiative, it is important businesses have systems in place to track the success of these programs via key metrics such as enrollment, participation and employee feedback," he said. "Not only will this make their wellbeing initiatives more engaging, it also allows [human resources] to measure the return on investment of their undertakings, including tenure, staff churn and reductions in days lost to sickness, and highlight these in the boardroom." Campbell pointed to engagement often happening at a personal level, noting some organizations offer each employee a free Fitbit health-tracking device and challenge them to commit to walking 1 million steps annually, with participation tied to qualification for the company's premium health plan. "Programs like these also increase engagement between employer and employee and give HR a positive story to tell when trying to recruit talent, who are increasingly likely to work for a company that differentiates itself with benefits such as these," Campbell said.
KPMG: Cloud Computing Is Revolutionizing the HR Function With New Value for the Bottom Line
CFO Innovation (07/18/16)
Businesses seek to transform human resources with data-based decision-making, cost advantages and new value for the bottom line via cloud computing, but this is a major challenge, according to the 19th annual KPMG 2016 Global HR Transformation Survey of 854 HR executives. “Enterprises plan to spend money on new technology but there's a 'so what' quality to their approach that raises questions about who the winners and losers will be in a game that has high stakes for the future,” noted KPMG's Robert Bolton. He said simply plugging into new technology is not sufficient, because “what's missing is a clear vision for the future of HR and strategic change management that brings the vision to life by integrating people, processes and technology.” The survey found about a quarter of businesses said cloud tech is reinventing HR as a value driver, while 20 percent said HR is becoming more evidence-based via workforce analytics. Bolton said the survey demonstrates many companies are encountering a “fork in the road” as they migrate toward cloud computing, with one path being to deploy the technology as easily and inexpensively as possible, with little if any associated change management. Another, more strategic path involves committing time and resources to revolutionize the HR function and its service-delivery model when implementing the new technology, and companies that did this saw more transformation benefits, especially if they applied a change-management approach to their deployment. ”It's clear that many organizations still need to implement intelligently designed strategies that are crucial in maximizing cloud computing's impact,” said KPMG's Michael DiClaudio.
HR Needs Its Own Digital Strategy
Dataquest (07/14/16) Nair, Ed
Human resources has transformed itself from an administrative to a strategic function with technology, and digital technologies are driving organizations to rethink how HR operates and what business problems they are trying to address. “HR needs its own digital strategy to engage with and improve the productivity of the workforce by incorporating technology that is personalized, connected, insightful, mobile, purposeful, secure, talent-centric, social and agile,” said Oracle India's Pramod Sadarjoshi. He noted key agents of change are confronting HR leaders, including external disruption and volatility, uncertainty, complexity and ambiguity, which are forcing the internal environment to respond in ways that ameliorate all risks and prepare organizations for change. Sadarjoshi said this response demands both a change in mindset and skill sets, with the latter mostly administered by technology. HR also is facing new pressures from millennial employees, and these factors translate into new expectations such as more learnability and talent acquisition, Sadarjoshi noted. He said the primary investment area should be in a modern HR system offering room for innovation in a data-driven, digital-driven and mobility-driven world. The HR function surrounds a robust and integrated HR management system, like an end-to-end cloud-based solution such as Oracle Fusion Human Capital Management. Sadarjoshi said this product can manage tasks such as gender analysis, skills profiling, career planning, geo transfers, learning management, analytics and other value-added HR capabilities.
The Digital World of Work: 6 HR Leaders Share Their Visions and Fears
CMS Wire (08/05/16) Bereziuk, Eugenia
Digital human resources will enable new ways to enhance employee productivity and the efficacy of business processes, but few HR departments are adopting such technologies. LaRosa's HR Executive Director Steve Brown acknowledged "most, if not all, HR resources will be app-based in the near future." HR Tech Week Editor-in-Chief Alexey Mitkin said behind-the-scenes factors must be weighed prior to HR tech adoption, including people's nature to resist change, the rapid development of new HR technologies, the degree of user experience versus complexity of new solutions and the gap between business expectations and HR's actual deliverables. "Since human nature remains the same, we'll need more profound scientific knowledge about people and behavior to make digital technologies more effective," Mitkin said. RecruitingTools.com Editor Jackye Clayton also sees a link between the fear of change and the fear of HR tech, but said adoption is essential to maintaining competitiveness. Meanwhile, Stambaugh Ness' Kristi Weierback said although HR is obligated to embrace change, it is vital that organizations conduct needs analyses before choosing HR tech solutions. HR Tech Advisor's Ward Christman said he sees a need "to ensure there's a solid business case for a given technology in order to make an investment in the first place and employ the change management needed to ensure success for that investment once the business case has been approved."
5 Steps to Managing an HRIS Implementation
Society for Human Resource Management (07/29/16) Wright, Aliah D.
To modernize their human resource information systems (HRIS), HR practitioners must choose technology to help them work through coaching and training managers in employee development, effectively applying workforce analytics, branding and employee engagement, redrafting policies to address the issues of employees both locally and globally and satisfying the changing expectations of baby boomer and millennial employees, according to a new Mercer study. "The view of HR has changed from the how-do-I manage-the-HR-department [view] to this very people-centric view, and it's clouded by the fact that that view is global," said Mercer's Katherine Jones. She cited a five-step process for considering an HRIS upgrade, in which the organization reviews its human capital management processes, ascertains what strategic initiatives it would simultaneously pursue with a new HRIS implementation, determines what technology functions are needed to support those initiatives' underlying processes, works out how the merger of new processes and technology would impact the organization and assesses its effect on the workforce. The leading reasons the Mercer report cited for replacing an HRIS included to have one system of record for HR data, to guarantee reliable reporting for compliance and legal obligations, to standardize HR data across multiple geographies and/or business units and to transition from unreliable legacy systems.
Abstract News © Copyright 2016 INFORMATION, INC.
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Oracle HCM Users Group (OHUG) is an organization devoted exclusively to providing users with valuable insight into Oracle E-Business Suite, Oracle PeopleSoft, Oracle Fusion HCM and Oracle Taleo applications. OHUG provides its members with in-depth training sessions from industry experts, along with the opportunity to share experiences and best practices with colleagues using the same applications.
OHUG also enables users to interface directly with Oracle executives, product managers, and development, gaining knowledge about new functionality directly from the source and ultimately influencing the future direction of the entire Oracle HCM product suite.
OHUG
330 N. Wabash Ave.
Chicago, IL 60611
Phone: 312.321.4095
Email: info@ohug.org
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