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Message from the President: Happy New Year from OHUG
Hello OHUG members!
Happy New Year! I hope you and yours had a wonderful holiday season and that 2016 brings you much joy, satisfaction and success!
It's always exciting to begin a new year, but it's especially thrilling for OHUG after a wildly successful 2015. Last year, we saw more than 1,500 attendees at our annual conference where we offered over 150 sessions; we migrated 27 KX SIGs and RUGs with 2,000 members in 30 days; and we even refreshed our website.
OHUG, along with our 14,000 members, including 4,000-plus companies, is going to do big things in 2016 as well. Stick with us this year for more webinars, SIG/RUG meetings and, of course, our big conference in June.
For now, enjoy this issue of the e-newsletter. I'll see you around!
—Douglas Reed, OHUG President
Headlines
News from OHUG
Is New Orleans Ready for OHUG?
It's 2016, which means it's the year OHUG takes over New Orleans for our annual conference!
The OHUG 2016 Global Conference offers opportunities for you and your business to grow, including networking opportunities, technical demonstrations and expert Oracle HCM sessions.
We look forward to seeing you in New Orleans on June 6-9. Check for updates on the OHUG website and follow us using #OHUG2016.
Register now.
Upcoming Webinar: Performance Review Data Capture
Date: Thursday, Jan. 21
Time: 1 p.m. ET
Speaker: Andrew Gooch, More4Apps
Is your HCM performance review information up-to-date? Or does the length of time it takes to enter the data encourage procrastination?
Are you capturing this information in your HCM system to allow management to easily monitor employee progression? Want to learn how to get around these pain points?
Learn more and register for the online demonstration.
What Solution Providers Do You Want to See at OHUG 2016?
OHUG's partner alliance team is busy planning the Solution Center for the OHUG 2016 Global Conference. As Oracle HCM users on the front lines, we welcome your suggestions on what solutions you would like to see represented at the event or what solutions you've had success working with.
Please reach out to astrombeck@ohug.org or ahaigh@ohug.org to provide suggestions and feedback.
Click here for more information on the OHUG 2016 Partner Program.
Industry News
Employee Performance Management Software to Loom in 2016
SearchFinancialApplications (12/24/15) Ring, Dan
Analysts expect several trends to dominate human capital management software in 2016, with more users migrating core functions to the cloud and mulling a unified suite that includes specialized processes such as talent management. Analysts concurred the emergence of new kinds of employee performance software will be a major trend. "What we see happening is more companies moving away from periodic performance reviews toward continuous performance management," noted Forrester Research analyst Paul Hamerman. Overall, he said new performance management systems will entail recurrent coaching by managers and more repeated measurement of progress on specific goals and business outcomes. Hamerman also predicted the percentage of core systems currently deployed in the cloud will climb from about 25 percent now to 50 percent over the next three years. Deloitte analyst Erica Volini pointed to the advent of new technological avenues for employee engagement, reporting "we're going to transition from a system of record to a system of engagement." She cited new or enhanced systems from Oracle and others as crucial, partly by virtue of their ability to build employee engagement and link learning to performance management and career development. Nucleus Research analyst Brent Skinner projected the continued evolution of user interfaces at work to support a more social media feed-like look and feel, with Oracle a good example of vendors incorporating social media within interfaces.
Are Employers Missing the Full Potential of Digital Learning?
CIPD (UK) (01/11/16) Burt, Emily
In an interview, Oracle Human Capital Management (HCM) Strategy Director Andy Campbell discussed how HR managers can deploy digital learning tools to maximize the use of anytime-anywhere mobile accessibility. He stressed the need to deliver digital learning in small, accessible segments, "like short bursts of interactive learning through mediums like YouTube — which are congruent with work. Managers can help by choosing which tools will work best for their employees." Campbell said digital learning tools are not being more widely adopted by managers because they are often of the mindset that online learning is a less expensive way to provide training, "so they don't go the extra mile to make it creative or engaging." In terms of coming trends in digital learning, Campbell predicted a transition to more conversational learning and networking. "I think employers that take a whole-network, or holistic, approach to learning will become mainstream," he said. Campbell noted HR can help encourage the use of digital learning by line managers by considering how employee engagement can be best served using digital tools and then sending that message out on a broader basis. He did not discount the value of digital apps that promote health and well-being, and said future HR leaders could encourage use of such apps by "enabling employees to manage their own well-being."
3 Things Shaping the Future of HR
Talent Management (01/08/16) Samuels, Elyse
Job churn has risen enormously as employees are less desirous of staying with a single employer for more than a few years, while employers also are evolving continuously as they seek new talent and skills to add to their workforces. Many experts said this paradigm shift is one of numerous factors leading to a waning of old human resources behaviors, practices and policies. New HR perspectives are likely to have the most impact in several areas, including a new focus on culture, as talent management assumes a more prominent role. To build a solid culture, “you have to create the opportunities for people to observe and then to learn and practice,” said consultant Ann Rhoades. “They [employees] have to be given the opportunity to make mistakes.” Meanwhile, the coming inversion of traditional notions of HR behooves leaders to “prepare themselves and their HR organizations to have HR leading change, not reacting to it; to have HR educating leaders, not just responding to what leaders want; and to consider that in the future world, expertise when it comes to talent and organizations may be more pivotal to success than traditional areas of expertise such as finance, operations, engineering and marketing,” according to University of Southern California Professor John Boudreau. A third trend is the growing focus on people from the organization's leading strategy-setters. “You'll see more HR practitioners learning more about organizational effectiveness and culture and people because that's what makes a difference in the organization,” predicted Coeur Mining's Keagan Kerr.
SHRM Panel Unveils 2016 Trends in Technology
SHRM Online (01/05/16) Wright, Aliah D.
Leading technology trends human resources managers will contend with in the year ahead include better-training employees, achieving technology compliance, developing talent insights and improving social media communications, according to the Society for Human Resource Management's Technology and HR Management Special Expertise Panel. Current challenges include maximizing social media's value in recruitment and managing employees' behavior on these platforms, noted Synergy HomeCare's Sybil Romley. The panel observed social media tools enhance how HR communicates and shares information with applicants and employees, and predicted more people will be obtaining certification, widening the pool of job candidates. Vendor consolidation is another anticipated trend, while company culture and industry will determine whether the spread of telecommuting will continue. The panel also said more effort is being applied to proactively defending against cyberthreats, noting the "creation of security systems and improved processes for onboarding will shape and control how we give new employees access to the tools they need and enable them to do their jobs when they walk in the door." Meanwhile, wearable technology and Bring Your Own Device technology could complicate security and overtime policies if proposed changes to the latter regulations are enacted, according to Romley. The panel also agreed employee engagement will continue to challenge HR due to employees' shortened tenure. Other major foreseen trends include an explosion of independent contractors brought on by personal online branding.
Investments in HR Technology Focused on Improving User Experience and Business Alignment
HR.BLR.com (12/31/15)
Human resources organizations continue to transition management systems to the cloud as they seek to improve user experience and more closely align with the business, according to Information Services Group's (ISG) second annual survey. The poll estimated more than 70 percent of respondents have already deployed or will deploy an HR Software-as-a-Service (SaaS) platform in the next two years. In addition, 34 percent of midsized respondents said they mainly use an SaaS-based model, versus 17 percent of larger organizations. A hybrid model using both SaaS and legacy on-premises HR management systems is a more likely candidate to be implemented by larger firms. The survey found the dominant reasons for such a shift include the desire to support an improved user experience similar to what employees expect as consumers, access to ongoing innovation and best practices and better integration of data and applications. ISG also found twice as many larger enterprises have invested in analytics as smaller firms, with more than 50 percent of the surveyed organizations deeming predictive analytics a necessity. Also prioritized by about 50 percent of the respondents were mobile access and social capabilities. ISG's Debora Card cautioned against enterprises being dazzled by "shiny, new HR technology for technology's sake alone," and said the true benefits of such solutions "are realized only by enterprises that carefully redesign processes to work smarter with new technology, rethink HR roles and skillsets, evaluate service delivery models and plan for the impact these changes will have on those who use HR information — employees, management and the HR organization itself."
Why HR Management Will Become the Hottest Ticket in the C-Suite
LinkedIn Pulse (12/05/15) Iniguez, Santiago
Human resources' future lies in the cultivation of the people who comprise an organization, a job directly tied into training and education, according to IE Business School Dean Santiago Iniguez. "Identifying talent, boosting strengths and inculcating the skills and virtues of management, evaluating progress and adjudicating salaries and other payments that take into account these factors: this will be what human resources heads will be focusing on in the coming years," he predicted. "And ... this will mean carrying out specific activities quite different to those they currently are responsible for, along with the appearance of new institutions specializing in management education." Iniguez identified various trends, the consolidation of which will shape organizational management in the coming years. Those trends include diversification of activities related to the management of people and of the departments in question, and increased recognition of HR management's importance to the enterprise. The growing linkage of HR to corporate strategy will be another influential trend, along with the increased use of information and communications technologies in managing HR and other people-related processes. Iniguez also cited the advent of executive education programs and internal and external training, diversity and inclusion management, the CEO's expanding role in people management and technology/HR management integration as vital trends.
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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