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Join OHUG this June in The Big Easy!
It will be a conference like no other, in a place like no other.
The OHUG 2016 Global Conference is June 6-9, 2016, at the Hyatt Regency in New Orleans. Mark your calendars for the opportunity to build long-lasting business relationships while delving into Oracle's valuable product lines. Featuring:
- More than 150 educational sessions
- Innovative products and services by over 60 partners in our Product Solutions Center
- An inspirational keynote by best-selling author and journalist Lee Woodruff
- Interactive Product Spotlights
- Valuable Keynote and Roadmap Sessions presented by Oracle
- And much more!
The Hyatt Regency is centrally located for you to enjoy the charm and culture of New Orleans. So don't delay! Register before April 18 to save.
Headlines
News from OHUG
Kathleen McCann Appointed CEO of OHUG
For the past three and a half years, this organization has seen a great deal of growth and change. These include: growing the annual conference year-over-year, providing tailored year round education and learning, creating a virtual community platform for networking and information sharing, integrating the Taleo community and providing a one-stop experience for everything Oracle HCM. These advancements reflect valuable contributions from many dedicated members of the OHUG community: the board of directors, volunteer leaders, solution partners, industry experts and Oracle. We are proud of where we are, and grateful for the time and effort expended by so many people.
Continuing this evolution, we are very pleased to announce the appointment of Kathleen McCann as CEO of OHUG, effective immediately. This planned transition follows months of planning and knowledge transfer from Brian Langerman. Kathleen assumes all accountabilities previously held by Brian, who will remain connected to OHUG in a strategic advisory role. Kathleen is a seasoned executive and joins OHUG from the American Academy of Sleep Medicine where she was responsible for operational and strategic initiatives for the organization. We are thrilled with Kathleen's proven leadership skills, and look forward to the impact she will make on OHUG.
We want to thank you for your continued commitment and all that you do to deliver on the OHUG brand promise: to help fellow members and Oracle customers maximize their HCM solutions. Please join us in welcoming Kathleen to OHUG!
Sincerely,
Doug Reed, President, OHUG
Ann Hansen, Executive VP, OHUG
Brian Langerman, Strategic Adviser, OHUG
Save $200 on Oracle HCM World
Use code OHUG200 when registering for Oracle HCM World before April 4 and receive $200 off!
Held April 5-7, 2016, in Chicago, Oracle HCM World is where human resources, talent management, and business leaders come together to hear from industry influencers, share best practices, and learn how forward-thinking organizations are employing modern HR to transform their organizations.
Register now.
Human Resources Transformation Enabled in the Cloud, According to PwC's Annual HR Technology Survey
It's no surprise that more and more companies are moving their HR applications to the cloud to boost innovation, increase flexibility and control costs. In fact, more than two-thirds of organizations have at least some human resource applications in the cloud, and a similar number use mobile HR applications, according to the recently released Annual HR Technology Survey by PwC US, in conjunction with Oxford Economics.
The survey examines executives' use of and experiences with HR technology and how the cloud is enabling HR transformation. The data and analysis provides global strategic insight into the most important issues facing today's human resource technology leaders.
Click here to view the full report.
Oracle Data Integration Experts, Log10 Solutions, Changes Company Name to Modulus Data
As software systems and applications drive more operational processes within enterprise businesses, a new pain point has emerged: data integration.
Log10 Solutions was created in 2013 by Taleo specialists and Oracle data integration experts to help global businesses share and consolidate data automatically between different applications and platforms. Now, after three years of successful integration projects for some of the largest financial, tech and consumer companies in the world, Log10 Solutions is changing its name to Modulus Data and further focusing the company's mission around the tagline: Everything Connects.
"We wanted a name that more clearly conveys what we do for our clients," said co-founding partner Yan Courtois. "'Modulus' reflects our smart, custom solutions and 'data' signals what we manage every day.”
Co-founding partner Romain Guay revealed how client interviews spurred the name change. "Our clients were kind enough to tell us, 'you have the most expertise with Taleo data integration in the HR space, but your Log10 Solutions name makes you sound like lumberjacks.' We're good listeners and value our clients' feedback, so we took action to rebrand our company."
"We're the same company with the same focus on complex data integration," said co-founding partner Laurent Gauthier. "We believe the new Modulus Data brand name and our new marketing campaign When Experts Connect Data ... will make it easier for enterprise and medium-sized businesses to learn how we can help them."
Modulus Data has a particular expertise in Oracle Taleo integration for Taleo Enterprise and Taleo Business Edition. In fact, the experts at Modulus Data developed Taleo's original integration tools and led Oracle Business Intelligence training for Taleo while at Taleo/Oracle.
Click here for more information and to see the new brand.
INNOVATE16 Presentation Abstract Submission Close March 20, Registration Is Now Open
OHUG is co-sponsoring the third annual, regional joint Oracle user group meeting on Thursday, May 19, 2016, branded INNOVATE16, in partnership with the Oracle (E-Business Suite and Hyperion/EPM/BI) Applications User Groups of New Jersey and Metro New York (OAUGNJ and OAUGNYC), the Northeast PeopleSoft and NY-NJ JD Edwards User Group (NERUG) and the Greater Philadelphia PeopleSoft and JD Edwards User Group (PHRUG).
The call for presentations closes on March 20. Presentations will be selected and educational content will be completed by the end of March. Submit now.
Customers can showcase best practices, lessons learned, and tips and techniques, and help other customers jump-start their system implementations, upgrades and other enhancement projects. One complimentary registration will be awarded per accepted presentation.
Complementary service and solution provider (vendor educational) abstracts will be considered under the INNOVATE16 Exhibit and Sponsor Opportunities program.
Vendor-sponsored, education-focused presentations are subject to planning committee selection and a sponsorship fee. The sponsorship fee will be waived for accepted vendor presentations co-delivered with an Oracle customer.
Register now at the early-bird rate.
Questions should be directed to Event Coordinator Joanne Brennan by email or phone at 617.510.2578.
Oracle Usable Apps Roundup
R10 PAGE: Haven't caught up on the UX highlights in Oracle Applications Cloud Release 10? Not to worry, you can use our new Release 10 page to leverage the latest Oracle technology as a strong selling point.
RAPID DEVELOPMENT KIT (RDK): The Cloud User Experience Rapid Development Kit has just been updated with simplified UI PaaS4SaaS Release 10 code. Use this page on the Usable Apps website to find links to videos about using the RDK, a free ebook with UX design patterns, and more. The Usable Apps blog also has a new post about the updates, PaaS4SaaS Developers' Code Is Always 'On': and OAUX is on OTN and GitHub.
OUAB NEWS: Have you checked in with the Oracle Usability Advisory Board lately? New content has been posted. Stay tuned for an updated schedule and new material from the working group leaders.
ON THE USABLE APPS BLOG: Visit this technology-oriented blog for a new post, CrossFit and Coding: 3 Lessons for Women and Technology.
AT&T DEVELOPERS HACKATHON: Members of the AppsLab, the OAUX emerging technologies team, have posted new content about their trip to Las Vegas for this prestigious hackathon sponsored by AT&T. For more on the conceptual products that got their start there, see these two posts:
And keep reading this month's posts from the AppsLab for insights and educated opinions about emerging technology.
Do You Have Experience with the Affordable Care Act?
OHUG's EBS Compensation and Benefits SIG is hosting a panel on the Affordable Care Act during its meeting at the annual conference in New Orleans. Have you implemented eligibility or reporting requirement for the Affordable Care Act using Oracle EBS or a third party? Do you have any tips or trick you want to share with others? We would like to invite you to join the panel and share your expertise.
Contact Anjula Mittal, co-leader of the EBS Compensation and Benefits SIG.
Industry News
Keep Calm and Analyze On
Profit Magazine (02/16) Vol. 21, No. 1, P. 6 Mellon, Christine
Human resources needs to be open to new ideas and welcome progress when it comes to talent analytics, according to Christine Mellon, Oracle vice president of human capital management transformation and thought leadership. She pointed to a Deloitte report that HR/people analytics are currently "stuck in neutral." "HR professionals are as accountable as their non-HR colleagues for acknowledging necessary shifts in the profession and incorporating new approaches and ideas with enthusiasm," Mellon noted. She said effective utilization of talent analytics can inform and expedite the fulfillment of business strategy via optimal workforce leveraging, and offered three steps for HR pros to make toward analytical HR. The first step Mellon cited is to build a sense of urgency around talent analytics, noting "any organization feels the urgency to know its capabilities, and enterprise leaders must communicate this to the whole HR team." The second step Mellon recommended is to organize and articulate a vision for talent analytics, and the third step involves boosting the HR team's confidence by creating simple correlations. Common examples Mellon listed include performance ratings and retention, compensation increases and retention, quality and source of hire, training scores and performance appraisals, percentage revenue growth and percentage head-count growth and candidate factors and new-hire success.
University Taps Oracle as Best HR Software to Replace Aging System
SearchFinancialApplications (02/26/16) Ring, Dan
Pittsburg State University in Kansas selected an Oracle Applications Cloud system to deliver financials, planning, budgeting and human capital management functions as part of a project to replace its legacy human resources system. "A lot of the HR changes ... are going to be huge," said Pittsburg Budget and HR Service Director Michele Sexton. After an approximately three-year-long search, the university chose Oracle based on several factors, said Pittsburg CIO Angela Neria. She noted Kansas uses Oracle solutions, and the university has a mandate to integrate with several state systems. A second reason Neria cited is Oracle fulfilled all of its basic requirements, supplied good service and offered an economical package. Sexton said the Oracle system will make employees and managers' self-service considerably more robust. "Managers will have more information about their employees — their assignments, their salaries, their attendance [and] their performance reviews," she noted. Sexton also said Oracle onboarding will enable new hires to fill out forms, and to review policies and procedures electronically.
HR App Design Challenge: Appeal to Five Different Generations
Forbes (02/11/16) Ashley, Jeremy
Oracle's user experience (UX) team has gained insights about the utilization of human capital management (HCM) applications to design UX through research, according to Oracle's Jeremy Ashley. He cited a forecast by Oracle's Aylin Uysal that the workforce will consist of five distinct generations of people by 2020, each with their own experiences with and expectations of enterprise applications and their own unique communication and collaboration strategies. Ashley said simplicity is key to coaxing Baby Boomers, Generation X, Generation Y, millennials and Generation Z employees to work on the same HCM apps. "We're designing our Oracle HCM Cloud applications to make it easier for users to enter data quickly," he noted. Ashley also said the apps are being designed for all generations to leverage the newest communication/collaboration features, "so people can easily find the right mentorship and knowledge they need." Meanwhile, he said the UX strategy involves investing in "infolets," which Uysal described as visual and engaging "mini reports in the home experience" to help users know where to concentrate and what to address. "We are pushing consistency across Web and mobile applications, and you can see that in Release 10 of Oracle HCM Cloud," Ashley said. He also noted enterprises can set up and modify the entire experience according to their culture with the addition of extensibility.
It's About Time: Analytics in Human Resources
Training Magazine (02/19/16) Guenole, Nigel
Human resources is still learning how to establish an effective analytics function, and underlying the lack of adoption are several challenges and industry wide obstacles. HR has only of late been staffed by professionals focused on the business impact of HR actions instead of on policy, procedures and people, while budgetary considerations account for the second barrier. There has been a struggle to demonstrate the return on investment on analytics that CEOs expect. Nevertheless, the rate of workforce analytics adoption is expected to ramp up in the near future, partly because analytics technologies have become more affordable to organizations thanks to cloud and software as a service. Moreover, HR's analytics proficiency is growing much faster than any other function. Other departments already have navigated and documented the business-case challenges, so HR can reduce deployment time. In addition, newly emerging professional HR degrees and qualifications focus on analytics, so any historic lack of analytic competence should become non-existent soon. For analytics to be viable, a three-phase framework should be implemented within the first 100 days of the initiative, comprised of articulating the HR function's goals and setting up a governance model; understanding the nature and the quality of HR data; and establishing an internal HR analytics leader.
Lessons Learned from the HR Cloud Coal Face at Standard Life
Diginomica (02/11/16) Milne, Janine
Standard Life People Director Arlene Stokes said the main phase of the deployment of Oracle's Human Capital Management E-Business suite and cloud-based Fusion human resources solution is complete, but the work is far from finished. Stokes noted instead of a complete cloud migration all at once, the firm opted for a hybrid cloud/non-cloud implementation. She said the goal of the main deployment phase was to align people, HR and IT into a single data source and transition to a cloud-based system with no customization. At the phase's conclusion, "we massively de-complicated the IT landscape and automation of HR processes," she said. The result is a single platform for all of Standard Life's people data and processes, and Stokes said the reduction of the number of interfaces, legacy maintenance and HR people added up to enormous savings. Still, she acknowledged embracing the cloud required a major adjustment from the IT department. Stokes described the relationship between HR, Oracle and IT as tripartite, with a heavy reliance on trust. Moreover, she said IT's role within HR has changed because of the Oracle deployment, in that doing numbers is now a job shared by everyone.
What to Consider When Choosing HR Technology
Talent Management (02/24/16) Adamsen, Al
Deciding whether to procure human resources technology as it relates to talent management from veteran vendors or younger, early-stage providers should be based on the metrics, processes and the desired employee experience the purchasing organization wants to support. HR management systems from Oracle and other vendors are not operating systems, but instead are the nexus of interaction and information for employee records, organizational hierarchies and employee and manager self-service. They also can be employed for performance management, learning and development and other talent processes. In enterprises in which leaders consciously generate processes and measures, there will likely be a small number of process-specific software programs, as well as established HR management systems. This setup needs to be welcomed, lauded and leveraged. A future vision of an ecosystem of talent-related technologies spanning the employee life cycle, combined with leaders' desire for data to help them formulate, quantify and manage the organization's talent strategy over time, is challenged by the need to aggregate and analytically stage a massive volume of ubiquitous information. Fortunately, this is not as onerous a burden as it once was.
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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