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Justify Your OHUG Global Conference Attendance
Do you need to convince your employers on the benefits of attending the OHUG Global Conference? We've got you covered. Download your justification letter to explain why OHUG's annual conference is a great investment for your professional career and your organization. Customize your letter so it is tailored exactly to your work situation to show your employer how important it is for you to be there.
This year's conference will be held June 6-9 at the Hyatt Regency in New Orleans. Register here and get excited!
Headlines
News from OHUG
How to Make Your Taleo Job Requisitions Go Viral
Date: Tuesday, March 1
Time: noon CT
Speaker: Lindsay Stanton, Chief Client Officer, Digi-Me
For the first time in a long time, recruiters are faced with a candidate-driven market. Everyone is competing for top talent, and passive job seekers are golden. There are a couple of strategies that recruiters need to understand and capitalize on in order to attract and compete for today's top talent. These strategies include how to leverage SEO, mobile, social media, referrals and digital job videos. This presentation includes real life case studies from large U.S. companies and Oracle customers.
Register now.
Past OHUG Attendees: Share Your Exhibit Hall Success Story
At OHUG, we love a great story, and we want to hear yours! This year, we are renaming our Exhibit Hall the Product Solutions Center to acknowledge the amazing services and solutions that our partners bring year after year. Did you find a solution to a long-held challenge at a recent OHUG? Did a service provider come to your rescue and make you the hero of your office? We want to tell your story. Contact Meg Eulberg at meulberg@ohug.org or 312.673.4870 and you could be featured in a future issue of the HCM Insider.
Join OHUG at INNOVATE16 on May 19
In partnership with the Oracle 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), OHUG is co-sponsoring INNOVATE16, the third annual regional joint Oracle user group meeting, on Thursday, May 19, at the Teaneck Marriott at Glenpointe in Teaneck, New Jersey.
Enjoy a day of hot topic educational sessions, networking with your HCM peers and access to industry experts. The formal agenda will offer Oracle ERP-specific HCM content, as well as HCM and other content applicable to all Oracle product lines. Discover ways to improve current system and operational performance, with an eye to integrating new technologies.
See what service and solution providers have to offer in the Exhibitor Showcase.
Call for Presentations
The call for presentations is now open! Consider sharing your functional, technical or other key experience and expertise in a 50-minute educational breakout session, either in a classroom setting or a facilitated, interactive roundtable format. Presentation abstracts will be accepted through March 20 and can be submitted via the online Abstract Submission Form.
Customers are invited to showcase best practices, lessons learned, tips and techniques, etc., and help other customers jump-start their system implementations, upgrades and other enhancement projects. In appreciation, one complimentary registration will be awarded per accepted presentation.
Vendor Presentations
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.
Note: The sponsorship fee will be waived for accepted vendor presentations co-delivered with an Oracle customer.
Questions?
Questions and requests for additional information on Exhibit and Sponsorship opportunities, benefits and pricing can be directed to Event Coordinator Joanne Brennan via email at JoanneBrennanTBF@aol.com or by phone at 617.510.2578.
Looking Back at 2015
Asteroids and Amazon Echo won the popularity contest for Oracle Applications User Experience (OAUX) posts in 2015. Oracle studied the stats to see which OAUX posts from across its channels caught readers' attention. Head to the Voice of User Experience (VoX) Blog to see what you might have missed the first time around. The Usable Apps blog also offers a nice retrospective post on smartwatches in 2015, a hot topic the whole year.
Still Thinking About OpenWorld
Profit Online takes a look at the OAUX Exchange, a special event held at Oracle OpenWorld every year, in this new article. In case you missed it, look for a cameo from OAUX Group Vice President Jeremy Ashley in this OpenWorld 2015 video from Oracle executives on cloud applications development. And Lucas Jellema, a friend of the OAUX team from Amis, announced a white paper covering Oracle OpenWorld 2015 that shows how the philosophies of the OAUX team came through in demos shown at the conference. Download the whitepaper here.
Mixing Community and Innovation
Go to VoX for a new post on how beacons helped walkers during the American Heart Association's Bay Area Heart Walk. This is part of an ongoing effort to use our training and innovative technology in community-oriented projects.
Industry News
A 'Bold New World' for HR in 2016?
Diginomica (01/26/16) Milne, Janine
In a new report, Bersin by Deloitte Principal Josh Bersin discussed how technology will drive changes in human resources departments in 2016. He said a key trend is a scramble to replace on-premise HR systems with cloud-based applications, which promise ease of use, and access to analytics that come with the new type of integrated HR and talent tools hosted in the cloud. "The average large company has seven HR systems of record, because every time they buy another company or do a merger, they add another system," Bersin noted. "So cloud systems are an opportunity to start all over and clean up the data." Bersin said this is part of a general transition from systems of record to systems of productivity and engagement. "Companies ... are realizing they can really dramatically improve their employees' commitment to the company by making these things enjoyable and fun," he said. Bersin's report also observed 60 percent of firms are redesigning or have already redesigned their performance management process to incorporate a more feedback-centric approach, while feedback is migrating from annual to continuous. However, Bersin cautioned many executives are unprepared for the necessary cultural shift to accept employee feedback about them. He also noted HR is increasingly responsible for deciding and innovating in the technology choices and programs companies support.
54% Believe Good Work-Life Balance Boosts Staff Engagement
Employee Benefits (01/28/16) Calnan, Marianne
Fifty-four percent of 250 Western European human resources decision makers think having a good work-life balance makes workers feel more engaged, according to an Oracle survey. The poll also found 93 percent said employee engagement is strategically critical to their organization, while 65 percent said it positively impacts collaboration between teams. In addition, 61 percent believe engagement helps elevate business performance and 60 percent said it helps improve customer service. However, 31 percent of respondents felt measuring the impact of return on investment of staff engagement on the organization is difficult. To do this, 68 percent use standard staff surveys to measure engagement levels, while 37 percent use advanced analytics. When asked who in the organization has the most impact on employee engagement, only 10 percent of respondents named line managers, while 34 percent said line managers and 28 percent cited the senior leadership team. "A more rigorous engagement strategy has become indispensable, and HR has a vital role to play in helping organizations make the transition," noted Oracle's Loïc Le Guisquet. "Modern HR teams have access to database tools allowing them to effectively measure employee engagement and, just as crucially, to quantify its impact on the business for the decision makers in the boardroom." Meanwhile, Oracle's Andy Campbell stressed the need to seamlessly embed the latest digital, mobile and collaboration tools within business processes "so that line managers and employees use them as part of their normal work."
HR Models to Propel You Into the Digital Era
Talent Management (01/20/16) Puertas, Francisco; Tambe, Himanshu
There are several emerging human resources operating models that large organizations can adopt to replace obsolete templates and draw top talent in an increasingly digital world. The just-in-time HR model supplants centers of excellence (COEs) and business partners with a cross-functional workforce effectiveness group that advises temporary stakeholder teams to design talent practices and consult with the business. The model delivers innovative, digitally enabled, integrated and adaptable strategies on demand, using precepts taken from agile software development, open innovation and Lean Six Sigma. The professional services model geared for fast-changing organizations with globally integrated business models favors an internal HR consulting team that generates talent practices and advises various parts of the organization. Meanwhile, the crowdsourced model serves smaller, unstable firms competing for talent with more democratic cultures via an HR group with refined IT and analytics skills that establish digital platforms and guidelines. The talent segmented model structures HR resources around talent segments, in the form of "talent segment representatives," while the lean HR model splits HR into shared services, a small corporate function with deep specialists and a small cohort of centralized and localized planning and analysis experts. The federated/decentralized model decentralizes COEs and business partners into the business units, and the custom-fitting model provides consumerized employee experiences and greater cultural agility.
What's in Store in 2016
Human Resource Executive Online (01/14/16) Boese, Steve
Rethinking performance management, streamlining/automating processes and using data more constructively are among the major issues facing the human resources sector in 2016, according to Steve Boese. He expects the shift from "traditional" annual performance reviews and management to more flexible, frequent and coaching-based employee-performance management strategies to continue in 2016, with more organizations seeking to revamp performance management processes and embrace existing technology solutions or obtain new ones that support this new direction. Boese also predicted greater organizational focus on impacting the key drivers of the employee experience that spur engagement, instead of on the engagement score. "That means an increased focus on tools for onboarding, benefits and wellness management and optimization, and more personalized learning and career-development technology," he wrote. Another trend Boese foresees is greater emphasis across various HR-technology solutions that exploit HR and people data for decision support. "This should result in more sources of information and insight for HR and business leaders that can be applied in a wider set of business contexts," he said. Other key developments for 2016 Boese envisions include more HR process simplification and automation thanks to greater availability of new innovative solutions, and further innovation and focus on employee recruitment and retention in a talent-centric economy.
Recruitment Technology: Can the Human in HR Ever Be Replaced?
Personnel Today (01/15/16) Campbell, Andy
Despite claims computer algorithms are more effective than people when it comes to hiring, there are limits to the ability of technology to evaluate "unmeasurable" facets of hiring, argued Oracle U.K. Senior Director of Human Capital Management Strategy Andy Campbell. He cited U.S. National Bureau of Economic Research findings that employees chosen by a computer algorithm stayed in their job 15 percent longer than those chosen by human recruiters and managers. However, Campbell said the study targeted jobs with a low retention rate. "There is nothing to suggest that computers and algorithms are capable of making the much more complex job of deciding whether a candidate will be happy, motivated, productive and a good cultural fit," he contended. Campbell noted, for example, recruiters and human resources managers must weigh information from various sources, some of which is not machine readable. Also complicating the decision is the fact that top talent tends to come from employee referrals, based on experiences that are not available to a machine. Still, Campbell acknowledged technology can aid the hiring process in certain areas, such as in the search and pre-selection of candidates. "Technology can also help with monitoring and keeping in touch with the talent pool," he noted.
9 Ways HR Technology Will Be Disrupted in 2016
EBN (01/19/16)
Human resources technology providers increasingly are redesigning their systems with an employee-first mindset, and nine trends in 2016 reflect these changes. For example, companies are racing to adapt their HR systems to spreading mobility, prompting them to measure the various features, mechanics and user dynamics affiliated with mobile devices. Meanwhile, enterprise resource planning vendors are providing end-to-end talent management solutions to fulfill the needs of large organizations. There also is a third wave of vendors offering user-friendly, affordable and mobile-enabled cloud-based talent solutions targeting a range of central HR operations. Responding to concerns from organizations about low employee engagement, software vendors are providing new solutions for soliciting real-time employee feedback, culture evaluation, tracking engagement and managing employee performance and goals. Large firms are replacing annual performance management with more flexible real-time and feedback-driven strategies, while more companies are offering online training from various sources and platforms, creating a push among vendors to provide integrated learning content. Predictive/people analytics offerings are growing in importance in HR, and demand for technology services remains strong despite cloud computing's advent. Finally, employee engagement is being prioritized by HR innovations.
Abstract News © Copyright 2016 INFORMATION, INC.
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TBE Reporting Tips and Tricks, 10 HR Technology Trends You Shouldn't Ignore, Fact or Myth: Protecting Your PeopleSoft HCM Data from Cybercrime ... all these webinars are available to OHUG members via the website. What are you waiting for?
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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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