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A New Year with OHUG
Happy New Year! Last year, we expanded our community, held a great Global Conference in Dallas, increased our year-round educational offerings and launched this e-newsletter. This year, we want to do even more!
We're already gearing up for what we know will be an awesome OHUG Global Conference in Las Vegas, June 9-13, 2014. The week will be packed with outstanding speakers, valuable training events and one-of-a-kind networking opportunities. Attendees will have the chance to learn more about the products they use every day and come face-to-face with Oracle representatives who develop and manage those products. Watch your email and this e-newsletter for more information about the conference as it's released.
2014 has a lot in store for OHUG, and we're glad you're a part of it! Check out the OHUG website for updates.
Best,
OHUG Board of Directors
Headlines
News from OHUG
Upcoming Webinars: Discover the Oracle E-Business Suite HCM Release 12.2 Webcast Series
Check out the OHUG Global Conference 2014 Schedule
Partner with OHUG in 2014
Join the PeopleSoft Recruiting Focus Group
Are You a SIG Member?
Volunteer with OHUG
PeopleSoft Payroll for North America Team Congratulates Award Winners
Industry News
Top 10 HR Resolutions for 2014
The Year of the Employee: 10 Predictions for Talent, Leadership, and HR Technology in 2014
Top Five HR Technology Predictions for 2014
Lead, Follow or Get Out of the Way
Building a Game-Changing Talent Strategy
10 Tips for Managing Global Mobile Talent
2014 HR Trends: It's All About Technology
Recruiting Trends for 2014: Social, Video, and Moneyball
Social Media Yet to Go Viral for Businesses, CIPD Research Finds
The Future of Work: How Talent Management Is Powering the Knowledge Value Revolution
A Call for Logic-Based HR Decisions
Three New Year's Resolutions for HR Professionals
News from OHUG
Upcoming Webinars: Discover the Oracle E-Business Suite HCM Release 12.2 Webcast Series
OHUG is excited to launch a six-part webcast series presented by Oracle on E-Business Suite HCM Release 12.2. The first webinar in this series kicked off Dec. 10. The second was today. Don't miss out on the rest of the series!
What's New in Workforce Management
Date: Wednesday, Jan. 15
Time: 10-11 a.m. PT / 11 to noon MT / noon to 1 p.m. CT / 1-2 p.m. ET
Speakers: Karen Carter, Principal Product Manager; Kathryn Tucker, Principal Product Manager, EBS HCM Product Development
In this session, we focus on Oracle E-Business Suite Human Resources 12.2 workforce management applications. Oracle HCM Product Development will give an update on new capabilities added to Human Resources, Payroll, Advanced Benefits and Time and Labor. The presenters will also share the vision and product road map for this product group.
Register now.
What's New in Strategic Talent Management
Date: Wednesday, Jan. 22
Time: 7-8 a.m. PT / 8-9 a.m. MT / 9-10 a.m. CT / 10-11 a.m. ET
Speakers: Anders Northeved, Senior Principal Product Manager; Prem Arumugam, Director, EBS HCM Product Management
In this session, we focus on Oracle E-Business Suite Human Resources 12.2 Self-Service Human Resources. Presenters from Oracle EBS HCM Development organization will discuss the latest updates in our strategic talent management products; iRecruitment, Performance Management, Succession Planning, Learning Management and Compensation Workbench. The presenters will also share the vision and product road map for this product group.
Register now.
What's New in Workforce Service Delivery
Date: Wednesday, Feb. 5
Time: 7-8 a.m. PT / 8-9 a.m. MT / 9-10 a.m. CT / 10-11 a.m. ET
Speakers: Bina Kulkarni, Group Manager; Steve Hughes, Senior Principal Product Strategy Manager, EBS HCM Product Development
In this session, we focus on Oracle E-Business Suite Human Resources 12.2 Self-Service Human Resources. Presenters from Oracle EBS HCM Development organization will discuss developments in the modernization of the Self Service Human Resources user experience. The presenters will also share the vision and product road map for this product.
Register now.
Extending the Value of EBS HCM with Oracle Solutions (Co-Existence)
Date: Wednesday, Feb. 12
Time: 7-8 a.m. PT / 8-9 a.m. MT / 9-10 a.m. CT / 10-11 a.m. ET
Speakers: Steve Hughes, Senior Principal Product Strategy Manager; Prem Arumugam, Director, EBS HCM Product Development
Oracle EBS Human Capital Management (HCM) is a powerful, complete suite of applications that deliver tremendous value to organizations around the world. When coupled with other Oracle solutions, that value can be greatly extended. In this session, you will learn about the choices you have around co-existing your EBS HCM solutions with other Oracle solutions, including Taleo Applications, Fusion Applications, Oracle Business Intelligence, Oracle Middleware Solutions and more.
Register now.
Check out the OHUG Global Conference 2014 Schedule
Wondering what's in store for this year's OHUG Global Conference? Check out the schedule of events! Stay tuned for more details as the conference approaches.
Register today!
Partner with OHUG in 2014
With the OHUG Global Conference 2014 just around the corner, OHUG is proud to offer its partners multiple opportunities to build brand awareness and demonstrate their HCM capabilities.
Our 2014 Sales Prospectus offers a winning combination of our Year-Round Partner Engagement Program and OHUG Global Conference 2014 support opportunities.
OHUG is the largest user group focused on Oracle's HCM solutions, which gives your company unique access to demonstrate your HCM capabilities to a large pool of customers and prospects under one roof. Their interests cover the full Oracle portfolio of solutions and services, including E-Business Suite, PeopleSoft, Fusion and Taleo.
Download this year's prospectus and see how we've enhanced and expanded our Global Conference and partnership opportunities.
Questions?
If you have questions about OHUG's Year-Round Partner Engagement Program or Global Conference 2014 sponsorship opportunities, please contact Amanda Strombeck.
Join the PeopleSoft Recruiting Focus Group
PeopleSoft is looking for customers who are using the PeopleSoft Recruiting software to form a focus group. PeopleSoft is working on post-9.2 items and is planning the future direction of and product enhancements for the software. The group will help gather critical business requirements to drive the product road map.
Each customer wanting to participate in the focus group will be required to sign a confidentiality agreement. If you are interested in participating, please email Kayla Nguyen, strategy manager for PeopleSoft Recruiting.
If you are unable to participate in the focus group but still have some input, PeopleSoft would still love to hear from you.
Are You a SIG Member?
Great minds think alike, and the Oracle HCM Users Group SIGs give like-minded people a place to go for support and information sharing.
SIGs are an ever-growing and vitally important segment of the OHUG community. OHUG SIGs are divided into two groups: Product SIGs and Industry/GEO SIGS.
View all of OHUG's SIGS.
Volunteer with OHUG
OHUG has made a commitment to the user group community to solicit and maintain quality volunteer team members to serve on committees. The organization recognizes that volunteer team members are vital to sustain and accomplish the strategic goals of OHUG. OHUG board members are typically nominated from the volunteer team member pool, based upon volunteer team member involvement and contribution.
The OHUG volunteer director solicits volunteer team members and appoints members to serve on committees and special projects on an ongoing basis.
Individuals interested in becoming an OHUG volunteer team member should review the criteria below and fill out OHUG's volunteer interest form.
Find out more about volunteer responsibilities.
PeopleSoft Payroll for North America Team Congratulates Award Winners
The PeopleSoft Payroll for North America team would like to congratulate Hackensack University Medical Center, Capital One and Gap Inc. for winning the 2013 American Payroll Association Prism Award. Each year, the American Payroll Association honors organizations based on best practice achievements in Technology, Management, Processes, Performance Study and Overall Best Practices. The accomplishments they achieved and the savings they obtained are truly outstanding. Check out their accomplishments and learn how they did it on Page 19-22 of the American Payroll Association PAYTECH Magazine.
Industry News
Top 10 HR Resolutions for 2014
Automated Trader (12/27/13) Vilimek, Mike
Oracle's Mike Vilimek offers a list of the most important topics and trends that human resources leaders should focus on in 2014. One priority is to provide a good experience for job candidates, especially since candidates are more likely to relate their experiences to their social connections. Taking advantage of employees' connections for referrals is another topic of particular interest, as is clearing up confusion about big data. "The potential of big data to provide predictive insights into our world at a level never seen before will continue to drive the popularity of big data in 2014," Vilimek says. Another pressing need is to modernize the workplace experience so that it reflects what employees experience as empowered consumers, with simplification of work transactions or collaboration with colleagues especially desired. Meanwhile, active collaboration at work is growing and becoming increasingly diverse and geographically broadened, creating a push to integrate social collaboration capabilities for employees. HR leaders also should focus on using modern HR applications' embedded predictive analysis to better examine and predict worker performance and attrition risk. In addition, making all systems available on mobile devices dovetails with the increased adoption of mobile-enabled processes, while the cloud migration of some or all HR systems via solutions such as Oracle HCM is essential.
The Year of the Employee: 10 Predictions for Talent, Leadership, and HR Technology in 2014
Forbes (12/19/13) Bersin, Josh
Dramatic changes are in store for talent, leadership, and human resources technology next year, writes Bersin by Deloitte's Josh Bersin. He predicts that talent attraction, engagement, and retention will be a top priority for employers in 2014, and expects high-performing employees to start wielding influence. Bersin stresses that HR organizations will need to compete, adapt, and innovate to stay ahead of this trend. He anticipates a paucity of key skills, such as software, IT, and other technical competencies, in 2014, accompanied by growing globalization of sourcing and hiring. Bersin also envisions the replacement of training with capability development, as the skills shortage will force companies to build a talent supply chain. Bersin advises organizations to "partner with universities, establish apprentice programs, create developmental assignments, and focus on continuous learning." Aggressive rethinking of companies' employee appraisal and assessment programs is expected, with a new concentration on coaching, development, continuous goal alignment, and recognition. Significant changes in HR will bring redesigning and reskilling to the fore, and Bersin says organizations will have to integrate their talent acquisition teams, develop a global strategy, and broaden their use of analytics, big data, and social networks next year. He also predicts a continued boom in the HR technology and content markets, as vendors such as Oracle are now supplying integrated solutions.
Top Five HR Technology Predictions for 2014
TechTarget (12/19/13) Snider, Emma
Among the top human resources technology trends expected by experts to unfold in the year ahead is a shift from "integrated" to "unified" HR applications. Another trend is an increasing emphasis by Oracle and other leading vendors for enterprise customers in the human capital management space, with Kutik citing HR's migration to the cloud as a key motivator. He points out that Oracle has a large installed base for its on-premises HCM offerings, and also observes Oracle HCM cloud's steady movement upstream with larger clients. Meanwhile, a dearth of employee engagement at work could trigger a revitalized interest in learning and development, according to Kutik. "Companies are whining about skills shortages in some areas, [but] they're not looking in the mirror and saying, 'What have I done to develop people with the skill sets I need so badly?'" he notes. "The answer is [often] nothing." Kutik also thinks HR should prepare to be more proactive in mobile device regulation in 2014. "HR's going to have to step in with policies on protecting corporate data and better integration with mobile applications and enterprise applications, because [bring your own device] isn't going away," he says. "IT can regulate the back end of it, but the front end is an employee issue, and HR hasn't taken much of a stance."
Lead, Follow or Get Out of the Way
Talent Management (12/13) Vol. 9, No. 12, P. 10 Boudreau, John; Ziskin, Ian
More forward-thinking human resources organizations are likely to follow other disciplines' leadership on emergent trends and assume the lead on more established trends, according to the University of Southern California's Center for Effective Organizations. Surveys of HR leaders within a consortium of 11 leading firms found that for each emerging trend indicated—globalization, sustainability, personal technology, open innovation, gamification, generational diversity, social media, mass customization, and big data—HR leaders think they should have a primary input or be a key leader. However, that is not the case for any of the trends. The distinction between established and emerging trends is the strategy that forward-thinking HR organizations employ to bridge the gap. The Center for Effective Organizations produced an index of forward-thinking HR by merging questions in which HR leaders rated how much their HR organization adopts advanced practices and nontraditional disciplines. The likelihood for such organizations to let other disciplines take the lead for established trends is lower compared to more emergent trends. Forward-thinking HR organizations are cautious in their choice of leadership arenas, allowing others to assume leadership when trends are new, and taking a lead role as HR's involvement grows.
Building a Game-Changing Talent Strategy
Harvard Business Review (02/14) Ready, Douglas A.; Hill, Linda A.; Thomas, Robert J.
Superior talent strategies are essential ingredients for organizations that have reshaped their industries by being purpose-driven, performance-oriented, and principles-led. Envision, for example, aimed to revolutionize the energy industry and differed from other Chinese firms by competing on technology instead of on labor cost. This mandate required a unique approach to talent sourcing and development, with a focus on recruiting employees on a global scale and across industries. Envision founder Lei Zhang and human resources vice president Jerry Luo realized that many successful executives were seeking a greater sense of meaning in their work, which is what they offered. They restricted their recruitment to people with multinational experience in order to hire employees who could work across cultures and who had an "open innovation" frame of mind. Envision represents a novel talent strategy that is aggressively focused on supporting, and in some instances impelling, corporate business strategies. These comprehensive approaches address group, divisional, regional, and business unit considerations, and they add value and are outstanding in terms of performance. Commitment from the leading executive team is the key to building and maintaining a business-first mindset, and also is vital to recruitment. Talent policies also should be in a constant state of review to guarantee their responsiveness to shifting market conditions and to cultural differences worldwide.
10 Tips for Managing Global Mobile Talent
Employee Benefit News (12/19/13) McGrory-Dixon, Amanda
Mercer offers several strategies for employers to manage a growing mobile workforce, starting with studying the policies of similar companies before deploying a global mobility program. Mercer also recommends meeting with organizational leaders to guarantee that the policies align with the company's general strategic and operational goals. Another tip is to use third parties to survey employees to ascertain their perspective, and possible grievances, concerning global assignments. Employers also should practice wisdom in the choice of locales they send their workers to, and consider the assignee's native country to determine suitable compensation. Another strategy is to bring flexibility, complexity, and equity into equilibrium, and to provide leadership with clear metrics to comprehend this balance. Housing information also must be carefully researched, as housing costs constitute the most expensive discretionary portion of mobility costs. In addition, the employer should outline desired characteristics of its global leaders and devise a succession plan based on those attributes, to ensure the creation of a strong talent management program. Business travelers and short-term assignees also need to be closely monitored due to government tax regulations, and their compensation also has to be closely managed. Moreover, employers should consider offering a "local plus" compensation package if some workers are locally hired foreigners or directly hired.
2014 HR Trends: It's All About Technology
Training Zone (UK) (12/13/13) Roi, Nicholas
Retention is a key area of corporate emphasis because of the fluidity of the modern workforce, and the use of software as an essential talent management tool is expected to continue to gain in importance. This year should see many new cloud-based technologies that leverage young people's preference for mobile devices, and companies will start making their application processes mobile-friendly in order to appeal to the best fresh talent. In tandem with this will be the increasing popularity of bring your own device, which companies will seek to take advantage of by developing formal BYOD policies so they can enhance data security and manage any sensitive information housed on devices. Meanwhile, the most successful firms will maximize big data by analyzing and exploiting it to inform the decision-making process, both in talent management and across the rest of the business. Accompanying this trend will likely be growth in the number of data analysis technologies entering the market. Also forecast for 2014 is a increasingly strong bond between human resources and technology, with the release of new cloud-based software packages likely fueled by the interconnected trends of BYOD, flexible working, and the use of tablets rather than desktops.
Recruiting Trends for 2014: Social, Video, and Moneyball
Forbes (12/19/13) Burg, Natalie
Technology, especially social media platforms, is playing an increasingly key role in most companies' recruitment strategies, and Campbell Soup's Jonathan Wasserman cautions in a new report from the Conference Board that "as more 'digital natives' enter the workforce, companies that don't integrate social media into their HR function and don't adopt a systematic social recruiting strategy will be left behind." This entails interacting with candidates via social media during the hiring process, and branding is of particular value because the candidates also are screening potential employers by their social media presence. There also are many benefits to using video technology in the recruitment process. For example, the Employer's Resource Council reports that businesses are using YouTube to post inexpensive, high-impact recruitment videos that can be exploited through other social networks and websites. "Recruiting videos commonly showcase a company, its products and services, its culture, and its career opportunities," the ERC notes. "They also often feature employees and leaders, and include personal testimonials." Moreover, the gaming capabilities of video offer HR officials a new way to screen candidates, while also increasing the engagement factor for candidates, which can boost the company's appeal.
Social Media Yet to Go Viral for Businesses, CIPD Research Finds
HRMagazine.co.uk (12/04/13) Newcombe, Tom
Just 25 percent of more than 2,000 surveyed U.K. employees use social media for work, suggesting employers are not benefiting from the business advantages, according to a new CIPD study. Meanwhile, 47 percent of employees who use social media for work every day see organizational benefits. The study also verified the presence of generational differences in social media use, with the percentage of U.K. employees using social media for work climbing to 42 percent among 18- to 24-year-olds. The study demonstrates that social media use will become more common in the future no matter what organizational strategy is applied, CIPD says. "Social media's potential for improving employee voice and employee engagement has not yet been realized, and employers could be missing a real trick there," notes CIPD research adviser Jonny Gifford. The study found that perception issues and organizational culture were the primary factors underlying a lack of social media use at work, with many employees yet to be persuaded of the technology's value or its pertinence to their role. "Employers who actively embrace and encourage the use of social media are most likely to maximize the benefits and minimize the risks—HR and communications departments should be leading the charge in this regard," Gifford says.
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