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You Pushed Boundaries at the OHUG Global Conference
The OHUG Global Conference 2015 just wrapped up about a week ago. For the third year in a row, the conference surpassed the 1,500 attendee mark! Thank you to all the attendees, speakers, exhibitors and sponsors who made this year a great success.
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Session Presentations
Want to access all of the valuable content presented at #OHUG2015? You're in luck! Visit the OHUG website to review session presentations from the conference. Simply click on "Search" in the right-hand column to browse the OHUG library.
Best of Best Webinar Series
Stay tuned for the upcoming Best of the Best Webinar Series featuring top-rated speakers from the OHUG 2015 Global Conference starting this summer!
Save the Date
Don't forget to save the date for the OHUG 2016 Global Conference!
When: June 6-9, 2016
Where: Hyatt Regency, New Orleans
Headlines
News from OHUG
Highlights from #OHUG2015
Attendees and exhibitors at the OHUG Global Conference 2015 took to Twitter in droves this year using the hashtag #ohug2015.
Check out all the top tweets.
Webinar: Discoverer Migration and Oracle Self-Service Reporting
Date: Tuesday, June 23
Time: noon to 1 p.m. CT
Speaker: Moiz Kaka, Product Specialist, Polaris Associates
You are not alone if you are concerned about Oracle's announcement to de-support Discoverer. This live presentation will focus on how companies around the world have taken advantage of Reporting Workbench and its built-in utility to migrate Discoverer reports to Reporting Workbench. We will also show how users can manage their common reporting needs using the 900-plus pre-built reports or by creating new reports while staying in compliance with Oracle security requirements.
Register now.
On Wearables, IoT and How They Fit into Oracle's UX Strategy
There's a lot to be excited about on the emerging technology front right now, especially around wearables. Oracle's investment in user experience around emerging technology — what Oracle is researching, how it thinks wearables and other new technology like the Internet of Things (IoT) could fit into the enterprise world, and defining Oracle's strategy in user experience going forward — is a major focus for the company now and in coming months.
You may have seen The AppsLab's post on the Apple Watch, The Apple Watch Arrives, last month. Oracle also talked about how the Oracle Applications User Experience (OAUX) design philosophy of "Glance, Scan, Commit" fits the wearables model on the Usable Apps blog. Take a look at these new posts on — of course — the Apple Watch, as well as other devices that can activate the Internet of Things.
Oracle also has a free ebook, in which you can get a strategic look at the roadmap for the Oracle Applications Cloud. Download your copy today.
Cloud, Extensibility and Customer Perspectives
Are you looking to learn more about the Oracle Applications Cloud and the cloud user experience highlights? Your first stop should be the Voice of User Experience (VoX) blog, where Oracle has just posted about its Customer Connect program. This is a place to ask questions and find resources.
For Oracle partners who are looking to expand their cloud business, read this post on the Usable Apps blog about the OAUX charter to enable partners with guidance on cloud extensibility.
The OAUX team held a workshop with Hitachi Consulting recently. See how this Oracle partner is configuring Oracle HCM Cloud for their customers with OAUX ? PaaS4SaaS enablement:
And get a look at the super-cool Cloud UX lab in this Storify post, where Oracle shows you the emerging technology it is researching, and it is incorporating it into the Oracle user experience.
Want to hear what real people think about the Oracle user experience? Listen to a customer perspective from Herbalife International of America Inc. on the Oracle HCM Cloud user experience.
Oracle CEO Mark Hurd says about the changing workforce our customers face, "Within five years millennials will represent 50% of the workforce." See why a modern user experience and modern tools are pivotal to retaining top talent.
August Webinar: Protecting PeopleSoft for High Privilege + Self Service Use
Date: Tuesday, Aug. 4
Time: 1-2 p.m. CT
Speakers: Larry Grey and Greg Wendt, GreyHeller
According to a Kroll Advisory report, 70 percent of all cyber cases involving theft were perpetrated by company insiders. Your employees are demanding better access to their pay, benefits, and time and labor.
This session will tackle: ensuring high-privilege users can perform the tasks needed while mitigating security risks and without compromising productivity; employees have secure ease of access to their pay, benefits, and time and labor.
Register now.
View Past Webinars
Forget Me Not: Basic Open Enrollment Tips to Remember, Best of the Best: Harnessing Advanced Fusion Compensation Features, Disruptive innovation in HR, Adapting to Survive and Thrive ... all these webinars are available to OHUG members via the website. What are you waiting for?
Check out all past webinars now.
Industry News
Where Will Technology Take HR Next?
CIPD (UK) (05/20/15)
Anticipated technology-driven advancements in human resources include those that should enable the elimination of reliance on annual surveys and the advent of real-time employee engagement via innovations such as open-text data analysis, social media and emotion-tracking applications, according to experts. Another possible trend is the emergence of algorithms to make pay decisions, rendering many tasks redundant for reward professionals. "That includes fairly manual work like setting pay ranges, deciding starting salaries, and denoting pay positions on performance-related pay awards but also merited increases year on year," said consultant Adam Burden. "I envisage software or apps to guide that." Predicting employee behavior also is gaining ground as a concept, although Open University Business School Professor Kirstie Ball cited HR's role of ensuring managers use the data and analysis responsibly. Another HR function that could be radically changed is recruitment, as a result of the use of artificial intelligence to remove the human element. "There may well be a scenario where machines have much more capability towards judgment than they do at the moment," said futurologist Matt Adler. Wearable health-monitoring technologies that spot physical and mental cues indicating nascent health issues could enable HR "to be more proactive and take preventative, rather than remedial, action," said University of London lecturer Chris Brauer. Other technological breakthroughs with HR ramifications include augmented reality, whose potential benefits include better knowledge retention.
Data Insights Help HR Help Business Leaders at ANZ
Forbes (05/14/15) Soat, John
ANZ's human resources department is on a mission to digitize itself, beginning with an initiative to integrate various data sources, including the bank's PeopleSoft enterprise resource planning and HR systems, local payroll systems and its compliance and talent management systems. The HR department used Oracle Business Intelligence Enterprise Edition (OBIEE) in late 2014 to mine the integrated data stream. ANZ's Mel Parks noted OBIEE marks “quite an investment around analytics and insights,” and she said the bank is “pretty far ahead” of industry peers in this regard. Each business segment of ANZ has at least one attached HR partner, and Parks said that person has a duty to harness the bank's analytics center of excellence to extract actionable insights from the accumulating data and probe the application of predictive models to workforce challenges. The goal is to help business leaders tackle workforce-related challenges via insights gleaned from the people-related data flowing into the system. Concurrently, ANZ's HR department is accelerating its digital outreach to the bank's vast workforce via deployment of the performance assessment and compensation capabilities of Oracle Fusion Human Capital Management Cloud. Parks said it is HR's goal to make both employee-company and corporate-individual engagement intuitive and easier by rolling out two mobile apps for employees and opening access to key employee-oriented platforms through mobile channels.
McDonald's Adds to the Bottom Line with PeopleStuff Platform
Personnel Today (06/03/15) Faragher, Jo
McDonald's introduction of its PeopleStuff human resources system, which boasts both user-friendliness and flexibility, has helped the company adapt to many developments in the last five years, including at least 8,000 job openings, numerous revisions to employment legislation and changing staff expectations. PeopleStuff mates Oracle HR with Reflexis Workforce Management to accommodate its shift, time and attendance needs, and the success of the deployment earned McDonald's several prestigious awards. McDonald's also deployed Oracle's Webcenter user engagement platform, which connects various tools and eases collaboration, in order to make the HR system as user-friendly as possible for staffers. PeopleStuff was implemented across 1,230 restaurants, letting teams access “crew screens” to view shift allocations, swap shifts or enable staff to do extra work. Deployment was achieved via the development of three unique streams in the rollout program to accommodate franchises, training and business change. The solution gives employees remote access to the system, and it supports a single record per user while also improving scheduling accuracy. Employees also control their personal information, so they can tweak their own details to a certain degree and view their payslip online. According to McDonald's, the system has boosted the efficiency of sales projections by 12.5 percent, so managers can more accurately visualize how much support they will need on a shift, and maximize sales.
IMPACT Conference Highlights Twin Struggles of HR, IT
CIO Journal (06/03/15)
Bersin by Deloitte's eighth annual IMPACT conference focused on cloud-based human capital management systems, workforce analytics, corporate learning and performance management, among other subjects. Technology was a persistent theme throughout sessions in view of its transformative effect on human resources, with similarities between HR and IT showcased. Both departments struggle to show credibility with business stakeholders and bring their agenda and priorities into alignment with broader business goals — and business and HR leaders generally shared low confidence in HR's ability to make sound decisions, operate efficiently and satisfy current and future business needs. CIOs also ranked themselves low on the state of business and IT strategy alignment. Moreover, both HR and IT functions struggle to keep up with the pace of change, and these similarities should establish commonality among CIOs and chief human resources officers that they can both leverage to enhance collaboration among their respective functions and impel business outcomes the executive team desires from each. Analytics is one area where collaboration can benefit both functions' credibility and business alignment via improvement of business performance. Bersin by Deloitte Principal Josh Bersin advised attendees not to monitor inward-looking metrics such as retention rates, spending on training and the number of employees taking online courses. Instead, he urged tracking predictive people-related metrics, which he said can help business leaders address critical talent and operational questions.
What HR Analytics Can Do for Your Benefits Scheme
Workplace Savings & Benefits (05/28/15) Thomas, Owain
The business case of human resources analytics is strong, yet many benefits practitioners are reluctant to deeply probe the data generated with so many current benefit schemes. "Lots of board decisions are based on facts, and facts often translate into metrics," said Oracle Human Capital Management's Andy Campbell. "All of our peers in the executive committee are using different information to take in a much more proactive, engaging and value-added focus to the conversation. Whereas HR always wanted to have a seat at the table and add value, our peers around the table recognize value with information and this is what metrics help you with. If we want to drive all those things we think are of value, we haven't got a joined-up view of the organization — we haven't got information to do that. This is why metrics are important." Employers should anticipate the application of HR analytics to the benefits scheme to be a three-stage process, involving extraction of data from the relevant system, processing the data and insight generation. The real demonstration of data analytics' value is whether it can boost benefits professionals' efficacy, and Peel Ports' Amanda Willis said "it really helps with boardroom discussions. When you've got a case of access to the employer national insurance savings, you can see that these enable the flexible benefits scheme to pay for itself, so it's not a cost to the company."
Don't Do SaaS in a Vacuum
Forbes (05/08/15) Hildebrand, Carol
Although software-as-a-service (SaaS) offers great business value in multiple areas, integrating SaaS data into larger corporate systems or pulling fragments into a mobile or cloud-based application is no simple matter, according to a new Harvard Business Review/Oracle survey. The report found 43 percent of firms that deployed shadow IT projects discovered that the inability to integrate new cloud services with other applications was a disadvantage to bypassing IT. Oracle Managed Cloud Services CIO Tom Fisher said cloud-based dialogues should take place within the broader goal of making information flow and access simpler. As firms migrate to a more centralized and overarching cloud strategy, many require services capable of integrating throughout the enterprise and functioning across a standardized platform. “The integration of a suite always wins,” said Oracle CIO Mark Sunday. “I think it's more important than any given function.” Sunday said companies weighing a cloud solution for one business area need to assess its impact on the other business segments before implementation. Moreover, human capital management also should accept data from the customer relationship management system to accommodate sales force commissions, and plug back into the finance system to support payroll operations. In addition, the value of SaaS and platform-as-a-service will inevitably come up as organizations focus on information integration across the cloud and on-premises systems.
Smaller Firms Are on an HR Tech Buying Spree
Workforce (05/15) Vol. 94, No. 5, P. 12 Gale, Sarah Fister
Technology leaders, particularly those in smaller companies, have prioritized the acquisition of human resources technology, according to a 2015 Starr Conspiracy Intelligence Unit report. The study estimated 60 percent of firms with less than 100 employees are planning investment in HR tech software this year, versus 53 percent of firms with more than 1,000 employees. Advancements in cloud-based software are driving this prioritization because they are giving small companies access to enterprise-level HR solutions at a much more affordable price, said Cielo's Adam Godson. In addition, the smallest and newest organizations have the advantage of not being burdened by a lot of custom-designed legacy HR systems, noted Deloitte's Anthony Abbatiello. "They are more nimble, which is allowing them to take advantage of the software-as-a-service evolution," he observed. Abbatiello envisions those squeezing maximum value from enterprise cloud-based software as midsize firms, as they can deploy such solutions faster than larger firms, and leverage an integrated solution to fulfill their talent management needs. "They get all of the functionality at a lower cost without all the infrastructure," he said.
How to Achieve Real HR Transformation
Talent Management (05/15) Vol. 11, No. 5, P. 16 Hall, Mindy
Human resources practitioners must change in order to effect a commensurate transformation in HR itself, according to consultant Mindy Hall. "I believe HR leaders have underestimated what transformation takes — not as much on an organizational level but on a personal level," she emphasized. Hall said shifting CEOs' generally negative perception of HR's value requires practitioners to master three areas — business savvy, influence and growth. "Be passionate about knowing your clients' customers, strategies and products," she recommended. "What are they trying to make happen? What will accelerate that goal? Then, before you begin anything, ask, 'What business problems are we trying to solve?'" The next step Hall advised is for HR practitioners to use these insights to steer their choice of tools and actions. For the second area, building influence, Hall urged HR professionals to "recognize that everything you do sends a message. As such, being aware of your effect on others and the tone you set is the first step in operating with more intention in your leadership." Hall said growth comes from a sustained commitment to learning, and ways to accomplish this include expanding your knowledge by building a professional library; creating an archive for your anecdotes; producing an idea or tool book; and building a learning cohort.
Abstract News ©Copyright 2015 INFORMATION, INC.
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