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We Led the Future in Las Vegas!
The OHUG Global Conference 2014 came to a close exactly a week ago. Are you still shaking the glitz of Las Vegas off your clothes? Nearly 1,600 OHUG members joined together June 9-13 to witness and participate in outstanding speakers, valuable training events and one-of-a-kind networking opportunities. We hope you were able to make it!
Download session handouts on the OHUG website.
You can also select the session you are interested in on the OHUG mobile app. Click "Downloads" followed by the presentation PDF, and "Email Link" to receive the presentation via email. If the "Downloads" option isn't available, the speaker did not submit a presentation.
Headlines
News from OHUG
What Did You Think About the Conference?
OHUG President Honored with Award for Service
Did You Follow #ohugglobal?
Taleo Community Highly Represented at the OHUG Global Conference
Upcoming Webinar: HR Self Service Audits - OMG to LOL
Create and Update Oracle HCM Data from Excel
SIG Corner: Taleo Business Edition SIG
Oracle Invite: Join the Oracle Customer Advisory Panel (CAP) Program
Industry News
Standard Life Blazes Trail With Oracle Fusion
Talent Management Research a Wake-Up Call for HR, Says KPMG
No Summer Break for HR Tech
UW-Madison Overhauls Recruitment and Staff Management Systems
To Win With Natural Talent, Go for Additive Effects
The 7 Rules for Selecting Global HR Technology
Trial by Earthquake: A Web-Based HCM System Earns Its Stripes
7 Talent Acquisition Metrics Your CHRO Really Cares About
Oracle BI Applications Now Provide Insight Into More Sources
The Power (and Peril) of Predictive Analytics
Can HR Add Value to Its Data and Analytics?
How to Choose the Right Software
News from OHUG
What Did You Think About the Conference?
Please take a moment to share your feedback with us. Complete this short survey by June 26 for the chance to win a $75 American Express gift card!
OHUG President Honored with Award for Service
OHUG President Carolyn Hayden-Garner was honored at the OHUG Global Conference 2014 last week for her nine years of service.
“You have been a fantastic partner and an incredible champion for OHUG and for our customers. I don't think anyone knows exactly how much time you've put into this organization … thank you for everything you have done and for your continued advocacy on behalf of Oracle and all of Oracle's HR customers.” —Gretchen Alarcon, Vice President of Human Capital Management Strategy, Oracle
Watch the full tribute video.
Did You Follow #ohugglobal?
The OHUG Global Conference 2014 Twitter hashtag #ohugglobal was buzzing all week with photos from the conference, comments on sessions and outbursts of excitement like “Fun times!! #ohugglobal” —@dholmes_1
Click here to read all the tweets from this year's event.
Taleo Community Highly Represented at the OHUG Global Conference
Many Taleo members made it to this year's OHUG Global Conference. There was a successful speed networking event on SIG/RUG Monday with nearly 300 participants; there were four to five sessions during each time slot that included the TEE and TBE product lines; there were sessions focused on recruiting, performance learn and onboarding modules; and much more.
Thanks to all the Taleo attendees for helping make this year such a wild success!
Upcoming Webinar: HR Self Service Audits - OMG to LOL
Date: Wednesday, July 2
Time: noon to 1 p.m. CT
Speaker: Ravi Patil, NOV
HR managers often face uninvited guests from audit departments asking questions such as: who all approved this 50 percent salary raise for an employee? Why did this manager terminate his employee? HR managers don't have an interface to look up this information in the system. They would not be able answer unless they are keeping track of approval history outside the system, printing the workflow notifications page, etc. Self-service transaction information from the HR_API_TRANSACTIONS table would be lost once the transaction is completed (Approved/Rejected). However, data will be archived in PQH transactions tables. This presentation will uncover transaction and approval information hidden in PQH transactions tables for manager self-service transactions like salary raise, recognition awards, job change and terminations. This presentation will offer scripts to retrieve different manager self-service transaction details in an attempt to help participants develop a report to quickly access information needed to answer auditors and relax!
Register now.
Create and Update Oracle HCM Data from Excel
Date: Wednesday, Oct. 15
Time: 1-2 p.m. CT
Speaker: Brad Sayer, More4Apps
Do you need to load large numbers of employees (and related information) into Oracle HR? Is employee maintenance causing you a data-entry headache? Having accurate and relevant employee information is a fundamental requirement of any ERP. Loading and maintaining this information can be an ongoing struggle for companies. More4Apps has the tools to enable the loading and maintenance of core employee and assignment information, ensuring that you can have confidence in the accuracy of your employee information. Learn about tools that enable companies to load employee, assignment and related information from Excel into Oracle HR.
Register now.
SIG Corner: Taleo Business Edition SIG
 As the SIG/RUG Monday meeting presenter and co-leader of the Taleo Business Edition SIG, I would like to thank everyone who attended this session. We spent valuable time networking and sharing ideas of how we use the system. Next year, we hope to provide hands-on administration within each person's environment, demonstrate cool features and also have fellow members present.
—Meghan Kidder, co-leader, TBE SIG
Learn more and join the SIG.
Oracle Invite: Join the Oracle Customer Advisory Panel (CAP) Program
CAP is an opt-in network of Oracle customers that provides targeted input into Oracle's product and services strategies. This feedback is given directly to Oracle executives, product development teams and various Oracle lines of business to inform future decisions that affect your experience with Oracle products and services.
How does CAP work?
Customers will opt in to the program via this URL. During this registration, you will provide your specific areas of interest, and Oracle will tailor its content to you based on these preferences. Oracle conducts focus groups, surveys and polls across its customer base as part of the CAP program, but you will never be invited to provide feedback more than once per month.
What are the benefits of joining CAP?
CAP panels are sponsored by the respective product development general managers for the product families. These GMs and their teams have committed to using your feedback to inform future product and service roadmaps. In return for your valuable input, Oracle leadership will share feedback results, insights and planned initiatives with you.
How do I join CAP?
Simply click here and you will be directed to a registration site. Upon completion of this one-page form, you will receive an email requesting additional information that will help us tailor the CAP experience to your needs.
Industry News
Standard Life Blazes Trail With Oracle Fusion
ComputerWeekly.com (05/29/14) Clark, Lindsay
Scottish saving and investment firm Standard Life made the transition to Oracle's Fusion Talent Management Cloud mainly to standardize its business processes, and the software was adopted globally without any customization, according to Standard Life's Sandy Begbie. “I wanted a proven core mature stable platform with payroll, with an eye for the future and creating a single global [human resources] platform,” he says. The first step in the switchover was deploying on-premise Oracle E-Business Payroll, and Begbie says Payroll will eventually be upgraded to Fusion. Following the Payroll deployment, Standard Life launched the Talent Management component of Oracle Fusion Human Capital Management in the cloud for Britain, and then worldwide. Begbie reports that enhancements to technology and the way in which Oracle has captured best practices from its user base has enabled business process standardization. Begbie says the Oracle Fusion/E-Business rollout has saved Standard Life 8 million British pounds over two and a half years, and he notes a key theme in the company's IT strategy is to create an Oracle Fusion back-office platform.
Talent Management Research a Wake-Up Call for HR, Says KPMG
CIPD (UK) (06/06/14) Warren, Claire
Tackling skills shortages has recently become more highly prioritized and will become essential in the future as globalization and competitive pressures take root and better economic conditions spur employees to seek new jobs, according to a global KPMG survey of human resources professionals. However, report author and KPMG Global Center of Excellence co-leader Robert Bolton sees little evidence that a concentration on attracting and retaining potentially high-performing employees will improve business performance. “In 2014...66 percent of respondents [to our survey] are telling us it’s much more important for organizations to have a holistic approach to talent management that addresses the needs of all employees as well as those in critical roles,” he notes. Slightly more than 50 percent of survey respondents agree that pursuing high potential talent at the cost of the team raises the risk to the business, while 59 percent perceive a new competition for talent that differs from past rivalries. A lack of interest in traditional work roles among younger skilled employees is the most common factor underlying talent and skills shortfalls, while the most critical market shortage is a paucity of people with skills for emerging roles. “These findings should serve as a wake-up call to HR managers who may still be clinging to outdated approaches to talent management,” Bolton says.
No Summer Break for HR Tech
Human Resource Executive Online (06/06/14) Boese, Steve
No matter what stage of human resources technology implementation an organization is in, summer can be an especially opportune time for it to conduct HR-tech projects. Representatives of HR software vendors also can be motivated to work with clients during slower seasons, as clients are more likely to have their complete attention, and probably more sway. In addition, learning how fast to respond a provider is to your inquiries in the slower summer months can reveal clues as to what level of support and attention the client can expect during faster-paced times. For companies undertaking HR tech deployments, summer is a good time to carefully study the tasks, milestones, and general timelines to evaluate the projects' progress against plans and budgets. If there is a likelihood that project goals will be compromised because of vacationing project-team members, it might be necessary to reschedule tasks to accommodate these challenges. For HR projects that have already gone live but are having adoption issues, companies should leverage people's less-occupied calendars this summer to schedule one-on-one sessions with as many end users from across user roles as possible. The sessions should focus on users' engagement with the technology in the course of their normal tasks, and be keyed to what frustrates them.
UW-Madison Overhauls Recruitment and Staff Management Systems
Employee Benefit News (06/02/14) Giardina, Michael
The University of Wisconsin-Madison's efforts to modernize its recruitment and staff management systems is being used as a template by other U.S. institutions of higher learning, according to human resource consultants. UW-Madison has embarked on a sweeping revamp of its HR programs, including an enhanced employee performance management system, new management training, and more comprehensive onboarding for new hires. The university's HR tools and resources will be based at one online site that also will feature a suite of all the university's HR policies and procedures. UW-Madison currently uses Oracle's PeopleSoft payroll and benefit modules, and HR director Robert Lavigna says training, performance management, and applicant tracking systems also are being weighed to help manage the school's 30,000-plus employees. “We’re one of the world’s leading research institutions, and we need to recruit, in some cases, globally,” he notes. “We need to be competitive with compensation, be nimble in terms of recruiting and hiring, and we need our own job titles.” Lavigna also stresses the importance of performance management processes in helping employers and employees understand their roles and responsibilities, with the HR overhaul designed to create an adaptable, diverse, and highly engaged workforce. Consultant Michael O'Malley emphasizes HR has become an increasingly central element of faculty recruitment in recent years, requiring the kinds of revisions that UW-Madison is undertaking.
To Win With Natural Talent, Go for Additive Effects
Gallup Business Journal (06/03/14) Beck, Randall; Harter, Jim
A lack of star employees is most often the reason for a company's lack of growth, and businesses that fail to apply research findings into human behavior and motivation to manage and cultivate such employees are missing out on unprecedented growth and revenue opportunities. Gallup studies indicate the combined implementation of four human capital strategies creates an "additive effect" that leads to 59 percent higher growth in revenue per employee. The most important of these strategies involves choosing and deploying the right managers at all enterprise levels, with an emphasis on managers with natural talent. Companies that systematically select the right managers can realize 27 percent higher revenue per employee than average. That growth potential rises to 33 percent when companies reduce variance and make performance more predictable through selection of naturally talented individual contributors. Another strategy is creating a culture of employee engagement, which in combination with the first two strategies adds up to 51 percent higher growth potential. The fourth strategy is to help employees recognize and apply their strengths, and employees who use their strengths on a daily basis are six times more likely to be engaged at work, adding another 8 percent growth potential to the equation. Despite these advantages, Gallup estimates that less than 1 percent of U.S. organizations' management teams are applying all four of the strategies.
The 7 Rules for Selecting Global HR Technology
Talent Management (06/14) Vol. 10, No. 6, P. 28 Thomas, Zach
Globalization creates new challenges for human resources, and technology is a critical tool for meeting these challenges, writes Oracle's Zach Thomas. He cites seven tenets for nurturing high-performing global workspaces that HR leaders should bear in mind when choosing the appropriate technology. The first tenet is to find, recruit, and hire the best talent regardless of location, using global recruitment technologies that can help HR pros navigate a vast corpus of information sources. Thomas says such technologies should enable recruiters, employees, and candidates to share jobs across many social networks to maximize global sourcing capabilities. A second rule is to set up internal networks to generate engaging employee profiles so HR leaders can better define criteria for top performers and help managers evaluate teams alongside other internal teams. Another rule is to choose HR technology that empowers social collaboration, while a fourth tenet advises the prioritization of outstanding employee performance in fulfilling corporate goals by using technology to help visualize employees' accomplishments. Thomas says HR managers also should select technology that delivers all the data needed to confirm and reconcile payroll, and they also should apply technological solutions to efficiently supply equitable and competitive compensation and rewards. Finally, HR pros should select technology services that provide refined implementation options to facilitate compliance with regulations on a regional, national, and global basis.
Trial by Earthquake: A Web-Based HCM System Earns Its Stripes
ZDNet (05/23/14) O'Neill, Rob
The University of Canterbury's deployment of a Web-based human capital management system from Oracle's PeopleSoft subsidiary ensured that the institution's human resources personnel could maintain payroll and other services to the organization despite being displaced from their offices by an earthquake. "We were very much on our own," says Canterbury HR administration manager Vanessa Forrester. "We didn't have the confidence to do it from home. We wanted to share our collective knowledge." In its transition to a Web-based version of PeopleSoft's HCM software, the university was an early adopter of version 9.1. Version 9.1 enabled employees to input their own data and enabled administrators to access the system from any computer via a browser. "Our employees via self-service would put in their own timesheets and continue to get paid," Forrester says. "It was quite a significant benefit." A later quake caused the loss of access to paper-based staff files, which further increased the university's reliance on PeopleSoft, Forrester notes. The system also supplied emergency contact numbers for staff, and information about reporting lines that could not have been made accessible otherwise. Forrester notes there were no server-side disruptions apart from occasional planned maintenance.
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