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Don't Miss Today's "Best of the Best" Webinar on Boeing Moving to PeopleTools
The Prodigal Son Returns - Boeing's ELM Custom Manager Dashboard Returns to PeopleTools
Date: Sept. 17, 2014
Time: 1-2 p.m. CT
Speakers: Brent Killough, Boeing
This session is the story of the Boeing ELM custom Learning Manager Dashboard returning home to PeopleTools (from Flex/Flash) and how it provides the simple learning dashboard needs of the 15,000 managers at Boeing. This webinar will cover a brief history of the usability studies that were conducted and the original technology that was deployed to meet the need, and more fully how the recent full dashboard suite of components has come back home to PeopleTools, as the upgraded PeopleTools version now meets our needs. The business and technical architectures will be shared, along with the custom ELM Learning Manager Dashboard itself, and how it now supports the key needs of our managers in an entirely PeopleTools solution.
Register now.
Headlines
News from OHUG
Other Upcoming Webinars
EBS HCM Mobile Timecards App
Date: Tuesday, Sept. 23
Time: 10-11 a.m. CT
Speaker: Anima Prasad, Oracle
The Oracle E-Business Suite HCM Development speakers in this session discuss our mobile applications and roadmap for extending EBS HCM beyond the desktop. There will also be a discussion about the recently released Timecards iOS Mobile phone app for Payroll and Projects applications.
Register now.
Forget Me Not: Basic Open Enrollment Tips to Remember
Date: Wednesday, Oct. 1
Time: noon to 1 p.m. CT
Speaker: Jacqueline Averett, Jenus Enterprises
This session will give basic information on things to remember for running Open Enrollment in PeopleSoft.
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.
OpenWorld to Feature OHUG SIG Meetings
OHUG is excited to be present once again at Oracle OpenWorld. Taking place Sept. 28 through Oct. 2, OpenWorld will feature several OHUG SIG meetings that you cannot afford to miss:
Session ID: SIG9485
Session Title: OHUG SIG Overview and Open Forum Venue/Room: Moscone West - 3011
Date and Time: Sept. 28, 8-8:45 a.m.
This meeting includes an overview of all Oracle HCM Users Group (OHUG) SIGs and RUGs and features a panel of leaders discussing OHUG's SIG activities and community tools.
Session ID: SIG9512
Session Title: OHUG Payroll SIG Meeting
Venue/Room: Moscone West - 3011
Date and Time: Sept. 28, 9-9:45 a.m.
The OHUG Payroll SIG is gathering at Oracle OpenWorld to discuss best practices, tips and tricks, and other experiences in the payroll sector.
Session ID: SIG9486
Session Title: OHUG Retail/Hospitality SIG Meeting
Venue/Room: Moscone West - 3011
Date and Time: Sept. 28, noon to 12:45 p.m.
In this meeting, the OHUG Retail/Hospitality SIG will discuss industry trends, best practices, and tips and tricks within this vertical sector. Please attend to network with your OHUG peers.
And, be sure to visit the OHUG booth at the Palace Hotel to discover upcoming training opportunities as well as ways to connect with experts and other members.
Bonus: A free registration will be raffled off at the booth!
Questions? OHUG Headquarters and board members will be available to answer questions about membership and the OHUG 2015 conference.
Attend the HR Technology® Conference at a Discounted Rate
The OHUG Global Conference gave you the opportunity to collaborate with others using EBS, PeopleSoft, Fusion and Taleo, but because your job also involves other software packages, we've arranged a discount for OHUG members to attend the HR Technology® Conference, Oct. 7-10.
Along with sessions on Oracle applications, HR Tech offers dozens of sessions that will give you a comprehensive view of the entire HR IT landscape.
View the brochure on the website, and register today.
As an OHUG member, you save $600 off the standard rate when you register with Promo Code OHUGEM.
Register now.
Oracle-Taleo Hourly Workforce SIG Rebranded as High Volume SIG
The Hourly Workforce SIG has been rebranded as the High Volume SIG on the Taleo Knowledge Exchange. The SIG is co-led by Michael Dalessandro from Macy’s and Matthew Jensen from Nike.
All are welcome to join, including those supporting high volumes of candidates/employees within retail, distribution, manufacturing, health care, call center, hospitality industries or any other hourly workforce area. Access the SIG page on Knowledge Exchange.
GreyHeller Presents a Free Webinar Series
Join GreyHeller for a series of informative webinars hosted by Larry Grey, President, Chris Heller, Chief Technology Officer, and Greg Wendt, Executive Director, Security Solutions & Services.
Modernizing PeopleSoft – HCM
Date: Wednesday, Sept. 17
Time: 11 a.m. to noon PT
Learn how to modernize your entire PeopleSoft application in 90 days or less, including customizations.
Register now.
Modernizing PeopleSoft – Financials and Supply Chain
Date: Wednesday, Sept. 24
Time: 11 a.m. to noon PT
Register now.
How to Implement Two-Factor Authentication
Date: Wednesday, Oct. 1
Time: 11 a.m. to noon PT
Learn how to use 2FA to protect your data, determine which functions are right for you and how 2FA will benefit your constituents.
Register now.
Logging and Analysis & Incident Response
Date: Wednesday, Oct. 8
Time: 11 a.m. to noon PT
Learn how to implement a full circle logging practice, use logs for performance tuning, incident response and more.
Register now.
Big Data Transforms Talent Acquisition: A Scout White Paper
Big data takes the guesswork out of everything from predicting customer behavior to identifying the most viable new products to bring to market. This is particularly beneficial for talent acquisition. Gaining knowledge into who can best fill each job requisition lowers the cost of recruiting, speeds time-to-fill, and yields stronger candidates.
Why is everyone talking about big data?
Organizations of all types are using big data to make more informed decisions. This involves analyzing large volumes of data to gain key business insights.
In fact, the movie Moneyball was a great example of big data at its finest. It revealed key trends that had a profound impact on the Oakland A’s performance. Today, big data is used in every industry imaginable, from health care to politics. As Amazon’s chief technology officer stated in a recent BBC article, “You can never have too much data. Bigger is definitely bigger. The more data you can collect, the finer-grained the results will be."
Read the full white paper.
Check Out Session Handouts from the OHUG Conference
It’s been a few months since the OHUG Global Conference 2014, but the memory of the many powerful sessions remains. Have you checked out the session handouts from conference? They’re available on the OHUG website.
Right now you could be checking out handouts from The Affordable Care Act And Benefits Eligibility – One Company’s Journey To Compliance.
Description: The passage of the Affordable Care Act (ACA) has presented challenges for employers to determine benefits eligibility. To comply with this legislation, Nordstrom chose to enhance their existing process for determining benefits eligibility. As part of these enhancements, Nordstrom found a way to implement ACA changes that will help strengthen compliance. The presenters will cover how an existing eligibility model was changed to accommodate the law; including employee designation requirements, hours tracking, leave of absence hours crediting, new hire rules and ongoing measurement cycles.
View all session handouts.
Note: You will need to log in to the OHUG website to view the handouts.
Join OHUG at the New England Joint Oracle User Group Meeting
In partnership with the Greater Boston PeopleSoft and JD Edwards Regional User Group (BUG) and the Oracle Financial Services Industry User Group (FSIUG), OHUG is co-sponsoring another exciting event on Nov. 19, 2014, at Gillette Stadium in Foxborough, Massachusetts.
Enjoy a day of networking with HCM peers and industry experts. The formal agenda will offer Oracle ERP-specific HCM content, as well as content applicable to all product lines. You will have the chance to attend hot topic educational sessions that can help you optimize current system performance and other sessions that will help you integrate new technologies. Also, see what service and solution providers have to offer in the Exhibitor Showcase.
"Customer Centricity" will permeate all aspects of this year's event.
Consider sharing your experience and expertise in a 45-minute breakout session, either in a classroom setting or a more informal, interactive roundtable session, and answer the call for presentations. Presentation abstracts will be accepted through Oct. 6, submitted via the online abstract submission form.
Access the agenda-at-a-glance for more details. Registration is scheduled to go live in mid-October when the educational content is posted.
Questions or requests for more information may be directed to Event Coordinator Joanne Brennan by email at JoanneBrennanTBF@aol.com or phone at 617.510.2578.
Industry News
Millennials Frustrate HR Execs
Chicago Tribune (09/05/14) Bisceglia, Sean
Millennials are expected to constitute 75 percent of the workforce by 2025, and this explosion will bring with it several challenges to human resources departments, according to a recent Scout Exchange/Oracle Human Capital Management Users Group study. Many HR managers said millennial workers are overly optimistic in terms of how quickly they will ascend the organizational hierarchy. Other factors that frustrate HR executives include millennials' sense of entitlement, their dearth of face-to-face communication skills and a difficult work ethic that includes a preference to work remotely, a penchant for leaving the office early and a frequent unwillingness to put in more than 40 hours a week. Some HR professionals question the investment in training, especially if they expect younger employees to leave after only a few years. However, one HR executive said the investment is worthwhile, arguing "technology is the big difference with this generation. Millennials are conditioned to have the answer at hand." Other study respondents said they appreciate how millennials challenge conventional ways of getting things done. As more millennials enter the workforce and change jobs every few years, organizations that become accepting of change will be most successful with talent capitalization.
Employers Look to Move HR Tech to Mobile, Cloud
Talent Management (09/02/14) Nikravan, Ladan
Organizations are planning to boost their human resources technology investments as they adopt mobile and cloud solutions and prioritize workforce management, recruiting and learning, according to a Human Capital Media Advisory Group survey. One-fifth of respondents said they expect to make their HR software systems more mobile-friendly in the year ahead, while nearly 50 percent said they will replace, upgrade or re-deploy their core HR platform over the next three years. Meanwhile, 59 percent of respondents said their workforce is somewhat satisfied with their employers' HR technology, versus 28 percent saying their employees are dissatisfied and 12 percent saying they are highly satisfied. The survey also found that almost half of respondents are using cloud-based software, while 40 percent of HR leaders said they are exploring the technology. Advantages of cloud-based technology cited by respondents include the ability to store, access and communicate data remotely, and those who said they were considering a cloud migration noted accessibility, cost savings and mobility as their prime motivators. In addition, 42 percent of HR leaders said they use one or more social-networking tools for recruitment, 28 percent employ them for collaboration, and 11 percent apply them toward employee well-being. Nearly two-thirds of respondents said their HR staffs were effective HR technology users.
New Oracle Program Eases Common Pains of Cloud Migration
Profit (08/14) Vol. 19, No. 3, P. 19 Weiss, Alison
An Oracle-sponsored study determined that 75 percent of business managers have been unable to fully leverage the advantages of cloud applications, mainly due to an absence of integration with existing systems. "We asked all our applications customers how Oracle could make it easier for them to adopt Oracle Cloud applications," said Oracle Applications and Industries Solutions Group's Rod Johnson. "That's why we created Oracle Customer 2 Cloud." The new program merges financial incentives, the Oracle Cloud Express quick startup services, and packaged cloud integrations to help smooth the cloud migration and reduce common traps and obstacles customers encounter in such moves. Through the program, Oracle Customer Relationship Management and Oracle Human Capital Management customers with on-site deployments of Oracle E-Business Suite and Oracle's PeopleSoft, Siebel, and JD Edwards EnterpriseOne apps can convert existing support spend to Oracle Cloud apps. "Cloud is going mainstream," Johnson said. "Oracle Customer 2 Cloud addresses challenges of cost, security and integration while providing access to modern business capabilities." Many clients using either PeopleSoft apps or Oracle E-Business Suite as their core HR system recently have solicited help in extending those systems with new integrated talent management capabilities bundled into Oracle Talent Management Cloud. Oracle Customer 2 Cloud enables them to retire some of the older on-site modules and/or seats, lowering the cost of system maintenance.
Oracle's E-Business Suite 12.2.4 Offers Cloud-Centric Apps
Cruxial CIO (08/14/14) Gonsalves, Antone
Oracle's recently announced E-Business Suite 12.2.4 will "optimize business processes and reduce costs" through greater integration with Oracle's cloud services. Oracle said the improvements are based on client feedback and include more tablet compatibility. "With Oracle E-Business Suite 12.2.4, Oracle continues to modernize the user interface and deliver new customer-driven capabilities across the applications, while reducing the costs of owning and running Oracle E-Business Suite," said Oracle Applications Development's Cliff Godwin. For example, to modernize human resource management practices, Oracle has added at-a-glance readiness checks, validation and analytical views of the entire payroll cycle to the payroll dashboard. In addition, a transaction dashboard has been added to the Self-Service Human Resources application to help employees and managers monitor the approval process of self-service transactions. Oracle also has incorporated touch gestures support for users with tablets into the suite's user-interface design. Meanwhile, the suite's Financials portion has been combined with Oracle Revenue Management Cloud so users can exploit the product's revenue compliance and recognition benefits, and improvements to Project Contracts and Project Billing enable U.S. federal contractors to enhance cash flow, boost transparency, and automate billing. Purchasing also has been augmented with upgrades that provide more buyer productivity in managing large orders.
Predict What Employees Will Do Without Freaking Them Out
HBR Blog Network (09/05/14) Boudreau, John
Predictive analytics offer a means to enable an individualized employment value proposition that maximizes mutual benefit for organizations and their employees, but care must be taken to configure and operate such solutions without making them too invasive. Human resources predictive analytics are promoted as a tool to convert HR from retrospective and reactive administrative disclosure to strategically integrated modeling to anticipate behaviors, attitudes and capabilities that fuel concrete organizational results, and there is evidence to suggest an alignment between HR predictive analytics and organizational performance. Consequently, HR analytics often subscribe to an agenda "to know our employees as well as we know our customers." However, with this agenda comes the risk of violating employees' privacy, or creating a perception of violation among them. Establishing safeguards to protect against such invasions should drive a focus in HR to address the issue of what kinds of employee behavior analytics should predict, rather than what it can predict. HR is well-suited to answer key questions, such as determining the right balance between predictive feasibility and predictive acceptability, which demand a creative integration between analytical discipline and insight into the humanity and ethics of work.
Social Sourcing: Dive Into New Talent Pools
Human Capital Magazine (08/13/14) Smith, Janie
Attracting entirely new talent pools is a challenge that human resources professionals can meet with social sourcing, according to Oracle Vice President of Human Capital Management Aaron Green. "There are tools available that are very much geared towards the area of social sourcing and social campaigning, running them just like a marketing campaign to target specific individuals from specific talent pools, understand who's talking about the organization and what they're saying and targeting jobs or sourcing campaigns at individuals," Green said. He said it is possible to run campaigns through channels such as LinkedIn and Twitter, while opportunities to capitalize on it financially also exist. "We talk a lot about this idea of opt-in," Green said. "Opting in is like me applying for a job. I've opted in to say that I'm interested in the job. That's great, but what about all the people who didn't raise their hand to opt in but who could make great prospects?" Green said this is where social sourcing becomes a compelling option from a recruitment standpoint. "We can start using social media — even though someone hasn't applied for a job at Oracle, they've tweeted about Oracle a lot or they've liked the Oracle page on Facebook or they're part of a group that discusses Oracle or a competitor on LinkedIn," Green said. "We can use all of that to see that even though you haven't opted in for a job, we can target you as a candidate or a prospect." Green predicted sooner or later prospective employees need to be turned into candidates, thus generating a new talent pool.
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