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Registration for the OHUG 2016 Global Conference Is Now Open
Don't miss out: Register now for the OHUG 2016 Global Conference to save up to $600.
The conference offers opportunities for you and your business to grow, including networking opportunities, technical demonstrations and expert Oracle HCM sessions. It will be the best investment for 2016 that you make in 2015.
We look forward to seeing you in New Orleans on June 6-9. Check for updates on the OHUG website and follow us using #OHUG2016.
Register now.
Headlines
News from OHUG
Share Your Success Story at the Conference
The call for speakers for the OHUG 2016 Global Conference is officially open. Taking place June 6-9, 2016, in New Orleans, this event is the ideal forum to share your expertise.
If you have implemented a new process, experienced a migration, facilitated an upgrade, or have taken part in a successful venture in your organization, consider sharing your newfound knowledge with the OHUG audience.
We're looking for content related to the following product lines: Oracle HCM Cloud, E-Business and PeopleSoft.
The deadline for submissions is Friday, Dec. 11, 2015. Visit the OHUG Call for Speakers page for more information.
Read the Recruiting Marketing Report Card for 2015
The Recruiting Marketing Report Card for 2015 analyzes the use of recruitment marketing practices by the 2015 Fortune 500. It provides a view into which best practice marketing principles are currently being used by the largest recruiting organizations, which best practices are emerging and which best practices are largely untapped. By reading this report, talent acquisition teams can learn how their strategies compare and which practices they should invest in to better compete and even gain an edge.
Read the full report.
Performance Review Data Capture
You know that feeling of dread when it's time for annual performance reviews? Oracle E-Business Suite HCM is not as friendly as most of us would like, and when performance review time rolls around, we know it's time to knuckle down for some tedious, mind-numbing and repetitive data entry. It's not our favorite job, but we know how important it is.
In this article, Brad Sayer, one of the founders of More4Apps, tells a story we're all familiar with when managing the need for accurate, up-to-date data in our HCM systems and provides an attractive solution.
Read the article.
What Do You Know About OHUG SIGs?
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. Check them out.
On Dec. 9, the Taleo Performance SIG is holding its monthly meeting. If you're a Taleo Performance user, consider joining! Learn more here.
View Past Webinars
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?
Check out all past webinars now.
Industry News
5 Forces Shaping the Future of HR
Talent Management (10/13/15) Boudreau, John
The Global Consortium to Reimagine HR, Employment Alternatives, Talent and the Enterprise was launched to help human resources and talent management leaders outline trends affecting organizations by 2025. Exponential technological change was identified as one of the key factors. The rapid uptake of robots, autonomous vehicles, commoditized sensors, artificial intelligence and global collaboration sparking a rethink of work and global commerce will likely have influence by 2025, and HR leaders likely will respond by engaging flexible, distributed and provisional workforces that adjust to accelerated business reinvention cycles while also becoming more precise in picking long-term bets and more flexible when predictions are uncertain. A second major force is a migration to more power-balanced organizations and communities with more project-based interactions. Talent will likely engage based on aligned purpose, and HR leaders may respond with networks replacing hierarchies and social and external collaborations as critical components of product and service development. Global connectivity also is anticipated, boosting organizational transparency and enabling global and real-time communications to expedite ideation, product development and go-to-market strategies. With work likely to be seamlessly distributed worldwide with 24/7 operations, HR leaders should engage and address varied and distinct cultural preferences in policies, practices, work designs, pay and benefits, and oversee a workforce that extends beyond regular full-time employees. Finally, human-machine collaboration should encourage an HR transition to machines or robots and a mastering of big data.
Government Agencies Seek Modernization in the Cloud
Forbes (11/02/15) Carr, David F.
Oracle's government clients are opting for cloud services to expedite system modernization, according to a recent Oracle OpenWorld panel discussion. Participants said Oracle's applications were not necessarily an element of wide-ranging initiatives to transfer systems to the cloud, but the best available solution for their needs. Massachusetts Payroll Director Kevin McHugh cited the state Comptroller's Office's gradual move to the cloud via Oracle Taleo Recruiting Cloud Service, mainly to circumvent dysfunction in the state hiring process. He said Massachusetts also understood that archaic job application processes were hurting its ability to recruit. Meanwhile, Eastern Municipal Water District Deputy General Manager Deborah Cherney said Oracle Human Capital Management will replace a morass of human resources systems, and the impetus for the project was “the harsh reality that we needed to do something” to modernize systems and improve their cohesion. She noted the utility was convinced to move ahead with the cloud deployment only when it reached the conclusion that most other options came up short of Oracle's offering. Cherney said as utility workers get a feel for the software via initial testing, they are seeing how many unnecessary data entry tasks and spreadsheet-powered workarounds they will be able to remove.
Tech Will Turn HR Into a 'Productivity Department'
ComputerWeekly.com (10/29/15) Goodwin, Bill
The focus of new human resources technology is transitioning from personnel management to productivity improvement, and Bersin by Deloitte Principal Josh Bersin predicted HR departments will start transforming themselves into productivity departments over the next three years. "HR software that makes you do HR stuff is not being used, and people complain about it," he said. "Now vendors are redesigning their applications to be gamified and fun." Next-generation HR technology is designed to make employees' lives easier by enabling staff to communicate feedback to their boss, enabling managers to rapidly define work goals and letting staff take training on an as-needed basis. "Companies are trying to redesign their workplace, their work environment, business and HR practices to make it more engaging to work in a 24/7 never-ending work environment," Bersin noted. He said the leading factors in organizations choosing HR systems is their ease of use and employee engagement. HR departments currently are collaborating with developers to design simple and entertaining mobile apps that are more effective than conventional IT systems, according to Bersin. "Apps are now much more game-like," he said. "They have points and nudges, and videos built in, and elements we would see on YouTube or Facebook in the corporate world." Bersin noted the consolidation of HR technology into talent management suites is giving way to "a wave of simplification."
HCM Gets More Innovative in the Cloud
Enterprise Apps Today (11/03/15) All, Ann
Enterprises' migration of human capital management (HCM) applications to the cloud is changing HCM software's reputation for innovation for the better. "[Human resources] software users massively benefit from the consumerization of IT," noted Constellation Research Analyst Holger Mueller. "In fact, even the user experience on mobile devices is not an afterthought today. The shift to cloud-based design, creation and delivery by the vendors has created a faster adoption of cloud-based software in the HR space than in any other enterprise automation area. And with the shift to cloud, a higher rate of user experience innovation has been achieved." Mueller said HCM vendors issue updates more frequently in the cloud, and this makes them "closer to what best practice is." He cited analytics as an HCM area particularly open to innovation, but also noted most enterprises are gradually moving to the cloud via hybrid deployments, with talent management migration often prioritized first. Meanwhile, Sierra-Cedar's Stacey Harris said small and midmarket organizations have been moving HCM to the cloud faster than their larger peers, which are more likely to support hybrid implementations. Harris also observed middle and late cloud HCM adopters are being driven by vendors recommending that a cloud deployment is necessary for leveraging the latest and fastest offerings and efficiencies. Oracle is among the few vendors still offering on-premise HCM apps to new clients, although Mueller and Harris noted the company increasingly is advising customers to make a cloud migration.
Five Essentials for HR Analytics Success
Personnel Today (10/16/15) Carty, Michael
Human resources leaders offered five essential practices underlying successful HR analytics efforts at the recent Chartered Institute of Personnel and Development HR analytics conference. "Identifying 'one source of truth' and communicating it to the organization is the foundation of all HR analytics projects," noted Cisco's Global Talent Acquisition Director Ian Bailie. He said HR analytics can only be effective with an agreed definition of the data required by the organization. HR can lead analytics by fostering consensus on what is to be measured and how best to quantify it, Bailie said. He also said always placing a higher value on data than on HR technology is vital. A third critical action to breed HR analytics success is to secure executive leadership buy-in, so HR leaders need to cultivate strategic internal partnerships, said Aviva Group HR Director Jeff Nelson. Including analytics as part of the HR skill set is a practice cited by Virgin Media's Aggy Dhillon, while applying data to relay a compelling message creates what Bailie termed a virtuous circle. "Internal word of mouth drives other departments to ask for analytics data," he noted. Finally, sustaining passion about the data and the value the organization can reap from it was recommended by Arriva HR Business Partner Helen Parkinson.
HR Must Be Aware of 'Megatrends'
HRMagazine.co.uk (11/04/15) Frith, Becky
Siemens U.K. & North West Europe Human Resources Director Toby Peyton-Jones said HR needs to maintain awareness of "megatrends" influencing the future of business. “If you look at some of the tectonic plates that are moving in the external environment, it's clear worldwide that some major shifts are happening,” he said. “We are facing 'megatrends' around technology and social change in society.” Noting people can now engage in fast, real-time conversations, Peyton-Jones asked, "do your employees need to be present in the office? How much and what proportion of their work will be online or via remote interaction?” Peyton-Jones advised against HR losing its way in a “sea of data” as the reach of technology increases. “It can be quite dangerous to get lost in a whole load of numbers,” he cautioned. “You can look at the clouds and convince yourself that you've seen a face, and similarly data can also be misleading and create diversions. The key thing is to immerse ourselves in the business strategy, and then to look at data that is really relevant.” Peyton-Jones predicted the emergence of two main themes in HR: the occurrence of traditional HR functions online, and the increased dominance of human capital as an element in the strategic agendas for both HR and businesses. Company culture also will become a pivot point for HR leaders, according to Peyton-Jones.
Abstract News © Copyright 2015 INFORMATION, INC.
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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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