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The Ins and Outs of Implementing Benefits Life Events with Activity Guides
The 2015 OHUG Global Conference was packed full of outstanding customer sessions. If you missed the conference or a great session, you're in luck! OHUG has put together a webinar series comprised of the top-rated sessions presented by Oracle customers.
The Ins and Outs of Implementing Benefits Life Events with Activity Guides
Date: Tuesday, Aug. 25
Time: noon CT
Featured Speaker: Sharon Stansbury, Northern Trust
In 9.2 Benefits, PeopleSoft has delivered activity guides in creating benefit life events. This presentation will unravel the basics of creating benefit life event activity guides. Attendees will learn about the relationship between benefit life events configuration and activity guide configuration, some of the underlying code that could affect the behavior of the software, using related content services, setting up security and automating the cleanup of abandoned activity guides.
Read more and register.
View all upcoming webinars.
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News from OHUG
You Can Still Access OHUG Global Conference 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.
Upcoming September Webinar: Precision Hiring Decisions
Precision Hiring Decisions: Using Simulations and Machine Learning to Improve Your Candidate Experience and Optimize Recruiting
Date: Wednesday, Sept. 23
Time: 1-2 p.m. CT
Presenters: Joe Murphy and Eric Sydell, SHAKER Consulting Group
Half recruiter, half technology is the augmented reality of the modern talent acquisition professional. Technology is highly reliable with repetitive tasks, and recruiters use insight and judgement to make complex job fit decisions. The combination of recruiter and technology creates a platform for making precise hiring decisions.
Candidates want an opportunity to demonstrate their capabilities, and they share in the career decision. Simulations and job relevant exercises can engage, educate and help evaluate candidates. Join us for this informative webinar to learn how you can go beyond resumes and obtain a work-sample that predicts job-fit.
We will explore how predictive modeling is used to create a calibrated and validated candidate evaluation process that will allow you to objectively rank candidates based on demonstrated capabilities.
Register now.
October Webinar: R12 Upgrade from 11.5.10.2 to 12.2
R12 Upgrade from 11.5.10.2 to 12.2
Date: Tuesday, Oct. 20
Time: noon to 1 p.m. CT
Presenters: Phani Kottapalli and Rajesh Tenukuntla, AST Corportation
This presentation will cover the preparation. planning and upgrading of Oracle HCM Applications from 11.5.10.2 to 12.2. We will explain the steps involved and how we've successfully performed several upgrades.
Register now.
From the Oracle Apps UX (OAUX) Team
Check out what's new in the upcoming Oracle Applications Cloud Release 10. This content includes a summary-level description of each new feature and product. You can also review expanded discussions of each new feature and product, including capability overviews, business benefits, setup considerations, usage tips and more. The OAUX team crafted the user experience and extensibility messaging for the RCD document for release 10. From the Cloud Site, click on Resources > Release Readiness to access the Release Readiness page.
For a preview of the Oracle HCM Cloud user experience in Release 10, read "Oracle HCM Cloud Enhancements Empower Digital Workforce," from MarketWatch. They write, "Part of Oracle Applications Cloud Release 10, the latest release of Oracle HCM Cloud, helps organizations support an increasingly global and digital workforce through a number of new and enhanced solutions including: work-life, workforce optimization, position management, performance management, and robust analytics, all powered by an engaging and modern user experience."
Oracle partner eProseed writes about using Oracle user experience design philosophies and patterns in "How we design usable Oracle applications that please users and customers." Read this post for a great explanation of the glance, scan, commit design philosophy that we use at Oracle in designing the cloud applications user experience.
Join OHUG at the New England Joint Oracle User Group Meeting
OHUG is once again co-sponsoring another exciting New England Oracle User Group event on Thursday, Nov. 19, 2015, at Gillette Stadium in Foxborough, Massachusetts.
Enjoy a day of hot topic educational sessions, networking with your HCM peers and access to industry experts. The formal agenda will offer Oracle ERP-specific HCM content, as well as HCM and other content applicable to all Oracle product lines. Discover ways to improve current system and operational performance, with an eye to integrating new technologies.
Questions or requests for more information, including exhibit and sponsorship opportunities, may be directed to Event Coordinator Joanne Brennan by email or phone at 617-510-2578.
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
Oracle Releases Cloud HCM Improvements
SearchFinancialApplications (07/30/15) Ring, Dan
Oracle announced enhancements and new functions in its cloud human capital management (HCM) offering, intended to increase productivity and make cloud HCM less difficult to use. Oracle's Gretchen Alarcon said the software changes enable employees to better manage and control their career development and reputations, provide a mobile option for employee performance management and augment workforce assessment and planning with analytics. In the first area, employees can use the cloud HCM software to compare skills and experiences to idealized profiles of higher positions, and determine how they can best fit into that advanced role. In addition, managers could use the solution to examine employees and make recommendations on what would probably be their next job in an organization based on their skills. The product's mobile app, available for tablets and smartphones, facilitates evaluation and comparison of a team of employees instead of just one worker. Alarcon said an enhancement to Oracle HCM Cloud's analytics capability enables managers to import data from sources outside their own human resources systems to deliver more comprehensive views during workforce assessment or workforce planning. Also included in the release is a different talent review technique for people up for advancement. For example, Alarcon said it can enable a manager to start with a base of 50 individuals and use analytics to scrutinize each person by seniority, risk of loss and the impact of the employee departing the organization.
HR 'New Frontier' for Data-Driven Business Strategies
HR Magazine (07/28/15) Gurchiek, Kathy
Senior executives' reliance on human resources leaders for innovative, data-backed business strategies is expanding, according to a CareerBuilder survey of 88 U.S. CEOs. “HR is the new frontier for data science applications in business,” noted CareerBuilder CEO Matt Ferguson. “CEOs are looking for HR to be just as data-savvy and digitally savvy as other areas of the company and take quick, measurable actions that move the business toward its goals.” About 66 percent of survey respondents said HR's views are more highly valued by senior management, mainly due to the growing rivalry for talent, a contracting talent pool and demand for wage increases. More than 50 percent said their organizations have not reached their full potential due to a lack of qualified job candidates, while financial losses due to inefficient recruiting were cited by almost half. They identified a dearth of skilled candidates, taking too long to fill positions and a poor candidate experience as the three primary recruitment challenges. “Technology is a very big aspect of the candidate experience,” said CareerBuilder Chief HR Officer Rosemary Haefner. “Organizations that seem to be doing the best at this [use] four or five touch points” from the time a candidate applies for a job. HR leaders' proficiency in workforce analytics was rated as “absolutely essential” by more than 66 percent of polled CEOs. Also desired by CEOs are HR leaders with strategic business acumen and an understanding of operational metrics, Haefner said.
Why Cloud Talent Management Fits Midsize Business Needs
Forbes (07/29/15) Preston, Rob
Midsize companies often lack the financial resources or brand appeal of larger organizations, as well as the fast return-on-investment prospects of popular startups. They also are burdened with a far smaller margin for error than big firms in terms of talent, which means they need a modern approach to human resources executed by contemporary software tools to vie for increasingly scarce talent as baby boomers retire. Cloud talent management is vital, as midsize companies need access to the same data analytics, reporting and compliance functionality that are standard components of large-scale, enterprise HR systems, enabling them to automate key HR functions such as identifying high-performing employees and targeting them for retention. Such functions come out of the box, with enterprise-class security, with cloud solutions. Moreover, Oracle's Steve Cox noted large organizations have the room to accelerate HR system processes over months, but most midsize companies do not. He stressed cloud-based HR services are easier to procure, launch, upgrade and scale. In addition, maintenance costs for on-premises HR systems are unaffordable for midsize companies, and cloud services enable such enterprises to concentrate on core competencies and delegate application support to application experts. Finally, on-premises solutions often cannot keep pace with HR department and employee demands for new features, but a cloud implementation is capable of doing this.
10 Ways to Move Towards Modern HR
Human Resources Online (07/28/15) Won, Moon
There are 10 ways human resources can sustain an organization's success, according to Oracle ASEAN Vice President Moon Won. His first suggestion is to draft a sales-like talent management playbook that documents important aspects of the organization's HR strategy, which can boost the employee experience as well as employee retention. Won also suggests using sources of human-generated data to get a better sense of your employees and more business performance visibility. His third recommendation involves hiring data scientists to map out new HR strategies that fuel growth instead of obstructing it, and another suggestion is to support a personalized employee experience to differentiate workers for retention purposes. Won also recommends applying social technologies to augment communication and boost productivity, thus fostering a collaborative workplace culture that elevates enterprise performance. His sixth suggestion is using social networks, predictive ranking, candidate databases and other tools to hire for ongoing innovation, while the gamification of continuous employee training is especially appealing to millennials and mobile employees. Won said a performance management model in which employee and line manager behavior is tied to outcomes important to the enterprise, customers and business partners is another ingredient that makes HR the driving force in business success. His ninth suggestion is to establish an effective, global HR technology platform to support globalization while helping control HR's operational costs and align with local needs. Won's last recommendation is to cloud-enable HR systems.
Businesses Shouldn't Overlook Talent Gained Through Acquisitions
HRMagazine.co.uk (08/06/15) Frith, Becky
Businesses should not overlook the benefits of gaining new talent through acquisitions, according to Oracle Human Capital Management (HCM) Strategy Director Andy Campbell, who noted at Oracle many acquisitions are composed of small teams of younger workers. "We have a reverse mentoring program," Campbell said. "Instead of having employees with longer tenures taking on new staff we do it the other way round. That way new blood keep asking questions like 'why is it done that way?'" Campbell thinks employee age is not always the determinant of their attitude. "Everybody is a millennial now," he argued. "Everyone is looking for flexibility, creativity, and the chance to collaborate with a team." Campbell stressed the importance of organizations having their business philosophy function as a reference point for how the employees make decisions, evolve and perform to the best of their ability. "If created correctly it can underpin an organization's success," he said. "With young people less driven by financial incentives and more by the values of an engaging workplace culture, getting them right has never been so important." Campbell also noted many companies often overlook the fact that all their actions, from generating understandable values through to using big data to inform human resources policy, must concentrate on improving employee performance as well as that of the business in general. "This approach needs to filter through to the HR team, to encourage and empower them to think about how they can engage with the entire organization to drive excellence," he said.
Common Questions About HR Tech
Human Resource Executive Online (07/06/15) Boese, Steve
Common questions concerning human resources technology that author Steve Boese was confronted with at the recent Society for Human Resource Management Annual Conference offer insights into issues that HR professionals encounter. One question relates to whether it is better to have a single unified system for all HR processes, or to deploy and later integrate best-of-breed solutions for each area. Boese and HR Happy Hour Podcast co-host Trish McFarlane determined the answer depends on the individual organization and how its workforce generates value, its business strategy and how these influence what kinds of technologies can support them. Another key question asks what the best ways are to ensure HR technology projects succeed in terms of time to deploy, meeting deadlines, and more, for which Boese and McFarlane cited common factors that can destabilize almost any project, especially scope creep. "These expansions are ... usually not met with commensurate expansions in time to implement, resource allocations and/or budget, which leads to missed deadlines and cost overruns," Boese warned. He also named an organization's inability or unwillingness to commit internal resources to project implementation for the time needed to guarantee deadlines and return on investment goals are met as another point of failure. A third question concerns HR's use of consultants to assist with technology projects, which Boese recommended in cases in which HR is unfamiliar with the technology.
Abstract News ©Copyright 2015 INFORMATION, INC.
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| Save the Date: OHUG Global Conference 2016 |
Don't forget to save the date for the OHUG 2016 Global Conference!
When: June 6-9, 2016
Where: Hyatt Regency, New Orleans |
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