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Check Out Session Handouts from the OHUG Conference
It’s been over two 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 Self Service Makeover: Do Wonders with Personalization.
Description: Bank of America, during its global Oracle Self-Service Implementation Project, wanted to have a consistent and better user experience across all its end-to-end applications. During this project, we got many such requirements: moving the position of buttons, changing the link to buttons, changing the text and validations based on the link selected, etc. It also wanted to eliminate the customization as much as possible. We have researched and utilized personalization to handle many of these requirements. Personalization is also consistent across the self-service applications, easily manageable without changing the system functions. During this session, we will share the useful techniques that we designed using personalization that are easily manageable and follow the same protocol/standards as the Oracle-seeded personalization.
View all session handouts.
Note: You will need to log in to the OHUG website to view the handouts.
Headlines
News from OHUG
Don't Miss Today's "Best of the Best" Webinar on Taleo Recruiting: Caterpillar's Global Implementation Journey
Date: Aug. 20, 2014
Time: 1-2 p.m. CT
Speaker: Nancy Gates, Caterpillar Inc.
Sponsored by Scout
Been challenged to implement Taleo Recruiting with a global scope? Caterpillar is an 87-year-old company with an iconic brand. Known for its large yellow earth-moving equipment and engines, career opportunities available at this global industry leader have not had the same recognition. While headquartered in central Illinois, Caterpillar is a truly global company. The company has been selling globally since the 1920s and has had international facilities since the 1940s. In the last decade, the workforce has also become more global, with more than 50 percent of its employees based outside the United States.
In 2011, the company added 20,000 employees around the world. With a hiring surge expected in developing markets and an aging workforce in developed markets, the company has estimated the potential to hire more than 17,000 new leaders in the next decade. This presented a significant challenge. To mirror the global reach of Caterpillar's business and the global need for talent, Caterpillar identified the globalization of recruiting as a priority to serve the business to meet its objectives; ultimately, this provides the right talent to serve customers, improving the bottom line and shareholder return. With commitment from Caterpillar leaders, work began in 2011 to transform Caterpillar's recruiting process, technology, organization and employment brand globally.
This session, sponsored by Scout, will detail how with collaboration with an outside consultant and the acquisition of Taleo Recruiting, Caterpillar transformed its recruiting strategy, organization design and employer brand.
Register now.
The Best of the Best Webinar Series Continues
This year's OHUG Global Conference, held June 9-13 in Las Vegas, was packed full of outstanding customer sessions. If you missed the conference or a great session, though, you're in luck! OHUG has put together a webinar series comprised of the best customer sessions from conference.
Implementing Taleo Performance Suite - Lessons Learned
Sponsored by Scout
Date: Sept. 3, 2014
Time: 1-2 p.m. CT
Speakers: Lydia Wolfe-Clark, Sutter Health, and Sherry Witkowski, Sutter Health
Sutter Health is a not-for-profit health care organization that currently employs more than 50,000 employees. The Taleo Performance Suite was implemented two years ago in a phased approach to our hospital affiliates, which represents 45 clinic/hospitals, each with a unique performance review process. We are now live with Goal Plans, Performance Reviews, Succession Plans, Talent Profiles, Development Plans and the Talent Browser.
This session will focus on Sutter’s experience with implementing performance reviews, focusing on lessons learned. We will cover administrative setup for review cycles, review groups and review requests which can ease the review creations process for the system administrator. We’ll also discuss the elements of the review definition and the sections within, as multiple review forms templates were configured to meet our affiliates’ unique needs. Our experience in this area has greatly improved from our initial rollout and offers streamlined processes for our performance reviews.
Register now.
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.
Co-Founder of Scout Exchange Sean Bisceglia Interviewed by Chicago Tribune's Blue Sky Innovation
"Sean Bisceglia has built and sold a string of businesses, starting with his tech-focused ad agency TFA Communications, which he sold to Leo Burnett in 1998. He later flipped staffing firm CPRi, which he bought with William Blair, to Boston-based marketing staffing firm Aquent. Today, he’s president of what is now his third venture with Aquent CEO John Chuang. In 2011, they founded Scout Exchange LLC to apply a “Moneyball” algorithmic model to corporate recruiting. Bisceglia explains how they’re making recruiting more accountable. He also discusses the hard way he learned that direct sales don’t always make sense."
Read the full Q&A.
Why Not Volunteer?
OHUG has made a commitment to the user group community to solicit and maintain quality volunteer team members to serve on committees. The organization recognizes that volunteer team members are vital to sustain and accomplish the strategic goals of OHUG. OHUG board members are typically nominated from the volunteer team member pool, based upon volunteer team member involvement and contribution.
Individuals interested in becoming an OHUG volunteer team member should review the criteria below and fill out OHUG's volunteer interest form.
View feedback from other OHUG volunteers.
Other Upcoming Webinars
How CDW Connected the Dots with a Total Recruitment Marketing Strategy, sponsored by SmashFly
Date: Wednesday, Sept. 10
Time: noon to 1 p.m. CT
Speaker: Troy Heinritz, CDW
In order to recruit competitively today, it's necessary for organizations to have a multifaceted strategy to meet their diverse talent needs. However, the biggest obstacle for most organizations is not the tactics themselves but on how to bring together the people and disparate technologies needed to execute the entire strategy. As seen at this year's OHUG Global Conference, CDW's Troy Heinritz will provide an update on the presentation on how CDW leverages a single recruitment marketing platform to centrally manage and execute their diverse recruitment strategies. Troy will provide insights from their evaluation process and the technical obstacles and considerations they went through to create a better, more comprehensive recruitment strategy.
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.
Submit a Webinar Topic Idea
Is there a topic you'd like to learn more about or see OHUG cover? Let us know! You can always submit a topic idea. We'd love to hear from you.
Share a Success Story with OHUG Members
We are looking for new and exciting Oracle customer content to add to our popular iParticipate Webinar Series! This series offers information, tips, and training on topics that are trending now in your industry. Webinars are available to all OHUG members and the recordings are available for download following each presentation. This is a wonderful opportunity to share your organization success story with the OHUG membership.
To get started, please visit our iParticipate Webinar Archives and view what other members have presented in the past. Submit your topic here.
Industry News
What It Will Take to Fix HR
HBR Blog Network (07/29/14) Benko, Cathy; Violini, Erica
Chief human resources officers (CHROs) must transform from simple service providers into business partners, according to Deloitte's Cathy Benko and Erica Violini. They noted a scarcity of talent, rather than capital, is hindering companies' growth, and this situation is compounded by HR's lack of credibility and its perception as the least agile, and least leadership-ready, function in the organization. The key to remedying this is cultivating outstanding CHROs with line and/or operational experience. "The cutting-edge HR leaders we’ve met ... are thinking more boldly and blurring the experience line with a fresh understanding of talent," they said. "Couple that with comprehensive functional expertise and soon we’ll have a generation of CHROs that consistently brings and activates strategic, holistic perspectives." Benko and Violini recommend strategies for CHROs to expedite this transformation, including concentrating the most on where strategic value is born. They said in today's world, most value creation originates from intangible assets such as brand, intellectual property and people. A second strategy is to realign and retrain HR to ensure its relevancy, with an emphasis on "understanding the dynamics of how the business works, makes money, and competes." Benko and Violini's third suggestion is to make more use of quantitative analytical tools to help HR leaders' credibility by driving, designing, protecting and activating a growth-oriented agenda. They also suggest splitting HR leadership into those who focus on what needs to get done and those concerned with how it gets done.
The Hot HR Technology Trends of 2014
Forbes (07/20/14) Biro, Meghan M.
Human resources leaders and talent managers should be cognizant of several industry trends for 2014 highlighted in an Information Services Group (ISG) survey, which cited expected HR technology benefits such as an enhanced user and candidate experience, access to continuous innovation and best practices to support the business, and accelerated implementation to boost technology's value to the organization. The anticipated influx of fresh talent into the workforce is driving the need for a better user interface, while firms want HR tech to provide strategic business alignment, with a focus on injecting flexibility into talent management, recruiting and retention. Also highly desired are data security, data privacy, integration with existing systems and customizability. The ISG survey noted many deployments of cloud-based software-as-a-service systems, which offer easy setup, more cost-effectiveness than on-premise software, and a center of innovation. In addition, any human capital management solution needs solid mobile user experience, and a simple, intuitive user interface. Collaboration via social tools is a must, given millennials' expectations for such capabilities. Meanwhile, management requires reporting to know their investment is yielding dividends, while strong analytics will help them stay ahead of workforce trends. The transition to these HCM solutions means companies must consider an HR reorganization, and at the very least restructure how HR services are delivered to employees.
Why HR Needs to Think Like the CMO
Human Capital Magazine (08/11/14) Smith, Janie
Oracle Human Capital Management Vice President Aaron Green said human resources have an important role to play in the overall organization, "but it's often been ignored ... because of ... a lack of marketing on the HR officer's part." He stressed HR is vital to company expansion and determining the shape and execution of growth strategies, which is innately a marketing operation. Green also said the increasing importance of data usage for HR practitioners meant they had to become more comfortable with using, understanding, and analyzing data. "When we look at the way that marketing practitioners do their jobs, a lot of it is based on analysis — it's understanding consumers, it's figuring out a target segment, looking at programs that work for different segments of the consumer base," he said. "It's looking at how to attract different kinds of consumers who may not be consumers today. That sounds a lot more like HR than financial accounting does." Green said many HR departments' comfort levels with data are a work in progress, with the next step being to use data to attract new talent, retain existing talent, and encourage organizational growth. He said the final step entails "how HR can actually take that seat at the table ... and say, 'Given our understanding of the business objectives of the organization, here are the critical things we need to be doing to make sure that we have the right people in place for the organization to succeed on its business objectives.'"
Simplifying Human Capital Management with Mobile Applications
ABC Online (Australia) (07/31/14) Green, Aaron
Companies can boost their bottom line and enhance customer satisfaction, quality, and productivity by using advanced workforce analytics, according to Aaron Green, Oracle’s vice president of applications. He said such analytics constitute unprecedented access to workforce trends and performance markers, made possible by mobility and enterprise apps associated with smart devices. Green also said mobility has helped in spurring alliances between cross-functional groups within the enterprise, with human resources often being its most fervent advocate. Green cited accelerated decision making as an advantage of mobility and enterprise apps. "From a collaborative perspective, with the growing use of enterprise social media, which in many cases is being driven by HR, workforce planning and the tangible impact of change is much easier to map," he said. "This in turn provides a platform from which individuals and teams can thrive." Green said this subsequently enables higher employee satisfaction and retention, along with real-time feedback. "From a human capital management perspective, mobility can help you close the loop on true talent management," he said. "It can enhance what managers can offer and what employees can provide in return. It can create nested relationships and powerful partnerships." Evolution in the relationship between HR and IT from service provision to collaboration is one effect of enterprise mobility, and Green said the record operational efficiency of Oracle's clients is testament to the benefits of workforce analytics.
Valuing Your Talent Initiative Another Step Closer
HRMagazine.co.uk (08/08/14) Roberts, Hywel
The Chartered Institute of Personnel and Development's Valuing your Talent (VyT) framework has moved a little closer to completion with the July publication of a report on the research accumulated so far. The purpose of the VyT framework is to provide a scheme and metrics to effectively quantify the value of an organization's people. Lancaster University Management School lecturer and lead VyT researcher Anthony Hesketh, in conjunction with the project team, has identified five major new challenges for business leaders. The challenges include enabling the organization's people to succeed, delivering sustained value-creation through staff, articulating personnel's performance, investor line of sight to employee relationships, and combining hard and soft data. Hesketh said bringing members of the HR community into the process has persuaded them to adopt the VyT team's perspective. “Those people who have been critical of us thought we were being hard-nosed and economic in our approach,” he said. “But what we’re talking about now, sustainability and transparency, for example, are all things that businesses are talking about and have people at their core.” Much of the VyT camp's rhetoric has concerned getting HR and finance professionals “speaking a common language,” and CIPD CEO Peter Cheese said the will and the means for realizing this objective are now in place. “The will comes from the fact that there are huge issues such as skills shortages that mean people need this relationship to work more than ever,” he said.
Tesco's Clubcard Creators to Transform Back Office With Oracle Cloud
Computerworld UK (07/08/14) Nguyen, Anh
Tesco subsidiary Dunnhumby has chosen to migrate its back-office IT systems to Oracle's cloud-based Fusion apps, with the company currently deploying Oracle sales, marketing, enterprise resource management and human capital management clouds, along with Oracle Hyperion Managed Cloud Service and Oracle Business Intelligence Managed Cloud Service. "Oracle's suite of cloud solutions will enable us to streamline our global processes and deliver new operating models as we continue to grow," said Dunnhumby's Andrew Hamilton. He notes the company had a "mix of different systems" in its back office before implementing the Oracle Fusion apps, and that Dunnhumby employs Oracle for customer analytics, specifically the Exadata database machine for data warehousing. Hamilton said Dunnhumby is only adopting cloud apps because it lacks the in-house resources to handle the Oracle apps, which it wants to leave "to the experts." The company also prefers a wholesale back-office conversion rather than a staged one. "We know we want to change the [business] processes, so if we go through the change, we want to do it all at once rather than do it slowly," Hamilton said. "We are trying to manage quite a complex change through one process." Dunnhumby expects the Oracle apps to automate more processes and boost efficiency, which Hamilton said would save money. The firm also hopes to have a single, centralized source of back-office data integrated via Fusion.
Oracle Explores Operational Data
Business Cloud 9 (07/29/14) Murphy, Ian
Oracle has issued four new E-Business Suite extensions for Oracle Endeca to ease the exploration and analysis of operational data, which are geared for end users rather than data analytics professionals. The concentration on end users is part of Oracle's strategy to persuade companies that analytics can yield a real-time business benefit by enabling them to obtain information that is immediately applicable to their current workload. “By offering real-time access in an easy-to-digest display, these new extensions enable users to make faster, better informed decisions that drive revenue and reduce costs,” said Oracle's Cliff Godwin. The Oracle Quality Extensions permit quality analysts, shop floor managers and production control staff to rapidly probe and analyze product and process quality data within Oracle E-Business Suite to identify nonconformance sources, investigate root causes and take immediate remedial action. Meanwhile, the Oracle TeleService Extensions allows for the proactive tracking of service requests, enables timely resolution of customer issues and improves resource planning with an integrated, in-memory service operations dashboard. The Oracle Service Contracts Extensions are designed to maximize customer satisfaction by enabling users to handle contract renewals and proactively monitor performance metrics and the customer service experience. Finally, the Oracle Human Resources Extensions offer actionable data in real time, enhanced productivity, and exploit existing investments in the Oracle Human Capital Management product suite.
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