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By the Numbers: OHUG 2015
It's been over a month since the 2015 OHUG Global Conference ended, but we're still thinking about it! Before we start focusing on 2016's event in New Orleans, let's take a minute to highlight some key numbers from this year.
- For the third year in a row, the conference surpassed the 1,500 attendee mark.
- The event featured 203 educational sessions.
- 62 OHUG partners joined us on the floor.
- The exhibit hall floor spanned 8,600 square feet.
Save the Date
Don't forget to save the date for the OHUG 2016 Global Conference!
When: June 6-9, 2016
Where: Hyatt Regency, New Orleans
Headlines
News from OHUG
OHUG Global Conference Session Presentations Are Available
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.
Best of the Best Webinar Series
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.
Part 1 - Automating Your Users' Experience Using Prerequisites, Part 2 - Tell 'Em at Login
Date: Tuesday, July 28
Time: noon CT
Featured Speaker: Monica Hanks, American Association of Critical Care Nurses
Read more and register.
Explaining Oracle Business Events
Date: Tuesday, Aug. 11
Time: noon CT
Featured Speakers: Josh Rechtien, Hallmark, and Martin Myers, PEG Consulting
Read more and register.
Combine Smart HR Templates with AWE for HR Data Transactions
Date: Tuesday, Aug. 18
Time: noon CT
Featured Speakers: Jitu Bora and Judy Hamilton, UniFirst Corporation
Read more and register.
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
Read more and register.
View all upcoming webinars.
View Photos from #OHUG15
Did you attend the OHUG Global Conference? There's a good chance you're [OHUG] famous! Check out the photo gallery from this year's conference. If you didn't attend the 2015 event, take a look at what you missed!
August Webinar: Fact or Myth: Protecting Your PeopleSoft HCM Data from Cybercrime
Date: Tuesday, Aug. 4
Time: 1-2 p.m. CT
Speakers: Larry Grey and Greg Wendt, GreyHeller
Want to sort cybercrime fact from fiction? Do you think you know the difference? Test your knowledge. GreyHeller will set the record straight about cybersecurity myths using data from its Annual Cybersecurity Survey, the Sans Survey and live audience polling.
This webinar will test your internal and external threat knowledge and give you the tools necessary to assess your organizations' PeopleSoft security. All participants will be given access to a copy of GreyHeller's confidential Threat Assessment Matrix, which identifies the internal, external and data threat vectors the bad guys have used to compromise your HCM data.
Register now.
PeopleSoft and the Future of ERP Webinar Series
In this two-part series, GreyHeller founders and former, early PeopleSoft technical strategists Larry Grey and Chris Heller will discuss ERP trends and how they affect PeopleSoft customers. Part one ran today and discussed Gartner's recently published 2015 Strategic Road Map for Postmodern ERP and how the opportunities and challenges affect PeopleSoft customers.
Part two, which will be held July 29 at 11 a.m. PT, will be a demo-intensive session showing how GreyHeller customers are meeting these challenges today.
Register here.
Oracle's User Experience Strategy
Want a preview of the UX strategy before Oracle OpenWorld 2015 in October? See Oracle's new posts on the VoX blog. "Going Beyond the Notification: Transitioning With the Evolving Enterprise" talks about changing workforces, increasing mobility and how the user experience of the Oracle Applications Cloud is transitioning. Wondering when the innovation will reach you, or how much it's all going to cost? Look no further. This transition doesn't have to hurt. "Big-Picture Innovation on the Path to a Better User Experience" focuses on where we get our inspiration. Emerging technology is only the beginning. And "Consistency, Context, Convenience, Participation? Check!" discusses how Oracle designs that mobile user experience. You know that if users don't like the system, they won't use it, so what do we need to do to maximize participation? Don't miss this.
Looking Ahead at the Oracle HCM Cloud
Gretchen Alarcon, group vice president of product strategy at Oracle, takes a look at what's coming for the Oracle HCM Cloud in Oracle Applications Release 10 Spotlight on HCM Cloud, a new video on YouTube.
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 Extends Integrated Cloud Reach
Talkin Cloud (06/24/15) Vizard, Mike
Oracle's recent rollout of more than 24 different cloud services marks a major extension of its integrated cloud computing solutions, which includes human resources applications. During a recent live event, Executive Chairman Larry Ellison said Oracle sold $426 million worth of software-as-a-service (SaaS) applications and platform-as-a-service (PaaS) software in the last quarter, up 200 percent from a year ago. Ellison also pointed out the majority of Oracle's current growth came in the last quarter and he noted Oracle Cloud Platform now has more than 1,800 customers with 1,419 of those customers added in the last quarter. Ellison said the company is pursuing a hybrid cloud computing strategy that combines SaaS, PaaS and infrastructure-as-a-service (IaaS). He emphasized the company's vow to deliver a full PaaS and SaaS portfolio that operates on-premise and in the cloud with consistent efficiency. Ellison stressed information technology organizations can move Oracle software into the cloud as well as back into an on-premise environment at the push of a button. He noted all the Oracle Cloud Services portfolio lacks is a manufacturing software suite, which is due later this year.
More Businesses Investing in HR Technology
Society for Human Resource Management (06/17/15) Wright, Aliah D.
Exponential growth in global human resources technology investment is keeping pace, according to Towers Watson's 2015 HR Service Delivery and Technology Survey. The poll found 88 percent of HR information technology and HR executives at about 800 companies are planning to spend the same amount or more on HR technology and systems this year compared to last year, while some organizations are replacing their core HR management systems every three to five years instead of every five to seven years. In addition, 30 percent of respondents will replace their main HR systems in 2015. “Modernizing core HR technology is emerging as the primary HR service delivery priority,” said Towers Watson's Mike DiClaudio. “While in the past, companies have mostly invested in secondary technology for talent, compensation and performance management, there has been a dramatic shift to investing in core HR systems. Many organizations are now looking at cloud-based platforms to replace traditional HR platforms.” The survey also found 40 percent of respondents intend to change the way their HR departments are structured in either 2014 or 2015, up from 30 percent last year. Meanwhile, Bersin by Deloitte's Josh Bersin estimated the 50 leading HR technology investment deals last year comprised more than $560 million and the top 50 learning and educational tech deals surpassed $800 million.
PwC Finds Many Companies Creating, Improving People Analytics
SearchFinancialApplications (06/09/15) Ring, Dan
A majority of organizations see the implementation or upgrading of human resources analytics as crucial, according to a study by PricewaterhouseCoopers (PwC). The report found 86 percent of respondents said creating or enhancing "people analytics" is a strategic priority for the next several years, and 46 percent already have deployed dedicated people analytics. PwC Principal Scott Pollak observed an improvement in organizations' ability to make a business case for HR analytics. The study revealed a skills gap in business leaders' ability to interpret and use data effectively, with organizations citing deficient technology and the absence of a central data source as key obstacles to producing successful reports on HR analytics. Core trends in HR analytics the report focused on were rising investments, increasing dissatisfaction with current data governance strategies, an expanding effort to improve prediction of flight risk among top talent and a push to embed targets and benchmarks within analytic tools. Meanwhile, a separate Human Capital Institute/Oracle survey found too many organizations cannot effectively make changes based on gauges of employee engagement. "Although most companies recognize that it is beneficial to survey employees to measure and analyze their engagement with the organization, many fall short when it comes to taking action based on those survey results," the report concluded. The study saw a clear need for more regular engagement measurement, as 43 percent of respondents cited a long time between data collection and action as a top barrier to effective measurement.
It's Time to Get Serious About Social in HCM
Forbes (06/16/15) Skura, Joachim
Meaningful deployment of social recruiting in human capital management is seriously lacking in the business world, according to Oracle's Joachim Skura. Without it, businesses are overlooking a prime opportunity to recruit the most highly skilled and nurture the most effective internal recruiting force. At the root of this problem is a misunderstanding of what constitutes social recruitment, and Skura said simply posting job applications on social media and engaging with potential candidates there is inadequate. He cited four chief traits of social recruiting, including volume, word of mouth, transparent rewards and automation. True social recruiting entails posting many posts, frequently, and on multiple channels, building up awareness over time, Skura said. In addition, social recruitment cannot work unless employers build a robust social network integrating the networks of employees past and present. Moreover, without a clear incentive, employees will not leverage their own social networks for recruitment purposes, Skura noted. Finally, the automation of simple tasks is essential to a social recruitment platform, as it frees up human resources teams to concentrate on more complex, value-adding tasks.
HR and People Analytics — Stuck in Neutral
Royal Gazette (Bermuda) (06/09/15) Cunningham, Liz
Organizations deploying analytics capabilities to meet complex business and talent challenges are a rarity, according to Deloitte's 2015 Human Capital Trends survey. Although 75 percent of respondent firms think using people analytics is important, only 8 percent believe their organization has a strong people analytics implementation, which is almost identical to last year's percentage. Despite the fact that people analytics programs can yield a high return-on-investment (ROI), human resources leaders are struggling with building an integrated plan, and more than 80 percent of HR professionals rank themselves low in their analysis capabilities. Potential areas in which organizations can best apply analytics to enhance talent management include the comprehension and prediction of employee retention, increasing employee engagement, widening talent sources and improving quality of hires and profiling outstanding sales and customer service performers. More advanced applications for people analytics are emerging as well, including understanding and predicting ethics and compliance difficulties, and measuring learning and progress in workers' careers. Steps companies can follow to establish effective people analytics include building the right multidisciplinary team and showing ROI, starting with a platform of existing analytics tools, partnering HR with information technology early on, using analytics on the HR department to demonstrate its potential, concentrating on immediate business needs and upgrading technology platforms to leverage embedded analytics.
Why We Love to Hate HR ... and What HR Can Do About It
Harvard Business Review (08/15) Vol. 93, No. 8, P. 55 Cappelli, Peter
Business leaders tend to have a mutable view of human resources, valuing it as a strategic partner during talent shortfalls only to relegate it to more of a distraction when the labor market is flush. This is because executives resent having their behavior directed, and they see no immediate benefit of complying with those directives. This situation creates an opportunity for HR managers to set a clear talent agenda before the market shifts course again, as they have the requisite expertise and perspective. HR leaders can be especially valued by their organizations by rethinking archaic and obsolete programs, making a strong business case for projects that matter, and divesting themselves of cherished programs that make no impact. HR leaders need to develop company- and industry-specific policies that respond to modern and immediate challenges. One example is Deloitte's decision to break up its traditional promotion hierarchy, building a more open and flexible scheme for career advancement that considers both employee interests and changing business demands, to bolster retention of key talent. Another important item for HR to focus on is the acquisition of business knowledge so organizations can derive sense from employee data to maximize their human assets. HR also needs to embed a long-term vision back into organizations by reconciling it with businesses' immediate pressures via one-at-a-time initiatives. At the same time, HR should take a step back to examine those projects from an aggregate point of view.
How North Shore-LIJ Is Acing Its Talent Search
Forbes (06/11/15) Hickins, Michael
Hospitals such as North Shore-LIJ of New York are recalibrating their hiring, training and employee retention processes in the aftermath of the U.S. Supreme Court's Obamacare decision and other factors, with such challenges spurring human resources leaders to step up recruitment with new technologies and programs. The aging nurse population and allowances by many states for for-profit hospitals to compete with non-profits are just a few of the challenges. &ldquo |