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Introducing the OHUG HCM Insider … Just in Time for the OHUG Global Conference 2013!
Dear OHUG members,
Notice anything different? OHUG is proud to launch a new format for its monthly e-newsletter, complete with a new name: the OHUG HCM Insider. If you scroll down, you will notice not only the OHUG updates you are accustomed to, but relevant industry news related to the products you use every day. We know you will find it insightful!
This new e-newsletter isn't the only thing to be excited about, though. It's June, which means the OHUG Global Conference is only few days away! Luckily, there's still time to register if you haven't already. Check out the OHUG Global Conference 2013 teaser trailer and get a sneak peek of what to expect in Dallas.
The OHUG Global Conference 2013, held in Dallas, Texas, June 10-14, is a weeklong networking and learning opportunity for anyone working with PeopleSoft, E-Business, Fusion HCM and Taleo products. There will be more than 200 sessions, amazing keynotes from adventure racer Robyn Benincasa and multiple Oracle representatives, countless opportunities to network and much more. The OHUG Global Conference really is your one-stop shop for all your learning and networking needs.
Browse the session lineup and register today!
Take some time to check out the June issue of the OHUG HCM Insider, and I'll see you in Dallas soon!
Sincerely,
Carolyn Hayden-Garner, MBA, CPP
OHUG President
Headlines
News from OHUG
Spotlight on Infor Enwisen
View the OHUG Global Conference 2013 Program Lineup
Keynote Speaker Robyn Benincasa to Discuss Winning
Boots, Bulls & BBQ: OHUG Member Appreciation Event
Attend OHUG's Annual SIG/RUG Day
View the 2013 Exhibitor Showcase
Volunteer with OHUG
OHUG Exhibitor 4Xor Names New Chief Science Officer
Industry News
HCM No Longer an ERP Afterthought
PeopleSoft IT Helps Manipal University Go Green
Oracle Taleo Integration Progressing Well Despite Some Customer Pain
Talent Management: Boards Give Their Companies an 'F'
Rethinking Human Capital a Priority for High-Performing Companies
Oracle Software Chief Thomas Kurian: 10 Strategic Cloud Insights
Why Upgrade Your HR Systems?
A Digital Approach to Human Resources
Global CEOs List Human Capital as Top Concerns
PeopleSoft HCM 9.2 Strengthens Healthcare User's Confidence
How to Build Your Company's Talent Advantage
The Ins and Outs of Applicant Tracking: A Newly Hired HR Professional Makes a Brand-New System Operational
News from OHUG
Spotlight on Infor Enwisen
 What HCM trends will shape your business in the coming 12 months? Find out how Infor Enwisen HR Service Delivery can help!
Don't miss Infor Enwisen at the OHUG Global Conference 2013 in Booth #204!
Discover more.
View the OHUG Global Conference 2013 Program Lineup
The OHUG Global Conference is a weeklong networking and learning opportunity for anyone working with Fusion, Taleo, PeopleSoft and E-Business Suite products.
While the annual conference offers attendees countless opportunities to reconnect with peers and colleagues, the main goal of the meeting is to support our members with a learning experience that is second to none.
Use the scheduling tool on the OHUG website to view the different sessions and build your conference schedule today!
Keynote Speaker Robyn Benincasa to Discuss Winning
Robyn Benincasa has made an art form of extreme performance by competing and winning at the highest levels of sport and business. In her 15 years as an adventure racer, she has biked through jungles in Borneo, climbed mountains in Nepal, trekked across lava fields in Fiji, rafted rapids in Chile — and racked up multiple world championship titles along the way.
 In her book, “How Winning Works,” Benincasa shares the same training tools and exercises that have become wildly popular in her seminars, showing you how to climb to new levels of professional and personal success. Her eight-step method has been thoroughly battle-tested — from the harsh environment of endurance racing to the high-stakes environs of the business world.
Register for the OHUG Global Conference 2013 now.
Boots, Bulls & BBQ: OHUG Member Appreciation Event
A highlight of the OHUG Global Conference each year is the Member Appreciation Event. At this year's conference, the event will be Wednesday, June 12, at Eddie Deen's Ranch. Festivities include music, drinks, appetizers, dinner, a mechanical bull, an armadillo racing station, line dancing and more.
Learn more.
Attend OHUG's Annual SIG/RUG Day
OHUG Board of Directors members Stacie Henn and Judy Hamilton invite you to join OHUG on Monday, June 10, at the Sheraton Dallas to spend a day networking and learning with your SIG (special interest group) and RUG (regional user group) Oracle HCM peers. Anyone registered for the OHUG Global Conference 2013 is welcome to attend at no additional cost, and OHUG expects 2013 to be the largest SIG/RUG Monday to date!
This year, OHUG is happy to announce that the Oracle Taleo SIGs and RUGs will be joining in on this OHUG tradition. Industry SIGs and RUGs will hold their meetings in the morning, and product SIGs will meet in the afternoon.
To see a lineup of agendas and times for the SIG and RUG meetings, please click here.
View the 2013 Exhibitor Showcase
Explore the aisles of the Exhibitor Showcase at the OHUG Global Conference 2013 for inspiration, ideas and expertise as you discover products and services that can help your company. Visit with your current business partners and get to know those who may be able to help you in the future.
View the full list of exhibitors.
View the Exhibit Hall Floor Plan.
Volunteer with OHUG
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.
The OHUG volunteer director solicits volunteer team members and appoints members to serve on committees and special projects on an ongoing basis.
Individuals interested in becoming an OHUG volunteer team member should review the criteria below and fill out OHUG's Volunteer Interest form.
Please click here to find out more about Volunteer Responsibilities.
OHUG Exhibitor 4Xor Names New Chief Science Officer
President and CEO Terry Wharton recently announced John Bloomer as 4Xor Corporation’s new chief science officer. Bloomer will be responsible for managing 4Xor’s new Sciences Division as well as providing strategic direction and management of the product portfolio across IT and the sciences.
“John is a seasoned business leader with a track record of building and running profitable, high-performance teams in process- and technology-based industries here in the U.S. and abroad,” Wharton said. “He is an engineer by training and holds dozens of books, patents, journal articles and seminars on topics including health care IT, medical imaging, enterprise computing and building automation and controls. His career accomplishments speak for themselves, and he’ll be a driving force for 4Xor.”
Most recently, Bloomer has been consulting with Open Gate, helping it establish its health care practice in the Philadelphia region. Currently, he is helping businesses improve operating plans and raise capital in the northeast. Prior to this, he served as CIO with Virtua Health in the South New Jersey market and CTO and IS operations officer for New Hanover Regional Medical Center, another integrated delivery network in the Wilmington, N.C., area.
“In today’s business, information technology is the circulatory system and data is the blood,” Bloomer said. “4Xor’s IT core competencies have helped scores of clients grow, build and quantitatively improve their businesses. I am excited to join the team to leverage and extend these competencies and to give access to new and existing clients the array of new technologies and sciences hitting the market and under development today.”
Industry News
HCM No Longer an ERP Afterthought
Enterprise Apps Today (05/21/13) Rubens, Paul
Human capital management (HCM) has gained significant ground in enterprise resource planning (ERP) purchasing decisions, evolving from an afterthought to an essential tool. Major ERP vendors such as Oracle are paying attention to the growing interest and changing their products accordingly. ERP has made a transition in recent decades from managing physical assets that the CFO is interested in to managing and maximizing the value of human assets. Accompanying this trend has been a transfer of spending authority for core human resources (HR) technology from financial to HR staff. Many companies today are confronted with the challenge of migrating from their current ERP solutions to next-generation cloud-based offerings, which include refined HCM features, and adopt new trends such as mobility and social capabilities. Traditional ERP providers are attempting to accommodate the HCM requirements of their clients' HR people by bundling in new applications such as mobile capabilities into their products. Entrenched vendors such as Oracle are thus making a heavy wager on software-as-a-service, and they also have bought HCM pure-plays such as Taleo and SelectMinds in order to more fully cover their bases. A major advantage these players have is their offering complete ERP solutions as a suite, skipping integration issues and promising customers simpler upgrades.
PeopleSoft IT Helps Manipal University Go Green
Times of India (05/26/13) Pavan, MV
Manipal University's use of the Web-based PeopleSoft IT application has enabled the school to cut down on the consumption of stationery such as paper over the last several years. PeopleSoft IT supports all aspects of the university's human resource management (HRM) and finance system-related information. The goal of the software deployment is to upgrade the university processes to global standards and to disseminate academic and financial information to students and parents via the Internet. Manipal University's Satish Kamath says PeopleSoft IT helps maintain all of the university employee data, including their hiring, leave management, salaries, and other information related to HRM and finance departments. The software has helped realize centralization of data of MU's HRM and finance sections, and Kamath reports that less time is being spent in various back-office activities as a result of its implementation. "Now if an institution needs any equipment, institution authorities can send it within few minutes using this Web-based app and [the] director of [the] purchases department can sanction it instantly," he notes.
Oracle Taleo Integration Progressing Well Despite Some Customer Pain
TechTarget (05/23/13) Snider, Emma
Oracle's integration of Taleo following its acquisition of the talent management vendor last year is proceeding well, with Taleo clients lauding Oracle for its open communication and its push to address customer issues. "It takes time with any acquisition to figure out exactly what you want to do, and I think Oracle's done quite a good job of planning out that integration," notes Gartner's Thomas Otter. "I think sometimes [the] message doesn't always get through to the customers correctly, but Oracle's been good at laying out what the options are." Meanwhile, Anne Hansen with the Oracle HCM Users Group says Taleo's transition to a more systematic support model since the acquisition is a good development. "What I've seen change thus far [since the acquisition] are operational things like support and contracting, and seeing those become integrated as one Oracle support and contracting process," she observes. "That's been beneficial to me in that I'm doing one set of processes across the HCM suite versus two separate sets of processes." Hansen also says she appreciates Oracle making the effort to engineer quality integration between Taleo and other Oracle human capital management products.
Talent Management: Boards Give Their Companies an 'F'
Harvard Business Review (05/28/13) Groysberg, Boris; Bell, Deborah
A global Harvard Business Review poll of more than 1,000 corporate directors determined that talent management is the area where respondents felt their companies are faring most poorly. In fact, many companies received a failing grade from board members especially in terms of firing and leveraging diversity. Directors in North America, Australia, and New Zealand gave their companies the highest marks on talent management, while directors in Russia and Eastern Europe gave their firms the lowest. Western Europe's talent management assessment hardly overtook Eastern Europe's, which contradicted assumptions that the regions with the lowest overall averages would be dominated by emerging or developing economies. The materials industry accrued the worst scores, with low ratings on firing and leveraging diversity, as well as on assessing and developing talent. Boards' increasing interest in talent management is a positive indicator, signaling their realization that such management can no longer be the exclusive domain of human resource executives or even of the CEO and top management. There must be integration of talent management with the organization's long-term strategic goals if they are to hope to have a competitive edge. Still, many critical issues remain unresolved, such as what steps boards should take to help their companies cultivate better talent management, the perception of leadership over time, whether some particular talent management practices should receive more concentration than others, and the most influential predictors of success for a talent management practice.
Rethinking Human Capital a Priority for High-Performing Companies
The Nation (05/27/13) Sakmaneevongsa, Kessara
Significant trends are causing the human resource (HR) outlook in high-performing companies to shift focus to human capital. The trends include a migration from recruitment to development in terms of talent management as businesses struggle to fill key positions requiring specific skills. High-performance organizations are placing greater stress on talent development, partly because planning workforce development together with a career model that incentivizes individual performance as much as organizational advancement helps cut the rate of turnover. Companies worldwide are seeking ways to cultivate leadership and other critical talents, and organizations looking to adopt this strategy should set up a well-planned workforce development initiative with a priority on understanding what new skills need to be fostered and developed. Essential to this is the creation of a new career model that rewards individuals based on performance. HR functions also should enable business strategy in addition to supporting the business. The current HR transformation agenda concentrates on designing HR and talent systems that can function across locations, and IT advancements have encouraged leading companies to use cloud-based HR solutions that establish a platform for real-time HR analytics and broad-based benchmarking. HR leaders should focus on key business priorities and building out central HR operations, which should enable the organization to concentrate on smaller, strategic business elements that are crucial to its success.
Oracle Software Chief Thomas Kurian: 10 Strategic Cloud Insights
Forbes (05/08/13) Evans, Bob
Oracle's Thomas Kurian discusses cloud computing's business value, technological elasticity, and his company's general cloud strategy. He notes that cloud computing is seen by many human resources (HR) and enterprise resource planning (ERP) people as an upgrade in speed and reduction of complexity. Kurian also cites the stunning swiftness of cloud implementations compared to traditional HR or ERP deployments. He mentions as an example a 10,000-employee, geographically dispersed Oracle client who put an Oracle HR system into operation less than a month after procuring it. Kurian also lauds Oracle for offering more cloud apps than any other software vendor, including horizontal apps such as human capital and talent management. A fast, stable, and less expensive customization model is another advantage of Oracle cloud apps, with Kurian noting his company tweaks analytics and other elements via a suite of browser-based app modification tools. Kurian also demonstrates complete cloud solutions' business value with the example of a major PeopleSoft client that migrated their apps to Fusion as their HCM solution. Around the app were many distinct departmental apps built with PeopleSoft tools because the HR team had a small reporting data mart that they required. "People are just starting on this journey [to the cloud], and...we have a major, major engineering effort underway at Oracle on applications as well as all of our technology," Kurian observes.
Why Upgrade Your HR Systems?
CFO.com (05/14/13) McCann, David
CFOs should be prepared to be confronted by information technology and human resources leaders' contention that the company's HR technology needs an upgrade. CFOs should make it a priority to familiarize themselves with the company's strategic plan, assess the chasm between existing technological capabilities and what the plan says are required, and start to replace or add the necessary elements in a systematic, prioritized manner. CFOs frequently evaluate HR technology based on direct costs, which likely fails to address desired business outcomes or dovetail with opportunity costs, and also has indirect cost ramifications. Global staffing and talent management is one of the many possible business goals enabled by HR technology that is becoming increasingly common, while talent management applications also can address the identification of elite employees who might be poached by rival employers. Software also can help recognize candidates who are likely to reap success, based on the traits of previously successful employees. Moreover, the implementation of automated HR processes frees up time for managers. A major question concerns how well the effects of HR technologies can be measured, and experts argue that most advantages to be gleaned are intangible. One of HR technology's most distinguishing features is its across-the-company impact, as every employee engages with the technology on some level with numerous applications.
A Digital Approach to Human Resources
Toronto Globe & Mail (Canada) (05/01/13) Taylor, Paul
Human capital management (HCM) software is geared toward helping organizations manage globally dispersed workforces, enhance human resource processes, and improve employee satisfaction while making companies more cost-effective and efficient. The HCM market is one of the most energetic and fastest-expanding areas of the enterprise software market and has been reconfigured by a slate of mergers and acquisitions over the past 18 months. Recruitment apps help employers recognize the optimal internal or external candidates for a position and process their applications, eliminating the need to hire expensive recruitment agencies and headhunters. Meanwhile, human resource management software helps companies structure, staff, and pay their global workforces, and usually embed self-service capabilities along with tools for the HR department and administrators. And talent and performance management tools let managers establish specific goals for an individual worker to directly contribute to company objectives. Companies with unbeatable talent management practices produce 26 percent more revenue per employee than their peers, Deloitte reports. HCM systems are therefore being embraced by a wide spectrum of organizations, such as Taleo client Hyatt. “Nearly every major business is challenged with shifting talent and business towards emerging markets, while grappling with talent shortages globally—all while improving the engagement, retention, and development of their work forces,” says Deloitte's Josh Bersin.
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