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Welcome New Board Members Zain Farooqi and Darla Duquette
Zain Farooqi and Darla Duquette have joined the OHUG Board of Directors to serve as the voice for the Taleo community and assist with setting the strategy and goals for the HCM community. We are excited to have them join as Taleo leaders who will assist with setting the strategy and goals for the HCM community.
 Zain, pictured left, has more than 15 years of experience and expertise in the HR technology industry and PeopleSoft HRMS. In his current role as the director of talent acquisition systems at Marriott International, he oversees global talent acquisition (TA) and screening systems and provides consultative leadership in the evaluation, integration, development and implementation of TA system solutions for a complex global organizational layout. Since 2010, he has also led the Taleo Eastern Regional User Group.
Darla, pictured right, is a senior business analyst at TELUS Communications.
She has been involved in the process design, configuration and implementation of Taleo solutions within TELUS for more than 10 years. She is also president of the Canadian Regional User Group.
Headlines
News from OHUG
OHUG Global Conference Session Content Is Live
Meet Your 2014 Global Conference Keynote Speaker: Vernice "FlyGirl" Armour
OHUG Participates in Oracle HCM World
OHUG Represented at IOUC Leadership Summit
Oracle Invite: Join the Oracle Customer Advisory Panel (CAP) Program
Upcoming Scout Series Webinar: Findings from the Recruitment Benchmark Survey
TBE Spring Webinar: Exploring Career Websites
SIG Corner: Taleo Learn SIG
Industry News
Oracle's HCM Software Is 'All About the People,' Ellison Says
Four Best Practices for Human Capital Management in the Cloud
HR Tech: The Year Ahead
How Mobile & Social Increase the Value of HR Technology
Ten Trends That Will Reshape the Future of HR
HR Should Hire 'Scary' Data People
The Mobilization of HR Tech
Closer to Home
Talent Management and Leaders' Integrity Dominate Thinking of CEOs Worldwide in 2014
Ten Predictions About the IT-HR Partnership
Kalpataru Deploys Oracle HCM Cloud to Support Rapid Talent Management
Five Resolutions for 2014
News from OHUG
OHUG Global Conference Session Content Is Live
Use the official OHUG Global Conference 2014 Session Search to find the E-Business, PeopleSoft, Fusion, Taleo and thought leadership sessions presented by Oracle customers and vendors that are relevant to you. Stay tuned for information on more than 40 Oracle sessions, including product roadmaps and keynotes.
(Note: Schedule is subject to change.)
If you have not yet registered for the OHUG Global Conference, no problem! If you register now, you still qualify for early-bird rates.
Meet Your 2014 Global Conference Keynote Speaker: Vernice "FlyGirl" Armour
Transitioning from beat-cop to combat pilot in a fast-paced three years, Vernice "FlyGirl" Armour became America's first African-American female combat pilot and served two tours in Iraq. Departing the military and soaring to success as an entrepreneur, Vernice broke six figures her first year in business with exponential increases each year during the worst economic climate in recent history. Vernice is a member of the Comcast/NBCUniversal Joint Diversity Council. She has received two honorary doctorates and has been featured on Oprah, CNN, MSNBC, FOX and others. With her leadership keynotes, individual and group coaching programs, she shows women “You HAVE permission to Engage” and how to take their businesses to the next level with clarity, courage and power.
Watch a video of Vernice “FlyGirl” Armour by clicking on the image above.
OHUG Participates in Oracle HCM World
Oracle HCM World, held its landmark event Feb. 4-6 in Las Vegas. The event was designed as a forum for thought leadership, networking, and enhanced understanding of the changing role of human resources in today’s business world. World-renowned experts and customers discussed HR strategies and the future of HR.
OHUG partnered with Oracle in support of this event and greeted Oracle, customers and participants on the exhibit floor. "Oracle HCM World was fully supported by the OHUG Board," said OHUG President Carolyn Hayden-Garner. "This event displayed Oracle’s commitment to the HCM community and was an ideal event for C-level executives. The session lineups, keynote speakers and panelists were insightful and thought provoking. OHUG is excited about continued partnership with Oracle and will continue to be the premier users group for the HCM community."
Pictured right: OHUG CEO Brian Langerman and OHUG President-Elect Doug Reed.
OHUG Represented at IOUC Leadership Summit
Last month, the International Oracle User Group Community (IOUC) met at the Oracle campus in Redwood Shores, Calif., for its annual leadership summit. The IOUC is a community of leaders representing Oracle user groups worldwide. Its members include leaders from more than 900 user groups representing individual countries in Europe, Middle East, Africa, Latin America, Asia Pacific and North America.
OHUG was proudly represented at the summit, with OHUG President Carolyn Hayden-Garner participating on the IOUC Advisory Panel (pictured below).
Oracle Invite: Join the Oracle Customer Advisory Panel (CAP) Program
CAP is an opt-in network of Oracle customers that provides targeted input into Oracle's product and services strategies. This feedback is given directly to Oracle executives, product development teams and various Oracle lines of business to inform future decisions that affect your experience with Oracle products and services.
How does CAP work?
Customers will opt in to the program via this URL. During this registration, you will provide your specific areas of interest, and Oracle will tailor its content to you based on these preferences. Oracle conducts focus groups, surveys and polls across its customer base as part of the CAP program, but you will never be invited to provide feedback more than once per month.
What are the benefits of joining CAP?
CAP panels are sponsored by the respective product development general managers for the product families. These GMs and their teams have committed to using your feedback to inform future product and service roadmaps. In return for your valuable input, Oracle leadership will share feedback results, insights and planned initiatives with you.
How do I join CAP?
Simply click here and you will be directed to a registration site. Upon completion of this one-page form, you will receive an email requesting additional information that will help us tailor the CAP experience to your needs.
Upcoming Scout Series Webinar: Findings from the Recruitment Benchmark Survey
Date: Wednesday, Feb. 26
Time: 10-11 a.m. PT / 11-noon MT / noon CT / 1-2 p.m. ET
Speaker: Cindy Lu, president, CEO and co-founder, The Novo Group
While some may think that it should be easy to find quality staff for virtually any position, anyone who's attempted to hire and retain top employees knows that just the opposite is frequently true. With these challenges in mind, the Novo Group conducted their first annual Corporate Recruitment Benchmark Survey. Survey participants included both executives and candidates. Please join Cindy Lu, CEO and co-founder of the Novo Group, as she shares some of the top insights from this study.
Register now.
Read the survey.
TBE Spring Webinar: Exploring Career Websites
Date: Wednesday, March 12
Time: 1-2 p.m. PT / 2-3 p.m. MT / 3-4 p.m. CT / 4-5 p.m. ET
Speaker: Jonathan Liepe
Come join us for our spring webinar to hear seasoned TBE user Jonathan Liepe, along with other Oracle experts, explain the ins and outs of creating multiple careers websites for your candidates. You’ll come away with clear explanations and ideas that you can implement in your own workplace.
Register now.
SIG Corner: Taleo Learn SIG
Interested in Taleo Learn or already using it? Join the newly formed Taleo Learn SIG! We are planning some great content for webinars this year. In addition, we will be making a major splash at the OHUG Global Conference 2014 in June. We have many topics with real-life applications lined up for the conference with ideas and tips you can take home and use right away. Check out the OHUG Taleo Learn SIG today.
Industry News
Oracle's HCM Software Is 'All About the People,' Ellison Says
IDG News Service (02/07/14) Kanaracus, Chris
Oracle CEO Larry Ellison emphasized that his company's slate of human capital management applications are people-centric at the recent HCM World event. He says effective HCM software gives people the tools they need to ensure solid job performance, and it also can help companies hire the right people and ensure that top talent is rewarded appropriately. "You've got to give them tools, hook them up to mentors, give them learning tools, career-planning tools, so when you do empower them they have the right perspective and the right skill set to make a contribution to the company," Ellison notes. HCM software should deliver a layer of social interaction, and Oracle HCM is combined with Oracle's Social Network software, which sports a Facebook-like interface. The company recently has invested in the build-out of its cloud-based HCM portfolio with deals such as the acquisition of Taleo in 2012. The breadth of HCM is largely responsible for it becoming an especially strategic application category, and large firms may be particularly interested in investing in HCM-related analytics, such as for workforce planning or identifying top-performing but unhappy workers who may be looking to exit the company. "The ability to get people to connect—to connect to the company, to one another—is going to make for a very satisfied workforce," Ellison says.
Four Best Practices for Human Capital Management in the Cloud
ABC Online (Australia) (01/22/14) Sowa, Christopher
Oracle's Christopher Sowa writes that human capital management offerings in the cloud can trim up to 30 to 60 percent off human resources IT costs, by giving business users better user interfaces and delivering HCM business functionality 95 percent sooner than previously possible. Moreover, providing HR analytics and HCM process automation to iPads and other mobile devices can begin the process of revolutionizing HCM and other central HR processes. However, "business users often push into the cloud focused only on their own siloed business need or because they are anxious to cash in on the latest cloud buzz," Sowa cautions. "Creating a hodgepodge of disconnected HCM applications in the cloud and the data center can end up being worse than your current IT environment." Sowa offers several best practices for HCM in the cloud, with one practice being to determine which HCM capabilities the organization requires and how they interact to maximize business. "The key...is to understand the interplay of these related processes and select an HCM solution that allows you to deliver a complete solution without starting a new IT project at every turn," he advises. Another best practice Sowa cites is planning for integration with non-HCM solutions prior to selecting a service provider, and he notes "the same HCM employee data and hierarchies are also often required in core systems and customer experience systems."
HR Tech: The Year Ahead
Talent Management (02/07/14) Sale, Sarah Fister
Experts offer several predictions about what trends will influence the HR technology field in 2014, including a 50 percent increase in companies interested in HR system upgrades or replacements, according to Constellation Research. The transition will be rough due to the age and over-customization of older systems, says Constellation founder Ray Wang. However, he maintains that it is necessary for organizations that want more flexibility and ease of use. Another anticipated trend is organizations' growing proficiency in workforce analytics, with Gartner predicting business intelligence and analytics becoming the leading focus for CIOs until 2017. Gartner also expects investment to be limited by confusion over big data analytics for the next several years. Gartner's Ron Hanscombe says HR is particularly rife with such confusion, and many HR teams are trying to address it by adding analysts or collaborating with finance and IT departments to harness the analytics skills they require. Hanscombe also envisions increasing assessment of people skills thanks to the advent of new evaluation tools. Meanwhile, HR technology developers are expected to start their development process with mobile apps in mind, and follow up with more conventional PC-based platforms as mobile becomes a much more crucial element of the HR software infrastructure going forward. Hanscombe says HR vendors also will improve collaboration platforms in an effort to encourage HR leaders to drive the adoption of social media for workforce management.
How Mobile & Social Increase the Value of HR Technology
Automated Trader (01/17/14) Vilimek, Mike
The importance ascribed to user experience in realizing strong employee and organizational value by CedarCrestone's 2013-2014 HR Systems Survey forces organizations to determine how they can ensure the user experience they provide is beneficial, writes Oracle's Mike Vilimek. "Employees now expect a modern experience, mirroring the one they get as empowered consumers," he notes. "They want to be treated as individuals, yet able to seamlessly interact and collaborate with their peers. Office applications now need to be fast, simple, and socially enabled while being available anytime, anywhere, on multiple devices." Vilimek says modern human resources systems enable organizations to leverage mobile and social technologies to offer a simple, intuitive, and collaborative user experience that will please employees and encourage rapid and enthusiastic adoption of HR applications. He offers examples of how social and mobile tools are being employed in modern HR systems. For example, social technologies can be used to uncover hidden talents and skills in the workforce, link up with potential mentors and acquire skills and expertise, and automate employee referrals. Meanwhile, mobile enables executives on the go to sanction workflow requests, view performance indicators, and recognize high-performance workers. For employees on the go, such tools enable them to learn more about colleagues, update personal details or review benefits, and review their performance, objectives, and career path.
Ten Trends That Will Reshape the Future of HR
HRMagazine.co.uk (02/05/14) Coombes, Richard
Ten business trends are poised to dramatically reshape human resources over the next five years, such as the emergence of an extended workforce that may force HR teams to pay attention to both insiders as well as outsiders with equal focus. A second trend is the advent of an individual employee management structure, requiring HR to tailor incentives and other benefits to each worker's unique needs and preferences. Another trend is the radical disruption of HR by technological innovation, manifested as the integration of talent management into everyday business. Still another trend is increasing organizational agility driven by HR, which will fundamentally reconfigure itself to accommodate new organizations oriented around flexible and responsive talent. Furthermore, HR will have to embrace new recruitment approaches to align talent with tasks across the globe, while the world's growing complexity will obligate HR to adopt risk management strategies to address the issues of risk and privacy. Also anticipated is HR's investment in scientific tools and insights to help yield better workforce performance, as well as HR's evolution from a clearly defined, standalone function to one that collaborates closely with other organizational elements to deliver seamless employee experiences. A final trend is HR's development of efforts to rapidly tap skills when and where they are needed.
HR Should Hire 'Scary' Data People
Forbes (01/21/14) Dussert, Bertrand
Chief human resources officers (CHROs) are less obsessed with standard-issue reports concerning monthly employee turnover rates and average compensation per employee than they are with gaining real insights that management can harness to refine the organization's competitive edge, writes Oracle's Bertrand Dussert. "Going beyond the expected is essential to the practice of analytics and is the fundamental difference between true analytics and reporting," Dussert says. "And to achieve this end in HR, you need to hire a scary person." These individuals, known as data scientists or quants, can arouse fear in more conventional CHROs and HR leadership teams because they do not think or communicate in traditional HR terms. But Dussert says their inherent curiosity, business acumen, and superior skills in extracting insights from data make them proficient at finding new strategies for meeting core business goals. Certain modern HR apps offer outstanding and easy to use functionality that can anticipate turnover and performance and even simulate various contingencies to measure the impact of different actions on predicted results. Dussert says this functionality should be perceived as a starting point; with the right quant and a reliable base of human-generated information, CHROs will have a solid platform for transforming the HR department into a strategic business asset.
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The Mobilization of HR Tech
HR Magazine (02/14) Vol. 59, No. 2, P. 30 Zielinski, Dave
Employees' ability to conduct human resources transactions on mobile devices is increasingly desirable for reasons such as a growing tech-savvy workforce and more and more companies supporting bring-your-own-device policies. The ballooning use of mobile devices pushed industry vendors to develop platforms to accommodate the shifting nature of computing tools. The result is more mobile device use by line and HR managers to review or accelerate transactions in recruiting, performance management, and record-keeping. Mobile functionality has become a key procurement criterion for HR leaders seeking to upgrade or replace existing human capital management or talent management systems. "Buyers now are starting to select HR vendors based on their mobile applications," observes Bersin by Deloitte founder Josh Bersin. Recruitment has traditionally been at the forefront of HR tech functionality, but expectations that corporate careers sites be optimized for mobile are growing as more and more job candidates use mobile devices to perform searches. "There is still a fairly substantial disconnect inside organizations between mobile strategies for the company as a whole and mobile strategies for HR and recruiting," notes consultant Ed Newman. He says this disconnection results in an non-unified experience for job seekers. In addition, the absence of a user-friendly process on mobile devices can be detrimental to firms in labor markets where such a lack is a turnoff for top candidates.
Closer to Home
Profit Magazine (02/14) Vol. 19, No. 1 Schaulat, Laura
Oracle Insight and Customer Strategy's Laura Schaulat raises the question of whether organizations should shift human capital management away from shared-service centers, and she points to several scenarios in which relocalization is sensible and adds value. "In the hybrid model of combining shared-service centers with select local support, as described by global consulting firm Mercer, local HR managers provide 'employee support for complex, sensitive issues best handled in person'—for example, union relations," Schaulat notes. She also observes that many of Mercer's top activities for local HR managers concentrate on talent management, and the migration to shared services and cleaning up the transactional side of HCM has enabled HR organization chiefs to target strategic business priorities, especially younger talent in emerging markets. "Emerging markets have left a talent war in their wake," Schaulat says. "To win that talent war, fuel growth, and increase retention, executives need to relate to both new talent and existing employees." Schaulat says this challenge is complicated by emerging-market workers' demand for continuous learning and development opportunities, as well as a lack of loyalty among this generation due to the recession, employers' economic preference for older, experienced staff, and other factors. Key practices Schaulat recommends HR leaders should apply include ensuring that shared service centers continue to provide transactional support.
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