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Reflecting on a Great Year
OHUG members,
With 2014 coming to a close, it's a great time to reflect on this past year. The past 12 months have been full of successes and milestones — and we couldn't have done it without your support!
In 2014, we continued to strengthen our strategic partnership with Oracle across all product lines within the Oracle HCM space. We also celebrated a great Global Conference and are looking forward to another outstanding event in the same location in June 2015. Be sure to register before the end of the year to lock in the early-bird rate of $799.
Additionally, we are excited to communicate that our 2016 conference will be held in New Orleans!
Also this year, we built out more year-round education, including a number of successful webinars. Our year round partner engagement continues to strengthen and provide an expert industry and thought leadership perspective to the OHUG community.
OHUG extends warm wishes to you and your family as this year wraps up. We'll see you in 2015!
—OHUG Board of Directors
Interview
OHUG Interview With GreyHeller CEO Hendrix H. Bodden
Information, Inc. (12/10/14)
The year has been full of cyber attacks that have left sensitive information ranging from bank accounts to social security numbers exposed and vulnerable. From data breaches at eBay and Michaels to the recent and devastating attack on Sony, no business is safe from cybercrime though many fail to realize the seriousness of the situation. And it’s a problem that will only grow in severity. The value of cybercrime is expected to exceed $1 trillion by 2020, and the current market for security technology is more than $40 billion, according to Hendrix H. Bodden, chief executive officer of GreyHeller. “It is more frightening than anybody actually realizes that isn’t in this business,” Bodden said in an interview. “I think that 2014 has seen so many high profile breaches, even JPMorgan Chase has been breached. They were able to index virtually every node, virtually every terminal, every Web server on the JPMorgan network. JPMorgan’s CEO Jamie Dimon said they’re at least doubling their cyber security budget, and I do think that companies are taking it more seriously. I think boards of directors, shareholders, and customers are starting to ask, ‘What are you doing to protect your valuable assets?’” Read More
Headlines
News from OHUG
Register for the 2015 Conference by Dec. 31
Registration is open for the OHUG 2015 Global Conference, and if you hurry, you can receive the early-bird registration rate!
When: June 8-11, 2015
Where: The Mirage Hotel, Las Vegas
Early-Bird Registration Rates (through December 31):
Full-Conference (staying at the Mirage Hotel): $799
Full-Conference (not staying at the Mirage Hotel): $1,099
Full-Conference (local resident): $799
One-Day Conference Participant: $450
SIG/RUG Monday Only: $150
Register today!
Call for Speakers Deadline Extended
Have you implemented a new process, experienced a migration, facilitated an upgrade, or taken part in a successful venture in your organization recently? We'd love to hear your story at the OHUG 2015 Global Conference. We've extended our submission deadline for speaker proposals to Jan. 5, 2015.
Submit today!
Visit the Call for Speakers page for more information.
Upcoming Oracle CloudWorld Event
Oracle CloudWorld New York
Date: Tuesday, Jan. 13, 2015
The cloud is not new. Yet it has ushered in a new era in business. In today's hyper-connected and fast-moving world, large enterprises must move like startups, nimbly adapting to whatever changes come. This is a modern business. And to be a modern business, you need a modern cloud.
Join Oracle at Oracle CloudWorld to learn how to transform your organization. Alan Lepofsky, vice president and principal analyst of Constellation Research; Thomas Kurian, executive vice president of product development at Oracle; Shawn Price, senior vice president of global cloud go-to-market at Oracle; and other experts will share with you:
- Why cloud, mobile and social are redefining your relationship with your customers
- The benefit of industry-specific cloud solutions – for financial services, media and entertainment, retail and more
- The impact of big data and business intelligence on the modern enterprise
- How next-generation cloud platforms, infrastructure services and applications are changing the way companies innovate
Register for the event.
Oracle Requests Your Feedback: Peer-to-Peer Software Evaluation
Oracle would like to understand the value of sites that offer peer-to-peer software evaluations. Are you aware of these sites? Do you participate in them?
Please provide your feedback in a brief survey.
7 Trends Transforming Candidate Attraction
Candidates have choices. To fill critical talent needs amid global competition, recruiting teams must proactively find, attract, nurture and convert qualified candidates into applicants, not just reactively screen and evaluate talent that have already applied. To do this takes new skills in employer branding, recruitment marketing and candidate nurturing, as well as new tools to effectively manage your talent network.
This white paper provided by SmashFly Technologies looks at seven trends transforming candidate attraction that every talent acquisition team should embrace. The white paper also outlines six capabilities of a modern recruiting strategy and the technology needed to ensure you can recruit competitively.
Download the white paper.
Join OHUG at INNOVATE15, a Joint Oracle User Group Meeting
In partnership with the Oracle (E-Business Suite and Hyperion/EPM/BI) Applications User Groups of New Jersey and Metro New York (OAUGNJ and OAUGNYC), the Northeast PeopleSoft and NY/NJ JD Edwards User Group (NERUG), and the Oracle Financial Services Industry User Group (FSIUG), OHUG is co-sponsoring another exciting regional user group meeting on Thursday, March 19, 2015, branded INNOVATE15.
INNOVATE15 will be held at the modern and elegant Renaissance Woodbridge Hotel in Iselin, New Jersey, location of the highly successful INNOVATE14 event.
Enjoy a day of networking with HCM peers and industry experts. The formal agenda will offer Oracle ERP-specific HCM content, as well as HCM content applicable to all Oracle ERP product lines. Attend "hot topic" educational sessions that can help you optimize current system performance and integrate new technologies.
Call for Presentations Is Open
Consider sharing your experience and expertise in a 50-minute breakout session, either in a classroom setting or in a more informal, interactive roundtable session. Presentation abstracts can be submitted through Jan. 11 via the online Abstract Submission Form.
Registration is scheduled to go live in late January, once the educational content is posted.
Questions and requests for information on exhibit and sponsorship opportunities, benefits and pricing can be directed to Event Coordinator Joanne Brennan via email or by phone at 617-510-2578.
Reducing the Stress of Complex Employee Data Management
The biggest challenge for most human resources departments is the fact that the workforce is constantly changing. And the more people you have in any organization, the more change you must deal with. Managing data in relation to the lives of those engaged in the process of working in or managing the company is more than a full time job, it's a constant balance of critical information.
This case study walks through just one employee's term at a company from start to finish. Download the PDF.
Sierra-Cedar HR Systems Survey White Papers
The Sierra-Cedar HR Systems Survey is the longest-running industry research effort that tracks the adoption, deployment approaches and value achieved from enterprise HR technologies. Sierra-Cedar studies the roadmaps that organizations navigate and decisions they make regarding technology, integrations, processes and people when building an empowered HR function that serves the workforce and supports organizational outcomes.
Sierra-Cedar provides practical data on emerging and innovative technology trends and help organizations understand how they can capitalize on them. The company shares this research freely to assist organizations with developing their HR systems strategy, devising a plan, justifying investments and ultimately executing on their HR technology vision. All responses are confidential and only used in aggregate results.
Download the white papers now.
Industry News
Oracle CEO Mark Hurd: Make HR a Real-Time Application
Forbes (11/20/14) Hickins, Michael
At a recent conference, Oracle CEO Mark Hurd said the emerging generation of college graduates expects employers to offer more transparent career paths, faster incentives, a more modern workplace and collaboration tools and better, faster service. Hurd noted such capabilities currently are beyond most professionals and said it is therefore imperative that companies instill a commitment to communicate needed strategic skills across all management levels and to top talent by providing the appropriate incentives, career paths and mentoring. Hurd said companies with legacy human resources systems built prior to the proliferation of the Internet, mobile devices and social networks are crippled in this setting, while modern, cloud-based HR systems offer companies far more advanced social-based recruiting, mobile onboarding, downloadable training and performance appraisal applications. Hurd stressed the need for organizations to show employees “an opportunity for career development” if they are to vie for talented people. He said they must perceive “HR as a real-time application, on a par with financials.” Hurd cited software-as-a-service as a tool for standardizing HR IT on a platform that incorporates best practices across different geographies and that gets updated with hundreds of new features annually. “If you [modernize HR management] right, you get an opportunity to really differentiate yourself in the market,” he said.
Some Hard Lessons from Las Vegas
Human Resource Executive Online (11/24/14) Meisinger, Susan
The need for human resource executives to more closely follow the latest technological trends is a key observation that HR management consultant Susan Meisinger made at the recent HR Technology Conference and Exposition. She said execs who want to remain professionally up-to-date must strive to familiarize themselves with these trends, while another notable observation was less conversation about cloud migration. Meisinger said it is assumed that all HR tech vendors will move to the cloud, although she noted, in reality, "it's a mish-mash, and HR executives will need to fully examine not just what the software is capable of doing, but also understand how the solution is really being delivered." In addition, Meisinger pointed to less discussion about big data at this year's conference, with greater focus on predictive analytics and the ability to extract insights from analysis of all available data. However, she cited a September Bersin by Deloitte study finding that far fewer organizations are using predictive analytics than are discussing it. Another point the study made was that just 15 percent of polled companies think their HR teams currently have credible talent metrics and analytics. From these and other conference takeaways, Meisinger said HR execs should plan to get training for themselves and their teams in harnessing the insights business analytics can deliver, even if they still lack the appropriate software.
Empowering the Modern Workforce
CIO Asia (12/02/14) Hansen, John
Organizations should implement a comprehensive workforce management (WFM) strategy in order to ensure their success through effective oversight of human capital, according to Japac's John Hansen. Adding to the urgency of this is a steady global slippage in employee productivity, and admission that workers are the enterprise's most expensive assets. Hansen cited an Oracle study's findings that the mix of personnel costs for salaries, benefits, training and temporary staff frequently surpass half the total organizational operating budget, yet business leaders acknowledged committing less than 10 percent of their time to improving WFM practices' effectiveness. WFM covers all activities for maintaining a productive workforce, offering transactional and analytic functionality and business intelligence tools for planning, budgeting, monitoring and compliance. Hansen said this helps track the organization's key performance indicators and brings human resources functions into line with organizational goals. WFM solutions enable HR leaders to match business demand with a suitable blend of labor, and also are enhanced with analytics, support for mobile devices and social networking technology to facilitate real-time collaboration and insight. Hansen said with the appropriate WFM approach in place, organizations can stay apprised of developments across the global business ecosystem. Another advantage of WFM is its ability to systematically evaluate every employee's skills, which can tie into the development of training programs and better match their talents with roles that boost their productivity and organizational value.
Oracle Cloud Strategy Is to Coexist With On-Premises
SearchOracle.com (11/14/14) Sheldon, Robert
Oracle advocates coexistence between on-premises and cloud-based services, which are both supported by its Fusion Applications platform. Many customers are still running Oracle's core application offerings, which Oracle has committed to continuously support and enhance while also furnishing next-generation cloud apps under the Applications Unlimited promise. Oracle disputes the suggestion that Applications Unlimited customers are not incentivized to migrate to the cloud-based Fusion Applications, noting customers do not have to choose between the core apps and Fusion apps. The company enables Applications Unlimited clients to adopt Fusion modules on an incremental basis and at their own speed, and the Fusion platform's underlying technology allows its modules to be integrated with existing systems. Fusion Applications can enhance the core apps' capabilities as well as existing product lines so organizations can update their investments as they see fit. The incremental strategy also reduces risks associated with full system modernization, avoiding numerous disruptions. Organizations can use an incremental strategy to leverage new key functionalities while their core systems continue to be updated and supported, while the Fusion apps are steadily improved and broadened.
Six 'Megatrends' Every HR Leader Needs to Prepare For
Human Capital Magazine (12/01/14)
Human resources leaders must be aware of and prepared to contend with six "megatrends" if their business operations are to flourish, according to research by Hay Group and the Center for Economic Business Research. Dealing with the digitization megatrend, in which employees can publicly air their grievances and complaints about a company brand publicly and often anonymously through social networks and other technologies, requires fostering a culture of pride, said Hay Group's Steve Ewin. Meanwhile, the retirement of baby-boomer employees demands that businesses invest significantly in succession and skills transfer to the next generation. A third major megatrend is globalization, and Ewin predicted "employees will actively seek out those employers whom already have high engagement levels" as a result. Also gaining ground is individualism, in which employees expect employers to accommodate personal needs, and will decamp for other organizations if those needs are not met. KPN's Tom Plus said this creates a strong need for one-to-one dialogue between managers and workers to maintain engagement and retention. Environmental crises such as climate change are pressuring many organizations to become more sustainable, as is a sizable portion of millennials who weigh a company's commitment to social causes before accepting a job. Another megatrend is the convergence of technologies such as cloud computing, portable devices and nanotechnology, enabling more collaborative environments and partnership opportunities.
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