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OHUG Webinars Continue Throughout the Summer
Feeling less than motivated this summer? Discover OHUG's webinar lineup for August and September and give yourself a boost of motivation!
Automate Your 9.2/9.1 Testing with PeopleSoft Test Framework
Date: Wednesday, Aug. 21
Time: 11 a.m. to noon PT / noon to 1 p.m. MT / 1-2 p.m. CT / 2-3 p.m. ET
Speaker: Arvind Rajan, Astute Business Solutions
PeopleSoft Test Framework provides customers with significant opportunity to perform functional tests, regression tests, test automation and much more within the PeopleSoft applications. Learn how to use PTF, tips and techniques and how to use PTF to accelerate your 9.2 upgrade testing with PTF. See a live demo of PTF on key features.
Register here.
Have Your PeopleSoft Systems Been Hacked?
Date: Wednesday, Aug. 28
Time: 11 a.m. to noon PT / noon to 1 p.m. MT / 1-2 p.m. CT / 2-3 p.m. ET
Speaker: Larry Grey, Grey Heller LLC
With the growing threat of cyber attacks, sophisticated hackers, devastating viruses and worms, and more, keeping your network secure requires superior intelligence. Recently, GreyHeller was engaged by several PeopleSoft customers to review their PeopleSoft systems. Their goal was to thwart cyber crime and inadvertent breach. GreyHeller's security experts reviewed the following risk areas: 1) technical infrastructure; 2) identifying and authenticating users; 3) protecting application data; 4) controlling access to PeopleSoft functions; 5) incident response management; and 6) logging and auditing.
Register here.
When the Culture is Not to Clock - Honor Based Attendance Tracking
Date: Tuesday, Sept. 10
Time: 11 a.m. to noon PT / noon to 1 p.m. MT / 1-2 p.m. CT / 2-3 p.m. ET
Speakers: Dave Schulz and Andrew Ferguson, Softworks
Read more and register.
How to Successfully Manage a Time & Attendance Project
Date: Wednesday, Sept. 25
Time: 11 a.m. to noon PT / noon to 1 p.m. MT / 1-2 p.m. CT / 2-3 p.m. ET
Speakers: Dave Schulz and Andrew Ferguson, Softworks
Read more and register.
Do you have a great idea for a webinar? Is there a topic you're dying to see OHUG cover? Tell us!
Submit your webinar idea here.
Headlines
News from OHUG
Spotlight on Polaris
Payroll SIG Looking for Leader
Spotlight on Infor Enwisen
Join OHUG in Launching the OHUG Taleo Business Edition SIG (TBE)
OHUG at Oracle OpenWorld
Present at NEOAUG & OHUG New England Event
Attend the OAUGNYC Oracle E-Business Suite and EPM/BI Meeting
Follow OHUG on Social Media
Industry News
Oracle Updates HCM and Talent Management Cloud Services
Auckland DHB Looks to the Cloud for Better Integration
5 Customer Benefits From the Salesforce.com and Oracle Partnership
HR, Payroll and the Cloud
Employee Engagement: Time to Try Another Tack?
Strategic HR Answers to Human Capital Battles
The Global Talent Challenge
5 Issues to Consider When Adopting Workforce Analytics
Deloitte Survey Highlights 5 Leading Trends Shaping Talent and HR Strategies
Talent Management’s New Challenges
Integration of Talent Mobility, Management Becomes Priority
Tailoring Diversity Practices Produces Different Results
News from OHUG
Spotlight on Polaris
 Here are some interesting statistics for you from a recent Gartner study: The total ERP applications market grew by 4.5 percent from 2011 to 2012. However, the BI reporting market grew by 6.8 percent during the same period. Why this uneven growth, you ask? Well, companies are realizing that they invested millions of dollars in implementing robust ERP systems in order to have all of their business data in one place, but they don't have an effective way of answering strategic and operational questions.
This common problem doesn't mean more bushels of money for expensive software, hardware and implementation costs. Ask yourself two questions: 1) “Are we getting the right information into the correct hands to make informed decisions?” or 2) “Did all of the time and money we have invested in solving this problem effectively address it?” If you answered "no" to either of these questions, you may want to check out Polaris' Reporting Workbench solution for Oracle E-Business Suite. We developed Reporting Workbench based on two decades of Oracle knowledge so you can answer these questions with a "yes."
Learn more.
Payroll SIG Looking for Leader
Do you ever think about becoming more involved in the OHUG community? Have you ever been interested in becoming a SIG or RUG leader? If you answered "yes" to either question, then we have an opportunity for you! The OHUG Payroll SIG is currently seeking a new leader. If you are experienced in this field and have a wealth of personal knowledge or ideas and business value for Oracle's Payroll Solutions, then this could be the perfect opportunity for you to direct and educate other members of the OHUG community about this topic.
For a full description of this SIG and all others, check out the OHUG Special Interest Groups SIG(s) page.
If you are interested in general volunteering opportunities with OHUG, please reference the volunteer submission form page.
We will be having a volunteer orientation webinar on Wednesday, Sept. 25, for all interested volunteers who fill out this form. After you have filled out the form, please make sure you register for this webinar. You may view details for this webinar and all other upcoming webinars here.
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!
Discover more.
Join OHUG in Launching the OHUG Taleo Business Edition SIG (TBE)
Being an effective HR department involves streamlining processes and minimizing handling of paperwork as much as possible. In this webinar, Deise Adriano from Heartland Alliance will share her experience configuring Taleo Business Edition recruit and on-board modules to streamline the new hire process. This led to reducing the amount of errors and utilizing the system to improve internal communications and efficiency within her company.
Join OHUG in welcoming this new SIG to its community and hear about how you can get involved.
Register today.
OHUG at Oracle OpenWorld
 This fall in San Francisco, you can focus on HCM trends, best practices and technology. Plus, you'll be able to experience everything Oracle OpenWorld 2013 has to offer.
Join OHUG and Oracle Sept. 22-26 for all things HCM at the Palace Hotel, San Francisco. Explore keynotes, general sessions, hands-on labs, product demos and networking opportunities tailored to HR executives and HRIT specialists like you.
Learn how to get the most out of your current investments. Discover what it takes to move to the cloud, and network with your peers.
Come by and meet the OHUG board members at our kiosk at the Oracle User Group Pavilion on the second floor of Moscone West.
Register now.
Present at NEOAUG & OHUG New England Event
NEOAUG & OHUG New England Conference
Date: Oct. 28, 2013
Time: 8 a.m. to 4 p.m.
Location: DCU Center, 50 Foster St., Worcester, Mass.
Interested in presenting at a regional event? Are you an Oracle HCM professional in the New England area? Consider submitting an abstract to this year's NEOAUG & OHUG regional event!
OHUG is looking for EBS-specific sessions from our community of experts. To submit a presentation, please click here and complete the form.
If you have additional questions, please reach out to Nikki Palluzzi.
Attend the OAUGNYC Oracle E-Business Suite and EPM/BI Meeting
Attention all OAUGNYC E-Business Suite and EPM/BI Supporters. Mark your calendar for the next Oracle user group event.
What: The Fall Meeting of the OAUGNYC in Partnership with the NYC Hyperion and Oracle EBS HCM User Community
When: Nov. 7, 2013, 8 a.m. to 3:30 p.m.
Where: The New York City Hotel Pennsylvania.
Educational Sessions: Two E-Business Suite tracks (a total of eight sessions) and one Hyperion/EPM/BI track (a total of four sessions)
Registration: Registration for the event will open in early September. Please direct all questions to RJ Linehan.
Call for Presentations
Customers are encouraged to share success stories, best practices and tips and techniques. Presentation abstracts (including title, presenter and a brief description of the educational breakout session) should be submitted to RJ Linehan by Friday, Sept. 20. One complimentary meeting registration will be awarded per accepted presentation.
Sponsorship Opportunities
Service and solution providers, please note that there are a limited number of exhibit, sponsorship and sponsored educational presentation opportunities, with the latter subject to planning committee approval. Inquiries about securing an exhibit table and information on sponsorship opportunities should be forwarded to RJ Linehan.
Spread the word among your colleagues about our user group and this meeting. Click here to join the group. Membership is free to all.
Follow OHUG on Social Media
Stay updated with OHUG by ‘liking' our Facebook page and following us on Twitter! We'll share exclusive content from within our organization, as well as Oracle updates, upcoming events, webinars and more.
We want to hear all about your experience with OHUG on our Facebook page. Ask questions on our Facebook forum, initiate discussions or share photos from previous Oracle HCM Users Group events.
Industry News
Oracle Updates HCM and Talent Management Cloud Services
CBR Online (08/01/13)
Oracle has released updates to its human capital management and talent management cloud services to offer insights into big data and improve user productivity. Oracle HCM Cloud services will enable users to manage human resources operations such as recruiting while also focusing on business strategies. "By managing global human capital in the cloud with user-friendly solutions, our customers can discover and develop the best talent," says Oracle HCM VP Gretchen Alarcon. In addition, the software helps users create comprehensive assessments, extend performance management, and improve global workforce and support. The updated Talent Management Cloud offers new features to improve talent discovery, streamline hiring, offer faster candidate feedback, and enhance compliance. Oracle also released a new version of Oracle Tap for Oracle HCM Cloud, with a new iPhone App, the ability to manage approvals on the go, and a configurable dashboard for personalization.
Auckland DHB Looks to the Cloud for Better Integration
Computerworld New Zealand (08/09/13) Hedquist, Ulrika
Companies can tie existing recruitment and retention processes and systems to other business areas using cloud computing, says Auckland District Health Board (DHB) recruitment and retention manager Don Fulford. "You don’t necessarily have to throw away everything that you have got," Fulford says. "There are systems that can connect what you already have and also add other solutions onto [existing systems]." He says Auckland DHB has been using Oracle's Taleo Cloud Service for recruitment and retention management for more than five years, and cites the product's complete outsourcing as one of its greatest strengths. "It’s somebody else’s problem to look after it, manage it, and do all the upgrades. It’s easy from that perspective," he says. Two other districts have followed Auckland in using Taleo, and the three districts now have a joint database. Fulford and his team now are considering how best to leverage social media.
5 Customer Benefits From the Salesforce.com and Oracle Partnership
Forbes (07/08/13) Nelson, Amanda
Oracle and Salesforce.com recently announced a new partnership that will enable Salesforce customer relationship management applications to integrate seamlessly with Oracle human capital management and enterprise resource planning applications. "We are constantly listening to our customers—they love that because it has given them the ability to delegate to us upgrading and enhancing our capabilities," says Oracle CEO Larry Ellison. The partnership will allow the companies to offer an integrated platform and infrastructure to enable customers to provide mission-critical apps to their own customers. Oracle’s new 12C database, Oracle’s new Linux, and Oracle’s Exadata allow Salesforce.com to improve overall system security, reliability, and performance, reducing database server costs by half, says Salesforce.com CEO Marc Benioff. The Oracle 12C database offers many features specifically for cloud companies, and Salesforce.com represents the most significant test for Oracle 12c, says Ellison. "When every customer has to do their own project to wire up a Salesforce CRM application to let’s say an Oracle HCM application…that’s astronomical—not only a dollar expenditure, but the quality of those integrations will not be as good, and reliability of those integrations and the security of those implementations won’t be as good as our product-sized integrations," Ellison says.
HR, Payroll and the Cloud
CloudTweaks (08/01/13) McCaffrey, James
Cloud computing is playing an increasingly large role in human resources and payroll functions, but some small and medium-sized enterprises (SMEs) have been slow to move to the cloud due to concerns about cost and security. HR departments can address these concerns with the free trials offered by many HR and payroll software providers. In addition, cloud enables users to pay for and retain only the parts of the system that they use. HR packages can help move many HR functions online, such as recruitment and inductions. Security concerns are valid, but over time confidence in the cloud's advanced security should rise. Off-site cloud service providers use significantly more advanced security than standard security systems, and typically improve the safety of data. Cloud technology brings greater leveraging power to SMEs, offering them access to technology that otherwise would have been out of their price range.
Employee Engagement: Time to Try Another Tack?
HRMagazine.co.uk (08/02/13) Giles, Helen
Employee engagement can significantly increase all performance measures in a business, but most companies are not fostering engagement because business leaders fail to understand the concept. Engagement stems from being a part of a well-managed and high-performing organization, and requires top-level organizational support. Although engagement might be too vague to pitch directly to upper management, most executives do understand the benefits of the positive work culture, production and customer satisfaction gains, and profit increases that are the end results of engagement. In addition to garnering executive support, proponents of engagement must define specific steps that an organization must take. The Engage for Success movement identifies four enablers for engagement, including strong strategic narrative, engaging managers, employee voice, and organizational integrity. Implementing these pillars requires processes and accountabilities to ensure that leadership and management tasks are held to the same standards as sales, marketing, and product development tasks.
Strategic HR Answers to Human Capital Battles
Ventures Africa (07/21/13)
Although human capital tops the priority list of global organizations, many companies do not leverage human resources effectively. Human capital outranks operational excellence by 10 percent as a major business challenge, according to a recent Conference Board Challenge Survey of 729 global CEOs. Yet only 41 percent of firms are confident that their human capital strategy fits properly within their organizational strategies, according to a 2013 Global Assessment Trends Report (GATR). Furthermore, most senior business leaders are uncertain who is responsible for human capital strategy. Companies should integrate HR into their overall business strategy, says Erna Oldenboom, director of the HR as a Strategic Business Partner Program at the UCT Graduate School of Business. "HR is a strategic business partner that should be involved from the very beginning, in the vision, mission, and procedures of the organization," Oldenboom says. "In this way, all HR approaches and systems can better contribute to and support solutions for recruitment and retention, salary, reward, training, support, codes of conduct, client relations, and so on." The top three priorities for HR worldwide, according to the GATR, are engagement and retention, leadership development, and performance management.
The Global Talent Challenge
Business Standard (India) (08/12/13) Mehrotra, Ritu
Increasing globalization creates a challenge for organizations to maintain their competitiveness via talent management, with all firms vying for the same talent pool, culled from the top management institutions and business schools. A definition of talent is critical to such efforts, and the Society for Human Resource Management describes talent as high performing, high potential employees. The current corporate situation requires that organizations retain such employees to stay competitive, and globalization is causing the notion of a borderless career to be entrenched within the minds of both employers and employees. The issues inherent in the global talent challenge include a lack of talent, too much talent, finding the right talent, suitable placement, and appropriate rewards. Effectively meeting the global talent management challenge requires defining the role of corporate human resources. Areas that are vital to addressing the challenge include the communication of key priorities, a globally consistent and transparent talent assessment process, management of cultural diversity and generation of a globally integrated workforce, mobility of global leaders, and empowerment. Managers can only stay focused on talent management through continuous communication of priorities, while transparent and consistent talent evaluation allows line managers to confidently handle transfer cases and maintain the standards as needed. Meanwhile, the nurturing of a culturally diverse talent hub with more knowledge and open-mindedness can be effected by rotation across global divisions and geographies.
5 Issues to Consider When Adopting Workforce Analytics
Data Informed (07/31/13) Waxer, Cindy
Workforce analytics can help companies identify talent, predict workforce trends, reduce attrition rates, update business processes, and lower recruitment costs, but identifying the best provider can present a challenge. Companies should start by determining their goals, because certain tools can be customized to address specific concerns such as attrition rates, while larger tools are more useful for broader goals such as providing managers with more information. In addition, companies should seek a strong strategic partnership with their vendor. Companies also should plan to use the cloud for workforce analytics. Companies should ensure that vendors can respond quickly to downtime and provide a single point of contact for customer service. Additional considerations prior to signing service-level agreements should include a vendor’s data center for Tier 3 security, encryption capabilities, and disaster recovery protocols. Finally, despite the significant promise of workforce analytics, companies should maintain realistic expectations. To avoid disillusionment with an implementation, companies should assess the volume of data with which they are working and the type of insights that can be acquired within a certain time frame.
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