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It's Not Too Early to Register for the OHUG 2016 Global Conference
Don't miss out: Register now for the OHUG 2016 Global Conference to save up to $600.
The conference offers opportunities for you and your business to grow, including networking opportunities, technical demonstrations and expert Oracle HCM sessions. It will be the best investment for 2016 that you make in 2015.
We look forward to seeing you in New Orleans on June 6-9. Check for updates on the OHUG website and follow us using #OHUG2016.
Register now.
Headlines
News from OHUG
Call for Speakers Deadline Extended
The deadline to speak at the OHUG 2016 Global Conference has been extended to Sunday, Dec. 20. Present your expertise with any of these Oracle HCM products: E-Business Suite, PeopleSoft and Oracle HCM Cloud.
We need professionals like you to share personal experiences implementing new processes, facilitating upgrades and starting successful ventures. In front of an audience of purchase influencers and decision makers, the question is: Who will you inspire?
Submit today.
Learn About UX Highlights in Release 10
The Oracle Applications User Experience (OAUX) team is shifting its focus to the second part of its "simplicity, mobility, extensibility" story for Release 10. The linchpin to that part of the story? Increasing the participation of users. The OAUX team knows that if users don't find value in the application, they won't use it, which could cost customers time and money. Check out the posts below for more on the user experience highlights in each product family:
Release 10 highlights include a gorgeously updated, consistent, mobility-focused user experience, even more ways to make the experience look like your company for your users, seamless customization with our UI developer toolkit, and an ongoing investment in refining, adding to and updating the experience based on customer feedback. Read about the Oracle OpenWorld 2015 perspective on these benefits in “Oracle Banks on CX Cloud Verticals.” For more highlights of Oracle HCM Cloud Release 10, see this video.
STRATEGY: On Forbes.com, check the Oracle Voice blog for “5 Best Practices In Application User Experience” to read takeaways from OAUX Vice President Jeremy Ashley's OpenWorld presentations. Ashley is also quoted in “ Digital Disruption: Hype And Sensibility,” where he talks about the cloud and the simplicity needed for user experience design.
HCM CLOUD: What does “user experience” mean in the Oracle HCM Cloud? Aylin Uysal, Oracle Senior Director of HCM Cloud User Experience, discusses Oracle's strategy and approach to defining the user experience for Oracle's HCM Cloud on HCM Talk Radio, a podcast in which experts and guests share the latest in HCM Cloud best practices and knowledge.
What Solution Providers Do You Want to See at OHUG 2016?
OHUG's partner alliance team is busy planning the Solution Center for the OHUG 2016 Global Conference. As Oracle HCM users on the front lines, we welcome your suggestions on what solutions you would like to see represented at the event or what solutions you've had success working with.
Please reach out to astrombeck@ohug.org or ahaigh@ohug.org to provide suggestions and feedback.
Click here for more information on the OHUG 2016 Partner Program.
OHUG's Own Carolyn Hayden-Gardner Featured in APA's Publication
OHUG Immediate Past President Carolyn Hayden-Garner, CPP, PCP, MBA, is featured in the American Payroll Association's (APA) November issue of PAYTECH magazine. In her interview, she details how she got started in payroll and highlights the importance of networking.
Industry News
HR Trends to Watch in 2016
BenefitsPro (12/01/15) Wooldridge, Scott
Employee recruitment and retention will continue to be a leading issue for human resources departments in 2016, as will HR regulatory compliance and employee wellness. “All of our labor market research shows that recruiting difficulties are at pre-recession levels and going beyond that now,” said the Society for Human Resource Management's Jennifer Schramm. Companies must be more inventive in their recruitment tactics, and experts said understanding corporate culture and brand is crucial to refining such strategies. Dovetailing with this issue is the difficulty of enticing employees of different generations, with HR experts noting younger workers tend to like more workplace perks while older employees are more likely to desire financial counseling. Schramm recommended companies demonstrate respect for all employees no matter what their generation. Meanwhile, government mandates for paid family leave and similar regulated amenities are pushing such policies forward. Businesses increasingly are embracing them partly because it may give them a competitive advantage in their search for employees, according to International Foundation of Employee Benefit Plans Research Director Julie Stich. She also observed an expanding definition of workforce wellness, “not just focusing on physical wellness, but looking at things like mental health and financial wellness.”
10 Things We Know About People Analytics
CIO Journal (12/03/15) Bersin, Josh
The discipline of people analytics carries several key lessons for human resources organizations, wrote Bersin by Deloitte Principal Josh Bersin. People analytics are more valuable than originally thought, as organizations are in dire need of data to determine what makes people join and stay with the enterprise, who is most likely to be successful and what can be done to foster more leadership, customer service and innovation capabilities. Another lesson Bersin cited is the likely exponential growth of people analytics, and he anticipates the people analytics market will begin doubling at a larger and larger increment each year until it is a standard part of HR operations within a decade. He also noted most companies lack a clear definition of people analytics, when it should be regarded as a tool to bring together employee-related data to solve specific business problems in areas that include sales productivity, retention, fraud and customer satisfaction. A fourth lesson to note is HR data management is still the biggest obstacle for companies. Moreover, the implementation of models is far more important to people analytics than modeling itself. Other lessons Bersin cited include recognizing the multidisciplinary nature of people analytics, realizing many new types of data and analysis methods will have to be accommodated, the need to prioritize security and anonymity and emphasizing collaboration above all.
Embracing IT for Sustainable HR Models
Financial Express (11/30/15) Tripathi, Richa
Human resource management (HRM) has been growing in importance with the convergence of disruptive technologies. IT's application within HR has enhanced HRM's performance by shifting its focus from administration to strategic functions. Automation enables HR data to become easily accessible and less complex. The emergence of Web-based applications supporting database management, storage and automation has delivered a rich pool of information that can be accessed any time within the organization. Meanwhile, recruitment is undergoing a redefinition thanks to IT, with social media and job portals making it easier for companies to not only scan the profiles of the right candidates but also to evaluate their qualifications. With IT, HR professionals also can engage in ongoing dialogue via intranet and audiovisual mediums with staffers across multiple geographies and time zones. It behooves HR managers to consult with IT departments before starting HR projects, as this can help better utilize resources. The ability to capture and analyze big data has enabled organizations to boost revenues by better understanding and more accurately targeting customers, and to trim costs via improved business processes and HRM. HR departments are ready to raise investments in analytics in order to obtain predictability and the capability to analyze vast volumes of data to gain insights into workforce productivity, impact of training programs on enterprise performance and identification of potential leaders.
Designing an HRIS to Support Globalization
Human Capital Magazine (12/07/15)
Human resources technology must facilitate international business expansion as the world becomes increasingly globalized. A priority for any HR professional is the technology infrastructure that will keep the department operational irrespective of geographic location. In this scenario, many HR directors (HRDs) will mull consolidating all human capital management data into one solution, and enabling a global Human Resource Information System (HRIS) is vital. To accomplish this, HRDs should initially identify common business goals and common process design. Assessing the needs of stakeholders in each location, as well with local compliance and strategic business requirements, also is important. HRDs should delegate a project manager, execute a needs analysis and collate and document all requirements. HR teams should not underestimate needs analysis, as it will guarantee the chosen system can meet the organization's present and future needs. The HRIS system should be able to expand with the business, so a documents needs analysis will serve as a template and checklist for the ideal global HRIS system. The ability to assign specific business rules for each location and country with common terminology will enable consistent reporting of key information. A global HR team that delivers a corporate skills framework will enable the organization to tap the skills of employees in multiple locations that understand the product and business on an as-needed basis.
HR Faces Challenges from Disruptive Technology Deployment
InfotechLead (11/19/15)
The growing integration of the world with fast advancing technology, managing diversity and building capability to accommodate tomorrow's disruptive technologies are increasingly complex challenges for human resources professionals. "Technology has changed lives forever and HR professionals have to be tuned to adapt to the changing world," said Capagemini Business Services Vice President Dayanand Allapur. The most pressing need he cited is adjusting to new-age innovations such as artificial intelligence and robotics. Meanwhile, Korn Ferry India's Chaitali Mukherjee said the term disruptive also includes the paradigm shift HR professionals currently are experiencing thanks to changing technologies and market needs. As custodians of organizational culture, HR pros must meet the challenge of offering a "customized approach" to satisfy the needs of employees with diverse culture and capabilities, according to Aon Hewitt's Sandeep Chaudhary. "HR is business," stressed Jindal Institute of Behavioral Sciences Principal Director Sanjeev Sahni. "It is a strategic partner of the organization and plays a vital role in its growth. HR is the face of an organization and it should be seen not as a cost but as an investment." Still, O.P. Jindal Global University Vice Chancellor C. Raj Kumar cautioned against an over-concentration on revenue generation by HR pros, noting "organizations of the future will be judged by their ethical standards."
The Gamification of Recruitment
HR Magazine (11/15) Vol. 60, No. 9, P. 59 Zielinski, Dave
Many companies are seeing value in virtual games, which integrate points, badges, competition, and role-playing, in drawing and evaluating today's job candidates, especially millennials. "Game simulations that reflect what the work really looks like can be very effective, whether playing against yourself or other people," said Bersin by Deloitte's Katherine Jones. "And many also help applicants self-select on whether this is a career they really want." For example, PricewaterhouseCoopers (PwC) developed an online simulation game to more effectively recruit college students. The firm found the game "provides insight into the audit and consulting profession in a fun way and builds engagement," according to PwC's Noemi Biro. "It's also compatible with younger generations' need for social media, networking, quick information search and developing themselves through the Internet." Bloomsburg University Professor Karl Kapp noted some organizations are employing gamification to assess prospective workers' aptitude for specific positions. However, he cautioned the games' challenges must spotlight talents "specifically needed" for a particular job, with the game's objectives and functions in close alignment with the job's duties.
Abstract News © Copyright 2015 INFORMATION, INC.
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Oracle HCM Users Group (OHUG) is an organization devoted exclusively to providing users with valuable insight into Oracle E-Business Suite, Oracle PeopleSoft, Oracle Fusion HCM and Oracle Taleo applications. OHUG provides its members with in-depth training sessions from industry experts, along with the opportunity to share experiences and best practices with colleagues using the same applications.
OHUG also enables users to interface directly with Oracle executives, product managers, and development, gaining knowledge about new functionality directly from the source and ultimately influencing the future direction of the entire Oracle HCM product suite.
OHUG
330 N. Wabash Ave.
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Phone: 312.321.4095
Email: info@ohug.org
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