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Register for the 2015 OHUG Global Conference
OHUG is pleased to announce the opening of registration for the OHUG 2015 Global Conference!
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!
Interview
Stein Is Building IQAir’s HR Department From the Ground Up
Information, Inc. (11/10/14)
When Debbie Stein joined the California-based IQAir as Manager of Human Resources eight months ago, it gave her the opportunity to build a department from the ground up in a unique culture that emphasizes excellence and cooperation. Along with one other staff member, Stein is able to bring in talent that best reflects those values. “I’m having to recreate the wheel basically, and it’s a challenge as well as a blessing at the same time in that there’s a high standard for team members,” Stein said in an interview. “All our policies and procedures we’ve built around the concept that we have all these top performers, so that is a challenge in and of itself.” There are many areas human resources workers can specialize in, from benefits and compensation to succession planning and general employee relations. But in a small department, Stein is able to generalize and do a little bit of everything. She keeps in close contact with other team members to identify staffing needs before they become a problem. Read more here
Headlines
News from OHUG
Call for Speakers: OHUG 2015 Global Conference
If you have implemented a new process, experienced a migration, facilitated an upgrade or have taken part in a successful venture in your organization, consider sharing your newfound knowledge with the OHUG audience. The deadline for submissions is Friday, Dec. 12, 2014!
Visit the OHUG Call for Speakers page for more information.
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.
Upcoming Webinar: Modern Recruitment Marketing Strategies for Oracle, PeopleSoft and Taleo Clients
Date: Wednesday, Dec. 10
Time: noon to 1 p.m. CT
Speakers: Jade Bourelle, Talemetry, Stephen Schwander, Talemetry
Talemetry CEO Jade Bourelle and Director of Talent Sourcing and Marketing Solutions Stephen Schwander have worked with hundreds of organizations, helping them implement new recruiting strategies to increase applicant flow and improve the performance of their recruiting operations. In this one hour, free webinar, they share their experiences and demonstrate how other organizations using Oracle Recruiting technologies have increased their overall recruiting performance.
Register now.
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.
Sponsored Article: Transforming HR: 4 Trends to Siren Action Today
What are the big questions on the minds of HR leaders today? In many cases, they may pertain more to social, mobile and global shifts than people. How you navigate and address the forces of change should weigh heavily as you plan your strategies and programs for 2015 and beyond. Here's a look at four key trends to help shape your thoughts and actions as you move forward and elevate your overall contribution to the business.
1. Global Recruiting
As the world shrinks and borders blur, global talent becomes more easily accessible and readily desirable. More and more roles can be served remotely, so companies are expanding their search requirements to forge into new regions to fill key positions. By understanding cultural nuances and reward systems, HR leaders can set proper expectations with management. Global awareness enables recruiting teams to more effectively engage resources across geographies and win the global battle for talent.
2. Social and Mobile Engagement
The vast world of social media can be perplexing. How you navigate, embrace and manage your social tools and content can give your organization a competitive edge. Social media is now a top channel for recruiting — and not only for millennial talent. Candidates are turning to LinkedIn, Facebook, Twitter and other online and mobile social media platforms to identify opportunities and learn more about the brands behind them. Alumni seek to stay connected through social media and expect the brand to act as a community conduit and custodian. And employees desire mobile access to corporate HR information 24-7. These market expectations challenge HR to find and deliver new ways to use these platforms, while maintaining brand reputation. An HR content and technology strategy that includes mobile and social will never be finished. It will require constant updating to stay current or ahead of demands.
3. C-Suite Influence
In many organizations, HR has rightly earned its position as a strategic business function, recognized for contributing to revenue generation and overall business success. Talent is a most valuable organizational asset. HR systems and organizations must be tuned to track, evaluate and reward these valued employees. As such, more chief human resource officers are being appointed to the C-suite ranks. With a higher level of influence, these leaders can enable their organizations to more fully leverage their workforce assets.
4. Smarter Data Intelligence
HR-related data must be accurate and up-to-date at all times. Our big data challenge is to ensure intelligent analytics drive more informed decisions. Acute insight should support vast decision support, such as the development of people strategies to explore "what if" scenarios. As HR professionals increase their knowledge of what’s possible through analytics, they'll more effectively contribute to increased productively and, ultimately, revenue. HR leadership in today's dynamic environment requires keen foresight and a deep understanding of socio, global, and technological forces. With a focus on the above trends, you’ll be well on your way to creating a business that's ready for tomorrow.
Mary Murphy is Capgemini's Oracle HCM Practice Leader.
Attention PeopleSoft Compensation & Benefits SIG Members
The OHUG conference this year was a great time to meet some of you and reconnect with others! In order to build keep in contact and get more involvement throughout the year other than during conference time, the PeopleSoft Compensation & Benefits SIG will begin holding monthly conference calls for members. You’ll be able to ask questions on benefits and compensation related issues, receive updates and be involved as we begin to plan for next year's events!
We will have our first call on Nov. 21 at 11 a.m. CT. You can participate by calling toll free at 888-430-5975, code: 1196274745. Future consistent dates and times may be adjusted once we've received feedback from our membership.
Oracle Financing for Modern HR
The IT products and services at the heart of your organization are critical investments. Over the past 20-plus years, Oracle Financing has helped nearly 15,000 customers around the world with analysis, planning and strategies to optimize IT investments. Oracle Financing offers flexibility, simplicity and choice.
Flexibility
Customizable payment solutions help organizations of all sizes meet their unique challenges. It means that, instead of delaying investments until budget is available, you can deploy the complete IT solution you need — right now — while fitting payments around your CapEx, OpEx or cash flow needs.
Simplicity
Oracle makes it quick and easy to access the technology you need. With streamlined applications and approval processes and the predictability to help you plan for the future with confidence, Oracle puts the right IT solutions within your reach.
Choice
Oracle financial experts can guide you through the maze of options — helping you identify the strategies that will optimize the value you derive from your IT investments. From full-scale IT tranformations to one-off point solutions, you’ll benefit from Oracle’s expertise and a broad range of flexible financial solutions.
Learn more.
Partner with OHUG in 2015
Planning has begun for the OHUG Global Conference 2015! Once again taking place in fabulous Las Vegas, June 8-11, 2015, the meeting will offer its partners incredible opportunities to promote their brands and build long-lasting business relationships.
Our 2015 Sales Prospectus offers a winning combination of our Year-Round Partner Engagement Program and OHUG Global Conference 2015 support opportunities. OHUG is the largest user group focused on Oracle's HCM solutions, which gives your company unique access to demonstrate your HCM capabilities to a large pool of customers and prospects under one roof. Their interests cover the full Oracle portfolio of solutions and services, including E-Business Suite, PeopleSoft, Fusion and Taleo.
Download this year's prospectus to see how you can connect with your target audience.
Industry News
Oracle Adds Services to Government Cloud
NewsFactor Network (10/31/14) LeClaire, Jennifer
Oracle announced it has augmented its Oracle Government Cloud Platform with the addition of human resources, enterprise resource planning and sales offerings so that it can tap into revenues available through the U.S. government's Cloud First Policy. The policy stipulates that government agencies must exploit cloud computing benefits to enhance IT flexibility and responsiveness while lowering costs. Oracle will make Oracle Human Capital Management (HCM) Cloud, Oracle Enterprise Resource Planning (ERP) Cloud and Oracle Sales Cloud apps available to government entities. The moves represent the company's second major add-on to its software-as-a-service solutions for its Government Cloud following the addition of its Service Cloud in 2013. The Oracle HCM Cloud apps for the Government Cloud can enable governments to implement a modern HR system in the cloud, while organizations can simplify business processes that support financials, project costing and grant management via the ERP Cloud apps. “This announcement is a follow-on to other solutions available via the Government Cloud platform so they simply build on Oracle's established cloud foundation,” said Pund-IT analyst Charles King. “Finally, the promotional focus is tilted toward claims of how the solutions can help government agencies increase productivity, lower costs, improve controls and enhance their public services and interactions.”
Where Next for HR Technology?
HRMagazine.co.uk (10/27/14) Prevett, Hannah
The prominence of human resources technologies such as mobile, video, big data and social media may give way to other advancements in the future, with experts foreseeing solutions such as predictive analysis contributing to HR's business value. CEB's Ken Lahti sees such analysis making major gains in the future, noting "retention is a huge focus — being able to build more robust models to understand why people leave, why they stay and how to predict that in advance using all of the inputs available." He also predicted video interviewing coming into its own. "The major efficiencies come from moving to an asynchronous interview where, as an applicant, you can go on and record your interview responses to some canned interview questions," Lahti said. "Likewise, on the recruiting side, the employers can review those at their leisure." Another HR technology trend expected to be significant is gamification, with former Phones4U HR Director Alex Faulkner anticipating end-to-end integration of gamification tools by HR. He also believes wearable technology could play a role in future health and well-being projects. Finally, social content mining could be used for the purposes of employee recognition and engagement instead of applying punitive measures, according to Rackspace's Doreen John.
Old School Tools and Techniques Can't Win Today's Talent War
Forbes (11/05/14) Hickins, Michael
Organizations fiercely competing for talent cannot rely on old-fashioned workforce management tools to attain the best applicants, writes Oracle's Michael Hickins. He cited Oracle Executive Chairman Larry Ellison's contention "the two most important applications inside of a modern enterprise are HCM [human capital management] and customer service, because it’s all about taking care of people — taking care of your employees who in turn take care of your customers." Hickins said the next generation of employees will demand their employers provide the kinds of communication, collaboration and learning tools they are used to, with social embedded within their design. "From a corporate perspective, we expect HCM tools to enable employees to communicate more clearly and more quickly with their managers and with the company at large, and to make it easier for the company to communicate with its employees about product launches or changes in policy," Hickins said. He also pointed to Ellison's description of social HCM as a tool for efficient two-way employer/employee communication as well as employee collaboration, while other contributing factors to the increasing irrelevance of legacy HR apps include growing mobile and cloud usage and regulatory complexity. Hickins said Oracle's HCM app suite is ideally placed to leverage the social HCM trend because it interoperates with existing systems and enables software-as-a-service app extendability; it has embedded social tools in its cloud app as well as group organization and collaboration capabilities; it accommodates regulatory variances for global expansion; and it adds mobile device usability via employment of standard Java and HTML.
3 Strategies for Implementing HR in the Cloud
CIO Journal (10/20/14) Tucker, Elizabeth
A deployment strategy founded on human resources objectives and strategic business goals is essential if an organization is to reap the rewards of a cloud-based HR management system, according to Deloitte analyst Michael Gretczko. He said selecting a deployment strategy also can help HR leaders plan and promote a software-as-a-service implementation to the wider enterprise. “[HR leaders] wonder how they can maximize their investment, and what steps they should take to promote widespread adoption of the new system,” he said. Among the strategies available is the speed strategy, which offers core HR functionality in a shorter cycle than traditional HR technology deployments, usually within a budget year. Such implementations concentrate on specifying fundamentals and fulfilling vital HR management needs, which include global workforce reporting with common data standards and the ability to pay employees accurately. Meanwhile, the comprehensive strategy requires HR leaders to classify strategic goals upfront, along with a future-state service delivery model for the HR function; this helps them lay out an implementation road map calibrated with their vision, instead of focusing on the technology deployment, and then employ continuous improvement to reach the desired future state. A third option is the talent strategy, in which extracting talent data from legacy systems and defining standard recruiting, succession, compensation and performance management practices is paramount. This approach demands HR leaders ascertain which aspects of talent management the company must initially address and the order in which new tools, processes and functionality should be launched at various business units, divisions or employee segments.
Internal Drive
Oracle Profit (11/14) Vol. 19, No. 4, P. 49 Tillson, Celeste; Zetlin, Minda
Enterprise social networks can open up new collaboration and engagement opportunities for employees, although OpenText CIO Patrick Harper cautioned "most CIOs and other to |