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Joel Zeff Announced as OHUG 2015 Keynote Speaker
Joel Zeff creates energy. He is a dynamic speaker, humorist and author whose interactive performances invite members of the audience to participate in hilarious improvisational exercises that illustrate Joel's central message: Organizations and individuals should celebrate everyday successes to increase collaboration, productivity, passion and innovation.
His keynote, which is based on his book "Make the Right Choice," is conversational, funny and very informative. Joel will make you laugh, but he'll also make you think. This presentation delivers a combination of inspiration, essential business knowledge, and significant ideas to help audience members reconnect with their own passion and success.
Watch Joel's welcome video.
Find out more about Joel Zeff on OHUG's website and, while you're at it, register for the OHUG 2015 Global Conference.
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News from OHUG
OHUG Launches Taleo Knowledge Exchange (KX) Communities
OHUG is excited to announce Taleo Knowledge Exchange (KX) Communities. We are looking forward to continuing the same vibrant and informative discussions you had on Knowledge Exchange on OHUG's community websites.
The new KX community pages have been added to the OHUG site on the homepage. They are located under the navigation link "KX SIGs." Below you will find instructions on how to login as a member to access these communities:
- Navigate to http://ohug.org/.
- Select "Login" at the top right-hand corner of the page.
- Enter your username, which is the email address that you had provided for your KX account.
- Enter your password, which is taleo.
If you were already a member of OHUG prior to the migration, you can use your existing login and password.
Once you log in, you will be able to change your password and as well as access the communities. You are already a member of the groups you belonged to on Knowledge Exchange, so you don't need to rejoin. For additional resources on training for usability of these communities, please review the document here, or reach out to info@ohug.org to schedule a personal webinar training session.
Upcoming Webinar: Delivering a Simple, Intuitive and Mobile User Experience in PeopleSoft HCM
Date: Monday, March 23
Time: 1-2 p.m. CT
Featured Speaker: Maria Ana Santiago, Senior Director of PeopleSoft HCM, Oracle
Attend this webinar to learn about the massive amount of modernization and investment into the PeopleSoft HCM user experience. You will see how Oracle has made PeopleSoft HCM intuitive and easy to use. You will also see how the new PeopleSoft user experience not only simplifies the desktop experience but enables mobility on any device.
Register now.
INNOVATE15 Registration Is Live
In partnership with the Oracle (E-Business Suite and Hyperion/EPM/BI) Applications Users 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 a regional user group meeting on Thursday, March 19, 2015, INNOVATE15. Registration is open now!
The yield from the call for presentations was so extensive that an additional track of educational breakout sessions has just been added to the program. See the current lineup of presentations by accessing the Agenda-at-a-Glance and Detailed Agenda at INNOVATE15 Agendas.
Registration Rates:
Customer Attendee (online through March 17 by credit card only, or pay at the door by credit card, cash or check): $95
Non-Exhibiting/Non-Sponsoring Vendor (online through March 17 by credit card only, or pay at the door by credit card, cash or check): $190
Be sure to check out and continue to visit the INNOVATE15 website.
The Untold Stories Behind the Traction in Oracle Fusion HCM Adoption
Constellation Research recently took a deep look at where Oracle HCM is in the market, what types of selection patterns have emerged and when Oracle Fusion HCM may be a candidate for vendor selection short lists in the HCM market. This report provides insights into three of Constellation's primary business research themes: the Consumerization of IT, Technology Optimization and the Future of Work.
Read the report.
SIG Corner: Retail/Service/Hospitality and Enterprise Onboarding SIGs Host Webinars
OHUG's Retail/Service/Hospitality and Enterprise Onboarding SIGs are both hosting webinars in March to elicit topics for the upcoming annual meeting. The SIGs will also share stories (good and bad!) from what members have been tackling throughout the past few months.
Retail/Service/Hospitality SIG
Date: Tuesday, March 3
Time: noon ET
Register now.
Enterprise Onboarding SIG
Date: Thursday, March 12
Time: 1 p.m. ET
Register now.
Central Regional User Group (CRUG) to Hold March Call
The Central Regional User Group (CRUG) will host its monthly call on Wednesday, March 4, at 1 p.m. CT. The purpose of the call is to leverage the Taleo user community to share best practices, learn how others use Taleo, troubleshoot issues and review new features, among other topics.
Please join us for a lively discussion. Your participation is critical to the success of these calls!
Register now.
Industry News
7 Workforce Management Trends That Will Impact IT in 2015
CIO (02/09/15) Florentine, Sharon
Workforce management experts say seven trends likely to affect workforce management this year include a regulatory shakeup of the workplace via the U.S. Affordable Care Act and amendments to minimum wage law. The Workforce Institute at Kronos predicts new compliance mandates are expected to disrupt processes for organizations while adding more complexity for national and multinational firms. The Institute also says profitable companies increasingly perceive employees as an asset and not a cost center, a view that should continue to proliferate as competition intensifies. A boom in IT hiring is anticipated in 2015 as advancements are made, said John Reed, Robert Half Technology’s executive director. He expects greater concentration on healthcare, manufacturing and financial industries looking for tech professionals to help fulfill business needs. Another trend the Workforce Institute forecasts is the mass retirement of baby boomers causing a generational shift in workforce dynamics, with an emphasis on talent retention and career development. The Institute also cites the infiltration of workforce management by consumer technology as a key development human resources professionals should monitor, while Reed noted the continued maturation of the CIO/CMO relationship, as evidenced by increased collaboration between IT and marketing departments. Finally, the Institute predicts more organizations will start applying successful big data best practices from previous years, and workforce management tools will provide analytics for evidence-based decision making.
Five Hot HR Tech Trends for 2015
CMS Wire (01/26/15) Alcala, Lori
Human resources executives have prioritized performance management, employee engagement measurement, learning, leadership development and HR analytics as areas of HR technology concentration in 2015, according to a new Starr Conspiracy Intelligence Unit/Human Resource Executive study. Although performance management is a high priority irrespective of company size, results point to significant differences in the goals of small, mid-sized and large organizations. Large firms place the highest priority on learning, compensation, workforce planning and HR analytics, while mid-sized companies are mainly emphasizing wellness, Core HR/HR information systems (HRIS), leadership development and HR analytics. "Larger companies have a lot of legacy software they're trying to upgrade," said Starr analyst Lance Haun. Meanwhile, small companies rank employee engagement, onboarding, workforce planning and Core HR/HRIS highest. Haun said the greater agility of smaller companies makes it more likely that they have already embraced cloud-based solutions, so they can afford to focus on employee engagement and similar areas. He predicted wellness and employee engagement will become higher HR tech priorities in the 2017-2018 period. "[Human capital management] is changing, and it's becoming closer to what its mission should have been initially — really, truly managing the workforce in the way it needs to be managed," Haun said.
Oracle Service Cloud Upgraded, Explained
InformationWeek (01/28/15) Henschen, Doug
Oracle has upgraded its service cloud offering with co-browsing capabilities via the integration of technology from its acquisition of LiveLook. The new capabilities have been incorporated into the Web customer self-service and multi channel agent desktop, and Oracle said LiveLook did an exemplary job of combining HTML, JavaScript and Java-based approaches to seeing and interacting with the customer screen. The new capabilities help Oracle's technology distinguish between a full browser screen and what the customer actually sees. This occurs when customer display or browser settings might be barring customers seeing an important button or setting at the side or bottom of the interface. Agents can train the customers either to correct their display settings or pan and scroll to the right spot. Additional augmentations to Oracle Customer Experience (CX) Service include improvements to skill-based routing, visitor browsing histories and social capabilities. Skills-based routing focuses on directing customer-service issues to the right agents. Oracle said this is simpler when handled in a single environment, but many clients use systems from other vendors. Oracle has introduced a pass-through mode that enables data from Oracle service cloud to be used to inform routing decisions within third-party systems. The company's strategy with Oracle CX is to build out the capabilities and overtake competitors via acquisitions and organic development.
HR Innovates to Engage
Talent Management (01/20/15) Siuty, Luke
Innovating to enhance employee engagement is a growing priority for human resources professionals, according to a survey of 174 HR pros by Human Capital Media Advisory Group. Almost 60 percent of respondents identified boosting employee engagement as the leading imperative driving the need to nurture innovation, followed by generating a competitive advantage. However, only 19 percent named new product and service development an imperative. Meanwhile, only one-fifth of talent managers said their departments have a specific innovation initiative, while 32 percent said their departments have an innovation initiative "to some extent." Forty-seven percent reported lacking an innovation initiative at their HR departments. A majority of respondents said HR has been asked to raise organizational innovation levels on at least a partial basis, and slightly more than a third said HR has been asked to increase innovation at their companies; about 19 percent reported no such request has been made of their HR department. The HR functions listed as being most involved with innovation were learning, talent acquisition and leadership development, while the least involved functions were succession planning, performance management and HR technology. Most respondents cited cross-functional teams, learning events and knowledge management as strategies most often used to encourage innovation, while the least-used methods were communities of practice, task force initiatives and collaborative technologies.
HR — Administrator or Enforcer?
Diginomica (02/03/15) Milne, Janine
Cranfield University School of Management researcher Emma Parry said human resources is either perceived as an administrator or an enforcer to make staff comply with employment law, and she thinks technology could potentially transform the HR field. Parry noted the benefits of self-service, such as enabling line managers to assume more mundane aspects of HR administration, giving HR more room to engage in value-adding activities. Better technology utilization also enables HR to contribute to the bottom line and help debunk the concept of the HR department as a cost center, she said. However, Parry noted such value-add tech implementations currently are limited to a minority of adherents. She cautioned against practitioners reading about best tech practices and then following them without diligently thinking them through. "[Employee] engagement has become this end product — we've got to do employee engagement," Parry said. "But why? HR analytics will say why." Parry also emphasized that HR's transformation must be accompanied by HR staffers' evolution into more business-minded organizational contributors. In addition, she sees a need for HR professionals to leverage social media and move away from their generally negative perception of it. "There's a lot of potential to reach people and communicate, collaborate and support employee engagement [via social media]," she said.
Companies Will Take Advantage of New Tools in HR Technology
HR Magazine (02/15) Vol. 60, No. 1, P. 48 Bersin, Josh
Organizations this year are expected to exploit exciting new human resources tools covering such areas as informal learning, integrated network recruiting and candidate relationship management, social recognition, real-time employee feedback and culture assessment and fit, according to Bersin by Deloitte principal Josh Bersin. Among the major HR tech industry disruptions he anticipates for 2015 is a fierce concentration on user experience and user engagement instead of a proliferation of features, mobile apps with embedded HR solutions, the integration of various sensor data into HR programs such as scheduling and engagement and data-fueled recommendations for recruitment, learning, retention and leadership development. Other disruptive trends Bersin said will come this year include greater connectivity between all HR practices via tight social network integration and embedding content and learning tools within HR software. "In 2015, the HR software market will likely continue its shift from a focus on 'systems of record' to a focus on 'systems of engagement,'" Bersin predicted. "While vendor support and service is still critical to success, ease of use and ease of adoption are now key to selecting the highest-value HR technology platforms." Bersin also expects professional development to become a core focus area for HR teams. Deloitte recommended teams replace generalists with senior HR business partners, refocus from centers of expertise to networks of expertise, redirect hiring and training to new competencies of high-impact teams and invest in research, benchmarking and professional development.
3 Strategic Tech Imperatives for HR in 2015
memeburn (01/20/15) van Heerden, Anton
There are three major imperatives concerning the implementation of human resources technology in 2015, starting with the pressing need for HR departments to demonstrate their tactical value to the organization beyond administrative tasks. HR departments must bring themselves into alignment with business strategy and make more refined recruitment, engagement and talent retention efforts, with a concentration on fueling productivity and business growth by cultivating a skilled and driven workforce. The second focus area is the utilization of IT for strategic advantage by improving the employee experience and accessing information that will inform management's strategic decisions. Employees expect work processes to be seamless and intuitive, and social media, bring-your-own-device and other trends could be tapped by HR to enable workplace enhancement. In addition, HR managers could apply the business and employee data their systems collect to improve strategic decision-making in conjunction with predictive analysis. The final trend HR departments should act on is an increasingly holistic perception of employee engagement, starting with ensuring the organization has an outstanding brand that attracts high-quality talent. The departments must consider ways to position themselves as preferred employers, with a recalibration as service providers to improve worker satisfaction and retention.
Predictive Analytics Forecast for HR, CPM Software in 2015
SearchFinancialApplications (01/14/15) Ring, Dan
Key milestones in the use of predictive analytics, in-memory computing, big data and mobile applications could emerge in 2015, according to forecasts by human resources experts. They predicted the cloud transition, including software as a service (SaaS), will continue from where it left off in 2014. Forrester Research analyst Paul Hamerman sees a number of reasons hastening the popularity of cloud software, noting SaaS is growing in part because it offers improved updating, and makes it the vendor's job to maintain versions of software. He also said SaaS is more flexible for organizations, given easier configuration in response to changing business requirements. Hamerman stressed both the visual quality and the predictive capabilities of analytics are improving, which dovetails with changing HR business practices. These changes present major innovation opportunities in employee performance, learning and recruiting and engagement. Constellation Research analyst Holger Mueller cited the wide availability of predictive analytics to HR managers as a major trend for 2015, noting they could expedite hiring processes and boost managers' effectiveness. He also forecast greater use of mobile applications in HR, with more processes delivered over smartphone |