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OHUG Global Conference 2015 Features New Session Formats
June 8 is right around the corner, which means it's nearly time to return to Las Vegas for the OHUG 2015 Global Conference!
The conference, held June 8-11, will include everything you know and love — networking events, educational sessions, SIG meetings, an exciting exhibit hall floor, keynotes — but we're also excited to introduce new session formats, developed with attendee engagement in mind. These include:
OTBI Report Writing Jam Sessions: Build new reports or edit current ones in real-time with a room of Oracle OTBI experts.
Product Spotlights: Product Spotlights offer in-depth, interactive looks into the hottest topics in the realm of HCM. Attendees will engage with featured users and partners to take a deeper look into the trends that are relevant to them.
Customer Connections: Hosted by Oracle Partners in conjunction with a customer, Customer Connection sessions provide attendees with education focused on case studies that contain new or upgraded solutions and implementation.
Solutions Theater: Join Oracle Partners for 30-minute educational demos on the show floor on the products that matter to you.
Register now!
Headlines
News from OHUG
Search for Sessions and Plan Your Conference in Advance
Have you checked out the education agenda for the OHUG 2015 Global Conference on the OHUG website? Check it out, and start planning your education experience!
Use the search fields to find the Breakout, Meet the Expert, Keynote, Product Roadmap and SIG/RUG sessions that are relevant to you. Click on the session titles in your search results for full session details.
Webinar: 10 HR Technology Trends You Shouldn't Ignore
Date: Tuesday, May 26
Time: 1-2 p.m. CT
Speakers: Erin Spencer, Research Consultant, Sierra-Cedar; and Stacy Harris, VP of Research and Analytics, Sierra-Cedar
Are you responsible for your organization's HR technology investments? Is it time to reassess spending and adoption plans for talent management technology? Are you building a business case on HR technology for your leadership team? Join us on May 26 as we take a sneak peek at the trends influencing the Sierra-Cedar 2015–2016 HR Systems Survey, 18th Annual Edition. Stacey Harris, VP of research, and Erin Spencer, research consultant, will share the top 10 HR technology trends and how organizations are leveraging these trends to meet the changing workforce needs.
By attending this webinar event, you’ll have the opportunity to: take a deep dive into an HCM Adoption Blueprint, discussing the factors that have the greatest impact on HR technology adoption decisions; discuss the top 10 technology trends that are changing how we think about our HR technology strategies; get a first look at the hottest HR technology topics for next year and how we've incorporated them into this year's annual HR Systems Survey.
Register now.
Highlighted Conference Track: PeopleSoft: Human Resources & Analytics
In the session search page on the OHUG website, you can choose a track and the page will populate with all the sessions offered within that track. For example, in choosing "PeopleSoft: Human Resources & Analytics," the results include 12 sessions, some of which are below:
- Adventist Health System – An HR Service Transformation Success Story!
- Customer Perspectives on Co-Existing PeopleSoft HCM and Oracle HCM Cloud
- Globalization of HR HelpDesk
- I Acknowledge That: How Cincinnati Children's Tracks Staff Review of Skills
- Automate HR Compliance Testing with PeopleSoft Test Framework
- PeopleSoft Pivot Grids, Learn 'Em and Love 'Em
- What Happens in HR, Stays in PeopleSoft HR
- Responsive HCM using Grey Heller Mobile
- What Your Employees Need Today: Mobility, Self-Service, and More...All in the PeopleSoft You Already Own
Try it out!
Want to Win a Free Conference Pass for OHUG 2015?
Are you planning to attend the OHUG Global Conference this year in Las Vegas? Take this brief survey for a chance go win a free conference pass. All eligible entries must be completed by Wednesday, May 20. The winner will be announced on Friday, May 22.
OHUG Leaders Attend Oracle CloudWorld San Jose
Part of a worldwide tour, Oracle has taken its cloud approach on the road. OHUG was proud to attend the San Jose, California, Oracle CloudWorld conference on April 30 and represent the HCM user group with a shared area with other Oracle user groups.
The event, held at the Fairmont San Jose, was resplendent with large red and white balloons, depicting clouds, tools, apps and people. The agenda of speakers was most impressive, bringing not only Oracle representatives but customers to the podium, sharing their experiences and reasons for moving to the cloud. And Oracle and other key partners provided strong examples of the power of the "cloud" through application demonstrations and presentations.
While the cloud is not new, the advantages for the migration continue to grow, with the mobile workforce, the access from anywhere and the user experience associated with cloud designed applications. Shown, but not widely known, was a mobile "cloud" solution taking PeopleSoft, EBS or JD Edwards HCM information to interface into the Fusion HCM foundation application and then providing both employee and manager self-service with an easy-to-use user interface. The mobile aspect can provide an Oracle HCM customer the ability to provide the mobile access so very desired (iOS or Android) without changing the "background infrastructure" on an "on premises" or hosted architecture.
OHUG has asked that Oracle provide this demonstration at the upcoming OHUG Global Conference in Las Vegas, June 8-11, 2015. It is useful, easy and a great method in which to launch mobile to the workforce without significant efforts and costs. This is a great way to lead the change management efforts, taking small steps with the solid Oracle technology behind it.
Exclusive Event: Oracle Hosts User Feedback Sessions at the OHUG 2015 Global Conference
Make a difference in the usability of Oracle HCM applications, and sign up for one of the user feedback sessions at the OHUG 2015 Global Conference. You can preview the product designs for desktop and mobile applications of Oracle HCM Cloud and PeopleSoft HCM. Your input will help Oracle continue to develop intuitive and easy-to-use applications. If you’re attending OHUG 2015 Global Conference, don't forget to sign up!
Oracle's usability experts will guide you through practical learning sessions on the user experience of various Oracle HCM applications. All user feedback sessions will be conducted on June 9-10 at The Mirage Hotel in Las Vegas.
This event fills up quickly, and seats are limited. Advance registration is required. In order to reserve a spot for yourself and your colleagues, or to get additional info, please contact Claire Swarthout .
Want to learn more about Oracle Applications User Experience team, visit UsableApps.
June Webinar: Discoverer Migration and Oracle Self-Service Reporting
Date: Tuesday, June 23
Time: noon to 1 p.m. CT
Speaker: Moiz Kaka, Product Specialist, Polaris Associates
You are not alone if you are concerned about Oracle's announcement to de-support Discoverer. This live presentation will focus on how companies around the world have taken advantage of Reporting Workbench and its built-in utility to migrate Discoverer reports to Reporting Workbench. We will also show how users can manage their common reporting needs using the 900-plus pre-built reports or by creating new reports while staying in compliance with Oracle security requirements.
Register now.
Industry News
HR Automation's Next Phase
Human Resource Executive Online (04/08/15) Boese, Steve
The automation of administrative human resources processes is mostly finished in a majority of organizations, while slightly larger enterprises are automating higher-value talent management functions to some degree. With the full automation of basic and even secondary HR processes accomplished, likely automation/enhancement opportunities exist for tertiary processes such as job candidates' reference checking, employee referral program management and internal employee social network analysis. Automating those areas could potentially yield significant benefits when supported with modern HR technologies. A second area of opportunity for organizations is gaining the ability to extract insight from the large volumes of data usually generated from HR information system transaction-support systems. Many top HR technology vendors are entering the field of predictive analytics, in which the HR system exploits massive amounts of information about employees, job changes, hires, terminations, performance reviews, compensation and more to provide insights on anticipated turnover and the probability of high individual performance. A third strategy that could enable prosperity from HR automation is interaction automation. One example of this is the experimental Awesome Boss app, which retains information for the manager — such as successfully finished projects, employee birthdays and more — and can prompt the manager with push notifications to encourage or congratulate employees appropriately. Next-generation HR technologies will have this combination of information repository, analysis and actionable recommendations.
Why Does HR Lag in Implementing Social Technologies?
Talent Management (04/21/15) Rowan, Lisa
Social technologies' deployment for human resources and talent-related functions has lagged their implementation in other organizational areas, with one key reason being the distrust and potential for misuse they invoke in many HR practitioners. This comes from a mistaken association of social tech with social media, which means HR must be educated on the distinctions between external public social media and the internal use of social technologies to enhance the employee experience and workforce productivity. The advantages of using social technologies across talent functions include enabling recruiters to harness networks and find viable and hard-to-find job candidates. In addition, applicants can use social profiles to apply for positions, and onboarding of new employees can include an introduction to team members, therefore engaging new employees earlier in the process. Moreover, employers can overtly recognize peers for assistance or a job well done, and managers can collaborate on compensation planning and calibration. Another benefit is contribution to the prosperity of mentor-mentee relationships no matter where workers are based. Although an annual IDC poll of HR executives found internal application of social technology is gaining ground in HR departments, mobile, cloud and analytics are still ascribed greater value. A particularly disappointing survey observation was that learning management is typically allocated the least amount of consideration in terms of social technology, given so many cases for its use exist.
Case Study: Waxie Cleans Up with HCM Software
SearchFinancialApplications (04/15/15) Ring, Dan
The Oracle Human Capital Management Cloud software solution has enabled Waxie Sanitary Supply to boost efficiency as part of a phased replacement of a mostly paper-based human resources system. "It was a complete solution that was able to integrate with payroll and benefit vendors and grow with the needs of our business," said Waxie's Melissa Halverson. "Oracle has really stood by the product and a commitment to make Waxie successful." The deployment of global HR via the Oracle HCM Cloud software enabled all company managers to log in and acquire basic information on an employee, including employment and salary history, and a home phone number. The entire employee performance management process has migrated to the cloud, supplying feedback on proficiencies and producing development plans. Halverson also noted the reporting function, included in all of Oracle HCM Cloud's modules, is a major benefit. "The nice thing is that as an HR department and as managers, we have the ability to track the status of these [performance] reviews," she said. "We know who is late. We know who is on time and we know where they are currently at in the appraisal process. We can run reports to show what percentage of the workforce meets or exceeds expectations. Before, this was a very manual process. The reporting capability that we've gained has been the most valuable."
Indian Companies Integrate Oracle's Cloud Offerings
Express Computer (India) (04/13/15) Chowdhary, Sudhir
Oracle's cloud offerings are delivering fast access to flexible and inexpensive IT resources to companies in India. "The growth in this business is happening faster than our expectation," said Oracle India's Shailender Kumar. "Oracle Cloud offers the broadest, most complete, and the most integrated set of cloud offerings in the industry." Leading Indian real estate development company Kalpataru went live with Oracle Human Capital Management (HCM) Cloud last year. Kalpataru chose Oracle HCM to enable it to quickly hire high volumes of candidates, build talent pools and streamline its recruiting process. The company says Oracle HCH has enabled its HR division to focus on strategic and developmental initiatives that fulfill employee satisfaction and company goals, with the system managing HR's transactional functions at the back end. Meanwhile, the MakeMyTrip online travel company chose to deploy Oracle Service Cloud to enable a consistent experience to customers while scaling up their business. The solution's ease of integration and extensibility were key selling points, and since deployment MakeMyTrip has reduced both agent training and calls to their call center by half. Another deployer of Oracle Service Cloud was SRL Diagnostics, which used the offering to transform its customer care operations by providing successful customer experiences across multiple communication channels. Oracle Service Cloud enabled an improved and virtually seamless experience across various touchpoints for the pathology lab network's clients.
Study: The Best-Prepared HR Organizations Have Clear Commitment to Digital Transformation, Cloud-Based Technologies
Human Resource Executive Online (04/17/15) Shadovitz, David
Human resources organizations are expected to undergo slight increases in both staff levels and budgets in 2015, according to the latest Hackett Group study on HR budgets and trends. The study also found many HR groups are mostly unready for improving enterprise agility and resolving the issues most relevant to meeting business objectives, such as workforce strategy, innovation and talent management. World-class enterprises, in contrast, are "continually looking for ways to optimize their HR organizations," said Hackett Global HR Practice Leader Harry Osle. He cited three traits such organizations tend to have in common. "First, these companies continue to look at process optimization ... and look for ways to [eliminate] slack in the system," Osle said. In addition, they are sharply focused on talent management and finding and retaining the best talent, as well as raising that talent's productivity. A strong commitment to digitization and technology is the final ingredient. "That means having the right data at the right time to make the critical analytical decisions that organizations have to make today," Osle said. The report said the best-prepared HR organizations have a clear commitment to digital transformation and cloud-based technologies, with Osle noting such investments are sensible for firms seeking to save costs and boost efficiency and effectiveness.
Rebuilding HR’s Image of Lacking Business Savvy
HR Magazine (05/15) Vol. 60, No. 4, P. 26 Zeidner, Rita
A growing number of human resources professionals and leaders are striving to rebuild HR's function within organizations and cultivate more effective core skills and competencies. The purpose of such efforts is partly to rehabilitate HR's popular image as a department that lacks business savvy and is too focused on processes. A starting point for many of these initiatives is bringing the HR function into alignment with business needs via professional development. This development uses the Society for Human Resource Management's (SHRM) competency model as a template, with an emphasis on the nine desired competencies of business acumen, communication, consultation, critical assessment, ethical practice, global and cultural effectiveness, leadership and navigation, relationship management and HR expertise. SHRM's Jeff Lindeman stressed the model helps debunk the myth that HR pros require nothing more than a firm foundation in HR fundamentals, and demonstrates to non-HR executives that HR has strategic value. HR also must be well-versed in communicating the organization's value proposition from without as well as from within, while HR pros have to account for the massive expected influx of millennials into the workforce. "HR [professionals] should be vigilant about tracking the competition and keeping their recruiting strategies updated so that they do not end up losing trained employees," advised TEOCO Software HR Manager Ranjana Jha. HR practitioners also are advised to advocate for technology, nurture their business savvy and analyze data to inform business decisions.
Can People Analytics Help Firms Manage People Better?
Knowledge@Wharton (04/21/15)
In an interview, Wharton School of Business professors Adam Grant and Cade Massey discussed why momentum is building among organizations for a data-driven people management strategy. "All of a sudden, they are realizing that all these tools that we're accustomed to using in marketing or finance can also be used for hiring and compensating people," Massey noted. "Given how important [hiring and compensation] are to an organization, it's the potential that people see in people analytics that's making it popular." One way people analytics can enhance the on-boarding process is by elevating the importance that new hires meet their manager on day one, which Grant and Massey said is a rule more and more organizations are adopting. Another early-career factor Massey cited was "a person's success at a company often depends heavily on who they work for. And yet, who they work for is essentially completely outside their control." In terms of what people analytics can teach about the production and assembly of high-performance teams, Grant said personality research found although diversity may seem ideal for improving the probability that group intelligence would outperform individual intelligence, similarity instead of variety can be more helpful with certain traits. Massey noted performance evaluation offers a perfect example of an area where people analytics can improve decision-making, given the participants' innate biases.
HR's Role in the Digital Workplace: It's Time for Reinvention
TLNT (04/16/15) Bersin, Josh
There are three major challenges shared by business and human resources leaders, according to a survey by Bersin by Deloitte: cultivating and fortifying a new and shifting leadership pipeline, re-engaging employees to build a robust global culture in an environment of ongoing work and reskilling the HR function itself. "If we consider HR's job as the steward of the 'people processes' in a company, we have to recognize that almost every part of management, capability building, recruiting and communication has been radically changed by technology," said Bersin by Deloitte Principal Josh Bersin. For example, a majority of the survey's respondents described being overburdened by work, and companies are still strug |