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OHUG.org has been given the modern treatment, and we're ready to show it off!
Get all of the OHUG benefits with an even easier and more enjoyable navigation experience. The new website was redesigned with you in mind. Everything you need from OHUG — HCM news, expert connections, educational webinars — are all a simple click away. Check out our cleaner, better OHUG.org and discover a faster connection to the voice of the industry.
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News from OHUG
Employee Referral Programs that Go Viral
According to a recent blog article by Clear Company, "statistics show one out of every five referrals gets hired." The blog also states that people who have been referred have longer tenure and are happier at the companies they are recruited to, being that "46 percent stay over one year, 45 percent over two years and 47 percent over three years." About 67 percent of recruiters and employers reported the overall recruiting process took less time; 51 percent of recruiters and employers reported that it was more cost effective/less expensive to recruit a referral. Needless to say, referrals are a great value added source for your recruitment efforts. Download Digi-Me's free white paper to learn more about employee referral programs and how to make your ERP go viral.
OHUG 2016 Global Conference Registration Opens Soon
We know you've been saving the date for the OHUG 2016 Global Conference, now get ready to register!
When: June 6-9, 2016
Where: Hyatt Regency, New Orleans
Registration will open later this month. Stay tuned!
Oracle's Customer Advisory Board Meeting Recap
Oracle invites numerous HCM PeopleSoft customers from all over the world to participate in a three-day event where customers provide feedback on the HCM projects targeted for the next 12 to 24 months. This year, the event was held on Sept. 22-24 at Oracle Headquarters. Three big themes emerged from the customer Q&A portion of the event with PeopleSoft Senior Vice President Paco Aubrejuan.
- Global HR: Successfully deploying PeopleSoft HCM globally and having the ability to configure by country. Customers shared their global experience on how they implemented and rolled out PeopleSoft to their global employees.
- Integration: Customers requested to have tighter integration between PeopleSoft and other Oracle products (e.g., Taleo).
- PeopleSoft Fluid UI: Customers shared how they implemented and deployed PeopleSoft Fluid UI for self-service to their employees. The majority of 9.2 CAB members said they would deploy PeopleSoft Fluid UI once they apply Tools 8.54 (prerequisite).
Leading with UX: The Influence of Emerging Technology
Jeremy Ashley, who leads the Oracle Applications User Experience team, writes about how mobile devices and emerging technology influence the Oracle user experience on Forbes.com's Oracle Voice. Think you're shackled to your phone? Jeremy says mobile devices also free you and allow you to be more human. Jeremy's next post on the Internet of Things points out that IoT is already here, and it has been for longer than you think.
For a broader look at how emerging technology influences Oracle's UX strategy, visit the new Emerging Technology page on the Usable Apps website.
Jeremy and team will be at Oracle OpenWorld 2015 in San Francisco. In addition to several sessions on UX strategy, you can see demos at the OAUX Exchange on Oct. 26. You don't need a badge to get in, but you do need to register. You can also book a tour of the Cloud UX lab and Oracle HQ to see the latest demos.
Sponsored Article: Digital Matters — Top Three Ways to Instantly Improve Your Candidate Experience
Careers websites are more than just application portals. They influence whether or not job seekers want to work for you in ways that you might not expect. What impression is your careers website making — and how can you improve the experience to make a bigger impact? Punchkick's research reveals the ways to achieve a winning digital candidate experience.
Check it out.
Join OHUG at the Annual New England Joint Oracle User Group Meeting
OHUG is co-sponsoring this exciting regional user group meeting in partnership with the Greater Boston PeopleSoft and JD Edwards User Group (BUG), the New England Oracle (E-Business Suite and Hyperion/EPM/BI) Applications User (NEOAUG), the Oracle Financial Services Industry User Group (FSIUG) and newest user group partner, the Northeast Oracle (Database and Technology) Users Group (NOUG).
Registration is now open! Check out the latest Agenda-at-a-Glance. Invite functional and technical colleagues to attend, as there will be educational content and networking opportunities for all Oracle customers.
Questions or requests for additional information, including exhibit and sponsorship opportunities, may be directed to Event Coordinator Joanne Brennan by email or phone at 617.510.2578.
Register now at early-bird rates!
View Past Webinars
TBE Reporting Tips and Tricks, 10 HR Technology Trends You Shouldn't Ignore, Fact or Myth: Protecting Your PeopleSoft HCM Data from Cybercrime ... all these webinars are available to OHUG members via the website. What are you waiting for?
Check out all past webinars now.
Industry News
Peers Hold Key to Employee Engagement, Not HR
Personnel Today (09/23/15) Faragher, Jo
It is peers, and not managers or human resources, who have a more beneficial impact on employment engagement levels at work, according to Oracle's new Simply Talent study. "These findings should be of concern to HR teams, as they indicate that HR does not 'own' engagement in the eyes of employees," noted Oracle's Loïc Le Guisquet. The survey of about 1,500 Europe-based workers found only 3 percent believed HR had the most impact on employee engagement levels, while 42 percent felt their colleagues were the biggest influence. Meanwhile, blame was often cast on superiors for employees' lack of engagement, as 19 percent of respondents said members of their senior leadership team were most responsible for negatively affecting engagement, versus 11 percent who blamed line managers. Oracle found 59 percent of respondents in Britain cited engagement as a productivity driver, while 30 percent Europe-wide said better engagement could help them improve customer service. In addition, 57 percent said more proactive, regular interactions with managers would make their time at work more satisfactory. The survey also found staff desire greater recognition for their achievements and more understanding about their corporate contributions. Millennials especially want more regular career discussions with line managers, according to the survey. "This study should act as a call to arms for HR teams to demonstrate the value they bring to their business and its employees in a way that is clear for all to see," Le Guisquet said.
HR Needs Its Own Digital Strategy to Improve Productivity
BW|Businessworld (09/29/15) Khetarpal, Sonal
In an interview, Oracle Vice President of Product Management Applications Development John F. Hansen said organizations embarking on human resources transformation should first examine their motives for doing so and determine how the transformation will contribute to success. "To answer these questions, it is critical to know what the CEO is thinking, and what business problems they are trying to solve," he said. "The people-related responses to these business problems can then be incorporated into the HR transformation strategy." Hansen said once HR comprehends and is aligned to the CEO and the organization's business challenges and opportunities, it can communicate its strategy in a manner consistent with the rest of the enterprise, and thus achieve commercial relevance. He noted HR should undertake its own digital strategy to interact with the workforce and improve its productivity. "The HR digital strategy will incorporate technology that is personalized, connected, insightful, mobile, purposeful, secure, talent-centric, social and agile," Hansen said. He cited adoption of HR analytics as an immediate opportunity offered by such a strategy, noting predictive analytics can be used to study workforce behavior, and then develop predictions so HR practitioners can understand and address future talent challenges. Hansen also discussed the concept of NeuroLeadership for applying neuroscience research to cultivate better managers and leaders by analyzing the underlying motivations and de-motivations of people's organizational behavior.
Managing Talent Costs with Talent Analytics Technology
Risk & Compliance Journal (10/08/15)
Organizations' financial departments could exploit opportunities to use talent analytics to better understand talent costs and needs essential to planning and forecasting, according to Deloitte's third annual "Global Human Capital Trends 2015: Leading in the New World of Work" report. The study found 75 percent of 3,330 human resources and business leaders named talent analytics an important issue, yet only 8 percent think their organization is “strong” in this area — an almost identical percentage as last year. “HR and people analytics have the potential to transform the way organizations hire, develop and manage people,” noted Deloitte Consulting Principal Jason Geller. “Leading organizations are already using talent analytics to understand what motivates employees and what makes them stay or leave. Progress is being made in talent analytics use, but Deloitte research indicates its development and absorption by businesses will take a few years. “The sooner HR teams start working on building this capability, working with finance, the better positioned they will be to address future talent issues,” Geller said. Meanwhile, a dearth of leadership and skills makes a case for organizations to reassess their learning programs and view leadership development as a long-term investment, said Deloitte Touche Tohmatsu Global Human Capital Practice Leader Brett Walsh. Another survey finding was that a redesign of work is gaining adherents with the growth of cognitive computing, and talent/HR leaders should step up to lead the job redesign process.
HR Cloud Experience: Look Beyond the Bright, Shiny Object
Forbes (09/28/15) Dussert, Bertrand
Human resources leaders should expect their HR systems personnel to demand consumer-grade user interfaces, according to Oracle Vice President for Human Capital Management Transformation and Thought Leadership Bertrand Dussert. "The time has come to elevate our focus to create and deploy applications that deliver world-class user experiences," he said. This requires a person-centric perspective of end-to-end processes needed to get work done, and Dussert said "best-in-class experiences leverage data and context to provide intuitive capabilities to drive outcomes, and go well beyond the look and feel of a specific user interface." Essential to furnishing these experiences is understanding how people work, and Dussert noted this entails generating data and process continuity across different types of devices. "Managers should have a seamless view into their team's talent, open recruitment requisitions and employee self-service actions they can take for themselves," he said. Dussert also said using a complete pre-integrated cloud solution across every step of the employee life cycle can help managers reach this goal easier. "The system should have a complete recruit-to-retire process, but it should also seamlessly integrate with collaboration tools and analytics that can drive better decisions and immediate actions, and with applications that broaden the level of employee engagement," he said. Dussert noted collaboration platforms with a direct connection to business processes and outcomes enable instant collaboration in the context of work and objectives.
Firms Boost HR Tech Spending
Talent Management (09/18/15) Samuels, Elyse
Slightly more than 50 percent of human resources practitioners reported their companies increased spending on HR technology this year compared with last year, according to a survey by the Human Capital Media Advisory Group. Practitioners identified several different types of technologies at their disposal, and shifts in the market are pressuring HR professionals to decide which technologies to invest in. Fifty-eight percent of HR respondents currently lack plans to invest in wellness software technology, while 14 percent said they plan to procure it and 27 percent said they already use it. More than half of respondents said they do not currently have and have no future plans to invest in succession planning software, but about one-fifth already do and 23 percent intend to. Plans to purchase mobile HR software were cited by about 39 percent, and mobile is the area most HR practitioners expect to invest in for the near future. Talent management suite software and performance management software are also rated highly as future investment areas among respondents. Many HR pros said their organizations are still considering more broad-based cloud technology deployments, with cost savings, accessibility, higher productivity, easier upgrades, data recovery resilience, mobility, scalability, IT security, agility and more collaboration listed as priorities. Only 23 percent of respondents said their company's HR staff lacks the skills and expertise for using HR technologies effectively, versus about 77 percent saying their staff are sufficiently proficient.
Technology's Role in Human Resources Management
BusinessWorld Online (09/14/15) Bayag, Mark Alvin
Modern human resources departments are challenged by the need to improve HR processes to extract the most business value, and Towers Watson analyst Mark Alvin Bayag cited a number of processes in which applying the appropriate technology will yield the maximum business value in the long run. He said HR reporting can benefit from an internal network that employees can access and use to fill out documents or manage their benefits. In addition, Bayag said technology will make employee data much more secure via encrypted documents or other software packages to limit access to sensitive information. However, he cautioned the migration from traditional methods to a technological process may be time-consuming and costly, while the potential for hardware or software failures also is possible. Bayag noted IT also can boost the efficiency of employee training through e-learning. "The major advantage of having this kind of training is that employees can progress at their own pace," he said. Bayag noted another area where technology can reap dividends for HR professionals is performance management automation. He also suggested an integration of both learning management and performance management systems will better equip HR leaders "to continuously improve and monitor learning programs and objectives."
Abstract News © Copyright 2015 INFORMATION, INC.
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| OHUG would like to thank Kate Iantosca for her service to OHUG. |
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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.
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Phone: 312.321.4095
Email: info@ohug.org
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