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Six Degrees, widely considered to be the first social networking site, came into existence in May 1997 and it allowed users to have a profile, make friends with other users, have school affiliations, etc. Six Degrees was followed by more successful social networking sites such as Friendster, MySpace, LinkedIn, Xing,Facebook,Orbit, Photobucket, Flickr, YouTube, Twitter,Tumblr, Spotify, Pinterest, WhatsApp, Instagram, etc. Some of these are very popular today and are part ofour daily lives. Today majority of the world population uses social media on regular basis sharing their life and information with the virtual world at every opportunity.

People are continuously on the social media sites for business as well as personal communication, sharing of information and catching up on the news, entertainment, etc. The active population on the social media sites have crossed 2 billion and these social media sites together form a vast reservoir of content, profile and all types of information. Social media has completely shifted behaviours from news-sharing all the way to how we look for jobs, so it’s easy to see the value of social media in the business world.

With plenty of tools available around these social media sites, there are ways and means to scout, dissect and analyse the enormous information available on social media. It is becoming increasingly important for companies to leverage the social media sites for recruiting workforce. Given that ‘Building relationships’ is very vital in HR, social media certainly helps to reach out to potential recruits, to assess them based on their reflected behavior via activities and posts.
 

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Recruiters have found social media allows them to narrow the candidate pool more effectively and quickly find individuals who are qualified for the job. Integration of the social media with talent acquisition tools gives recruiters a way to smartly find suitable candidates. Survey done in recent years shows that 90% of the companies use social media as one of the recruitment tools and more than 80% of the Job seekers are likely to use social media for job search.

Some experts feel that engaging with potential recruits via social media is quite a challenge and this is because often the posts and messages are too generic, real conversations do not happen. There is a disconnect between the social recruiting strategies of the companies and how young workers leverage social media. When businesses implement social recruiting strategies correctly, they get their brand message across numerous social platforms while showing potential candidates an enticing picture of what their company culture is like. This helps them in creating their brand image and thus attracting the right talent.

Social recruiting can be done in both passive and active manner. It is important to formulate a concrete plan before posting job openings on social media. Something to keep in mind is that the modern workplace is constantly evolving. In order to thrive in this environment, it’s important for businesses to monitor and frequently shift or update their strategies to accommodate to the new ways our incoming generations operate.
 

 
Lastly, social recruitment can be made more successful by leveraging the network of your current employees and ex-employees. By involving your employees in the recruitment process, you can have your message spread to a much wider audience who are more likely to listen. Studies have shown that people trust people more than brands. This is the single most important reason why it is important to utilize your employees in your recruitment efforts.

The post Social Media: Changing Talent Acquisition appeared first on SOAIS.

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Six Degrees, widely considered to be the first social networking site, came into existence in May 1997 and it allowed users to have a profile, make friends with other users, have school affiliations, etc. Six Degrees was followed by more successful social networking sites such as Friendster, MySpace, LinkedIn, Xing,Facebook,Orbit, Photobucket, Flickr, YouTube, Twitter,Tumblr, Spotify, Pinterest, WhatsApp, Instagram, etc. Some of these are very popular today and are part ofour daily lives. Today majority of the world population uses social media on regular basis sharing their life and information with the virtual world at every opportunity.

People are continuously on the social media sites for business as well as personal communication, sharing of information and catching up on the news, entertainment, etc. The active population on the social media sites have crossed 2 billion and these social media sites together form a vast reservoir of content, profile and all types of information. Social media has completely shifted behaviours from news-sharing all the way to how we look for jobs, so it’s easy to see the value of social media in the business world.

With plenty of tools available around these social media sites, there are ways and means to scout, dissect and analyse the enormous information available on social media. It is becoming increasingly important for companies to leverage the social media sites for recruiting workforce. Given that ‘Building relationships’ is very vital in HR, social media certainly helps to reach out to potential recruits, to assess them based on their reflected behavior via activities and posts.


Recruiters have found social media allows them to narrow the candidate pool more effectively and quickly find individuals who are qualified for the job. Integration of the social media with talent acquisition tools gives recruiters a way to smartly find suitable candidates. Survey done in recent years shows that 90% of the companies use social media as one of the recruitment tools and more than 80% of the Job seekers are likely to use social media for job search.

Some experts feel that engaging with potential recruits via social media is quite a challenge and this is because often the posts and messages are too generic, real conversations do not happen. There is a disconnect between the social recruiting strategies of the companies and how young workers leverage social media. When businesses implement social recruiting strategies correctly, they get their brand message across numerous social platforms while showing potential candidates an enticing picture of what their company culture is like. This helps them in creating their brand image and thus attracting the right talent.

Social recruiting can be done in both passive and active manner. It is important to formulate a concrete plan before posting job openings on social media. Something to keep in mind is that the modern workplace is constantly evolving. In order to thrive in this environment, it’s important for businesses to monitor and frequently shift or update their strategies to accommodate to the new ways our incoming generations operate.

Lastly, social recruitment can be made more successful by leveraging the network of your current employees and ex-employees. By involving your employees in the recruitment process, you can have your message spread to a much wider audience who are more likely to listen. Studies have shown that people trust people more than brands. This is the single most important reason why it is important to utilize your employees in your recruitment efforts.

The post Social Media: Changing Talent Acquisition appeared first on SOAIS.

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This article is for those who have already embarked on their Cloud SaaS journey. There are several events during the business lifecycle, when internal system owners need to concentrate on what they do best for their end customers & remain competitive in their chosen business areas, while not being able to deal with VUCA hitting their back-office systems.

Cloud SaaS application software is today designed with highly intuitive usability and modern UI features to enable end users to effectively leverage the available system functionality. A basic computer savvy employee, who uses B2C applications on a regular basis (like Facebook, Amazon, Uber) can easily complete the self-service transactions or workflow tasks as part of using the back-office cloud HCM, ERP or CX applications on a day to day basis. Every new version of the software released on a periodic basis also brings improvements in look & feel / navigation, in addition to net new business functionality – this makes usability easier and easier for the end user with each passing year and increasing product maturity.

A VUCA World

End users can therefore go about their tasks and use the application implemented at the time their organization subscribed to the cloud software. However, the times we live in is VUCA – Volatile, Unpredictable, Complex, Ambiguous. Over a period of time there will be changes to the business environment due to several factors like expansion to new geographies, mergers & acquisitions with other business entities, policy changes with evolving industry best practices, statutory changes as frequent as every quarter, organization restructuring, market enforced adjustments, technology disruptions etc. Any or many of these are a very likely business scenario for an organization and they need quick reconfiguration of the back-office applications to align to the changed situation.

Cloud HCM example

If one takes examples for Cloud HCM application users; simplicity in technology, functionality and usage does not necessarily mean straight forward implementation of a new technology. The new systems not only support HR processes, but also serve as global backbones for employee master data and business flows for all employee related organization touch points. These applications require to work in tandem with many internal or vendor systems, and new interfaces in turn need ongoing maintenance. Below are examples of likely impacts due to rapidly changing business situations:

  1. Changes in Leave policy because of employees in a new state or country or statutory region.
  2. New or changed approval workflows for a business process due to people change or reporting hierarchy change or organizations restructuring.
  3. Compensation structure change due to statutory reasons like inflation in minimum pay or new benefits introductions.
  4. Change in benefits service vendors and related integrations.
  5. Including large number of employees from an acquired company into the system or movement from one department to another.
  6. The performance appraisal process changes from the time of original implementation to the upcoming cycle.
  7. In an effort to continually improve the product, Cloud vendors release new versions of the application software and upgrade patches need regression testing of the already implemented system.

Dealing with Changes

Most or all of the above scenarios are not something that Cloud HCM application owners face as part of their day to day routines. Their internal team of HR Administrators will typically be skilled in operational tasks and to deal with these changes need to be trained in a variety of areas. They may also not have the domain or technical expertise to fully utilize the tools provided by the Cloud software to realign the application. They also do not have the opportunity or platform to bring industry best practices while dealing with change. Hiring full time internal team members in each of the different skill sets turns out to be prohibitively expensive, as the organization cannot keep them productively engaged on a full-time basis. Business applications need to be implemented or maintained by experts specialized by business functions like (again an HCM example) Payroll & Absence, Compensation & Benefits, Performance Management & Succession Planning or by technical expertise like integration specialists, reporting specialists, online customization specialists.

SOAIS’ Experts value

Over the last 11 years of our existence, SOAIS has been working with multiple Oracle clients and crystallized all our learnings to design a service offering well equipped to take on the VUCA world. SOAIS Shared Services pool has helped customers derive higher ROI and make bigger business impact with their technology investments. For all customers who brought SOAIS on board, run & maintain of their business is no longer a head-ache. This model is typically loved because

  1. It’s a pay-per-use model
  2. Gives predictable control on budget spends
  3. Gives access to a complete bouquet of expert skills
  4. Has ultimate flexibility to ramp up or down team people needs on a month on month basis
  5. Services accessible via dedicated email, support portal or phone without time restrictions

Sounds too good to be true? Contact your SOAIS’ business partner to know how you too leverage our experience.

The post SaaS users– surviving in the VUCA world appeared first on SOAIS.

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The holy grail of big ticket ERP implementation is configuring the application with the available options and ensuring that the organization can meet all business objectives by leveraging best practices delivered by the implemented product. Investment in Oracle Cloud SaaS (Software-As-A-Service) applications is that step to getting a modern, world class solution to address your strategic business needs end to end.

Customizing what’s delivered or building extensions with whole new modules outside the core ERP is considered the ultimate sin as it leads to multiple issues over the long run. These issues revolve around ongoing maintenance, lack of OEM support, costly upgrades, lack of standardization, compatibility issues, data integration issues, UX inconsistency, lack of best practices etc.

But why do some organizations not live with what’s delivered in the product? Each business is unique and each organization believes that business applications should support them in getting the competitive advantage in the market place. With their specialized management approaches or business processes specific to their industry vertical, organizations typically need to add small modules on top of their ERP systems. They would like to leverage their already implemented ERP application, so that there is a single source of truth for the core data like organization, department, employees, security, locations etc.

For Oracle Cloud SaaS customers, there are several services delivered on PaaS (Platform-As-A-Service). My earlier blog on customizing Oracle Cloud applications dealt with the ability to make small personalization or run-time changes to the delivered pages. PaaS is a whole new option– Oracle Cloud Platform is a comprehensive, standards-based combination of Oracle and open source technologies to enable you to more efficiently build, deploy, integrate, secure and manage all your enterprise applications1. With a pay-as-you-go model, you only pay for the services that you subscribe to and to the extent that you use.

At this time (April 2018), Oracle is offering a $300 credit, if you want to spin up some environments to experiment. It would be best to consult your Oracle sales or solution consulting contacts to help you figure which services would be useful for you to start tinkering with. To those to plan to skill up their team in this area, here is a link to the Oracle University courses one can subscribe to. There are several courses in areas ranging from basic application development to using block chain, chat bots or Analytics services.

There are several options one can use under the Oracle PaaS umbrella. SOAIS is considering the following & building specs for POCs.

  • Oracle Java Cloud Service: is an easy, rapid and agile deployment platform for any Java application that you want to build grounds up. You can experience full control and flexibility of your application in cloud. Oracle Java Cloud Service – SaaS Extension, can be used to build extensions with compatible to Oracle SaaS apps by utilizing the same platform that delivers Oracle SaaS services.
  • Visual Builder – Visual Builder Cloud Service (VBCS) is a cloud service that enables business users and developers to rapidly create and host web and mobile applications with minimal or no-coding required. Applications and pages created and hosted with VBCS are designed to be embeddable in Oracle SaaS. This is useful for small, low complexity applications that you need to quickly whip up.
  • Oracle Integration Cloud Service – simplified application integration for SaaS and on-premise integrations with low-code, business-friendly automation in just a few clicks. This service will be useful to pull base organization, employee, security data from your SaaS or return completed transaction data from the PaaS application back to SaaS.
  • Database Cloud Services is used when application extension needs to store data locally and outside the SaaS. This service is flexible for you to design your own data entities to seamlessly work along with the SaaS.

While the above are a few of the development platform services to subscribe for building basic PaaS applications to co-exist with your PaaS, there are a whole bunch of services around Mobile apps, Chatbots, Analytics, Blockchain etc which can be explored based on the use case that your organization is trying to address.

Happy “PaaSing”…buying software & hardware is so passé !

  1. Source: https://cloud.oracle.com/en_US/paas

The post Extend Oracle Cloud SaaS with PaaS appeared first on SOAIS.

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The Oracle HCM Cloud mobile application enables user to access the HCM cloud features on a handheld mobile device.

The Oracle HCM Cloud mobile application app supports the following HCM features:

Public Profile: Employees and managers can view the public profile of employees in the organization.

Talent Profile: Employees and managers can view a 360-degree profile for an employee.

Worker Predictions: Managers can view graphical analysis that predicts how a direct report is likely to perform.

Goals: Managers and employees can track goals on the go, and provide continuous feedback using social conversations.

Pay: Employees can view and download their pay slip PDF.

Absences: Employees and managers can view planned absences and available balances.

Employee Self-Service: Employees can update their biographical information and profile photo.

Manager Self-Service: Managers can view work lists and notifications

What a user can view and access is totally depends on the role being provisioned to that user. If a useris a line manager, he will see additional menu items to manage his team.

Mobile Device Setup

A user can install the Oracle HCM Cloud mobile application on Android or iOS based smartphones and can follow the below steps to configure the mobile application and start using it.

Step 1:

Download the below App from App Store and install it on the phone:

Step 2:

Open the App:

Step 3:

Click on the “Tap to Add Account” and enter the below details:

Account Name :Customer Name

Server URL: https://serv.hcm.ap4.oraclecloud.com :443/hcmCore/rest/v2

Replace the “serv” with the correct server name for the customer

Step 4:

Click on “Configure and Login”

The post Mobile App Configuration for Oracle Cloud HCM appeared first on SOAIS.

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With increasingly fast paced action happening in the technology and applications space, Oracle continues to invest in maintaining PeopleSoft on the cutting edge. PeopleSoft remains the top contender among world’s most loved ERPs by customers & consulting communities alike. 5000+ customers of Peoplesoft have many avenues to keep pace with the changed and improved product features. SOAIS team compiled the list of all places info / knowledge / training materials in this blog, so that links to all the PeopleSoft resources are available at one place.

1)  PeopleSoft Information Portal – its everything you need to know about PeopleSoft with sub-links to key concepts, customer stories, news items and module specific info.

2)  PeopleSoft Apps Strategy – the official Oracle Blog to keep track of the product strategy and roadmap.

3)  PeopleSoft (MOSC) – part of “My Oracle Support Community”, enables interaction with other customers, peers and Oracle Product Development. You can suggest feature enhancements which you would like to see in future releases as well.

4)  PeopleSoft Planned Features and Enhancements – provides a high-level view of planned new features and enhancements for the PeopleSoft product line. Helps you plan the new features that you like to take up as part of your Selective Adoption Strategy.

5)  PeopleSoft Cumulative Feature Overview (CFO) Tool – is a popular bible for upgrades. This tool offers a simple way to determine the comparative features available between PeopleSoft releases for any modules.

6)  PeopleSoft Update Image Home – you will find a link to the most current PeopleSoft Update Image, the schedule of upcoming images, and links to related documentation.

7)  PSFTOracle YouTube – a compilation of Oracle PeopleSoft Videos and Webcasts developed and delivered by the Oracle PeopleSoft Development and Strategy Organization.


8)  Transfer of Information (TOI) Recordings – online courses providing release-specific product knowledge that enables your functional and technical teams.

9)  Oracle University – has training courses to start learning the fundamentals and beyond.

10)  Quest Direct portal – is among the largest international community of Oracle users. You can subscribe to Oracle’s official newsletters and online webinars.

11)  PeopleSoft Hosted Online Help – or PeopleBooks as is popularly known among practioners. Get access the most up-to-date online help without having to install and maintain it locally.

12)  PeopleSoft Spotlight Series – Get a deeper understanding of how you can take advantage of Oracle’s PeopleSoft technologies and features in your enterprise.

Could you ask for more? If there’s still something you cannot find or figure out, feel free to contact SOAIS.

The post Everything you wanted to know about PeopleSoft & didn’t know whom to ask appeared first on SOAIS.

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Worksoft Certify has a handy inbuilt diagnostic feature that we can use to check whether the Certify Interfaces are configured correctly or anything is missed.

The report also guide us to fix the issues that are stopping us from using the interface.

Please check the video to know more!

Play the Video

The post Understanding Worksoft Certify’s Diagnostic Tool [Vlog] appeared first on SOAIS.

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A two-day event that brought together the PeopleSoft Community in India to collectively gain an understanding of PeopleSoft’s feature enhancements, new tools and strategy. An opportunity to share experiences, success stories and feedback on the PeopleSoft suite.

There were a host of topics that were covered over these two days right from PeopleSoft Cloud Manager, Event Mapping, PeopleSoft Coexistence with Cloud, new tools features, the introduction of Classic Plus UI etc.

Fun workshops and quizzes were scattered around the two day event to help the audience stay engaged. An interesting workshop on ChatBot use cases in the HCM workspace, saw a lot of active participation from the participants. The Chatbot experience brought to light on how an everyday process in the life of HR can be made so easy and fun to use, by the introduction of chatbots. It also surfaced brilliant ideas from the HR experts across India.

Product specific enhancements in the HCM, Finance and Supply Chain domains brought to light Oracle’s continued commitment to the PeopleSoft product. It also highlighted the ease with which a customer can choose to embark on a journey to cloud or co-exist with its PeopleSoft instance along with cloud. It unearthed numerous possibilities that customers could have to maximize their PeopleSoft investment.

Overall a great show from the Oracle PeopleSoft Product group! Thanks Oracle!

The post PeopleSoft SIG India 2018 – SOAIS’ Experience appeared first on SOAIS.

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From Certify v10.0.1 Administrators are able to view the change history of certain Certify assets and effectively plugs in the gap of auditing the Certify Assets.

With this feature, an administrator is able to view change history and set conditions to filter the change history results. You can also export these results to a CSV file.

In this demo we demonstrate how you can use this functionality.

Play the Video

The post Viewing Process History and User Logins in Worksoft Certify [Vlog] appeared first on SOAIS.

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We enjoyed conducting our webinar on 8th March 2018, in regards to the Key Features & Benefits of the upcoming Oracle HCM Cloud Release 13. We thank everyone for their active participation and hope you’ll enjoyed it too.

Key Features & Benefits of the upcoming Oracle HCM Cloud Release 13 - YouTube

Mail us at contactus@soais.com if have any questions, we would be glad to help.

The post Webinar Video: Key Features & Benefits of the upcoming Oracle HCM Cloud Release 13 appeared first on SOAIS.

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