Oracle's Modern HR Blog is a content hub for HR professionals and advocates in search of an outlook on topics and trends related to Human Capital Management strategy and technology. Our daily purpose is to stay current with our news and inform you of best practices while providing thoughtful analysis on what it takes to prioritize your company's most extraordinary asset—your people.
Written By: Sarah Lambert, Director Product Marketing, Oracle HCM Cloud
Finding high-quality talent in retail is tough. Store managers already have too much on their plate managing schedules, inventory, stock, payroll, and more to have to think about attracting, engaging, and hiring topflight talent.
Companies that get the best applicants and end up with the best employees are the ones keeping the recruiting process simple—and they know how to source like pros. Following are three ways to get better candidates and speed application processing so that you can get the best talent into your stores.
Think of customers as candidates. With customers already coming through your doors on a regular basis and spending time on your website, it makes perfect sense to recruit them to work in your stores. They know your product line and already love what you’re offering. Make sure your career website is beautiful, easy to navigate, and speaks to the key benefits they’re interested in—especially opportunities for growth.
Advertise the career website in-store as well, or incorporate a QR code so that customers can go to the mobile site and apply directly using their phone. Pro tip: Incorporating a quick assessment once the application has been submitted or as the first step of the interview process can help weed out lower-quality candidates who won’t be the best fit. This assessment can be anything from personality and cultural fit to math and reasoning skills, or both. Choose an assessment method that will help the best applicants rise to the top, so your store managers are only interviewing high-quality talent.
Treat Instagram as a recruiter. Just as your customers can make excellent recruits, so can people who love your brand but may not have made a purchase yet. Social media offers an ideal venue to showcase your personality and entice customers and candidates to see themselves as part of your brand. Encourage them through your various social channels to not only follow but to get to know your brand better and apply to be a part of the company. Support this effort by spotlighting employees in-store and at corporate offices.
Recognize that referrals rock. “Boomerangs”—employees who come back to work seasonally year after year—are often the best source of candidate referrals. Offering a referral bonus or even just asking employees to encourage their friends to apply to work at the same store can result in additional high-quality talent. These prospects typically have the same values and a similar work ethic. Plus, if you’ve made the application process easy, your boomerangs can help their friends apply quickly, easily, and often.
Companies like Macy’s in the United States and the Cotton On Group in Australia, Brazil, Africa and beyond have all made sure they have the tools in place to attract, engage, and hire talent quickly and efficiently by choosing Oracle for their recruiting needs. Using Oracle Talent Acquisition Cloud (formerly Taleo Enterprise Edition), they’ve built career sites that are easy to navigate and encourage talent to apply from anywhere at any time by being mobile-responsive and connected to their social media platforms.
We’re proud to partner with these and other forward-thinking companies across the globe to help get more candidates into the queue. You can learn more about how Oracle Talent Acquisition Cloud can help your company’s recruiting efforts here.
Whether your organization is experiencing evolutionary growth or aspires to create it, the changes that come with periods of expansion create numerous questions for HR leaders. You are tasked with identifying areas of impact from growth – everything from recruiting plans to culture shifts – and how to best support your people for success. But HR needn’t face these questions alone. Here are some ideas to help you think cross-functionally and get ready for this next phase.
Start by doing your homework
When your executive team gets together to discuss the growth strategy, how can HR best contribute? In the words of my favorite sci-fi author Douglas Adams, don’t panic. Instead, do your homework. One way to get concrete intel for that next meeting is to partner with finance using your HCM cloud solution. Workforce modeling is a powerful tool that provides HR with the ability to plan, model, and execute workforce changes; and with all your finance and HR data in one cloud, it’s easier than ever to test what-if scenarios. By understanding the implications of projected cost, headcount changes, and even predicted effectiveness in advance, you’ll be armed with useful information. And by working with finance on the models and strategic plans, you’ll gain their perspective and buy-in early.
Mergers, acquisitions, and the impact on your people
What happens, though, when growth occurs by M&A? Last year, there were 48,577 M&A transactions worldwide. Each time companies come together, it creates considerable change and planning for HR leaders. Inorganic growth is a major undertaking that puts everything from organization structures to business processes in flux. And in certain acquisitive industries, like healthcare, change almost becomes the norm. A single cloud solution that supports HR and finance makes it easier to help new teams work faster as one. That’s what Baylor, Scott, and White Health found as they brought two health systems together—improving their data consistency and analytics for a better employee experience. It can also improve collaboration, making it easier than ever to exchange ideas on any device, use social tools to build relationships, and find the mentors employees need to develop their careers.
Come together as a future-proof organization
As your business grows, having real-time access to the same data to build strategic workforce plans, hire quickly, and easily monitor budgeted vs. actual costs is a gift for HR and finance. This short video story shares how Mario and Kim brought their teams together to quickly fill several open positions during an expansion. At the end of the day, no matter how your organization grows, HR can create a culture of collaboration that sets the path to a successful future.
Written By: Lori Pierson, Vice President HCM Transformation, Oracle
The momentum to move on-premises human resources applications to the cloud is heating up now more than ever before. The transition is becoming mandatory for companies wanting to take their HR applications to the next level, take advantage of new technologies (such as AI) and deliver a better experience for their current and future employees.
However, before making the leap, organizations need to be prepared for the journey ahead. Here is a list of dangers every organization should try to avoid when upgrading HCM to the cloud.
1. Delaying change announcements to the organization
Change can be great, but it can also be challenging. A full upgrade from years- or even decades-old HR systems will likely require a transition period. Frequent, open communication with everyone affected will help to reduce the usual fears and ease the transition. This will also allow the HR team to confirm their progress is meeting the needs of everyone involved.
2. Leaving key stakeholders out in the cold
Sometimes, in an effort to improve the experience for everyone, HR can forget to include key stakeholders in important decisions. Partnering with key stakeholders (such as operations, managers, HR Staff, and all others who play a part in rolling out new technology across the organization) to understand how they want to use the new applications will help drive up the adoption rate when you’re ready to go live.
3. Overcomplicating the implementation
Upgrading to cloud can be complex. It comprises many steps and many decisions along the way. Yet no matter how robust the implementation, it’s unlikely any application will solve 100% of the needs of your user population. Don’t let this slow your momentum. Stick to the “80-20 Rule” to make smart decisions focused on delivering for the needs of the majority of your user population.
4. Not anticipating hurdles along the way
While no one enjoys facing unforeseen challenges, they are almost impossible to avoid in any large upgrade project. The trick is to decide in advance how you’re going to handle challenges and clearly communicate your plan to your entire project team. Knowing in advance the action plan to address these type of hurdles, including developing a process for communicating challenges to key stakeholders and identifying who decision makers will be for resolving challenges by area of expertise, will help to reduce frustration and keep your project successfully moving forward.
5. Forgetting why you’re making the upgrade
Several months can pass between initial meetings to review cloud options, making a selection, signing on the dotted line and kicking off your implementation. As the team of decision makers and implementers evolves, sometimes the ultimate goal gets lost. Frequent communication and gut checks can help alleviate this pain. To ensure your team doesn’t lose sight, periodically review the reasons for the upgrade and track your progress against those goals to keep everyone aligned and motivated.
We spend 40+ hours of our work week trying to make it better; simpler, smarter, more agile, more…human. What started out as an idea, that may have required you to master new skills, or even consume your every thought—has finally turned into a moment that is being celebrated.
There is no higher compliment than the one paid by your peers, those who voted for you and your achievements. We are so proud to be celebrating you, our 2019 Oracle HCM Cloud Rubies award winner!
You have made a significant contribution to your company by going digital and advocating for a new solution, in the cloud. One that will better connect your global workforce, streamline payroll, drive employee self-service transactions, cut administrative tasks and expenses, shorten your time-to-hire, decrease your legacy system costs, modernize your recruiting, and much more—including making your life more simple.
To Karen, Roger, Eric, and Maureen: it was our pleasure to announce you as our 2019 Oracle HCM Cloud Rubies award winners* in Las Vegas this year at MBX. You are changing the game and we are so excited to see you excelling in your careers and inspiring the HR community. Life is what we make it, and you have chosen to blaze ahead…fearlessly. Congratulations!
Meet the Winners
M&A Matrimony Award - Veterinary Health Group:Karen Peringer, senior director, people and organization operations and services
Karen led the integration of the Veterinary Health Group (VHG) transition to Oracle HCM Cloud. VHG, part of Mars, Inc.’s petcare brand, needed to move to a common, standardized, state-of-the-art cloud platform for the 22,000 associates and managers in its three main business units. Key business processes were significantly improved through a streamlined user experience, and approximately 50 key performance indicators were developed using Oracle Analytics Cloud. Karen is a consensus builder who emphasized keeping things simple and efficient, not doing things just for the sake of doing them, and considering the associate and manager experiences a higher priority than back-office processes.
(Photo: Maureen receiving her award, presented by Gretchen Alarcon, GVP Product Strategy at Oracle)
Express Lane Award - Grupo Bimbo: Eric Cohen, senior director HCM
Grupo Bimbo delivered Oracle HCM Cloud in Peru, Chile, and Morocco so far, where the business has traditionally been completely manual. The project, led by Eric, kicked off at the end of February and went live in the beginning of July. In just five months, the implementation immediately transformed the process of managing six locations around Morocco into an automated cloud solution. Today, Eric and his team are enjoying constant innovation and consistent updates, have lowered their customization costs, and enabled a mobile workforce.
(Photo: Eric receiving his award, presented by Alarcon)
Keep it in the Family Award: AfrAsia Bank Ltd.:Maureen Treanor, head of human resources and change management
AfrAsia Bank Limited specializes in banking that builds bridges between Africa, Asia, and the world. Beginning in November 2017, Oracle HCM Cloud modules were implemented across two organizations with nearly 400 employees, in just nine months. The cloud solution transformed the way bank employees engage with the HR function and their own data, while enabling leadership to execute on talent management initiatives. Adoption of the new recruitment portal was 100 percent from day one, bringing to life the business benefits of the implementation. Thanks to Maureen and her team, Oracle HCM Cloud now allows employees to enhance their skillsets through the learning module, and better align with the goals and objectives of the organization.
(Photo: Maureen receiving her award, presented by Alarcon)
Productive Powerhouse - Cobham Advanced Electronic Solutions (CAES):Roger Casalengo, senior vice president of human resources
CAES provides microwave electronics, antennas, radios, satellite, and mobile communication capabilities to military and commercial customers in more than 100 countries. Partnering with Baker Tilly, CAES implemented Oracle HCM Cloud to replace existing HR systems. CAES was able to migrate from multiple core HR systems to one platform that held all human resources data in the cloud. A change management team was established, and the communication and training plans served as foundational tools to drive change and support the employee, manager, and HR end users. New and innovative training approaches were developed, including a combination of quick reference guides and more-detailed user guides. Roger took on challenges head-first in the effort to be a best-in-class HR organization.
(Photo: Roger receiving his award, presented by Alarcon)
Knowledge is Power - Gruppo Mondadori:Marcello Chierici, group organization performance director
The implementation, led by Oracle partner, Accenture, is based on a phased approach starting with core HR and then included other modules using different software vendors but having the same go live date as core HR. Led by Marcello, the HR team defined a dedicated change and communication strategy to manage the significant impact of the transformation. The speed and agility provided by Oracle HCM Cloud supports Mondadori Group’s change management strategy and its HR transformation program.
Everyone loves a little recognition. Get your ballots ready for next year by learning more about our Rubies program and meeting last year's winners from Macys, Caesars Entertainment, Cummins, NSF International, Emerson, Creighton University, and PTC.
*Due to their company's PR policy, some winners from the 2019 Rubies ceremony were omitted in this post.
It’s rainy season where I am, which means weather reports are filled with talk of atmospheric rivers and large flows of water. I like to compare water to information: while both can be hard to manage, each can fuel growth. In a previous post I outlined some of the advantages of integrating your HCM cloud solution with your financials, supply chain, and sales and marketing data. The increased flow of information leads to greater collaboration and engagement for users and more confidence in decisions.
It also allows for more efficient resource alignment. With the rapid pace of change we’re now experiencing becoming the new normal, organizations of all sizes are being forced to continuously fine-tune their workforces. Because change can be messy and unpredictable, it presents HR with a moving target. In response, HR leaders want to become more agile and capable of making adjustments fast.
Where Do You See Yourself in Five Years?
What will your workforce look like a year from now? How about five? Artificial intelligence (AI), machine learning, and other emerging technologies will all play key roles in helping you attract, onboard, and train your ideal employees. AI and machine learning eliminate many of the repetitive, time-consuming tasks your staff engages in and allows them to focus on more strategic activities. Chatbots are already proving to be particularly effective at sourcing new channels and disseminating information to candidates. The additional number of interactions chatbots enable provide candidates with a richer experience and give you more data throughout the hiring process. From planning to hiring activities—best-in-class HR organizations are incorporating the latest tech into their processes—and your HCM solution should too.
Future-Proofing Your Organization
Today’s cloud vendors can offer promises and assurances, but it’s up to you to look closely. Ask them about their investment in R&D. How much, and for how long? Are they going to be around for the long haul? Look to the partnerships they’ve formed, and the degree to which their software integrates with other applications not on their platform. How much budget will you need to allocate for outside consultants?
Probe them on how far along they are in implementing system-wide AI and machine learning—or whether they’ve even started. If they tell you these key technologies are on the roadmap, ask for details on the roll-out.
Is Oracle HCM Cloud prepared to meet the future? Absolutely. And now it’s your turn. To find out more simple truths about HR technology, download “7 Questions to Ask”
Hopping around HCM customer sessions at Oracle MBX last week was fascinating. Unlike in prior years, almost all the sessions I attended were post-mortems on customers’ cloud migrations, and I think it was therapeutic for everyone involved. There were laughs, shared memories of team triumphs, and a sense of pride. Upgrading your back office to the cloud is a real transformation, and each of the customers learned a lot during the process.
Here are 5 takeaways from my time attending the HCM track in Las Vegas:
1. Bring human resources into the cloud with finance
Both Penn National Insurance and Veterinary Health Group moved to Oracle HCM Cloud and Oracle ERP Cloud together. They were convinced by the benefits of a common chart of accounts, one general ledger mapping, and one source of truth for employee data. The organization found it helpful to have stakeholders from the HR and finance team involved in each other’s implementations—especially when it came to analytics. Surprisingly, Veterinary Health Group found that HR was generating significantly more reports than finance because they needed more views of the data.
2. Create a culture of the possible
Constant communication and education are critical to successful adoption of cloud technologies. Without proper communication and change management, people may be reluctant to support the hard work that goes into an implementation. Make sure the back office teams, for example payroll managers, understand the reasons for the decisions and trade-offs made during configuration. Once your extended team is onboard, they can then help amplify the message of what the cloud makes possible to the rest of your organization.
3. Rely on best-practice business processes
Avoid costly customizations and use best-practice processes wherever possible. Oracle Cloud offers modern best-practice business processes out of the box. Exelon, a Fortune 100 oil and gas company, spent time learning the ins and outs of standard payroll flows, so that the team would be prepared if anything went wrong. They reaped the benefits of their strategy with a successful launch of payroll last year.
4. People are talking about Oracle Recruiting Cloud (ORC)
Most of the customer sessions I attended shared that they were evaluating ORC as part of their plans. Oracle’s AI-led recruiting solution was also a huge draw on the exhibit hall floor (I had to squeeze in to get a look at the demo). The extremely easy-to-use talent acquisition capabilities as part of a single solution with Oracle HCM Cloud are a real advantage for recruiters in this tight hiring market. Candidates don’t need to log in, and the responsive mobile experience is seamless, both of which got positive reactions.
5. HR is turning to cloud to deliver on commitments to senior leaders
Whether it is bringing together disparate businesses post-merger or bringing a one-hundred-year-old insurance company into the digital age, HR leaders across Oracle MBX shared their desire to deliver on business promises. Penn National Insurance needed to bring in millennials and build up the talent pipeline without hurting their healthy 83% employee engagement score, and they used the rapid pace of change in this era of digital transformation as a reason to innovate. National Oilwell Varco, on the other hand, needed to optimize operations during a downturn in the oil and gas industry. The cloud offers the opportunity to reimagine your business for the next decade and beyond.
Written By: Sarah Lambert, Director Oracle HCM Cloud, Product Marketing
No matter the size your organization is, finding the right talent—and having the tools to attract, hire, and engage them—can be just as hard as finding new clients. For small and midsize companies, it can be even trickier due to a lack of employer brand recognition or a complete talent acquisition team or even the lack of sufficient budgets to advertise jobs. Successful companies in this space must be savvy about where they post their jobs to increase their chances of getting in front of the right candidates quickly.
Given that midsize companies employ approximately one-third of private sector workers in the United States and are the biggest generator of jobs in this business segment*, we at Oracle think it’s important to support their efforts to grow and expand whenever possible. This is why Oracle is partnering with Monster to provide deeper functionality and insights through Taleo Business Edition, specifically designed for companies in the small-to-midmarket space.
Much like other Oracle strategic partnerships, the deeper integration with Monster is focused on benefiting customers and candidates in multiple ways. Here are just two of them:
First, easy job applications using a Monster profile. This is available now and allows job candidates to apply for positions directly from within Monster with their Monster profile, as well as to any company career website using Talent Business Edition. The best part is this decreases the time to apply and increases the number of applicants likely to respond to a job posting. This is a win on all fronts!
Second, recruiters will be able to search Monster from within Taleo Business Edition. This means recruiters won’t have to flip back and forth between Monster and TBE while they’re sourcing for high-quality candidates for those tough-to-fill roles. This is a huge improvement in support of recruiter productivity and efficiency. This new capability is scheduled to be available in late 2019.
With the addition of these capabilities, Oracle and Monster can continue to grow their partnership and integrate their respective functionality for the success of their customers and job seekers. Both Oracle and Monster strongly believe the above capabilities will have a huge impact for customers upon their release.
To learn more about this partnership and the many tools Oracle is building for your business, stay tuned for an upcoming Customer Connect session! We’ll be sending out details in the next couple of weeks!
Written By: Chris Leone, SVP and GM, Oracle HCM Cloud
As I’m returning from the first-ever Modern Business Experience (MBX) event in Las Vegas, I’m more pumped than ever about the momentum and the future of Oracle Cloud. I loved hearing about the breakthroughs and the transformational stories of how Oracle customers are taking advantage of Oracle Cloud across HCM, ERP, customer experience (CX), and supply chain management (SCM) to deliver reimagined, end-to-end experiences for their customers and employees.
Given all of the transformational stories from MBX, I want to recap the product highlights that the Oracle HCM Cloud team has promised to deliver to our customers in the first half of 2019, as a part of our Spring 2019 Product Update.
Oracle is the very first HCM vendor to deliver a truly mobile-responsive, digital assistant experience. This means that employees are able to ask questions from anywhere, on the go, and get an answer very quickly with the help of the Oracle Digital Assistant.
We’ve carefully selected and built new skills for the digital assistants across our HCM Cloud today, and here are just a few of the capabilities they offer:
Retrieve the personal information for employees (emails, address, phone, manager, reporting structure
View absence balances and projected year-end balance
View salary, pay slips, latest adjustments
View benefits coverage and information
Review tax withholding year-end documents
Show job requisitions
Show job offer status
Of course, we’ll continue to build new and relevant actions based on customer feedback.
HR Help Desk
We’ve made the HR knowledgebase accessible to employees, so they can search and quickly find answers to their questions—such as how to set up direct deposit or how to submit parental leave. This frees HR to focus on more strategic priorities.
HCM Experience Design Studio
In case you haven’t heard of Oracle HCM Experience Design Studio, this is a game changer for HR. We’re making it easier than ever for HR professionals to configure the user experience with the addition of advanced, no-coding-required configuration capabilities. HR teams can create unique experiences based on the user’s business unit, legal employer, or role.
You can control the display of sections in fields across multiple processes, such as:
Add Contingent Worker
Change Working Hours
Hire an Employee
Strategic Workforce Planning
Our latest enhancements to Oracle Strategic Workforce Planning provide a single and complete planning experience for HR professionals, enabling you to make sure you have the right people with the right skills, at the right cost, at the right time.
We continue to enhance our natively built Oracle Recruiting Cloud. In this update, we’ve introduced new interview scheduling capabilities that reduce the time and effort it takes to manually schedule interviews for multiple candidates. Recruiters and hiring managers can use predefined interview templates to schedule and/or invite candidates to schedule or confirm interviews after a requisition is created. Both candidates and recruiters are notified when an interview is confirmed.
To improve the candidate experience, we’ve provided recruiters with the tools to build powerful and tailored job sites to better target specific candidate pools, such as job sites targeting alumni.
All-in-One HCM Cloud
The innovations I’ve mentioned here are only a handful of the 1,200-plus features that Oracle HCM Cloud delivers every year. I’m extremely proud of our team at Oracle. We’ve delivered on 98% of our roadmap commitments over the last 6 years, while being the first HCM Cloud vendor to have completely reimagined the employee experience by featuring a mobile-responsive experience and voice-enabled digital assistants.
Walking past a playground recently I overheard a little boy shout, “All for one and one for all.” Like the three musketeers, we learn early on that there really is strength in numbers. And HR lays this foundation at top performing companies—for hundreds, if not thousands of people to swim in the same direction—working together with a real sense of camaraderie and purpose.
Establishing an engaging culture that encourages people to work together, continue learning, and grow their careers in a meaningful way will motivate your workforce to create value. One of the best ways to facilitate this is with an intelligent, personalized HR technology. Unfortunately, not all technology is as simple and supportive as it sounds. Here are some things to look for when you want your HCM cloud solution to support an engaging employee experience.
Built from the Ground Up
Working toward common goals is made easier when HR manages to reinforce the company’s shared culture, mission, and values. One question worth asking prospective HR providers is whether their solution will allow you to extend your branding throughout the application. The question is really a test of sorts, getting at whether the vendor’s products are built from the ground up and share the same core functionality. An HCM solution that can’t extend branding across the application is often a sign of multiple systems that have been cobbled together.
This imperfect whole could cause problems later when you’re trying to integrate your people processes with other critical enterprise functions such as finance and analytics, supply chain, sales, and marketing. Can the prospective provider support end-to-end business processes outside of HR? How does the vendor support different departmental workflows and transactions? The best way to find out is to ask.
The Cherry on Top: Delighting Your C-Suite
Today’s integrated HCM cloud solutions really shine in encouraging the collaboration of the C-suite and HR. When C-level decisions and recommendations are supported by shared data and sound analytical insight, strength in numbers takes on new meaning.
Employees stay engaged and productive when it’s easy to prioritize work, collaborate to make decisions, find mentors, and join fun and philanthropic activities. An HCM solution that gets people working together more effectively is a huge plus for any organization.
We’ve only touched on a few of the advantages conveyed by deploying an integrated HCM solution. In my next post, I’ll cover the impact and value of having a complete solution that incorporates artificial intelligence and machine learning.
Oracle HCM Cloud has taken the user experience to a new level and the Modern Business Experience event in Las Vegas is a great opportunity for you to try it yourself! Just sign up for Oracle HCM Mobile Challenge workshops and see how Oracle HCM Cloud is delivering a consistent, delightful, and engaging user experience via a digital assistant and a mobile-responsive design across the entire HCM suite.
The voice-enabled and conversational interfaces empower managers and employees alike and take performance, personalization, and simplicity to a whole new level. So far, we have seen a more than 97% satisfaction rate among HR professionals who have taken the mobile challenge, and we look forward to sharing that experience with you.