Modern HR in The Cloud

Modern HR in The Cloud
The Next Wave of HR Transformation

John Sale
Managing Director
Patch Solutions
Christo Sardjono
Solution Director
HCM -ASEAN
Copyright © 2014, Oracle and/or its affiliates. All rights reserved. |

Safe Harbor Statement
The following is intended to outline our general product direction. It is intended for
information purposes only, and may not be incorporated into any contract. It is not a
commitment to deliver any material, code, or functionality, and should not be relied upon
in making purchasing decisions. The development, release, and timing of any features or
functionality described for Oracle’s products remains at the sole discretion of Oracle.
Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | 2

Digital HR Transformation
Digital HR Technology Innovation
Digital HR Transformation Journey
Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | Oracle Confidential – Internal/Restricted/Highly Restricted 3
What are we seeing in the marketplace today?
Changing key drivers for business?
• Business model disruption

• Technology disruption
• Innovation disruption
• Product differentiation
• Service provision differentiation
• Global workforce
• Shortage of talent
• War for talent
• Low engagement of the workforce
• Other?
Why is this important for HR?
“Its all about your people!”
While the marketplace and the key drivers for
business are changing – have
business outcomes really changed?

So what is HR Transformation and what has it delivered?
The output of traditional HR Transformation is a new operating model for HR with new
governance structures delivering a more “efficient and effective” service offering.
Key components Key Outcomes
CHRO & leadership team

HR Strategic Leadership
Set the strategic agenda
Centralized teams
Centre of Expertise (COE)
Functionally aligned
Senior strategic resources

Business Partner Model
Embedded in the business
Centralized help desk

HR Shared Services
Centralized processing teams
Now that most CHRO’s are either on this journey and/or have undertaken it …
what is the next wave of HR Transformation?
So what is the next wave of HR Transformation?
CHRO’s and HR functions have an opportunity to drive business outcomes by being the
intersection between the people, HR and business strategies for the organization.
People Strategy:
• Increase engagement
• Improve culture
• Improve collaboration
• Increase networked performance
• Organisational capability build
Business Strategy: HR Strategy:

• Make money • Operating model
• Save money • Processes optimisation
• Reduce risk • Policy optimisation
• Governance
• HR capability build

So what does being the “intersection” really mean for HR?
By focusing on high value outcomes for the business, HR can become “commercially
relevant” to the business.
To drive high value outcomes for the business, you must have a
HR Digital Strategy that enables your people strategy …
this is the Next Wave of HR Transformation!

Why is it Important ? – Global Talent Shortage
Only 70% Executives are
“confident” they can
attract the right talent
Source :
Global Talent Index
2015
Economic Intelligence
Unit
Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | 10 reserved.
Copyright © 2014 Oracle and/or its affiliates. All rights
What Challenges do HR Leaders Face in 2014 and Beyond?
Projected shortage of
30-40 college-educated
(million) workers by 2020.1
Of CEO’S are concerned

63% about availability of
key skills.2
Of U.S. workers are not

70% engaged nor inspired
by their work.3
Sources: (1) Mckinsey & Company - The world at work: Jobs, pay, and skills
for 3.5 billion people, (2) PWC 17th Annual Global CEO Survey (2014),
(3) Gallup, “The State of the American Workplace: Employee Engagement
Insights for U.S. Business Leaders,” 2013
Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | Copyright © 2014 Oracle and/or its affiliates. All rights11
reserved.
The Multi-Generational Workforce
Of the workforce Of the

50% will be
millennials in 60% millennials
leave a job in
2020 under 3 years
The multi-generational Of people would

workforce is here 56% choose flexibility
over more pay
72 Is the new age
of retirement
to stay!
Sources: SHRM, 2013; Tammy Erikson, 2009; Forbes , 2013
Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | Copyright © 2014 Oracle and/or its affiliates. All rights reserved.
The Impact of Modern Technology in Today’s Workplace
Of companies report
61% employees using mobile
devices at work
Usage of Mobile-enabled
2x HR processes is expected
To double in the next year
Cited improved
58% collaboration
Sources: Sierra-Cedar 2014-15 HR Systems Survey
Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | Copyright © 2014 Oracle and/or its affiliates. All rights reserved.
So what does a HR Digital Strategy look like?
Example - People Strategy:

Digital Standard for HR
Enable our people to deliver
extraordinary customer
experiences
Customer connected, commercial
Simple, scalable, consistent experience
Strategic, innovative, proactive
Technology enabled, digital

So what are the components of a HR Digital strategy?
Mobile Social
Native mobile for Enabling communication,
“on the go” consumption collaboration, and increased
engagement
Workforce Talent
Management Management
Global
Embedded HR Work Life
Analytics Solutions
Built in functionality Global Workforce Your Cloud
to analyze your data and Payroll Rewards Virtual tenancy delivers
make predictions security, flexible upgrades and adoption,
configurability and scalability
Platform Services | Performance | Scalable | Secure

Source: Aberdeen Human Capital
ManagementTrends – 2013;
Manpower India
Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | CC 40R 30I 95e 16
So what is a Digital HR ‘Talent Acquisition’ Solution?
SOURCING
Social Referrals Recruitment Marketing Talent Communities
Job / Ad Distribution Social Recruiting Landing Pages
RECRUITING
Screening Tools Interview Scheduling Workflows
Offer Letter Creation
SOCIAL ANALYTICS
AND MOBILE AND REPORTING
ONBOARDING
New Hire Portals Online Forms

more likely greater employee better response
to be first to market productivity to customer needs
greater ability to deliver more likely to have skills more likely to be

quality products to meet future demand market share leader
Source: Bersin by Deloitte, “High-Impact Learning Culture:
The Best 40 Best Practices for Creating an Empowered
Enterprise.”
So what is the Digital standard for Learning?
Social Sharing Knowledge Sharing

Knowledge Sharing: Transformed Solutions
Oracle Learning
Social Contextual Intelligent
Consumer Grade Scalable & Secure
Copyright © 2014, Oracle and/or its affiliates. All rights reserved.Copyright

| © 2015, Oracle and/or its affiliates. All rights reserved. | 20
more successful in more successful in
entering new markets generating growth through
innovation
more successful in
introducing new
products
Source: Performance Management matters: Sustaining
superior results in a global economy, Pwc

There is a new school of thought on Performance
Management …
• Real time, not annually
• Visibility into
organizational goals
ensures alignment
• Feedback from peers
through social
embedding
• Guide users to help
complete evaluations
• Know your top
performers and where
to take action
So how does HR demonstrate bottom line impact?
Focus on Analytics!
Source: Argyle Executive Forum Survey – June 2014

Source: Harvard Business Review Study – June 2014”; Gallup 2014:

Analytics Empower Business Performance
Forbes: 17 Feb 2013

So what is possible?
Wouldn’t it be great to know…

Which people are at risk to leave?
Are our top performers delivering real business
results?
What is the financial impact of low engagement?
What is the business impact of losing key talent?

While HR functions need to deliver across the analytics
continuum of the past …
• Employees
• HR Operations
• Executives
• HR IT
Past Present Future
• Delivered dashboards & reports

• Include external data sources
• Trend analysis
• Configure your own Insights
continuum of the present …
• Employees
• HR Operations
• Executives
• HR IT
Past Present Future
• Monitor KPIs in real-time

• Intelligence in context
• Drill down to take action

continuum of the future …
•HR Operations
• Executives
• LoB Managers
Past Present Future
• Predictive Analysis
• Workforce Budgeting and Planning
• Big Data; benchmarks
• Optimize & Model Org Structures
Predictive analytics will deliver the greatest value to the business
and create the intersection between the people, HR and business
strategies.
• Analyse worker performance potential, risk of
attrition
• Enable what-if analysis on ways to improve your

workforce.
• Predict both team and individual performance

using current and historical indicators
• Understand and correct the attributes that

contribute to increased attrition

Workforce modelling is a powerful example of how predictive
analysis can deliver on real business benefits.
• Model large scale organisational or individual worker

changes to determine best course of action.
• Create, track and update organisational and
individual worker plans.
• Implement immediately or on a target date.
• Deliver all required transactions to meet
organisational changes.

In summary
The tools now exist for HR to drive the next wave of transformation and become the
intersection between the people, HR and business strategy, in turn demonstrating its
commercial relevance to the business.

Your Company’s value is driven by People
Take care of your Customers Take care of your Employees

The Future of Work
Is here now
Modern Work Requires New Tools and

Technologies
79% 72% 50%
Collaboration Conducting Analysis Work Away From Office
Gallup – Great Workplace Winners, 2013; CedarCrestone – HCM System Survey, 2013
Only 36% of employees believe IT enables them to be fully

productive in their current work environment

Oracle’s Complete HCM Lifecycle Offering
Attract Talent
Optimize Screen/ Select

Workforce Talent
Executive
Hire/ Onboard
Review Talent
Talent
Global
Employees Insight and
Develop / Strategy Manage Org/
Grow Talent Employees
Manage Manage Time

HR
Performance & Leave
Manage Manage Pay &

Compensation Benefits
HR IT
Social, Mobile, Data- Driven, Secure
HCM and Talent Cloud Foundation
How do you thrive in today’s talent marketplace?
Modern HR
Talent Centric Mobile & Engaging

Find, Grow, and Retain Make it Easy for
The Best People Everyone to Use on
Every Device
Insightful Collaborative
Provide Workforce Integrate Social
Insights for Key Capabilities Across the
Constituents Enterprise

Talent Centric: Find the right talent more quickly
Recruiting and Social Sourcing
• Find great hires via social employee referrals
• Develop your social media employment brand
• Optimize on-boarding to drive new hire success
“It is our talented workforce that is taking care of our customers that ultimately makes the biggest
difference for Hyatt.” ~ Randy Goldberg, Vice President of Recruiting at Hyatt

Talent Centric: Develop critical skills and capabilities
Career Development and Learning
• Improve retention with employee-directed
career plans
• Tailor learning plans with configurable talent

and goal management
• Deliver, track, manage, and report on all types

of learning
“With Oracle Learn’s ability to quickly create easy to use sub-portals, we could serve our different user
populations with one centralized platform and we experienced an increase in completion rates for
required trainings from 74 percent to 92 percent.” ~ John Damery, Talent Platforms, Magellan Health Services

Talent Centric: Identify and retain top performers
Talent Review and Predictive Analytics
• Utilize an interactive 9-box framework for talent
reviews
• Leverage talent profiles with a complete view of the

employee
• Assess risks, and take action with predictive

analytics
“Now we have technology that will grow with us and has enabled us to capture, nurture, and really
propel the human workforce in the organization to a new level.” ~ Segar Annamalai, CIO, ACC / WCU

Collaboration: Embedded social capabilities
Oracle Social Network
• Enable every employee with an intuitive UI
that unifies the employee profile and social
data
• Leverage employee relationships to easily

network and get work done
• Crowd-source performance reviews through

social feedback
“Social Network is tightly integrated with Oracle’s cloud applications, including Oracle Sales, Human Capital
Management, and ERP cloud services.” ~ Ovum Research

Insightful: Workforce insights for every department
HCM Analytics
• Real-time transactional intelligence with hundreds
of pre-built KPIs
• Reporting without limits
• Predictive analytics and what-if modeling
• HR benchmarking with Big Data
“These innovations will translate into better guest and team member experiences and enable Red Robin
to be a continued market leader.” ~ Chris Laping, SVP, Red Robin

Mobile: Easy for Everyone to Use on Every Device
Engaging User Experience across platforms
• 100% of application is available on modern mobile devices
• Easy to use, requiring zero training
• Gain value through maximum availability and a broad

portfolio of cloud services
“Mobile enablement and real-time access to actionable data that will significantly improve the
experience for HR professionals, managers and employees.” ~ Evelyn Fuessinger, CEO, Siemens GSS

Work Life
Drive higher employee productivity and engagement
Run contests so that employees can

better complete work assignments
Use innovative game mechanics to help

employees reach their wellness goals
Connects with a variety of consumer

wearable technology
Monitor employee social media policy

compliance and mitigate any risks

DEMONSTRATION
Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | Copyright © 2014 Oracle and/or its affiliates. All rights45
reserved.
Evolution of HR Next
Cloud HR
Technology
Talent
Technology
HR ERP Drive Business
Technology Imperatives
Payroll-Centric Support Business
Strategy for Future High Impact HR
Technology Enable Decisions & • Shift from supporting
Business Driven HR
Management • Differentiate &
to driving through
Serve Workforce & talent
Automate Integrated Talent segment talent plan • Use workforce data
Management for the future
Control Operational HR intelligently
• Management, • Globalize workforce
• Recruiting, L&D, • Embed a nimble,
succession & HR
Personnel Department Org Design flexible, and
• Leadership, coaching • Integrate with the
• Administration • Total Rewards coordinated HR into
• Integrated processes business
• Payroll • Service Center the business
and systems, talent
• Regulation • Center of Excellence management
• Back Office Functions • HR Business Partners
Source: Deloitte 2014 Partner Briefing

Your Journey to Oracle HCM Cloud
Multiple Paths, One Destination
Your Journey is Driven By Your:

 Business Needs
 Timing
 Existing Footprint
 Appetite for Change
You Choose What, How, and When

What Cloud Customers are Saying
Most frequent reasons for selecting the HCM Cloud Service
• Deployment Choice  Complete Talent Management

• Integration Flexibility  Complete Enterprise SaaS
• Technical Maturity  Coexistence Strategies
• Better User Experience  HCM Mobile
• Shorter Implementations  HCM Social
• Data Security  HCM Insight
• Open Standards  Predictable Costs

Benefits of the Oracle Cloud
Multi – Tenant Cloud Modern Cloud

1st Generation Capabilities 1st Generation + 2nd Generation Capabilities
Operating Costs  Personalisation & Branding

Speed of Innovation  Upgrade Flexibility
Adoption & Productivity  Data Isolation
 Broader Enterprise Offering

Your Journey to the HCM Cloud
Adopt Cloud at Flexible Financial

your pace Incentives
Packaged Cloud Rapid Start up

Integrations Services

Do It All with a Complete Solution
Global Global Workforce Workforce Workforce Recruiting & Performance Learning and HR and Talent
HR Payroll Management Optimization Rewards Onboarding & Succession Development Analytics
Platform Services | Performance | Scalable | Secure

Your Next Step
Free HR Business Assessment

Modern HR in The Cloud

Caricato da

Informazioni sul documento

Titolo originale

Copyright

Formati disponibili

Condividi questo documento

Condividi o incorpora il documento

Opzioni di condivisione

Hai trovato utile questo documento?

Questo contenuto è inappropriato?

Copyright:

Formati disponibili

Modern HR in The Cloud

Caricato da

Copyright:

Formati disponibili

Modern HR in The Cloud

The Next Wave of HR Transformation

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. |

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | 2

• Business model disruption

Why is this important for HR?

“Its all about your people!”

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | 5

CHRO & leadership team

Senior strategic resources

Centralized help desk

Business Strategy: HR Strategy:

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | 8

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | 9

Of CEO’S are concerned

Of U.S. workers are not

Of the workforce Of the

The multi-generational Of people would

Sources: SHRM, 2013; Tammy Erikson, 2009; Forbes , 2013

Sources: Sierra-Cedar 2014-15 HR Systems Survey

Example - People Strategy:

Customer connected, commercial

Simple, scalable, consistent experience

Strategic, innovative, proactive

Technology enabled, digital

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | 14

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | 15

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | 17

greater ability to deliver more likely to have skills more likely to be

Social Sharing Knowledge Sharing

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | 19

Social Contextual Intelligent

Consumer Grade Scalable & Secure

Copyright © 2014, Oracle and/or its affiliates. All rights reserved.Copyright

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. |

Source: Argyle Executive Forum Survey – June 2014

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. |

Forbes: 17 Feb 2013

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. |

Wouldn’t it be great to know…

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. |

Past Present Future

• Delivered dashboards & reports

Past Present Future

• Monitor KPIs in real-time

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | 28

Past Present Future

• Enable what-if analysis on ways to improve your

• Predict both team and individual performance

• Understand and correct the attributes that

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. |

• Model large scale organisational or individual worker

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. |

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. |

Take care of your Customers Take care of your Employees

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | 34

Modern Work Requires New Tools and

Only 36% of employees believe IT enables them to be fully

Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | 35

Optimize Screen/ Select

Manage Manage Time

Manage Manage Pay &

Talent Centric Mobile & Engaging