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  • ?Oracle??HCM????Tony Kender???7???

    - by user758881
    Oracle?????Tony Kender,????HCM?????????,??????????????????????? ?: ????????HCM????,???????????? Kender: ?HCM?????????,????????????????Oracle??????????? ?????,?? ERP, Supply Chain, EPM, ? CX,??????,????????????????HCM? ?: ????????????????HCM???? Kender:????,??????????????,?????????????????????????HCM????????——??????????????????????????????????????????????????????HCM???,????????????,?????,?????????,??????????HR?Payroll??? ?: ??????????HCM????,??????? Kende:????????????????,????????,????????????????????????HCM??3??4????5??????????????????????????????????????????,???????????HCM???????????,??????HR??,????????????????????????????????Oracle????????????????HCM?????????????????? ?: Oracle HCM?????????? Kender:???,Oracle?HCM????????HCM???????????????????HCM?,?????????,???????JD Edwards, PeopleSoft ?Oracle E-Business Suite HCM??????????????HCM?????????????,??????????? ?: ??????????Oracle HCM?? Kender:??,?????????????????,???????????Oracle HCM????????????HCM????,??????????????????????IT????????,??????????????????——?????????????????,???????????????????,?? Customer 2 Cloud,?????Oracle HCM on premise???????????Oracle HCM???? ?: ?????????HCM???????? Kender:??,???????????:“?????????????????????????,???????????????????????????????????” Oracle HCM?????????????????????????????,????????????Larry Ellison?Oracle HCM World? keynote ??:“?Facebook?????”? ?: ????????HCM?????,???????????? Kender:????????,????????????????????????????????????????????????????????????????????????????????,????????????????????????????,???????90????????,??????????????Oracle HCM????????????????? ??,????????,???????????????????????????????????????????????,?????????????????????????,???????????????????????Oracle HCM?,??????????????????HCM????????——?????????????????,???on premise ??????????

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  • Directorio de Compañía disponible en Peoplesoft HCM 9.1

    - by julio.rodriguez(at)oracle.com
    Desde finales de Septiembre ya tenemos disponible la nueva funcionalidad de Directorio de Compañía. Para poder acceder a ésta nueva funcionalidad basta con subir de versión nuestra herramienta de desarrollo  PeopleTools a la versión  8.51.02, para todos los clientes en versión 9.1. Este es el primer "Feature Pack" que se ha liberado en la versión 9.1 y estoy seguro de que no será el último. De esta manera queremos premiar la fidelidad de nuestros clientes haciéndoles llegar nuevas funcionalidades sin coste adicional de licencias ni soporte.  

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  • Oracle HCM Cloud Customer Q&A with WAXIE Sanitary Supply

    - by HCM-Oracle
    At this year’s Oracle HCM User Group (OHUG) Global conference, we had the opportunity to sit down with Oracle HCM Cloud customers for a short Q&A. We got to hear about what brought them to the OHUG conference, some of the benefits they are receiving from their Oracle HCM Cloud solutions, and advice they would give other businesses looking to move to the cloud.  Below is a discussion we had with Melissa Halverson, Benefits & HRIS Manager at WAXIE Sanitary Supply.  Q: What made you attend the OHUG Global Conference this year? Halverson: The biggest reason is networking. It allows me to connect with others in the Oracle HCM Cloud community. I was able to speak at the HCM Cloud SIG (Special Interest Group) on the first day and share my experiences as well as hear the experiences of other Oracle HCM Cloud users. It also allows me to get face-time with key people within Oracle.  Q: What Oracle HCM solutions are you currently using? Halverson: Global HR, Benefits, Workforce Compensation, and Performance Management. Q: Do you plan to invest further in Oracle HCM? Halverson: Yes, we are interested in Time and Labor. We would also like to get Recruiting at some point in the future. Q: What would you say is the most significant benefit you’ve realized from your use of Oracle HCM solutions? Halverson: First and foremost would be process improvement. Before we had Oracle HCM Cloud we relied on a paper process where something as simple as an employee address change required changes to be made manually in 9 different systems. Obviously that was extremely inefficient, but also increased the likelihood of errors being made.  The other huge benefit we have seen was in making information visible to the people that need it. Prior to implementing Oracle HCM Cloud, it was very difficult for anyone to access and make use of the information in our systems. Now, we can provide this information to those who need it to make better decisions.  Q: What advice would you give an organization looking to move their HR systems to the cloud? Halverson: One thing I think many organizations don't spend enough time doing is thoroughly vetting their implementation partner. I believe you should be vetting your implementation partner as much as you did the system itself. Also, manpower is so important. Involve as large a team as possible because you don’t want to get stuck having too few bodies to help out. And set realistic time frames. Biting off more than you can chew will inevitably result in failure. Having a phased approach is always best rather than trying to do everything at once. Thanks for the tips Melissa. Enjoy the rest of the conference!

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  • PeopleSoft HCM?????????????????????????????

    - by user775380
    ????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????? ????????????????????  - ?????????  - ?????????????????????  - ????(???????????????/??/????????)  - ???????????????? ???????????????????????????ERP???????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????? ??????????????????Hyperion???????????????????????????????????????????????CSE??????PeopleSoft HCM?????????Essbase????????????????????????????????????????????????????PeopleSoft?HCM????????????????????????(Essbase????/???????????????????????????)  Essbase?????~Excel??????·?? Essbase?Excel?????????????????????????????????????????????????????????????????????????????????????????????????????????????????????? Essbase?????????????????????????????????????????????PeopleSoft HCM???????????????????????????????????????????PeopleSoft????????????PeopleTools 8.52?Cube Builder?????????????? ???????????????????????????????????? ????: ????????????(12/5): ???????ERP???PeopleSoft Enterprise??????????? CSE?????: ???????????? (?????????????????????????????????) ITPro????: ????????????CSE?PeopleSoft???????? Oracle Essbase????: ????????????????

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  • Fusion HCM SaaS – Integration

    - by Kiran Mundy
    v\:* {behavior:url(#default#VML);} o\:* {behavior:url(#default#VML);} w\:* {behavior:url(#default#VML);} .shape {behavior:url(#default#VML);} Fusion HCM SaaS – Integration A typical implementation pattern we’re seeing with Fusion Apps early adopters is implementing a few Fusion HCM applications that bring the most benefit to their company with the least disruption to existing programs and interfaces. Very often this ends up being Fusion Goals & Performance, Talent, Compensation or Benefits, often with Taleo for recruiting. The implementation picture looks like what you see below: Here, you can see that all the “downstream integrations” from the On-Premise Core HR, are unaffected because the master for employee data is still your On-Premise Core HR system – all updates and new hires are made here (although they may be fed in from Taleo to start with). As a second phase when customers migrate Core HR to Fusion HCM, they have to come up with a strategy to manage integrations to all their downstream applications that require employee details. For customers coming from EBS HR, a short term strategy that allows for minimal impact, is to extract employee data from Fusion (Via HCM Extract), and load the shared EBS HR tables (which are part of an EBS Financials install anyways), and let your downstream integrations continue to function based on this data as shown below. If you are not coming from EBS HR and there are license implications, you may want to consider: Creating an On-Premise warehouse for extracting data from Fusion Apps. Leveraging Fusion Apps Web Services (available to SaaS customers starting R7) to directly retrieve/write data to Fusion Apps. Integration Tools File Based Loader This is the primary mechanism for loading HCM data (both initial load and incremental updates) into Fusion HCM. Employee & related data can be uploaded into Fusion HCM using File Based Loader. Note that ability to schedule File Based Loader to run on a pre-defined schedule will be available as a patch on top of Rel 5. Hr2Hr has been deprecated in favor of File Based Loader, but for existing customers using Hr2Hr, here are some sample scripts that show how to get more informative error messages. They can be run by creating data model sql queries in BI Publisher. The scripts currently have hard coded values for request id and loader batch id, which your developer will need to update to the correct values for you. The BI Publisher Training Session recorded on Apr 18th is available here (under "Recordings"). This will enable a somewhat technical resource to create a data model sql query. Links to Documentation & Traning Reference documentation for File Based Loader on docs.oracle.com FBL 1.1 MOS Doc Id 1533860.1 Sample demo data files for File Based Loader HCM SaaS Integrations ppt and recording. EBS api's Loading Information into EBS Full or Shared HCM This could be candidate information being loaded from Taleo into EBS or  Employee information being loaded from Fusion HCM into an EBS shared HR install (for downstream applications & EBS Financials). Oracle HRMS Product Family Publicly Callable Business Process APIs (A Reference Consolidation) [ID 216838.1] This is a guide to the EBS R12 Integration Repository accessible from an EBS instance. EBS HRMS Publicly Callable Business Process APIs in Release 11i & 12 [ID 121964.1] Fusion HCM Extract Fusion HCM Extract is the primary mechanism used to extract employee information from Fusion HCM. Refer to the "Configure Identity Sync" doc on MOS  for additional mechanisms. Additional documentation (you'll need an oracle.com account to access) HCM Extracts User Guides (Rel 4 & 5) HCM Extract Entity/Attributes (Rel 5) HCM Extract User Guide (Rel 5) If you don’t have an oracle.com account, download the zipped HCM Extract Rel 5 Docs (Click on File --> Download on next screen). View Training Recordings on Fusion HCM Extract Benefits Extract To setup the benefits extract, refer to the following guide. Page 2-15 of the User Documentation describes how to use the benefits extract. Benefit enrollments can also be uploaded into Fusion Benefits. Instructions are here along with a sample upload file. However, if the defined benefits extract does not meet your requirements, you can use BI Publisher (Link to BI Publisher presentation recording from Apr 18th) to create your own version of Benefits extract. You can start with the data model query underlying the benefits extract. Payroll Interface Fusion Payroll Interface enables you to capture personal payroll information, such as earnings and deductions, along with other data from Oracle Fusion Human Capital Management, and send that information to a third-party payroll provider. Documentation: Payroll interface guide Sample file DBI's used for the payroll interface.Usage Patterns always accessible @ http://www.finapps.com Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin:0in; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:10.0pt; font-family:"Calibri","sans-serif"; mso-bidi-font-family:"Times New Roman";}

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  • Oracle Fusion HCM Gains Traction and Customer Recognition

    - by Scott Ewart
    Oracle Fusion HCM Gains Traction and Customer Recognition at the HRO Summit Europe in Barcelona Audience voted Oracle Fusion Human Capital Management as best in Most Reliable, Most Innovative and Best in Class. During the annual European HRO Summit in Barcelona, HRO buyers, service providers, third party advisors and other attendees were visibly impressed with the Fusion HCM product stack. Following the “present-off” among four technology vendors, Oracle was voted first in the following categories: Which technology could best suit the needs for your company Which technology do you think came across as the most reliable Which technology offers the most innovation Based on what you heard today, which technology presentation would you rate as best in class Oracle was voted second in the two other remaining categories Click here for the full article ==> http://bit.ly/sxC3tX

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  • ING Selecciona Oracle Fusion HCM para la Gestión del Capital Humano

    - by Noelia Gomez
    Normal 0 21 false false false ES X-NONE X-NONE MicrosoftInternetExplorer4 /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin:0cm; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-family:"Calibri","sans-serif";} La decisión de ING sobre la elección de Oracle Fusion HCM fue impulsada por su deseo continuo de fortalecer la función de RRHH para impulsar su negocio. Tras mucho tiempo como cliente de Oracle PeopleSoft HCM, evaluó el segmento de mercado de HCM antes de seleccionar Oracle Fusion HCM, con el objetivo de seguir utilizando las herramientas principales de recursos humanos y mantener su posición como uno de los principales empleadores en los Países Bajos. ING implementará Oracle Fusion HCM, en estrecha colaboración con NorthgateArinso, miembro de Oracle PartnerNetwork (Gold), que proporcionará los servicios de alojamiento y de Oracle Consulting. La firma de servicios financieros utilizará toda la suite de Oracle Fusion Global Human Resources y Oracle Talent Management incluyendo Oracle Fusion Goal, Oracle Fusion OTBI, Oracle Fusion Workforce Compensation, Oracle Fusion Benefits y Oracle Fusion Performance Management. Además, ING implementará Oracle Fusion Financials, aprovechando la plataforma unificada de Oracle Fusion Applications. “Como institución financiera líder y mejor empleador, ING considera a sus colaboradores el activo más estratégico. Continuar siendo “best-in-class” en recursos humanos, es un diferenciador competitivo para nosotros, y necesitamos una aplicación líder de HCM para complementar nuestros esfuerzos ", dijo Marijke Brunklaus, Director General de Recursos Humanos de ING Bank Países Bajos. "Siendo un antiguo usuario de Oracle PeopleSoft HCM, cuidadosamente hemos evaluado las posibles soluciones disponibles y elegimos Oracle Fusion HCM como nuestra futura plataforma. Las profundas capacidades globales y las herramientas principales de talento de Oracle Fusion HCM son una buena opción para ayudarnos a evolucionar continuamente en nuestro negocio". Puede conocer más sobre HCM Fusion : · Oracle Fusion Applications · Oracle Fusion Human Capital Management · Oracle PartnerNetwork · Oracle Consulting Services · Oracle Human Capital Management Blog · Oracle HCM on Twitter · Oracle HCM on Facebook

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  • Oracle HCM User Group (OHUG) 2012 Conference

    - by Maria Ana Santiago
    The PeopleSoft HCM team is looking forward to a great OHUG conference and to meeting with our PeopleSoft HCM Customers there! The OHUG Global Conference 2012 will be held at the Mirage in Las Vegas, Nevada, June 18-22, 2012. With Oracle Corporation's continued support of the Global OHUG Conference, this event is one of the best opportunities PeopleSoft HCM Customers have to interact and communicate directly with PeopleSoft Strategy, Development and Support and understand the entire Oracle HCM opportunities that await. PeopleSoft HCM has 10 exciting sessions and several Meet the Experts sessions planned to highlight the value and opportunities with PeopleSoft applications. For details on the PeopleSoft HCM tracks and sessions please visit the OHUG Session Line Up page. PeopleSoft HCM will be offering an annual General Roadmap session by Tracy Martin and multiple Product specific sessions. Our PeopleSoft HCM General session will provide very valuable information on our continuous delivery strategy and upcoming HCM 9.2 release and beyond. Tracy will also address opportunities that await PeopleSoft customers with co-exist opportunities with Fusion, Taleo, Oracle BI and more. Our Product Roadmap sessions will go into product specific areas providing roadmap information for the corresponding product domains. There will also be a PeopleTools Roadmap and Vision session that will let Customers see what is new in PeopleTools and what is planned for the future. And last, but not least, PeopleSoft will be holding the annual Meet the Experts sessions. Customers who want to have focused discussions on specific areas or products can meet with PeopleSoft Strategy, Development and Support teams who will be available to discuss product features and answer Customers' questions. Don’t miss this opportunity! If you are a PeopleSoft HCM Customer, join us at OHUG! Look forward to seeing you there.

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  • Join Gretchen Alarcon In Person for an Oracle HCM Applications Strategy Updates

    - by jay.richey
    How can you benefit from staying current and moving to the latest release of your Oracle HCM applications? Where does Fusion HCM fit in and what do they mean to your existing investments? What does Oracle offer in terms of SaaS for HCM? What is Oracle doing to maintain excellence in your current applications portfolio while innovating in new and creative ways? Join us for an exclusive breakfast briefing where you will have the opportunity to hear about Oracle's current blockbuster releases for HCM: PeopleSoft 9.1 and E-Business Suite 12.1. Take this opportunity to hear about what the latest releases mean to you and learn how organizations like yours are successfully moving forward. Our featured speaker, Gretchen Alarcon, Oracle's Vice President of Fusion HCM Product Strategy will share how Oracle's latest HCM offerings - Fusion HCM and Fusion Talent Management On Demand - can work alongside your Oracle PeopleSoft, E-Business Suite, or JD Edwards HR foundation to show immediate business value. This event promises to provide you with an opportunity to share experiences, best practices, challenges, and successes with fellow business executives. Coming to: Chicago, Minneaoplis, St. Louis

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  • Great Expectations - Fusion HCM Highlights at OOW

    - by Kathryn Perry
    A guest post by Lisa Conley, Principal Product Strategy Manager, Fusion HCM, Oracle Applications Development Oracle Open World is just around the corner! There's always so much to see and do and learn at the conference so I want to share some of the 'don't miss' Fusion HCM highlights with you. (Use this tool to search by session number to get a full description.) For starters, we have several customers who will be sharing their Fusion HCM implementation stories. We'll kick off these presentations with a customer panel at 12:15 on Monday in Moscone West 2005 (CON9420). You'll hear from Zillow, the Gerson Lehrman Group, UBS, and ConAgra about their experiences with our products. Oracle partners MarketSphere (CON8581) and eVerge (CON3800) have implemented Fusion HCM themselves and and will talk about how they'll use their experiences to help customers with their implementations (both are in Moscone West 2006). Beth Correa, CEO of Official Payroll Advisor, will highlight her favorite things about Oracle Fusion HCM Payroll on Tuesday at 11:45 in Moscone West 2006 (CON6691). And you'll get to hear from customers again when they speak with Steve Miranda in his Oracle Applications: Strategic Directions and Recommendations session on Tuesday at 1:15 in Moscone West 2002/2004 (CON11434). To bring it all together for you, we've listed all your Fusion HCM opportunities to learn and interact in this Focus On Document. I am really looking forward to the sessions on Human Capital Management in the Cloud. The Oracle Cloud combines the multiple product offerings into a single environment that leverages a common technology infrastructure enabling users to focus on their business - not the business of managing environments. On Tuesday at 10:15 in Moscone West 2002/2004, there is a General Session entitled the Future of Oracle HCM -- Strategy and Roadmap (GEN9505). This will touch on all product lines. Fusion HCM will be highlighted in Gretchen Alarcon's Oracle HCM: Overview, Strategy, Customer Experiences, and Roadmap session on Monday at 12:15 in Moscone West 2005 (CON9410). Also on Tuesday at 1:15 in Moscone West 2006, is a session focused on Talent Management and how you can try out these new products, co-existing with your current product set (CON9430). This is important in that you can test the waters before diving in. ConAgra will be sharing their experience in this session as well.  And of course, if you want to have a personal demonstration, please come by the Oracle DEMOgrounds in West Exhibition Hall Level 1 or the Oracle Cloud Services Lounge at Moscone West Level 3 where our Oracle HCM Cloud Services experts will be ready to answer your questions. I hope you have a wonderful week in San Francisco.Lisa ConleyPrincipal Product Strategy Manager, Fusion HCMApplications DevelopmentOracle Corporation

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  • PeopleSoft HCM @ OHUG 11: Enter the Matrix

    - by Jay Zuckert
    The PeopleSoft HCM team is back from a very busy and exciting OHUG conference in Orlando. The packed, standing-room only PeopleSoft HCM Roadmap keynote was the highlight of the conference for many attendees and the reviews are in : PeopleSoft rocked the house ! Great demonstration of products in the keynote. Best keynote in a long time, and fun. Engaging and entertaining, great demonstration of capabilities. Message received loud and clear, PeopleSoft applications are here to stay.  PeopleSoft has a real vision moving forward. Real-time polls using mobile texting were cutting edge.                          Tracy Martin (as Trinity) and other members of the PeopleSoft HCM team presented a ‘must-see’ Matrix-themed session while dressed as movie characters. The keynote highlighted planned HCM capabilities for Matrix administration and future organization visualization enhancements. The team also previewed the planned Manager Dashboard and Talent Summary.                           Following the keynote, some of the cast posed for photo opportunities at the OHUG booth in the exhibition hall. As you can imagine, they received some interesting looks walking by the other vendor booths. The PeopleSoft HCM team also presented numerous other OHUG sessions covering PeopleSoft Talent Management, Compensation, HR HelpDesk, Payroll, Global HCM Practices, Time & Labor, Absence Management, and Benefits. All of those presentations are available from the OHUG site at www.ohug.org. When not in one of the well-attended PeopleSoft HCM sessions, conference attendees filled the Oracle booth in the exhibition hall to see live product demonstrations. True to their PeopleSoft roots, some of the PeopleSoft HCM team played as hard as they worked in Orlando and enjoyed the OHUG Appreciation event along with customers at the Hard Rock. We are already busy planning for Oracle OpenWorld 2011 and prepping sessions our PeopleSoft HCM customers are sure to like. We hope to see you there in San Francisco from Oct. 2-6. To learn more about OpenWorld or to register, click here.

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  • Fusion HCM in Boots

    - by Kristin Rose
    These boots are made for walking, and that’s just what they’ll do…Of course by boots, we’re referring to Oracle’s HCM Boot Camps for OPN members, which offer a hands-on approach to learning about Oracle Fusion HCM and Taleo positioning and capabilities. Those who attend an Oracle HCM boot camp will be prepared to achieve Oracle Fusion HCM Presales Specialist status, discuss Oracle Fusion HCM with customers to build pipeline, and complete competency criteria toward Oracle Fusion HCM 11g Specialization! This in-person event offers expert-led sessions, discussion, and hands-on activities meaning you will get the information quicker and remember it better! Plus, we think a free lunch is always a good thing. As a next step, all interested partners should: Obtain self-service knowledge from the Oracle Fusion Human Capital Management 11g PreSales Specialist Guided Learning Path. Become a Specialist by completing the Oracle Fusion Human Capital Management 11g PreSales Specialist Assessment . Contact their regional Oracle Alliances & Channels point-of-contact to learn more about these free OPN Boot Camp events, and the opportunity to attend the next one. We know you’ll be strutting your stuff after you've gained the knowledge and expertise to become Oracle Fusion HCM Specialized! Check it out! The OPN Communications Team 

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  • Mobile HCM: It’s not the future, it is right now

    - by Natalia Rachelson
    Normal 0 false false false EN-US X-NONE X-NONE /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin:0in; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-family:"Calibri","sans-serif"; mso-ascii- mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi- mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;} A guest post by Steve Boese, Director Product Strategy, Oracle I’ll bet you reached for your iPhone or Android or BlackBerry and took a quick look at email or Facebook or last night’s text messages before you even got out of bed this morning. Come on, admit it, it’s ok, you are among friends here. See, feel better now? But seriously, the incredible growth and near-ubiquity of increasingly powerful, capable, and for many of us, essential in our daily lives mobile devices has profoundly changed the way we communicate, consume information, socialize, and more and more, conduct business and get our work done. And if you doubt that profound change has happened, just think for a moment about the last time you misplaced your iPhone.  The shivers, the cold sweats, the panic... We have all been there. And indeed your personal experiences with mobile technology echoes throughout the world - here are a few data points to consider: Market research firm IDC estimates 1.8 billion mobile phones will be shipped in 2012. A recent Pew study reports 46% of Americans own a smartphone of some kind. And finally in the USA, ownership of tablets like the iPad has doubled from 10% to 19% in the last year. So truly for the Human Resources leader, the question is no longer, ‘Should HR explore ways to exploit mobile devices and their always-on nature to better support and empower the modern workforce?’, but rather ‘How can HR best take advantage of smartphone and tablet capability to provide information, enable transactions, and enhance decision making?’. Because even though moving HCM applications to mobile devices seems inherently logical given today’s fast-moving and mobile workforces, and its promise to deliver incredible value to the organization, HR leaders also have to consider many factors before devising their Mobile HCM strategy and embarking on mobile HR technology projects. Here are just some of the important considerations for HR leaders as you build your strategies and evaluate mobile HCM solutions: Does your organization provide mobile devices to the workforce today, and if so, will the current set of deployed devices have the necessary capability and ecosystems to support your mobile HCM initiatives? Will you allow workers to use or bring their own mobile devices, (commonly abbreviated as ‘BYOD’), and if so are your IT and Security organizations in agreement and capable of supporting that strategy? Do you know which workers need access to mobile HCM applications? Often mobile HCM capability flows down in an organization, with executives and other ‘road-warrior’ types having the most immediate needs, followed by field sales staff, project managers, and even potential job candidates. But just as an organization will have to spend time understanding ‘who’ should have access to mobile HCM technology, the ‘what’ of the way the solutions should be deployed to these groups will also vary. What works and makes sense for the executive, (company-wide dashboards and analytics on an iPad), might not be as relevant for a retail store manager, (employee schedules, location-level sales and inventory data, transaction approvals, etc.). With Oracle Fusion HCM, we are taking an approach to mobile HR that encompasses not just the mobile solution needs for the various types of worker, but also incorporates the fundamental attributes of great mobile applications - the ability to support end-to-end transactions, apps that respond with lightning-fast speed, with functions that are embedded in a worker’s daily activities, and features that can be mashed-up easily with other business areas like Finance and CRM. Finally, and perhaps most importantly for the Oracle Fusion HCM team, delivering mobile experiences that truly enhance, enable, and empower the mobile workforce, and deliver on the design mantras of the best-in-class consumer applications, continues to shape and drive design decisions. Mobile is no longer the future, it is right now, and the cutting-edge HR leader of today will need to consider how mobile fits her HCM technology strategy from here on out. You can learn more about our ideas and plans for Oracle Fusion HCM mobile solutions at https://fusiontap.oracle.com/.

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  • ???????PeopleSoft HCM??????????????????

    - by junko.ishikawa
    Peoplesoft HCM??????????????????????????????????????????PeopleSoft HCM????????????????OGIS? ?????????????????????????????????????? ?????????????????????????????????Oracle Accelerate?????????????PeopleSoft HCM?Accelerate????????????? ??????????????????PeopleSoft HCM??????????????????????????????????????????????????????????????????????????????????

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  • Oracle Global HR Cloud Implementation Training Can Help Meet Your Business Needs

    - by HCM-Oracle
    By Jim Vonick A key goal for the deployment of your Oracle Global HR Cloud applications is to accelerate the implementation and adoption of your applications, so that your business can start realizing all of the benefits that this rich solution offers.    Implementation team members need to have the skills and knowledge to ensure a smooth, rapid and successful implementation of your applications. During set-up, you want to optimize the configuration to best meet your business needs. In order to do this you need to understand the foundation and configuration options of your applications, so that decisions can be made during set-up that best align with your business.  To that end product level implementation training is recommended for Oracle Global HR Cloud deployments. Training For Implementation Team Members and Consultants Fusion Applications: HCM Security: Learn how to implement security for Oracle Fusion HCM applications by creating and customizing roles. You'll learn how to create security profiles to restrict data access, provision roles to users, create and manage user accounts, and verify security setup. Fusion Applications: HCM Global Human Resources: Learn how to set up your enterprise and workforce structures, how to perform functional tasks, and how to configure security for Global Human Resources data. Fusion Applications: HCM Compensation: Learn how to implement, configure, and use Oracle Fusion Compensation to manage base pay, individual compensation, workforce compensation, and total compensation statements. Fusion Applications: HCM Benefits: This course teaches you to implement, configure and manage Oracle Fusion Benefits, including how to implement benefit plans and programs.  Fusion Applications: HCM Payroll Implementation (US): This course provides implementation training for payroll managers or payroll administrators. Learn how to process payroll to ensure accurate setup results.  Learn More: See all Fusion HCM Training Jim Vonick is a Senior Product Manager with Oracle University focusing on training for Oracle Applications and Industry Solutions.

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  • Discover How to Deliver Measurable Business Value from your HCM Strategy

    - by Jay Richey, HCM Product Marketing
    Join our live Webcast on Wednesday, July 13 to learn how to fine tune your HCM strategy and better utlize your Oracle HCM investment.  In this session you'll learn how to access, analyze and act on information from multiple sources to ensure that all workforce decisions are focused on meeting overall business objectives. Date:Wednesday, July 13, 2011Time:10:00 a.m. PT / 1:00 p.m. ET Register now!

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  • Cloud Without Compromise – Oracle Fusion HCM

    - by Jay Richey, HCM Product Marketing
    Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin-top:0in; mso-para-margin-right:0in; mso-para-margin-bottom:10.0pt; mso-para-margin-left:0in; line-height:115%; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin;} We’ve all heard about the cloud, and many HR organizations have already launched cloud initiatives. But too many cloud HCM vendors can’t deliver on their promise to lower costs, reduce risk and improve efficiency. When only 5% of CEOs are satisfied with HR*, something needs to change. Only Oracle delivers the promise of the cloud in deployment models tailored to your needs – giving you cloud without compromise. Oracle Fusion HCM provides a unified system with all the analytics and reporting tools you need. Join us for an engaging and insightful webcast this Wednesday, November 16th, at 9am Pacific to learn more about how Oracle Fusion HCM can fulfill your promise. http://www.oracle.com/us/dm/sev100018463-wwmk11040178mpp002-521274.html

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  • Matinale Communauté Partenaires HCM

    - by Louisa Aggoune
              Save the date: le prochain RDV de la Communauté Oracle Partenaires HCM se tiendra le Jeudi 05 Décembre 2013! Cette matinale s’inscrit dans la continuité des programmes Partenaires que nous avons lancés cette année. Cette nouvelle édition sera l’occasion pour vous de découvrir la stratégie HCM récemment mise en place ainsi que des retours d’expérience sur les projets Fusion HCM et nouvelles signatures. Vous aurez aussi l’occasion de solliciter directement nos experts HCM ainsi que vos interlocuteurs Alliances qui auront le plaisir de répondre à toutes vos interrogations. Au programme: success stories, roadmap, prochains évenements... Infos pratiques Jeudi 5 décembre 2013 De 9:00 à 12:00 Hôtel du Louvre Place André Malraux, 75001 Paris Attention nombre de place limité : Cliquez-ici pour vous inscrire ! 

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  • Easy Access a Cornerstone to Fusion Applications HCM User Experience

    - by Jay Richey, HCM Product Marketing
    With Fusion Applications, Oracle fundamentally changes a fragmented, frustrating work situation. Users of Human Capital Management (HCM) software often must bounce around between applications, searching diligently for the right information about employees. They may spend a lot of their time tracking down the data they need to complete a task. Fusion offers a completely different user experience. Read more...

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  • Skanska Builds Global Workforce Insight with Cloud-Based HCM System

    - by HCM-Oracle
    By David Baum - Originally posted on Profit Peter Bjork grew up building things. He started his work life learning all sorts of trades at his father’s construction company in the northern part of Sweden. So in college, it was natural for him to pursue a bachelor’s degree in construction engineering—but he broke new ground when he added a master’s degree in finance to his curriculum vitae. Written on a traditional résumé, Bjork’s current title (vice president of information systems strategies) doesn’t reveal the diversity of his experience—that he’s adept with hammer and nails as well as rows and columns. But a big part of his current job is to work with his counterparts in human resources (HR) designing, building, and deploying the systems needed to get a complete view of the skills and potential of Skanska’s 22,000-strong white-collar workforce. And Bjork believes that complete view is essential to Skanska’s success. “Our business is really all about people,” says Bjork, who has worked with Skanska for 16 years. “You can have equipment and financial resources, but to truly succeed in a business like ours you need to have the right people in the right places. That’s what this system is helping us accomplish.” In a global HR environment that suffers from a paradox of high unemployment and a scarcity of skilled labor, managers need to have a complete understanding of workforce capabilities to develop management skills, recruit for open positions, ensure that staff is getting the training they need, and reduce attrition. Skanska’s human capital management (HCM) systems, based on Oracle Talent Management Cloud, play a critical role delivering that understanding. “Skanska’s philosophy of having great people, encouraging their development, and giving them the chance to move across business units has nurtured a culture of collaboration, but managing a diverse workforce spread across the globe is a monumental challenge,” says Annika Lindholm, global human resources system owner in the HR department at Skanska’s headquarters just outside of Stockholm, Sweden. “We depend heavily on Oracle’s cloud technology to support our HCM function.” Construction, Workers For Skanska’s more than 60,000 employees and contractors, managing huge construction projects is an everyday job. Beyond erecting signature buildings, management’s goal is to build a corporate culture where valuable talent can be sought out and developed, bringing in the right mix of people to support and grow the business. “Of all the companies in our space, Skanska is probably one of the strongest ones, with a laser focus on people and people development,” notes Tom Crane, chief HR and communications officer for Skanska in the United States. “Our business looks like equipment and material, but all we really have at the end of the day are people and their intellectual capital. Without them, second only to clients, of course, you really can’t achieve great things in the high-profile environment in which we work.” During the 1990s, Skanska entered an expansive growth phase. A string of successful acquisitions paved the way for the company’s transformation into a global enterprise. “Today the company’s focus is on profitable growth,” continues Crane. “But you can’t really achieve growth unless you are doing a very good job of developing your people and having the right people in the right places and driving a culture of growth.” In the United States alone, Skanska has more than 8,000 employees in four distinct business units: Skanska USA Building, also known as the Construction Manager, builds everything at ground level and above—hospitals, educational facilities, stadiums, airport terminals, and other massive projects. Skanska USA Civil does everything at ground level and below, such as light rail, water treatment facilities, power plants or power industry facilities, highways, and bridges. Skanska Infrastructure Development develops public-private partnerships—projects in which Skanska adds equity and also arranges for outside financing. Skanska Commercial Development acts like a commercial real estate developer, acquiring land and building offices on spec or build-to-suit for its clients. Skanska's international portfolio includes construction of the new Meadowlands Stadium. Getting the various units to operate collaboratatively helps Skanska deliver high value to clients and shareholders. “When we have this collaboration among units, it allows us to enrich each of the business units and, at the same time, develop our future leaders to be more facile in operating across business units—more accepting of a ‘one Skanska’ approach,” explains Crane. Workforce Worldwide But HR needs processes and tools to support managers who face such business dynamics. Oracle Talent Management Cloud is helping Skanska implement world-class recruiting strategies and generate the insights needed to drive quality hiring practices, internal mobility, and a proactive approach to building talent pipelines. With their new cloud system in place, Skanska HR leaders can manage everything from recruiting, compensation, and goal and performance management to employee learning and talent review—all as part of a single, cohesive software-as-a-service (SaaS) environment. Skanska has successfully implemented two modules from Oracle Talent Management Cloud—the recruiting and performance management modules—and is in the process of implementing the learn module. Internally, they call the systems Skanska Recruit, Skanska Talent, and Skanska Learn. The timing is apropos. With high rates of unemployment in recent years, there have been many job candidates on the market. However, talent scarcity continues to frustrate recruiters. Oracle Taleo Recruiting Cloud Service, one of the applications in the Oracle Talent Management cloud portfolio, enables Skanska managers to create more-intelligent recruiting strategies, pulling high-performer profile statistics to create new candidate profiles and using multitiered screening and assessments to ensure that only the best-suited candidate applications make it to the recruiter’s desk. Tools such as applicant tracking, interview management, and requisition management help recruiters and hiring managers streamline the hiring process. Oracle’s cloud-based software system automates and streamlines many other HR processes for Skanska’s multinational organization and delivers insight into the success of recruiting and talent-management efforts. “The Oracle system is definitely helping us to construct global HR processes,” adds Bjork. “It is really important that we have a business model that is decentralized, so we can effectively serve our local markets, and interact with our global ERP [enterprise resource planning] systems as well. We would not be able to do this without a really good, well-integrated HCM system that could support these efforts.” A key piece of this effort is something Skanska has developed internally called the Skanska Leadership Profile. Core competencies, on which all employees are measured, are used in performance reviews to determine weak areas but also to discover talent, such as those who will be promoted or need succession plans. This global profiling system brings consistency to the way HR professionals evaluate and review talent across the company, with a consistent set of ratings and a consistent definition of competencies. All salaried employees in Skanska are tied to a talent management process that gives opportunity for midyear and year-end reviews. Using the performance management module, managers can align individual goals with corporate goals; provide clear visibility into how each employee contributes to the success of the organization; and drive a strategic, end-to-end talent management strategy with a single, integrated system for all talent-related activities. This is critical to a company that is highly focused on ensuring that every employee has a development plan linked to his or her succession potential. “Our approach all along has been to deploy software applications that are seamless to end users,” says Crane. “The beauty of a cloud-based system is that much of the functionality takes place behind the scenes so we can focus on making sure users can access the data when they need it. This model greatly improves their efficiency.” The employee profile not only sets a competency baseline for new employees but is also integrated with Skanska’s other back-office Oracle systems to ensure consistency in the way information is used to support other business functions. “Since we have about a dozen different HR systems that are providing us with information, we built a master database that collects all the information,” explains Lindholm. “That data is sent not only to Oracle Talent Management Cloud, but also to other systems that are dependent on this information.” Collaboration to Scale Skanska is poised to launch a new Oracle module to link employee learning plans to the review process and recruitment assessments. According to Crane, connecting these processes allows Skanska managers to see employees’ progress and produce an updated learning program. For example, as employees take classes, supervisors can consult the Oracle Talent Management Cloud portal to monitor progress and align it to each individual’s training and development plan. “That’s a pretty compelling solution for an organization that wants to manage its talent on a real-time basis and see how the training is working,” Crane says. Rolling out Oracle Talent Management Cloud was a joint effort among HR, IT, and a global group that oversaw the worldwide implementation. Skanska deployed the solution quickly across all markets at once. In the United States, for example, more than 35 offices quickly got up to speed on the new system via webinars for employees and face-to-face training for the HR group. “With any migration, there are moments when you hold your breath, but in this case, we had very few problems getting the system up and running,” says Crane. Lindholm adds, “There has been very little resistance to the system as users recognize its potential. Customizations are easy, and a lasting partnership has developed between Skanska and Oracle when help is needed. They listen to us.” Bjork elaborates on the implementation process from an IT perspective. “Deploying a SaaS system removes a lot of the complexity,” he says. “You can downsize the IT part and focus on the business part, which increases the probability of a successful implementation. If you want to scale the system, you make a quick phone call. That’s all it took recently when we added 4,000 users. We didn’t have to think about resizing the servers or hiring more IT people. Oracle does that for us, and they have provided very good support.” As a result, Skanska has been able to implement a single, cost-effective talent management solution across the organization to support its strategy to recruit and develop a world-class staff. Stakeholders are confident that they are providing the most efficient recruitment system possible for competent personnel at all levels within the company—from skilled workers at construction sites to top management at headquarters. And Skanska can retain skilled employees and ensure that they receive the development opportunities they need to grow and advance.

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  • Oracle WebCenter potencia los entornos colaborativos en las Aplicaciones de Oracle.

    - by david.gandara(at)oracle.com
    En este informe de la firma de analistas Forrester Research se explica el esfuerzo continuado por parte de Oracle en facilitar y mejorar las posibilidades para que sus distintas soluciones empresariales (ERP, CRM, SCM...) estén capacitadas para facilitar la colaboración entre los distintos usuarios del sistema, y poner a su disposición servicios Web 2.0 como Wiki, Discussions, Internet Messaging, VOIP...

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  • HCM: North America: Year End Knowledge Content References

    - by CaroleB
    As we all know, the next couple of months will be busy ones for the Payroll and IT department in relation to preparing for Year End,as a means of assisting you to find documented knowledge in reference to North American (NA) Year End, the following reference guide has been put together: General Knowledge: Doc ID 404478.1 Americas (US, CA, MX) HCM High Priority Alert Doc ID 1577601.1 North American Year End 2013 / 2014 Year Begin Patch Information and Useful Links. Monitor this note as it will be updated as new information becomes available NA Year End Processing: Document 255466.1 - End of Year Processing Using Oracle HRMS (US)  Document 260344.1 - End Of Year Processing Using Oracle HRMS (Canada) Document 395622.1 - End Of Year Processing Using Oracle HRMS (Mexican) Patching : Document 216109.1 - Oracle Human Resources (HRMS) Payroll North America Annual Patching Schedule Document 1160507.1 - Oracle E-Business Suite - Consolidated HRMS Mandatory Patch List Document 1144633.1 - US Year End Patch Flow Advisor: E-Business Suite (EBS) Human Capital Management (HCM) for US Legislation patching 2013 YE Phase I Readme's US Document 1584795.1 Release 11i   - 2013 US Payroll Year End Phase 1 Readme Document 1584796.1 Release 12.0 - 2013 US Payroll Year End Phase 1 Readme Document 1584797.1 Release 12.1 - 2013 US Payroll Year End Phase 1 Readme CA Document 1585365.1 2013 Canadian Payroll Year End Phase 1 Readme Release 11i Document 1585366.1 2013 Canadian Payroll Year End Phase 1 Readme Release 12.0 Document 1585367.1 2013 Canadian Payroll Year End Phase 1 Readme Release 12.1 Known Issues / How To: Document 1527958.2 - Information Center: Oracle HRMS (US) (All Application Versions) Look specifically at the US- Year End Tab for information on: Year End Pre-Processor 1099R Federal, State, and Local Magnetic Media W-2 Paper Reports W-2 PDF W-2 Register Additional Resources: Webcast: Document 1455851.1 - Advisor Webcasts for Oracle E-Business Suite- Human Capital Management (HCM) Document 1592483.1 - Webcast: EBS North American Payroll Year End Process Flow November 20, 2013 at 3:30 pm ET, 2:30 pm CT, 1:30 pm MT, 12:30 pm PT Communities: Payroll – EBS HCM - EBS Community E-Business Patching Community

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  • Découvrez Oracle Fusion HCM lors d'un Petit Déjeuner le 10 avril 2012

    - by Kinoa
    La gestion fusionnée des talents fait partie de vos priorités ? Alors le petit déjeuner que nous organisons le 10 avril 2012 est fait pour vous ! L'équipe d'Oracle France et le groupe Des Systèmes et des Hommes-Talentys vous convie à un séminaire pour mieux comprendre les enjeux RH et les maîtriser grâce à la solution Oracle Fusion HCM. Apprenez à mieux gérer les hauts potentiels de votre société et réconciliez enfin les attentes des talents comme les exigences des Directions Générales et des DRH. Oracle Fusion HCM vous offre de nombreuses possibilités : identification et animation de la communauté talents, gestion des carrières, pilotage du vivier, plan de succession, gestion de la performance et de leur rémunération... Inscrivez-vous dès aujourd'hui pour participer à notre événement Oracle Fusion HCM. On vous attend nombreux !

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  • It's Time to Chart Your Course with Oracle HCM Applications - Featuring Row Henson

    - by jay.richey
    Total human capital costs average nearly 70% of operating expenses. There's never been more pressure on HR professionals to deliver mission-critical programs to retain rising stars, develop core performers, and cut costs from workforce operations. Join Row Henson, Oracle HCM Fellow, and Scott Ewart, Senior Director of Product Marketing, to find out: What real-world strategies HR practitioners and experts are prioritizing today to optimize their investment in people Why nearly two-thirds of PeopleSoft and E-Business Suite HCM customers have chosen to upgrade to the latest releases and where Oracle's strategic product roadmaps are headed How Fusion HCM will introduce a new standard for work and innovation - not only for the HR professional, but for every single employee and manager in your business Date: January 20th, 2011 at 9:00 PST / 12:00 EST Register now!

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  • Oracle Announces Release of PeopleSoft HCM 9.1 Feature Pack 2

    - by Jay Zuckert
    Big things sometimes come in small packages.  Today Oracle announced the availability of PeopleSoft HCM 9.1 Feature Pack 2 which delivers a new HR self service user experience that fundamentally changes the way managers and employees interact with the HCM system.  Earlier this year we reviewed a number of new concept designs with our Customer Advisory Boards.  With the accelerated feature pack development cycle we have adopted, these innovations are  now available to all 9.1 customers without the need for an upgrade.   There are no new products that need to be licensed for the capabilities below. For more details on Feature Pack 2, please see the Oracle press release. Included in Feature Pack 2 is a new search-based menu-free navigation that allows managers to search for employees by name and take actions directly from the secure search results.  For example, a manager can now simply type in part of an employee’s first or last name and receive meaningful results from documents related to performance, compensation, learning, recruiting, career planning and more.   Delivered actions can be initiated directly from these search results and the actions are securely tied to HCM security and user role.  The feature pack also includes new pages that will enable managers to be more productive by aggregating key employee data into a single page.  The new Manager Dashboard and Talent Summary provide a consolidated view of data related to a manager’s team and individual team members, respectively.   The Manager Dashboard displays information relevant to their direct reports including team learning, objective alignment, alerts, and pending approvals requiring their attention.  The Talent Summary provides managers with an aggregated view of talent management-related data for an individual employee including performance history, salary history, succession options, total rewards, and competencies.   The information displayed in both the Manager Dashboard and Talent Summary is configurable by system administrators and can be personalized by each of your managers. Other Feature Pack 2 enhancements allow organizations to administer Matrix or Dotted-Line Relationship Management, which addresses the challenge of tracking and maintaining project-based organizations that cut across the enterprise and geographic regions.  From within the Company Directory and Org Viewer organization charts, managers now have access to manager self-service transactions from related actions.  More than 70 manager and employee self-service transactions have been tied into the related action framework accessible from Org Viewer, Manager Dashboard, Talent Summary and Secure Enterprise Search (SES) results.  In addition to making it easier to access manager self-service transactions, the feature pack delivers streamlined transaction pages making everyday tasks such as promoting an employee faster and more efficient. With the delivery of PeopleSoft HCM 9.1 Feature Pack 2, Oracle continues to deliver on its commitment to our PeopleSoft customers.  With this feature pack, HCM 9.1 customers will be able to deploy the newest functionality quickly, without a major release upgrade, and realize added value from their existing PeopleSoft investment.    For customers newly deploying 9.1, a new download with all of Feature Pack 2  will be available early next year.   This will aslo include recertified upgrade paths from 8.8, 8.9 and 9.0, for customers in the upgrade process.

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