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  • A&C Marketing Deutschland: Das Oracle Kursbuch November 2011

    - by A&C Redaktion
    Machen Sie gemeinsam mit uns mehr aus Ihrem Business! Enormes Know-how, Spezialwissen und Erfahrung – so kennen wir unsere Partner. Dieses Potenzial ist überzeugender als jede Werbung. Voraussetzung ist allerdings, dass Kunden und Interessenten auch davon erfahren, wie sie von der Zusammenarbeit mit Oracle Partnern profitieren können. Zum Marketing-Experten werden muss deshalb nicht gleich jeder – dafür gibt es Oracle A&C Marketing. Wir haben für Sie in Zusammenarbeit mit Spezialisten der Branche ein umfangreiches Spektrum ausgefeilter Instrumente entwickelt. Sie können wählen, mit welchen der Maßnahmen Sie Ihre individuellen Ziele am besten erreichen – von der direkten Lead-Generierung via Telemarketing, über gemeinsame Kampagnen und Events bis hin zu Tipps und Tricks für die eigene Pressearbeit. Wie, das können Sie in unserem neuen Kursbuch (Stand November 2011) nachlesen.

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  • Marketing for Scheduled Online Events

    - by JT703
    Last year I started working with a team on our first major web project (We, the Pixels). I believe the idea is very solid, but it has a hard requirement for a group of people being on the site for the randomly scheduled events. We are having problems getting people to come and stay for these events. What is the proper marketing approach needed to bring people to the site for these events? We have recently done the following in an attempt to fix the problem: Added email notification of new events being created Added privileges based on rank Added text throughout the site encouraging setting up the events in the future so other users can have time see that it exists. Gotten involved in with other communities that would find the site interesting in order to promote (market) the site Advertised using Google Adwords Is there an standard marketing approach for such a case as this?

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  • Oracle Announces Leading ISV Integration With Oracle Sales and Marketing Cloud Service

    - by Richard Lefebvre
    More Than 100 ISVs, including Big Machines, Marketo and Xactly, now Provide Integrated Offerings to Help Maximize Sales and Single Customer Viewpoint Demonstrating its continued commitment to business value via open standards and the cloud, Oracle today announced that more than 100 leading ISVs are integrating in the cloud with Oracle Sales and Marketing Cloud Service, a service available through Oracle Cloud. For the first time Oracle Sales and Marketing Cloud Service users can choose from a wide array of directly integrated third-party solutions, providing a new level of choice, seamless deployment and single view of customers with preferred implementations. Top partners, including ActivePrime, Avaya, BigMachines, Box, Brainshark, Callidus Software, CirrusPath, Clicktools, CRMIT, DBSync, EchoSign from Adobe, Eloqua, Fliptop, FPX, HarQen, HubSpot, iHance, InsideSales.com, InsideView, Interactive Intelligence, Lingotek, LinkPoint360, Marketo, Nuance, PerspecSys, Postcode Anywhere, Revegy, salesElement, StrikeIron, upsourceIT, White Springs, X+1 and Xactly, have announced their availability and integration today. By integrating with Oracle Sales and Marketing Cloud Service, ISV solutions can easily be leveraged by customersBy choosing Oracle Sales and Marketing Cloud Service as a sales platform, customers will continue to have complete choice of their own quoting, lead management and sales methodology solutions and it will all be pre-integrated with Oracle Sales and Marketing Cloud Service. With demonstrable integration fusing standards-based technologies, such as SOAP web services, Oracle Sales and Marketing Cloud Service customers choosing ISV integrations will also benefit from familiar ease-of-use and the Oracle Sales and Marketing Cloud ervice user interface, including buttons, links and custom objects for a rich user experience. ISV integration with Oracle Sales and Marketing Cloud Service also enables on-demand contextual data exchange capabilities, linking Oracle Sales and Marketing Cloud Service business data with third-party application data for a complete CRM view. ISVs building robust, repeatable integrations with Oracle Sales and Marketing Cloud Service can begin the process of achieving Oracle Validated Integration, an Oracle PartnerNetwork program that recognizes Oracle partner solutions with proven integration to Oracle Applications. ISVs can learn more about Oracle Validated Integration    here. For customers, Oracle Validated Integration means that a partner’s integration has been tested and validated as functionally and technically sound, that the partner solution is integrated with Oracle Sales and Marketing Cloud Service in a reliable, standardized way, and that the integration operates and performs as documented. Oracle Cloud provides a broad portfolio of Platform Services, Application Services, and Social Services, all on a subscription basis. Oracle Cloud delivers instant value and productivity for end users, administrators, and developers through functionally rich, integrated, secure, enterprise cloud services. Supporting Quotes “BigMachines is a leader in Configure, Price, and Quote solutions in the Cloud. Our solution delivers accurate quotes directly from an opportunity, integrated with the leading Oracle Sales and Marketing Cloud application from Oracle,” says John Pulling, Senior Vice President of Products at Big Machines. “Together, Big Machines and Oracle efficiently automate changes, enabling a faster, more efficient sales process for our joint customers.”   ”Modern marketing and sales must engage customers and prospects in real time across the web, email, social media, online and offline channels to understand where and how to allocate their budgets for maximum return,” said Srini Venkatesan, Senior VP, Products and Engineering at Marketo. “Alignment and integration with Oracle Sales and Marketing Cloud Service allows Marketo’s solutions to deliver innovative capabilities for sales and marketing to adapt and grow their business on the core Oracle platform for CRM.”   “Sales incentives are the best way to drive better performance. Well managed incentives improve the bottom line, particularly when combined with effective sales systems,” said Christopher Cabrera, president and CEO of Xactly Corporation. “With Oracle Sales and Marketing Cloud Service and Xactly working together, customers gain insight and efficiencies. The combination can create more effective compensation programs, while motivating sales to work to its full potential."   “The tremendous integration of leading ISVs with Oracle Sales and Marketing Cloud Service is a testament to the undeniable business value and demand from customers,” said Anthony Lye, SVP of Oracle CRM. “Oracle Sales and Marketing Cloud Service continues to define the industry, and we are proud to work with these leading ISVs to help users simultaneously maximize sales and revenue and extend their current deployments for a deeper and single customer viewpoint.” Supporting Resources Oracle Sales and Marketing Cloud Service Learn More About Oracle Cloud

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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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  • We're Hiring! - Server and Desktop Virtualization Product Management

    - by adam.hawley
    There is a lot of exciting stuff going on here at Oracle in general but the server and desktop virtualization group in particular is deeply involved in executing on Oracle's strategy for delivering complete hardware-software solutions across the company, so we're expanding our team with several open positions. If you're interested and qualified, then please send us your resume. The three positions in Virtualization Product Management can be found by going here or going to the Employment Opportunities Job Search page, clicking on 'Advanced Search' and typing the job opening numbers (include 'IRC'... see below) in the 'Keywords' field. Click Search. Current openings are... IRC1457623: Oracle VM Product Management IRC1457626: Desktop Virtualization Application Solutions Product Management IRC1473577: Oracle VM Best Practices Implementation Engineer (Product Management) I look forward to hearing from you!

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  • Punch Line Marketing

    - by jackman
    There are so many "punch line" websites like: http://www.thatswhyyoufail.com www.canrailsscale.com/ www.nooooooooooooooo.com/ but it's a mystery how they ever get so popular. I have an idea for a punch line website too, but I want to make it BIG! Does anyone have any tips for marketing these kinds of sites? p.s. and no, I do not own any of these sites, and am not disguising it as a question to market them lol.

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  • New Marketing Assets Available

    - by Cinzia Mascanzoni
    NEW translated demand generation materials available for the following Oracle Marketing Kits, designed to help partners generate sales around Oracle's solutions: Improve Database Capacity Management with Oracle Storage and Hybrid Columnar Compression Accelerating Database Test & Development with Sun ZFS Storage Appliance Upgrade SAN Storage to Oracle Pillar Axiom SPARC Refresh with Oracle Solaris Operating System SPARC Server Refresh: The Next Level of Datacenter Performance with Oracle’s New SPARC Servers Oracle Server Virtualization Oracle Desktop Virtualization

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  • NEW Marketing kit - Oracle Virtual Compute Appliance

    - by Cinzia Mascanzoni
    Oracle Virtual Compute Appliance is an engineered system that radically simplifies the way customers install, deploy, and manage converged infrastructures for any Linux, Oracle Solaris, or Microsoft Windows application. That Oracle Appliance is a new compelling topic for new 'win win deals' with your customers. Visit the OPN Portal to download the kit. The kit contains many deliverables: from marketing material (eblast, telemarketing script, landing pad) to customer facing presentations, whitepaters, cheat sheets, and enablement.

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  • Online Advertising And Marketing Your Services?

    - by Zenph
    I have been working on freelance sites for a good 4 or 5 years, bending over backwards to build a decent portfolio and generate great ratings. I take huge pride in my work (web applications). I'm completely lost because when I think what would happen if I suddenly lost my freelance account it isn't a pretty picture. I have literally no idea where else I could advertise my services apart from google paid advertising. Any suggestions? I'd of course be more than willing to pay for marketing and such. I've been searching google for ages and can't find much advice on where to advertise to secure good clients for web development work. I say good clients because I mean actual business owners, not somebody else who is outsourcing to me (where do they find clients?). I'd appreciate any help.

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  • What are effective marketing strategies for iPhone games?

    - by Artemix
    So, long story short, some days ago I published an iPhone game, I think the game wasn't that bad tbh, and still I got only 10 sells at $0.99. Are they any publishers, sponsors, or distributors to make your game "visible" on the app store market?, or the only thing you need is to have an amazing game and that's all? Somehow I think that even if you have an awesome game if you don't do that "marketing magic" correctly you will not exist in the store. Now I'm making a second game, completely different, and I want to know how to do things right. If anyone knows something about this topic, let me know.

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  • Neue Marketing Kits für Hardware

    - by A&C Redaktion
    Zur Vertriebsunterstützung gibt es jetzt auch Oracle Marketing Kits in Deutsch für folgende Hardware-Lösungen: Server & Storage: Improve Database Capacity Management with Oracle Storage and Hybrid Columnar Compression Server & Storage: Accelerating Database Test & Development with Sun ZFS Storage Appliance Server & Storage: Upgrade SAN Storage to Oracle Pillar Axiom Server & Storage: SPARC Refresh with Oracle Solaris Operating System Server & Storage: SPARC Server Refresh: The Next Level of Datacenter Performance with Oracle’s New SPARC Servers Server & Storage: Oracle Server Virtualization Server & Storage: Oracle Desktop Virtualization

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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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  • New Marketing Assets Available

    - by swalker
    NEW translated demand generation materials available for the following Oracle Marketing Kits, designed to help partners generate sales around Oracle's solutions: Server & Storage: Improve Database Capacity Management with Oracle Storage and Hybrid Columnar Compression Server & Storage: Accelerating Database Test & Development with Sun ZFS Storage Appliance Server & Storage: Upgrade SAN Storage to Oracle Pillar Axiom Server & Storage: SPARC Refresh with Oracle Solaris Operating System Server & Storage: SPARC Server Refresh: The Next Level of Datacenter Performance with Oracle’s New SPARC Servers Server & Storage: Oracle Server Virtualization Server & Storage: Oracle Desktop Virtualization

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  • So funktioniert Marketing!

    - by A&C Redaktion
    Ein Großteil des Oracle Business wird von Partnern getragen. Damit das erfolgreich funktioniert, unterstützt Alliances & Channel die Partner mit gezielten Marketing-Aktionen. Wie zum Beispiel der Oracle Exadata Kampagne. Mit ausgewählten, spezialisierten Exadata-Partnern wurde die europaweit durchgeführten Demand Generation-Kampagne umgesetzt: Neben einem Emailing, das die jeweilige Exadata-Lösung des Partners im Fokus hatte, wurde für jeden Partner eine adaptierte Microsite erstellt und im Anschluss von der Marketingagentur nachtelefoniert. Die daraus entstandenen Leads potenzieller Kunden wurden dann an die Partner zurückgegeben, um den Vertriebsprozess zu starten. Die beiden deutschen Teilnehmer der Kampagne, inforsacom und ISE, berichten in der aktuellen Ausgabe von Partner Insight ausführlich über Ihre Erfahrungen und Erfolge der Exadata Kampagne.

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  • The Complementary Roles of PLM and PIM

    - by Ulf Köster
    Oracle Product Value Chain Solutions (aka Enterprise PLM Solutions) are a comprehensive set of product management solutions that work together to provide Oracle customers with a broad array of capabilities to manage all aspects of product life: innovation, design, launch, and supply chain / commercialization processes beyond the capabilities and boundaries of traditional engineering-focused Product Lifecycle Management applications. They support companies with an integrated managed view across the product value chain: From Lab to Launch, From Farm to Fork, From Concept to Product to Customer, From Product Innovation to Product Design and Product Commercialization. Product Lifecycle Management (PLM) represents a broad suite of software solutions to improve product-oriented business processes and data. PLM success stories prove that PLM helps companies improve time to market, increase product-related revenue, reduce product costs, reduce internal costs and improve product quality. As a maturing suite of enterprise solutions, PLM is still evolving to realize the promise it can provide across all facets of a business and all phases of the product lifecycle. The vision for PLM includes everything from gathering early requirements for a product through multiple stages of the product lifecycle from product design, through commercialization and eventual product retirement or replacement. In discrete or process industries, PLM is typically more focused on Product Definition as items with respect to the technical view of a material or part, including specifications, bills of material and manufacturing data. With Agile PLM, this is specifically related to capabilities addressing Product Collaboration, Governance and Compliance, Product Quality Management, Product Cost Management and Engineering Collaboration. PLM today is mainly addressing key requirements in the early product lifecycle, in engineering changes or in the “innovation cycle”, and primarily adds value related to product design, development, launch and engineering change process. In short, PLM is the master for Product Definition, wherever manufacturing takes place. Product Information Management (PIM) is a product suite that has evolved in parallel to PLM. Product Information Management (PIM) can extend the value of PLM implementations by providing complementary tools and capabilities. More relevant in the area of Product Commercialization, the vision for PIM is to manage product information throughout an enterprise and supply chain to improve product-related knowledge management, information sharing and synchronization from multiple data sources. PIM success stories have shown the ability to provide multiple benefits, with particular emphasis on reducing information complexity and information management costs. Product Information in PIM is typically treated as the commercial view of a material or part, including sales and marketing information and categorization. PIM collects information from multiple manufacturing sites and multiple suppliers into its repository, but also provides integration tools to push the information back out to the other systems, serving as an active central repository with the aim to provide a holistic view on any product sold by a company (hence the name “Product Hub”). In short, PIM is the master of commercial Product Information. So PIM is quickly becoming mandatory because of its value in optimizing multichannel selling processes and relationships with customers, as you can see from the following table: Viewpoint PLM Current State PIM Key Benefits PIM adds to PLM Product Lifecycle Primarily R&D Front end Innovation Cycle Change process Primarily commercial / transactional state of lifecycle Provides a seamless information flow from design and manufacturing through the ultimate selling and servicing of products Data Primarily focused on “item” vs. “product” data Product structures Specifications Technical information Repository for all product information. Reaches out to entire enterprise and its various silos of product information and descriptions Provides a “trusted source” of accurate product information to the internal organization and trading partners Data Lifecycle Repository for all design iterations Historical information Released, current information, with version management and time stamping Provides a single location to track and audit historical product information Communication PLM release finished product to ERP PLM is the master for Product Definition Captures information from disparate sources, including in-house data stores Recognizes the reality of today’s data “mess” across information silos Provides the ability to package product information to its audience in the desired, relevant format to meet their exacting business requirements Departmental R&D Manufacturing Quality Compliance Procurement Strategic Marketing Focus on Marketing and Sales Gathering information from other Departments, multiple sites, multiple suppliers A singular enterprise solution that leverages existing information silos and data stores Supply Chain Multi-site internal collaboration Supplier collaboration Customer collaboration Works with customers, exchanges / data pools, and trading partners to provide relevant product information packaged the way the customer desires Provides ability to provide trading partners and internal customers with information in a manner they desire, continuously Tools Data Management Collaboration Innovation Management Cleansing Synchronization Hub functions Consistent, clean and complete commercial product information The goals of both PLM and PIM, put simply, are to help companies make more profit from their products. PLM and PIM solutions can be easily added as they share some of the same goals, while coming from two different perspectives: the definition of the product and the commercialization of the product. Both can serve as a form of product “system of record”, but take different approaches to delivering value. Oracle Product Value Chain solutions offer rich new strategies for executives to collectively leverage Agile PLM, Product Data Hub, together with Enterprise Data Quality for Products, and other industry leading Oracle applications to achieve further incremental value, like Oracle Innovation Management. This is unique on the market today.

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  • New Marketing Kits Available

    - by Cinzia Mascanzoni
    New marketing kits are available on the OPN portal. 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:0cm 5.4pt 0cm 5.4pt; mso-para-margin:0cm; 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";} Oracle Optimized DataCenter Oracle Storage for Oracle Database and Engineered Systems StorageTek SL150 - New Scalable Storage Solutions for Growing Businesses Extreme Database Performance meets Its Backup and Recovery Match with Oracle's Sun ZFS Backup Appliance Maximize Value and Business Agility through Data Center Virtualization Be A Content King with Oracle WebCenter Content

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  • How does affliate marketing work, technically?

    - by Ron Gonzales
    There are lots of companies like Commision Junction that let you sell other people's products for a commission. How do these programs work, technically? Ie, are you simply given a link to the product you want to sell with an embedded ID in the URL? Does it involve cookies somehow? Do you take the order yourself and forward the information to the actual supplier of the goods/services? And how do you know if the program or the 'affliate network' isn't ripping you off by not creditting you for a sale?

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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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  • Pricing: Meet or Beat?

    - by charles.knapp
    My home dishwasher started making some really interesting noises. It was time to shop. I heard radio advertisements from two retailers who promised to meet any competitor's price. Then, another retailer promised that their everyday prices beat their competitors. That got me to thinking about the power of pricing and promotions in the marketing mix (product, price, placement, promotions, and people). What is more powerful to say in a competitive market: your company will meet a similar offer, or your company will beat the others? Will you sell more if you meet or if you beat? I found that the retailer who promised to beat the others really had the best everyday pricing. I was close to making a purchase. Then, another retailer had an exclusive promotional sale for long-term customers. Their loyalty promotion beat the best everyday discounter. So, I got the quality and performance I wanted at a tremendous price. So, I have two challenges for marketers. First, where you really have to compete on price as a dominant factor, give people strong reasons to do business with you. If you try to meet other's prices, make the leap to actually beat and not merely meet competitor prices. Second, upgrade your firm's capabilities where needed. Oracle offers a complete range of great CRM capabilities for loyalty management, marketing promotions, and pricing management that will help you to grow your business.

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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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