Human capital management

Driving HR Forward: A Practical Guide for Making the Shift from Administrator to Strategic Advisor 04 06 Table of Contents 08 10 12 14 03 Introduction: The New World of HR 04 View from the Top: What Executives Expect from HR Today 08 Keep It Simple: Streamlining Workforce Management 12 Cracking the Talent Conundrum: How to Find, Develop, and Keep the Best People 16 Decoding the Cloud: What New Technology Means and Why It Matters 20 What Next? Determining the Right Path for Your Organization 16 18 20 22 Executives’ most pressing concern? 41 percent say: competing for talent globally Source: Deloitte, Talent Edge 2020: Redrafting Talent Strategies for the Uneven Recovery, January 2012 Introduction: The New World of HR The C-Suite wants more out of its Human Resources department In a 2012 global survey by the Economist Intelligence Unit (EIU) only 38 percent of CEOs and CFOs said their head of HR was a key player in their company’s strategic planning However 80 percent of the executives are looking for HR leaders to make this contribution So what can HR to close this gap? It’s clear HR today is about more than just transactions HR leaders are expected to have a holistic view of the business and provide valuable insights to help the company make the right talent decisions, whether regarding recruiting, compensation, leadership development, or succession planning But it’s not a matter of ignoring the day-to-day to focus on loftier matters The successful HR organization needs to be a combination of operational efficiency and big-picture planning This e-book draws on the insights of independent researchers, Oracle Human Capital Management (HCM) product and industry experts, and Oracle HCM customers It aims to provide both inspiration and practical roadmaps to simplify workforce management, build the best talent, and help HR leadership make a major contribution to their companies’ overall success It also looks at the toolkit of the modern HR organization Throughout the book, we’ll discuss technological advances in human capital management and show real-life applications and success stories from companies across the world 04 06 View from the Top: What Executives Expect from HR Today 08 10 12 14 It’s a new world for HR HR leaders are looking at new business metrics, developing stronger relationships with line of business owners, and evolving from tactical manager to valued consultant 16 18 20 22 This all sounds great in theory, but many organizations are still struggling with the reality So how does HR reach these new heights? In this section, we’ll take a look at what C-level executives say HR can to drive growth, and how new technologies can help The Changing Business of HR 66 percent of CEOs say the lack of the right skills is their biggest talent challenge PWC 14th Annual Global CEO Survey, McLean & Company, 2012 To create a forward-looking plan for your HR organization, first take a step back to understand how the role of the HR leader has changed In this short video, Oracle VP of Product Strategy and former HR practitioner Gretchen Alarcon outlines the fundamental shifts that have taken place in HR over the past five years and provides specific steps the savvy HR organization should take to succeed—both now and in the future Watch now › Executive Insights: Mark Hurd on How Data-Driven HR Decisions Maximize ROI Business today is conducted in the language of numbers Every business unit in a company is expected to make and defend decisions based on data Crunching numbers can be an intimidating and unwelcome prospect to the HR leader, but in this video from TaleoWorld 2012, Oracle President Mark Hurd explains how making those data-driven decisions is easier than ever with the right analytical tools He discusses the key metrics a CEO expects to see from the HR team, how they contribute to the bottom line, and how quickly—and painlessly—they can be sourced The Relationship between the C-Suite and HR We’ve all heard that the C-Suite wants HR to take a more strategic role, and we know they want hard facts to back up recommendations and drive decisions But what exactly executives think of their HR leaders today? This infographic, based on the Economist Intelligence Unit (EIU) 2012 global survey of CEOs and CFOs, breaks it down See the highlights, and then download the full CEO and CFO perspective reports to get a deeper look at these crucial and complex relationships See the infographic › Watch now › The Changing Business of HR Watch now › Executive Insights Watch now › The Relationship Between the C-Suite and HR See the infographic › 04 06 08 10 12 14 16 18 20 22 How HR Can Take on a Bigger Role in Driving Growth? CEO PERSPECTIVES In the following report, the full results of the EIU 2012 survey are presented from the viewpoint of the CEO The report explores the nature of the HR/ CEO relationship, how that relationship has been affected by the economic downturn, and how it varies across industries and regions It also looks at how two trends—the growth of the knowledge economy and the move away from administrative functions— are potentially reshaping the role of HR in the corporate world Get the report › CFO Perspectives Although the CEO certainly thinks about financial impact, the CFO eats, sleeps, and breathes numbers And with people representing the most expensive outlay for many organizations, the relationship between HR and finance is a critical one According to the EIU survey, most companies have a lot of work to in this arena The following report, presented from the CFO’s perspective, presents evidence of the friction between HR and finance, explores what this discord can cost companies, and suggests ways HR can improve the relationship to the benefit of business units and the company as a whole Get the report › A New Day: Taking HR from Chaos to Control Thinking about the new opportunities for HR is exciting Who doesn’t want to be seen as invaluable to a company’s success? But transformation is impossible if you can’t get a handle on all the demands on your time and the many tasks that—let’s face it—just have to get done Only 13 percent of HR officers say that they have the analytics and tools they need to properly drive their functions See how you can go from frazzled to focused with applications that were created with the busy HR leader and the average employee user in mind See the infographic › Power HR’s Business Contribution—Your Time is Now Today’s CHRO is expected to be a blend of functional wizard, strategic advisor, personal coach, and executive leader Join us for an insightful conversation about this expanding role of HR, as Gretchen Alarcon outlines specific examples of HR challenges and walks you through how you can use technology to meet each of them head-on Gretchen covers complex yet common executive requests, such as examining labor costs in a particular region, understanding attrition rates, uncovering issues in the employee review process, and supporting a company expansion with the right talent and workforce planning to make the move successful She also highlights the two tenets of the strategic HR organization: simplifying people management, and building the best talent We’ll cover core principles in the Webcast and will then dive deeper into each concept in the following sections 15 percent Only of HR’s time is spent on strategic activities, while 71 percent is still spent on service delivery, record keeping, compliance, and internal management HR Transformation in EMEA, Mercer 2010 Watch now › Hum an R esou rces An A TY ew Day PICA : Tak L DA Y: ing For ac hief  Yo hr offi ur cer out- HR sy st of-d ate em is disco and  Yo har ur d to nnecte can data is d, use ’t ques answ messy er tion an you s r CFO d you  Yo s ur staf CEO n fing ee plan— ds an NO expan W sion HR fr om C os to For a 13 % # T THE MO RE T H E v E Hu CEN MAN T ER R ES OF O YOu uRCE R b S TO RE-T uS iNE T HIn HInk Y SS O k of o u com tper fo rmin man panies ex g agin g ch cel at ang e Tale n Con t is th e To cern of C p EOs A New Day: Taking HR from Chaos to Control See the infographic › How HR Can Take on a Bigger Role: CFO Perspectives Get the report › UR C L E T ECH HUm nOL A n OGY: CAP ITA L m AnA hr Y bus our ines GE m En T L e ve r Clou ages th e d and for flex power fast of th ibilit d ep loym y, ef fic e ienc en t y sim ple f Si ngle fA user ro en le-bas expe f A tire te ed sy rience am stem va deskilable for your top where or m yo obile u ne ed it: stra teg f Ea ic si an ly as f im d deve sess yo lop ur w ta f Re prove hire lent poorkfor -s ols ce in pe kill wor qual ity rfor kf and man orce ce re base reduce view d on co gaps st to s notic hire ed insig htfu f Tr ac l re k an d gi f Fo ons, filter busi key re and cast w ness metri units cs by iden orkf or tif y and tale ce pe nt ri rfor more m sks earl ance y DAY : 73 % of H Ro the ffice an to d aly ti rs say cs th rive thei and to ey hav r fu e nct ols nee ion ded s OR A IDEA L chie f hr  Yo offi ur cer glo system bal is fl and cust exible A , om ll w izab o rk clea le n an force d ata d co  Yo nsist is in one u ent place tale have a n : that t—and clear vi ew new w of offi ho’s ri ght your ce to st af f 15 % How HR Can Take on a Bigger Role: CEO Perspectives Get the report › trol An of H R stra ’s tim e teg ic ac is spen tiviti t on es HOW DO Y OU G E C on Glo bal fG o b s Power HR’s Business Contribution Watch now › 04 06 Keep It Simple: Streamlining Workforce Management 08 10 12 14 16 18 20 22 Fewer than 25 percent of organizations have access to the people insights they need HCI, 2010 Talent Intelligence Survey Companies report that only 15 percent of HR’s time is spent on strategic activities That means the rest of time is spent on transactions, digging through systems and spreadsheets to find the answers you need, and trying to connect the dots This isn’t just frustrating for the HR department—it’s also bad for the company Inefficiency is costly whether you measure it by unnecessary staff hours spent on basic tasks or by the warning signals missed due to messy or inconsistent data Without streamlined people management, building the best talent is out of the question You simply won’t have the information or time you need to succeed In this section, we’ll look at how you can clear out the clutter by empowering users with programs they can and will want to use, making better decisions with role-based metrics and dashboards, and using social networking capabilities to better connect to and understand your workforce Using Business Intelligence to Understand Future Workforce Outcomes When it comes to business analytics, most companies have the basics down pat They can easily tell you revenue outcomes for the past quarter or year, how many new clients they signed, and which lines of business were the most profitable That’s all necessary information, but how many businesses operate in a state of looking backward? When it comes to analytics, many companies still struggle to tie their top-level strategy to daily operations and identify business outcomes based on workforce predictions Predictive analytics are a standard part of the consumer experience Think about it: how does your favorite bookstore or entertainment site know which books or movies you might want to explore next? How credit agencies know whether you’re able to handle a certain loan amount or credit line? In this Webcast, representatives from Oracle, Hologic Inc., and Performance Architects talk about applying those consumer concepts to the workforce and using them to predict business outcomes such as performance and attrition By embedding these analytics throughout HR, everyone involved in the management process, from the top down, can see predicted outcomes and proactively make the adjustments necessary to meet strategic goals In addition, both management and staff gain a richer understanding of what employees need to and how they need to develop to continually meet company objectives Using Business Intelligence Watch now › 75 percent of employees feel their work history and experiences are not leveraged by their employer Source: Taleo Research, UK Social Talent Management Report 04 06 08 10 12 14 16 18 20 22 Getting a Handle on Your Workforce As the HR leader you may be thought of as the people person, but when your data is scattered or messy, it can be hard to know and understand your workforce The key is to implement the right tools to organize and monitor employee information so the answers to your workforce questions—who’s strong? who’s struggling? who’s at risk? —are right at your fingertips What’s more, your tools need to be accessible to your line managers so they can take ownership of their organizations and not feel key employee data has disappeared down the HR rabbit hole In this series of short videos, you’ll see a new approach to workforce management that provides interactive organization charts, rich employee portraits, and clear reports that show you critical details such as who your star performers are, what your attrition rates are and which critical employees are in danger of leaving With a simple, user-friendly interface, line managers, HR leaders, and employees can quickly find the information they need, take immediate action to make certain organizational changes, and test out the implications of others Making Your Workplace Social When you think of social networking at work, you may worry about employees wasting time on Twitter and Facebook or searching for their next opportunity on LinkedIn Conversely, you may think about how you can tap into the social craze to improve recruiting Good and bad, these are all valid points—but they aren’t the only applications of social media Step Interactive Org Chart Watch now › Step People Portrait Watch now › Step Gallery Watch now › Step HCM Analytics Watch now › If you want to keep your employees so engaged that they have no need for fooling around on Facebook, and you want to retain the socially savvy new hires you just found on LinkedIn, think about creating your own network In this video, Oracle HCM experts Scott Ewart and Aaron Green explain how creating an internal social network can increase collaboration; strengthen employee connections to each other, to their managers, and to the company; and enable managers to see a fuller picture of their teams and employee contributions The benefit for HR? Not only will you increase engagement, but you’ll also get a bigger, richer view of your employee ecosystem Making Your Workplace Social Watch now › Watch now › STORIES FROM THE FIELD: ARDENT LEISURE AUTOMATES AN END-TO-END HCM PROCESS Ardent Leisure is one of Australia’s leading theme park and attraction operators Before deploying Oracle HCM Cloud Service, the company lacked a true HCM solution They only had payroll covered, causing what one manager called a “very big gap in the HR environment.” With the new Oracle HCM solution, Ardent Leisure has been able to automate an end-to-end HCM process that’s clear, transparent, measurable and trackable And it’s not just about efficiency —the company has also been able to improve collaboration, support, and interaction between managers and staff within the organization See how they did it › Stories from the Field See how they did it › 04 06 Cracking the Talent Conundrum: How to Find, Develop and Keep the Best People 08 10 12 14 16 18 Talent used to be seen as only an HR issue No longer The war for talent is hitting companies’ bottom lines, and this means talent has shot up to the top of the CEO’s agenda Some sobering facts: disengagement costs North American companies more than US $368 billion dollars each year1, and despite the economic downturn, 52 percent of jobs at U.S companies are going unfilled2 due to lack of the right talent What does this translate to for a CEO? According to a 2012 global survey by PwC, it means higher expenses, the inability to innovate, missing out on opportunities, cancelling or delaying strategic initiatives, and falling short of growth forecasts It’s no wonder there’s more pressure than ever on HR leaders to improve workforce planning 20 22 Talent management is a big nut to crack, so in this section we’ll break down some of the essential elements of a strong talent strategy: leveraging new channels to source the best people, keeping top performers engaged, and building a talent model for continued success 83 percent of HR and business executives believe that talent programs need to be improved Source: Deloitte, Talent Edge 2020: Redrafting Talent Strategies for the Uneven Recovery, January 2012 Performance Point LLC Manpower 2012 Talent Intelligence and the Bottom Line When it comes to talent, are executives more concerned about HR costs or employee satisfaction? How big a worry is the lack of a leadership pipeline? And what CEOs and CFOs see as the biggest barrier to measuring HR’s performance? Find out in this revealing infographic This 2012 HR.com study sheds some light The study looks at the talent management tactics HR leaders say are working today, as well as the extent to which companies have been able to implement a streamlined, holistic talent process In the white paper, HR leaders share their tactics for talent management, including how to improve retention, how to decrease the time to fill, and the best way to retain top performers (hint: it isn’t always about money) They also discuss their progress toward talent management nirvana How close to it are you? Talent Intelligence and the Bottom Line See the infographic › A Seat at the Table: Talent Management’s Role in Core Business Strategy We’ve seen in numerous studies and surveys that executives want strategic leadership from their HR teams So what are organizations doing today, and how large is the gap between where HR is and where the C-Suite wants it to be? A Seat at the Table Read the white paper › 04 06 08 10 12 14 16 18 20 22 Talent Scarcity: A New Reality It seems impossible The recent economic downturn and millions of skilled professionals out of work around the world should mean talent coffers are full Companies should have their pick of the best and brightest Yet as most HR leaders can attest, this is not the case Companies are finding it harder than ever to find and retain the right talent How can this be? Shannon Flinchpaugh, a former recruiter at some of the United States’ largest companies, has some answers In this educational Webcast, Shannon examines the root causes of talent scarcity—ranging from unrealistic expectations and poor hiring to a lack of internal talent development and succession planning He then goes into solutions, discussing actions organizations should start taking today and some of the new tools and channels that can help Watch now › Creating an Effective Social Recruiting Strategy The savvy recruiter knows that social media can be a powerful channel for finding quality candidates, especially star performers who may not even be looking But what many companies haven’t yet grasped is how to make the most of social networks—it’s not enough to throw up some postings on LinkedIn and call it a day In this how-to guide, we’ll break down the essentials of an effective social recruiting channel, giving you seven simple steps to get started, highlighting the legal and compliance considerations you should take into account, and outlining how to measure your results Get the guide › A Step-by-Step Plan for Implementing World-Class Talent Management Developing and maintaining a bestin-class talent management strategy isn’t a quick fix—nor is it an impossible dream Talent management expert Pamela Stroko has spent more than 20 years in senior business and HR roles at organizations such as RR Donnelley & Sons Company, Deloitte, The Coca Cola Company, ICI London, and Gap Inc In this instructional Webcast, she takes a look at what’s causing the talent paradox, the new expectations of employees, and the changing nature of career development She then lays out specific steps for companies to take in building out their strategy, including how to honestly assess your talent landscape and develop a baseline, when to employ a build vs buy strategy when it comes to filling positions, how to use onboarding to dramatically increase new-hire success, and how to make employee development a consistent part of your business process Talent Scarcity Watch now › Watch now › Stories from the Field: Companies Tackle Talent Retention Great talent drives great business performance To nurture and retain your great talent you need the right talent strategy and to deliver that strategy, you need the tools to support it Otherwise HR leaders and LOB managers spend too much time trying to connect the dots and make smart, data-driven decisions By moving to Oracle HCM Cloud Service, The Principal Financial Group, Presence of IT, Marvell Semiconductor and Barry-Wehmiller have realized the impact the right technology can have on the business This has translated to results such as reducing the compensation decision cycle from 10 weeks to weeks, being able to identify at-risk employees early on, enabling employees to easily communicate and work with one another, and helping get employees engaged by providing an intuitive and flexible process flow Creating an Effective Social Recruiting Strategy Get the guide › A Step-by-Step Plan Watch now › See how they did it › Stories from the Field See how they did it › 04 06 08 10 12 14 16 18 20 22 Decoding the Cloud: What New Technology Means and Why It Matters Whether you’re talking about consumer applications or enterprise-level software, buzz about the cloud is at an all-time high But what does it really mean to the HR organization? And will moving to the cloud really have any impact on day-today business, or is it just another IT trend? While every organization has to determine the right platform or combination of platforms for their business, moving to the cloud can have a real impact on HR organizations Cloud applications are known for their flexibility, efficiency, and fast deployment They can be accessed anywhere and often on mobile devices, making them easier and more enjoyable for employees to use Also, moving to the cloud can make for a less resource intensive and less dependent relationship with IT—a win for both groups In this section, we’ll take a closer look at HR in the cloud, discussing the points you should consider when contemplating a move and showing you one company’s cloud success World-Class HR: It’s in the Cloud HR is on the front line, and you need to show how talent aligns to business results You need to manage costs, you don’t have time for lengthy deployments, and you need to ensure data security is solid Impossible? Hardly In just two minutes, you can see how the answers to your challenges can be found in the cloud Oracle Fusion HCM Cloud Service: Game Changing HR Watch now › 04 06 08 10 12 14 16 18 20 22 Cloud without Compromise It seems like every technology company is moving to the cloud these days, and there are a lot of slick interfaces and big promises out there But is it as simple as clicking the “easy” button? Before you make the move to the cloud, be sure to examine potential solutions from all angles You want something user-friendly—one of the core benefits of a cloud application is the improved user experience—but you don’t want to sacrifice functionality Here are seven questions to ask when reviewing your cloud options How many vendors will touch my data? Can I glean comprehensive workforce insights or just basic analytics? Can we move gradually or is it an all-or-nothing situation? In this video, HCM product expert Rani Urbas talks more about what you should ask potential cloud vendors, and in this interactive diagram, you can see Oracle’s approach A Look at Cloud Without Compromise Watch now › For global companies, can the solution support global compliance and reporting standards, or does it just cover currencies and translations? Will a simpler user experience still meet the needs of professional HR users? How strong is the mobile solution —can execs and others on the go use it for meaningful work? Is the solution robust enough to cover all of my bases, from recruiting through succession planning? Life in the Cloud See the diagram › Stories from the Field: Elizabeth Arden Makes Over HR in the Cloud When Elizabeth Arden decided to invest in a new HR system, the company knew it had to have strong global support, deep analytical capabilities, and the flexibility to evolve as the organization grew and changed Plus, it had to be something employees could—and would—use The company also needed a system it could roll out incrementally so it could tackle different regions a phase at a time The answer for Elizabeth Arden was Oracle Fusion HCM Cloud Service HR leaders are already reporting much greater flexibility for both employees and managers, simpler processes, and a reduced burden on HR The takeaway for their team? They are “deeply convinced this will change the way the company sees HR.” Stories from the Field See how they did it › 04 06 08 10 12 14 16 18 20 22 What Next? Determining the Right Path for Your Organization It’s an exciting time to be in HR Executives are looking to HR leaders more than ever to help make critical business decisions and shape company strategy There’s a lot for HR leaders to think about, and all this new information can be overwhelming Our advice? Take an honest look at your organization—where you are today and where you want to be—and use the tips and tools in this book to map out your plan Maybe you need to start with some basic workforce efficiencies Or maybe you’re ready to dive into predictive analytics Wherever you fall on the spectrum, there are clear steps you can take to elevate HR and provide greater value to your executives and company Be in the Know: Sign Up for HCM Tips and Trends Nothing’s ever static in the world of HR Whether you’re making small steps toward greater efficiency or you’re undergoing a complete HR transformation, you’ll find valuable content in Oracle’s HCM newsletter HCM Newsletter Sign me up › 73 percent of outperforming companies excel at managing change Source: IBM CEO Survey, 2012 04 06 08 10 12 14 16 18 RESOURCE INDEX 20 22 VIEW FROM THE TOP: WHAT EXECUTIVES EXPECT FROM HR TODAY KEEP IT SIMPLE: STREAMLINING WORKFORCE MANAGEMENT ›V  ideo: The Changing Business of HR ›W  ebcast: Using Business Intelligence › Video: Executive Insights › Infographic: The Relationship Between the C-Suite and HR ›R  eport: How HR Can Take on a Bigger Role: CEO Perspectives ›R  eport: How HR Can Take on a Bigger Role: CFO Perspectives › Infographic: A New Day: Taking HR from Chaos to Control ›W  ebcast: Power HR’s Business Contribution ›V  ideo: Step Interactive Org Chart ›V  ideo: Step People Portrait ›V  ideo: Step Gallery ›V  ideo: Step HCM Analytics ›V  ideo: Making Your Workplace Social ›V  ideo: Stories from the Field CRACKING THE TALENT CONUNDRUM: HOW TO FIND, DEVELOP AND KEEP THE BEST PEOPLE DECODING THE CLOUD: WHAT NEW TECHNOLOGY MEANS AND WHY IT MATTERS › Infographic: Talent Intelligence and the Bottom Line ›V  ideo: Oracle Fusion HCM Cloud Service: Game Changing HR ›W  hite paper: A Seat at the Table ›V  ideo: A Look at Cloud Without Compromise ›W  ebcast: Talent Scarcity ›W  ritten Guide: Creating an Effective Social Recruiting Strategy ›D  iagram: Life in the Cloud ›V  ideo: Stories from the Field ›W  ebcast: A Step-by-Step Plan ›V  ideo: Stories from the Field WHAT NEXT? DETERMINING THE RIGHT PATH FOR YOUR ORGANIZATION ›N  ewsletter: HCM Newsletter March 2013 For more information visit oracle.com/hcm ... researchers, Oracle Human Capital Management (HCM) product and industry experts, and Oracle HCM customers It aims to provide both inspiration and practical roadmaps to simplify workforce management, ... the modern HR organization Throughout the book, we’ll discuss technological advances in human capital management and show real-life applications and success stories from companies across the... Implementing World-Class Talent Management Developing and maintaining a bestin-class talent management strategy isn’t a quick fix—nor is it an impossible dream Talent management expert Pamela Stroko