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Posts Tagged ‘talent management’

Join MIPRO at the OHUG Global Conference 2013

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OHUG 2013

Mark your calendars! Join MIPRO Consulting and over 1,500 attendees at the OHUG Global Conference. This will be the place to meet up with old friends and colleagues — and to make plenty of new ones!

With over 200 user-lead sessions, you’ll have the chance to interact one-on-one with Oracle representatives who develop and manage the HCM product suite. The OHUG Global Conference is your one stop shop for all your learning and networking needs.

Located in Dallas, Texas, from June 10-14, the OHUG Global Conference 2013 offers the perfect opportunity to network and learn with fellow peers working with:

  • Fusion
  • Taleo
  • PeopleSoft
  • E-Business Suite

Your Network is Your Strength

Gloria Smith, Senior Principal Consultant at MIPRO, is the Payroll Special Interest Group (SIG) leader for OHUG. She will be leading the Payroll SIG meeting on Monday, June 10th at 1 PM. As colleagues with similar goals, our strength is in combining our voices and experiences together. By participating in the Payroll SIG, you join a network of colleagues across the globe, many of whom are struggling with the same questions and challenges.

Oracle HCM Users Group (OHUG) is an organization devoted exclusively to providing users with valuable insight into Oracle E-Business Suite, PeopleSoft, Fusion HCM, and Taleo applications. OHUG provides its members with in-depth training sessions from industry experts, along with the opportunity to share experiences and best-practices information with colleagues using the same applications.

If you have questions or want to pre-book some time to speak with us at the OHUG Global Conference, don’t be afraid to reach out. We’re happy to accommodate to as much as we possibly can.

Have Rockstar Employees? Here’s How to Keep Them Happy.

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Any smart company knows its success is largely predicated on the retention of its top talent. Get into too much of a brain drain, and your company’s outlook can change in a matter of months. Once A-players start leaving, other A-players take notice and are more likely to leave as well.

The easiest way to avoid a mess like this is by keeping your rockstar employees happy. You might think it takes a Porsche to do it, but that’s not the case. In fact, it’s simpler and more commonsense than you might think.

Here’s Daniel Debow, writing for GigaOm:

So how can your company keep its stars engaged? It comes down to creating a culture of communication — one in which employees know where the organization is headed, how they fit into these plans, and what’s expected of them. Here are a few key strategies your agency can employ to make this happen.

You’ve heard all the strategies before: create a culture of education, provide regular feedback, hold weekly 1:1 meetings, manage the grunt work fairly, and publicly acknowledge good work. Nothing new, right? Right. All such old and humdrum stuff that many companies still fall into the trap and wind up losing top talent. Maybe it’s time to brush up on the basics again?

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More links:

MIPRO Consulting main website.

MIPRO on Twitter and Facebook.

About this blog.

Oracle Fusion HCM Executive Briefing

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If you’re an HR executive or involved in any way with shaping your organization’s HR direction, you should seriously consider attending Oracle’s upcoming HR executive roundtable. It’s a special event that will touch on all aspects of HR challenges (such as how HR can help build the corporate brand and measuring HR’s impact on business results) as well as highlight Oracle’s HCM technology, especially as it relates to Fusion and talent management. The details are below, or you can check out Oracle’s event page for registration details.

This luncheon will discuss some pressing topics in the HR space and overlay what Fusion is bringing to the table. If you’re like the HR execs we talk to every day, this is valuable information. Seating is limited, so first come, first serve.

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More links:

MIPRO Consulting main website.

MIPRO on Twitter and Facebook.

About this blog.

Understanding Metrics for ‘Great Place to Work’ Initiatives

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Many organizations striving to be perceived as a ‘Great Place to Work’ consider leveraging retention as a metric to assess their success. While a common practice, organizations often leverage it incorrectly. Let’s walk through a few of the pitfalls in using retention metrics and get to some meaningful ways to assess if your workforce wants to work at your organization.

One common error is to oversimplify retention measurements. In these cases, organizations adopt a criterion-based assessment along the lines of “no more than 30% turnover” or “no more than x number of employees.” Perhaps the most obvious error with a this approach concerns the number chosen. 30% turnover may be spectacular for a call center industry, but dismal for an electric utility. How do you know your number is a good one for your business and the times in which it operates?

One way to improve on this is to leverage a normative reference along the lines of “our turnover will be within the top quarter of all organizations in ourimage004 respective industry.” This approach references peer organizations and can vary from one year to the next. It also does a good job accounting for industry-wide variables like supply and demand ratios.

Unfortunately you can have two organizations, both in the top ten percent of their industry, with very different workforces. Why is that?

Ultimately, normative retention measures also fail to support the greater organizational goals like competitiveness and reduced operating costs. This is because organizations relying on this metric have failed to assess who they are retaining. A dismal retention score may in fact be just what an organization needs to clear out the poor performers or transition a workforce to a changing business model.

In most organizations, there are four basic types of workers: 1: Those that are your top performers; 2: others that might be a top performer with further development; 3: still others that get their job done satisfactorily; and finally 4: those that are underachievers or problematic. Most organizations care about retaining the first two or three types. Retaining groups three and four at the expense of one and two may do more harm to an organization than good.

Another pitfall in retention measures (even ones at companies that are sophisticated enough to measure retention of valued performers) deals with accounting for one-time events. Things like mergers, divestitures, closing a line of business are all examples of anomalies to a company’s retention measures. Granted, some companies adopt a strategy of merging and acquiring other companies, in which case they may want to set up multiple retention measures (e.g., for core staff and the staff of acquisitions), but in most cases, these events represent outlying events. A common solution for dealing with outliers is to issue two reports, one that includes the outliers and another with the outliers removed. This provides leadership the necessary information to accurately assess their success.

Amazingly, we still have more to consider. You can do a great job of retaining valued staff and still have some significant issues. At one fortune 500 company for whom I provided consulting services, they had top notch retention scores until the organization decided to delve a bit deeper and see why people were willing to stay. Shockingly, about 80% of the population responded that the only reason they stayed was the high compensation program. In fact, they did not like working for the company and would leave if only they could find another company willing to provide a comparable (or slightly lower) compensation program. Ouch!

This gets to the other factors of a ‘great place to work’ that retention just cannot measure. Things like employee engagement. Employee engagement gets at the heart of why retention levels are high or low. Things come into play like ‘Do employees enjoy working with their manager (often the single greatest factor of retention) and are they being challenged and developed in their job?’ (another major factor of retention). The answers to employee engagement questions typically provide the complimentary detail needed for leadership to decide what they must do to truly provide a great place to work.

Business Transformation Services (BTS) helps organizations understand how to achieve ‘Great Place to Work’ initiatives. Whether it is defining retention strategies and their associated metrics or building integrated talent management programs with performance management solutions, competencies and succession planning initiatives, our consultants can provide your organization with the guidance you need to leverage Oracle or PeopleSoft to achieve world-class results.

Check out https://dominguezfirm.com/ for legal advice on workers compensation.

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MIPRO Consulting is a nationally-recognized consulting firm specializing in PeopleSoft Enterprise (particularly Enterprise Asset Management) and Business Intelligence. You’re reading MIPRO Unfiltered, its blog. If you’d like to contact MIPRO, email is a great place to start, or you can easily jump over to its main website. If you’d like to see what MIPRO offers via Twitter or Facebook, we’d love to have you.

More business intelligence posts.

Get PeopleSoft Talent Management 9.1 Applications Without an Upgrade

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We’ve touched on this topic before, but now Oracle has released an official series ofintegration_239x126 whitepapers and guides covering PeopleSoft Talent Management 9.1 to PeopleSoft HCM integrations.  Here are all the details you need to know to get your head around this popular set of capabilities.

With PeopleSoft Talent Management 9.1 to PeopleSoft HCM Integrations you can:

  • Use our Talent Management 9.1 applications today without upgrading your existing PeopleSoft HCM system.
  • Gain a tremendous amount of valuable talent functionality across your entire enterprise, quickly and easily.
  • Ensure optimal integration of your talent processes and data.
  • Secure the future of your HCM enterprise applications with a consistent overall system that will work well together both now and as you grow and enhance your organization’s operations.

Go to Oracle’s LandingPad for more info and to register for your complimentary copies of the whitepapers and guides.

Are you considering PeopleSoft 9.1?  Have questions?  Please drop us an email and we’ll be happy to chat with you about your plans and project drivers.  No sales pitch, no pressure.  Promise.

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MIPRO Consulting is a nationally-recognized consulting firm specializing in PeopleSoft Enterprise (particularly Enterprise Asset Management) and Business Intelligence. You’re reading MIPRO Unfiltered, its blog. If you’d like to contact MIPRO, email is a great place to start, or you can easily jump over to its main website. If you’d like to see what MIPRO offers via Twitter or Facebook, we’d love to have you.

More PeopleSoft posts.

PeopleSoft Talent Management 9.1 Solution Integrations to HCM 8.9

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PeopleSoft Talent Management 9.1 Integrations to HCM 8.9 are now available for Performance Management, Compensation, and Career and Succession Planning.

PeopleSoft Enterprise HCM 9.1 builds on those themes by offering increased configuration options, coupling transactions with analytics and further aligning talent initiatives with business operations and human resources.  Today, we take human capital management to a new level in which employees, organizational objectives, and processes are linked together through technology to enable mission-critical success.

Tons more information here (OPN login required).  Also on the portal page is a talk by Row Henson, HCM Fellow, about PeopleSoft HCM 9.1.  Give it a look.

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MIPRO Consulting is a nationally-recognized consulting firm specializing in PeopleSoft Enterprise (particularly Enterprise Asset Management) and Business Intelligence. You’re reading MIPRO Unfiltered, its blog. If you’d like to contact MIPRO, email is a great place to start, or you can easily jump over to its main website. If you’d like to see what MIPRO offers via Twitter or Facebook, we’d love to have you.

More PeopleSoft posts.

Why Eat a Cake When a Slice Will Do?

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Attending OHUG in Las Vegas last month was educational and full of smart folks, as it always is. In particular, I noticed talent management and its HCM-related integrations generated a lot of buzz.  People are looking for a low-cost, quick time-to-value way to do this without having to go whole hog on wholesale system upgrades.

To that point, did you know that Oracle provides easily-configurable integrations from Enterprise ePerformance 9.1 to Human Resources 9.0 applications? The same is true for Enterprise Learning Management 9.1.

Most folks we talk to are unaware of this.

In fact, by the end of this year it is expected that integrations to both HCM 9.0 and 8.9 will be available for the following 9.1 applications:

  • PeopleSoft Enterprise ePerformance
  • PeopleSoft Enterprise Learning Management
  • PeopleSoft Enterprise Career and Succession Planning
  • PeopleSoft Enterprise eCompensation Management Desktop
  • PeopleSoft Enterprise Recruiting Solutions

You might not be in a position to upgrade your entire HCM suite immediately, but have a need for the enhanced functionality offered by one of these 9.1 applications. That’s what makes these integration capabilities so cool.

Incidentally — yes, consultants have been doing this kind of customization for years! But now it’s delivered.  And that’s a huge plus for many companies.

Check out the PeopleSoft Talent Management 9.1 to PeopleSoft HCM Integration Statement of Direction. It likely provides all the detail you need – and many ways to engage Oracle if you’re interested in exploring this further.

Naturally, given that I’m a consultant who lives and breathes this stuff, if you have any other questions about this or anything PeopleSoft — whether you’re looking at a project big or small — please email me and I’ll be glad to help.

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MIPRO Consulting is a nationally-recognized consulting firm specializing in PeopleSoft Enterprise (particularly Enterprise Asset Management), Workday and Business Intelligence. You’re reading MIPRO Unfiltered, its blog. If you’d like to contact MIPRO, email is a great place to start, or you can easily jump over to its main website. If you’d like to see what MIPRO offers via Twitter or Facebook, we’d love to have you.

More PeopleSoft posts.

PeopleSoft 9.1 Recruiting Management: An Overview

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As any HR pro has learned from the past 18 months, sweeping changes in the economy create changes in recruiting concerns.  Chief among these is theOPSE_logo misperception that talent is easier to find now because of a saturated, supply-side market.  That is correct, but it’s also largely irrelevant when it comes to smart recruiting.

Getting talent is not the issue; the raw applicant pool isn’t the clear answer.  Finding the right talent, for the right position, at the right time is still the key.  The challenge to HR is now to get to the right person  instead of sorting through a hundreds of resumes in brute-force fashion.  Having an solid, systematic way of putting the best candidates on top of the pile is even more important than ever; in other words, smart filtering and screening processes matter.

If an organization is looking within its own walls, sourcing right internal candidate is equally important.  Why?  These days, the candidate’s old job may not be available if placed in the wrong new position.  Productivity is not lost just by a new (and wrong) person in a job but also as a result of lost productivity in the old job.

If you’re a PeopleSoft shop, how nice would it be to be able to tie these requirements directly into your PeopleSoft applications and business processes?  Well, that’s what PeopleSoft Recruiting Management is all about.

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