Myself and others from Knowledge Infusion had the opportunity to attend the OHUG Talent Management Panel at the Oracle HCM Users Group in Las Vegas, NV
Moderated by Bill Kutik - HR Executive Magazine and The Bill Kutik Radio Show
Zach Thomas - Forrester
Lisa Rowen - IDC
Jason Corsello - Knowledge Infusion
Leighanne Levensaler - Bersin
Lisa Rowen - "What are benefits of integrated Talent Management platform either from ERP or Suite vendor?"
Definition of talent management - acquisition, development, rewards, retain (processes around talent mgmt)
Soapbox - integration from technology perspective, only as good as processes integrated (something we discuss continually with Knowledge Infusion clients)
Vendors bringing together different technology functions, still up to the processes
Beneftis of integration - provides better way to assess data against other data (ie. quality of hire, where did they work before, etc.
Zach Thomas - Talked about how organizations organize themselves to be prepared to support integrated talent management
Performance Management - great data in PM, few leverage to make great hires
Recruiting / Succession Planning - why not open up to internal and external successors
Should have a touch with the financial data within the organizations; ERP are better positioned to do this
Until we can integrate TM processes with financial data, just miss the financial impacts
Leighanne Levensaler - "What do you think about Oracle and PeopleSoft and how they compare?"
Research shows that Enterprise 9.0 and Oracle EBS 12.0 have reached parity with suites
Most havent had the opportunity to upgrade to take advantage of functionality
Vendors offer talent mangement suites are strong in their core products, heritage is where they are strong, (ie. strong in recruiting, weaker in other areas)
More revisions will allow the TM suites to continue to
Within EBS 12 - compensation capability is second to none; analytics is very strong built on Fusion middleware
Enterprise 9.0 - wonderful performance management capability, profile management helps identify job/employee what does success profile look like, etc
EBS still ties together with competency management, with Fusion - profile management will be a part of solution
Thrilled that Oracle is investing in Succession
One of gaps is thinking about processes and white space, Oracle continues to have to improve but Leighanne makes this about all versions
Jason Corsello - "How does an HR organization need to be organized to take advantage of integrated talent management?" and "Is separation from HR administration from strategic talent functions a good idea?"
HR departments - many HR departments still don't have business accumen; dont know how to read P&L, balance sheets
Build level of business accumen
Publically traded company; tap into earnings calls, understand strategies of CEO and leadership
As looking at TM solutions and building strategy, reach out to the business units themselves
Most organizations dont care about the technology, CAN THEY DO THEIR JOB BETTER
GET OUT into the field
Build governance structures, governance models - executive sponsorship, business models
What do roles look like? How are decisions made? What are responsibilities? How do you articulate value?
GET buy in from the business
Starting to see HR titles change; client in Las Vegas called Talent Center not HR Center - VP Talent
Director of Talent Mobility
Lisa - just published IDC survey
27% of respondents said they had a talent function up from 18% a year ago (more focus)
Zach
New definition of HR business partner - seeing HR business analysts - business partner with business accumen and technology (tough person to find)
Couple steps down from leader of HR, but becoming a bigger part of overall HR organization
Business might own more of the talent processes, not HR
Leighanne
Case study with American Express - roughly 250k employees, really just manage talent for the top 3000. Built a center of excellence for talent planning, assessment
Yes, rebranding HR and becoming more business saavy
Zach - "How can we talk about major companies using tricky stuff in Web 2.0"
Job boards - failed
Company recruiting sites - failed
Methodology to look at usability of B to B and Workforce websites
Usage of Web 2.0 - get fundamentals down first
usable experience - foundation solidly in place
Question from audience - "City of Chicago"
never heard the term state/local government used
are state/local governments using these tools?
George Carlin - talent management vs. HR department - is that a negative on what the HR department is doing
Jason Corsello refers to a mail carrier
huge talent crisis; pain
realized over 60% retirement eligible over next 5 years
obviously pain in government (demographics); seeing lots of initiatives around talent acquisition
Succession Planning - as baby boomers enter into retirement
Lisa Rowen - naming of HR vs talent
talent management not a replacement name for HR
looking at parts of business you have to do drive business outcomes
nothing to do with HR, payroll, record keeping
talent management is different and is not HR by another name
Software as a Service (SaaS) - Leighanne - alternative delivery model
Only viable for small/mid organizations and what are barriers
SaaS - having solution provider host instance
Pure SaaS - one line of code, shared resources - lower costs
Some problems, but fading fast - data privacy, configuration, providers have worked hard to dispel rumors - SAS 70 certification - there environments are probably more secure then an enterprise client
Not just for small/midsize businesses anymore
SaaS has been used for years - ATS, Performance Management
Option to now think about it for all functions
If operate in highly regulated industry - validated environment is needed and in some cases, cannot take advantage of SaaS model
Bill Kutik - if you get Saas - HRIS (you don't get to screw with it like you have in the on-premise model)
Question - European privacy laws - SaaS providers are offering enormous amount of configuration to have specific rules/legs per regions
SaaS vendors have done a good job of opening up to global needs
Not just languages, global configurations
PeopleSoft solution, that is what it is made for
Jason Corsello - thoughts on SaaS?
SaaS is not hosted
SaaS is everything maintained by solution provider
Hosted - still have to work with hosting provider and solution provider
SaaS is not easy to do - SAP has been trying to do with Business By Design and have not been that successful
Statement about SaaS
I have had indepth conversations with 20+ CIO's in the last few weeks. Most CIO's are saying "I cant believe I am saying this, last year wouldnt have said this." "SaaS has tremendous value and interest to CIO's and continuing to shift on an ongoing basis."
It is real
HRIT must shift to do things differently
Do you know anything more about Fusion today? - Jason Corsello
Strategy for Fusion has been brilliant for Oracle
Not that good for the industry
Many folks not doing much, waiting for Fusion
Lots of hope and anticipation, until we see something - hope it is significant
Leighanne
Greater integration
More enterprise integrations
Cant be more excited about middleware
Will carryover 9.1 and 12.1 - middleware and architecture will make difference
Will make talent management relevant to a business user
Fusion middleware means openness, not strapped to application
Early audience feedback from people sitting around me
Were they paid by Oracle not to say anything
Very insightful about talent management
Not very good, not at all what expected, leaving without any more knowledge
Doesn't help us go back and sell organization on why stay with Oracle like we want to
If we need to do something today because our CEO says so, what do we say, wait for Fusion?
Great endorsement for Fusion that we are looking for more information on
Could Oracle offer its talent management products in a SaaS model?
Interesting feedback. Your thoughts if you were at event. Great job by Oracle and OHUG providing insight into industry. A huge positive of this event is to offer this to the community. Oracle continues to lead the pack when it comes to providing industry value about HCM and talent management.
Another infusion of knowledge...
