Modern HR in the Cloud - explore the four major forces behind 21st Century HR and understand how technology has enabled HR.

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Modern HR in the Cloud
John F Hansen
Vice President, HCM Product Management

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HR Today: New Trends & Expectations

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Take Care of Your Customers
Take Care of Your Employees
Your company’s value is driven
by people
21st Century
Service Centric Economy

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Global Shortage of Qualified Labor01
Technology Is Driven by Consumers02
Data Rich, Information Poor03
Social Changes Everything04
Four Major Forces
Behind 21st Century HR

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01 Global Shortage of Qualified Labor
Need for talent greater than ever
Number of unfilled positions up by
2 million since 2009
Chronic labor market imbalances likely
disrupting global business
Source: U.S. Department of Labor

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02 Technology is Driven by Consumers
Employees are connected and can get
things done when and where they want
61% of companies report employees using
mobile devices at work
Source: Avanade, Work Redesigned Global Survey, 2013
Mobile-enabled processes will almost
double by 2014 Source: Cedar Crestone, HR Systems Survey, 2013

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03 Data Rich, Information Poor
Technology has empowered HR and
created new executive expectations
Only 15% organizations use multi-sourced data;
they delivered 12% higher sales per employee
Only 15% of organizations deliver data and
analytics capabilities to their managers
Source: Cedar Crestone, HR Systems Survey, 2012 & 2013

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04 Social Changes Everything
67%
use social technologies in workplace
87% 68%
Business
Leaders
End
Users
IT Decision
Makers
Source: Avanade, Social Collaboration Global Survey, 2013
As of 2012
Facebook boasted >1 billion users
LinkedIn had 187 million members
Twitter had 200 million members
Sources: Facebook, LinkedIn and Twitter

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And the Workforce Is Changing
10K people will turn 65 every day for the next 16 years,
many leaving the workforce with critical skills and knowledge
Source: Pew Research, 2013
?

12. Embracing the Change with Modern HR

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Talent Centric
Collaborative
Insightful
Engaging and Mobile
01
02
03
04
Tenets of Modern HR

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38%
33%
32%
32%
30%
28%
22%
18%
17%
15%
Improving top- and bottom-line
Expanding into global and new markets
Cutting and managing costs
Acquiring/serving/retaining customers
Managing human capital
Developing new products and services
Addressing risk and regulatory
Investing in innovation/R&D
Leveraging technology
Capitalizing on M&A/divesture/
Source: “Talent Edge 2020”. Deloitte, 2012
CEO Strategic Agenda Survive, then Thrive

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HR and Talent Issues IMPACT the CEO Agenda
Have talent constraints impacted your company's growth and profitability
over the past 12 months in the following ways?Q:
Production and/or service
delivery quality standards fell
Talent-related expenses rose
more than expected
Unable to innovate
effectively
Unable to pursue a
market opportunity
Cancelled or delayed
a key strategic initiative
Unable to achieve growth
forecasts in overseas markets
PercentageofCEORespondents
45
40
35
30
25
20
Unable to achieve growth
forecasts in the country where
we are based
Source: PwC 15th Global CEO Survey 2012
Why Do Talent Issues Worry CEOs?

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When making decisions, how important is it to have information on each of the following talent-related areas?
For those areas that are important to you, how adequate is the information that you currently receive?Q:
PercentageofCEORespondents
100
80
60
40
20
0
Turnover
Costs
ROI
on
HCM
Assessments
of internal
Advancement
Labor
costs
Employees’
views and
needs
Staff
productivity
Information received is
comprehensive
Adequate but more needed
Not adequate
No information
HR and Talent Issues require INFORMATION for Insight
Source: PwC 15th Global CEO Survey 2012
Why Do Talent Issues Worry CEOs?

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What Talent Issues Worry CEOs?
Source: Economist Intelligence Unit Survey, May 2012
(% CEO Respondents)
58
Insufficient talent within the
organisation as a whole
43
Insufficient
leadership
talent
41
Lack of alignment of
individual and
business objectives
38
Low employee
satisfaction
29 Poor decisions related
to global sourcing
29 HR Costs
9 Low level of
diversity

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Modern Work Requires New Tools and Technologies
67% 38%
Increase in
Collaboration
76%
Increase in Working
with Data
Easy and Intuitive is
Most Important
While 99% of employees use some form of technology on the job, less than 40% feel
they have the technology needed to be productive
Source: CEB Breakthrough Performance in the New Work Environment, Executive Guidance for 2013
How We Work Is Changing
Source: CEB Help Desk Benchmark Database, IT Performance Benchmarking

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<30%
70%+
Only 39% of businesses are currently using integrated analytics from HRMS / HRIS 62%
still on spreadsheets
Get comprehensive information in most
cases
Source: Visier Inc. 2012 Survey of U.S.-Based Employers; conducted by Fisher Vista
CEOs believe relevant workforce
information is important or very important
Source: PwC 15th Annual Global CEO Survey, 2012
Workforce Insights Are Now Business Critical
i

20. Delivering Modern HR in the Cloud

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Modern HR Systems Are
Talent Centric
Find, Grow, and Retain The Best People
Collaborative
Integrate Social Capabilities to
Enable Collaboration Throughout
the Organization
Insightful
Provide Complete Workforce
Insights for Every Department
Engaging and Mobile
Make it Easy for Everyone to Use
on Every Device
01 02
03 04

22. Talent Centric
Find, Grow, and Retain the Best
§ Find great hires faster via social employee
referrals and your fans and followers
§ Empower managers with intuitive
recruiting tools
§ Intelligently screen candidates
§ Streamline onboarding
Recruiting and Social Sourcing"
It is our talented workforce that is taking care of our customers that ultimately makes the
biggest difference for Hyatt.
~ Randy Goldberg, Vice President of Recruiting at Hyatt
“”

23. § Conduct a complete talent review process with
interactive 9-box framework
§ Get early warning on retention risks through
predictive analytics
§ Help employees define career objectives
through talent profiles
Predictive Retention Risk
Talent Centric
Find, Grow, and Retain the Best
Now we have technology that will grow with us and has enabled us to capture, nurture, and
really propel the human workforce in the organization to a new level.
~ Segar Annamalai, CIO, ACC / WCU
“”

24. Collaborative
Encourage Employee Collaboration with Integrated Social Capabilities
§ Connect employees with an integrated
social network
§ Enable every employee to build a rich
social profile with an intuitive, Facebook-like
UI
§ Help teams to easily network, learn and
collaborate
§ Get a more complete view of employee
performance through social feedback
Oracle Social Network
Oracle Social Network is tightly integrated with Oracle’s cloud applications, including Oracle
Sales, Human Capital Management, and ERP cloud services.
~ Ovum Research
“”

25. Insightful
Complete Workforce Insights for Every Department
§ Real-time transactional intelligence with
hundreds of pre-built KPIs
§ Reporting without limits
§ Predictive analytics and what-if modeling
§ HR Performance benchmarking with big data
HR Performance Benchmarking
These innovations will translate into better guest and team member experiences and enable
Red Robin to be a continued market leader.
~ Chris Laping, SVP, Red Robin
“”

26. Engaging and Mobile
Easy for Everyone to Use on Every Device
§ 100% of application is available on modern
mobile devices
§ Single intuitive user experience across devices
and platforms
§ Easy to use, requiring zero trainingModern HTML5 Experience
Mobile enablement and real-time access to actionable data that will significantly improve the
experience for HR professionals, managers and employees.
~ Evelyn Fuessinger, CEO, Siemens GSS
“”

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Social Services –
Employee Collaboration
Platform
Services
Common Infrastructure
Services
Workforce
Rewards
Workforce
Management
Global HR
Workforce
Optimization
Performance and
Succession
Recruiting and
Onboarding
HR and
Talent Analytics
Social
Learning and
Development
Mobile
Do It All with a Complete Solution

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Modern HR in Action

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GLOBAL HR & TALENT CLOUD CUSTOMERS
+

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GLOBAL HR & TALENT CLOUD END-USERS

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Learn more: john.hansen@oracle.com
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