Review of the Oracle European HCM Summit - Paris 15/11/12
I attended the Oracle European HCM Summit on 15/11/12
and wrote a small summary on the Oracle Fusion HCM Interest Group on LinkedIn. Here is a more detailed analysis.
Safe Harbour Statement! Everything here is my own opinion and does not reflect the opinions of anyone else. Oh no, I'm beginning to sound like Oracle!
Over 300 customers from all over Europe attended the conference at the famous George V Hotel in Paris.
The welcome remarks were deivered by Patrice Barbedette with Jean-Luc Santerre of the Club des Utilsateurs Francophones PeopleSoft, Vincent Arsenault of the Communauté Taleo France and Jean-Jacques Camps of the Association des Utilsateurs Francophones Oracle (AUFO).
Professeur Frank Bournois from the Sorbonne, gave an interesting insight into how HR might operate in the year 2020. The focus was on adapting to Generation Z and their aspirations and expectations (hang on, I've only just got used to Generation Y!). Anyway, why did someone begin naming these generations at X? That was a bit short-sighted as we've now run out of letters already. But, I digress...
Societé Genérale - Fusion HCM Implementation
Over 300 customers from all over Europe attended the conference at the famous George V Hotel in Paris.
The welcome remarks were deivered by Patrice Barbedette with Jean-Luc Santerre of the Club des Utilsateurs Francophones PeopleSoft, Vincent Arsenault of the Communauté Taleo France and Jean-Jacques Camps of the Association des Utilsateurs Francophones Oracle (AUFO).
Professeur Frank Bournois from the Sorbonne, gave an interesting insight into how HR might operate in the year 2020. The focus was on adapting to Generation Z and their aspirations and expectations (hang on, I've only just got used to Generation Y!). Anyway, why did someone begin naming these generations at X? That was a bit short-sighted as we've now run out of letters already. But, I digress...
Societé Genérale - Fusion HCM Implementation
One of the biggest Fusion HCM projects in France is being undertaken by
Societé Genérale with their SI Accenture. The SocGen HR Director
emphasised that in these days of austerity, it was easier to get the
business to adopt a SaaS model, in place of a highly bespoked
application, because the driver was to cut costs. Perhaps this model
would have been more difficult to sell in the days of free spending.
The SocGen project is using standard processes supported by 2 shared service centres. They plan to do a pilot in the spring of 2013 followed by a roll-out to 30 countries. Think about it... that's 30 countries all using standard processes. That's what SaaS is all about.
A key message that came out from many sessions I saw was 'keep it simple and standard'. SocGen was a good example of putting this into practice.
Once the initial release had gone live in all countries, they planned for a process of 'continual improvement' with small releases coming out 3 or 4 times per year. This emualtes the approach we have a Certus Soultions (UK) LLP with our Engage methodology.
Oracle also recogised the changes that 'The Cloud' is bringing. Oracle is having to adapt to being a service provider and not just a technology provider. SaaS is like an iceberg, where the functionality is the part you see but there is another 90% hidden away which is the technology and the underlying service availability etc.
Using Social Media in Recruitment
Daniel Richards from Sonru gave an intersting glimpse into what could be the future of recruiting. Sonru has a product which isa simple but effective tool for interviews.
The application allows recruiters to set questions and then invite candidates to record themselves ansering the questions. The candidates can do this in their own time and it saves considerable time and cost from the recruiting companies. Hundreds of interviews can be carried out and then reviewed by the recruiter. Best used for initial 'first interviews'. The application is built in to the Taleo Recruitment system and can be simply configured.
Watch out for this one because I think it could be a winner!
Pierre Polycarpe gave us some further insights into the journey to SaaS.
The reasons for moving to SaaS were frequently discussed at the conference. Key reasons cited were a) Ease of Use, b) Speed of Deployment, c) Improved UX and d) TCO
On the flip side, there are many risks and concerns in moving to SaaS. a) Integration capabilities, b) Inability to customise, c) security/privacy concerns.
Talent Management processes (e.g. recruitment, Learning Management, Performance Management, Competency Management and Compensation Management) are proving to have the biggest uptake in SaaS.
The SocGen project is using standard processes supported by 2 shared service centres. They plan to do a pilot in the spring of 2013 followed by a roll-out to 30 countries. Think about it... that's 30 countries all using standard processes. That's what SaaS is all about.
A key message that came out from many sessions I saw was 'keep it simple and standard'. SocGen was a good example of putting this into practice.
Once the initial release had gone live in all countries, they planned for a process of 'continual improvement' with small releases coming out 3 or 4 times per year. This emualtes the approach we have a Certus Soultions (UK) LLP with our Engage methodology.
Oracle also recogised the changes that 'The Cloud' is bringing. Oracle is having to adapt to being a service provider and not just a technology provider. SaaS is like an iceberg, where the functionality is the part you see but there is another 90% hidden away which is the technology and the underlying service availability etc.
Using Social Media in Recruitment
Daniel Richards from Sonru gave an intersting glimpse into what could be the future of recruiting. Sonru has a product which isa simple but effective tool for interviews.
The application allows recruiters to set questions and then invite candidates to record themselves ansering the questions. The candidates can do this in their own time and it saves considerable time and cost from the recruiting companies. Hundreds of interviews can be carried out and then reviewed by the recruiter. Best used for initial 'first interviews'. The application is built in to the Taleo Recruitment system and can be simply configured.
Watch out for this one because I think it could be a winner!
Moving to SaaS
Pierre Polycarpe gave us some further insights into the journey to SaaS.
The reasons for moving to SaaS were frequently discussed at the conference. Key reasons cited were a) Ease of Use, b) Speed of Deployment, c) Improved UX and d) TCO
On the flip side, there are many risks and concerns in moving to SaaS. a) Integration capabilities, b) Inability to customise, c) security/privacy concerns.
Talent Management processes (e.g. recruitment, Learning Management, Performance Management, Competency Management and Compensation Management) are proving to have the biggest uptake in SaaS.
