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Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
Applying NeuroLeadership Methodologies with Oracle HCM Cloud
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Applying NeuroLeadership Methodologies with Oracle HCM Cloud

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Applying NeuroLeadership Methodologies with Oracle HCM Cloud - explore the SCARF model in a workplace context. Fantastic presentation out of Oracle CloudWorld Melbourne.

Applying NeuroLeadership Methodologies with Oracle HCM Cloud - explore the SCARF model in a workplace context. Fantastic presentation out of Oracle CloudWorld Melbourne.

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  • 1. Copyright © 2012, Oracle and/or its affiliates. All rights reserved.1 Applying NeuroLeadership Methodologies with Oracle HCM Cloud John F Hansen Vice President, HCM Product Management February 2014
  • 2. Copyright © 2012, Oracle and/or its affiliates. All rights reserved.2 The SCARFTM Model Status Certainty Autonomy Relatedness Fairness Relative importance to others Ability to predict the future A sense of control over events A sense of safety with others A sense of fair exchanges between people
  • 3. Copyright © 2012, Oracle and/or its affiliates. All rights reserved.3 The SCARFTM Model: A Workplace Context Status Certainty Autonomy Relatedness Fairness Relative importance to others You know what’s good about yourself Ability to predict the future Clear expectations of you are set A sense of control over events You make your own decisions A sense of safety with others You connect at a human level A sense of fair exchanges between people You are treated equitably
  • 4. Copyright © 2012, Oracle and/or its affiliates. All rights reserved.4 The SCARFTM Model: A Workplace Context Status Certainty Autonomy Relatedness Fairness –  Role descriptions –  Position titles –  Grading –  Organization structures –  Reporting relationships –  Reputation management –  Status within formal and informal networks
  • 5. Copyright © 2012, Oracle and/or its affiliates. All rights reserved.5 The SCARFTM Model: A Workplace Context Status Certainty Autonomy Relatedness Fairness –  Career planning –  Advancement paths –  Learning and development plans –  Detailed performance discussions –  Objective/goal-setting
  • 6. Copyright © 2012, Oracle and/or its affiliates. All rights reserved.6 The SCARFTM Model: A Workplace Context Status Certainty Autonomy Relatedness Fairness –  Personal goal formulation –  Methods of engagement –  Empowerment to collaborate beyond formal role –  Reporting process –  Exploration of career interests and career plan options
  • 7. Copyright © 2012, Oracle and/or its affiliates. All rights reserved.7 The SCARFTM Model: A Workplace Context Status Certainty Autonomy Relatedness Fairness –  The adoption of social and team/ workgroup goals –  The utilization of real-time feedback for colleagues –  Empowerment to collaborate beyond formal networks –  Social discovery
  • 8. Copyright © 2012, Oracle and/or its affiliates. All rights reserved.8 The SCARFTM Model: A Workplace Context Status Certainty Autonomy Relatedness Fairness –  Regulated, standardized and consistent performance management protocols –  Defensible reward systems § Promotions § Compensation § Recognition § Opportunities –  Consultative calibration of talent
  • 9. Copyright © 2012, Oracle and/or its affiliates. All rights reserved.9 The SCARF™ Model can be promoted by Oracle HCM –  Goal Management –  Social HCM –  Career Development –  Workforce Reputation Management –  Performance Management –  Talent Review The Workplace Opportunity The SCARFTM Model and Oracle HCM Cloud
  • 10. Copyright © 2012, Oracle and/or its affiliates. All rights reserved.10 HCM  Cloud  Product   HCM  Cloud  Opportuni1es   SCARFTM  Rewards   Goal Management •  Social  Goals   •  Goals  as  an  ongoing   conversa0on   •  Certainty   •  Autonomy   •  Relatedness   Social HCM •  Social  Kudos   •  Social  Discovery   •  Status   •  Relatedness   Career Development •  Career  Interests   •  Career  Plan  Op0ons   •  Status   •  Autonomy   Workforce Reputation Management •  Reputa0on  Feed-­‐Forward   •  Gamifica0on   •  Status   •  Autonomy   Performance Management •  Calibra0on   •  Social  Kudos   •  Certainty   •  Fairness   Talent Review •  Calibra0on   •  Certainty   •  Fairness   The SCARFTM Model and Oracle HCM Cloud
  • 11. Copyright © 2014, Oracle and/or its affiliates. All rights reserved.11 Goal Management – Social, Collaborative §  Workers clarify objectives with managers §  Workers collaborate with peers on achieving goals §  Managers coach workers towards goal achievement SCARFTM Reward: Certainty, Autonomy, Relatedness
  • 12. Copyright © 2014, Oracle and/or its affiliates. All rights reserved.12 Social HCM – Team Work and Collaboration SCARFTM Reward: Status, Relatedness §  Consumer UI §  Social Network Walls §  Formal/Informal networks §  Communications/sharing §  Rapid connection and rapid response
  • 13. Copyright © 2014, Oracle and/or its affiliates. All rights reserved.13 Social Career Development – Interests/Options SCARFTM Reward: Status, Autonomy §  Engages with real-time Social Network streaming §  Success Stories §  Subscribe to Twitter feeds §  Subscribe to Blog posts §  Become a Follower
  • 14. Copyright © 2014, Oracle and/or its affiliates. All rights reserved.14 Reputation Management – Social Influence SCARFTM Reward: Status, Autonomy §  ‘Opt-in’ model builds trust §  Third-party social network integration §  Consolidate and analyze social activity §  Game mechanics reward participation and brand- building behaviours
  • 15. Copyright © 2014, Oracle and/or its affiliates. All rights reserved.15 Performance Management – Align/Relevant SCARFTM Reward: Certainty, Relatedness, Fairness §  Aligned to organizational performance §  Peer kudos, real-time connection/feedback §  Contribution to network, influence and impact §  Highly transparent
  • 16. Copyright © 2014, Oracle and/or its affiliates. All rights reserved.16 Talent Review – Calibration •  Visual calibration tool •  Identify high-potential and hidden talent •  Assess risk and impact of loss •  Better decisions, integrated profile comparison •  Streamline input for talent review process SCARFTM Reward: Certainty, Fairness
  • 17. Copyright © 2013, Oracle and/or its affiliates. All rights reserved.17 Oracle Cloud HCM + Oracle Talent Management Cloud Service Oracle Human Capital Management Cloud Service Global HR Workforce Management Global Payroll Recruitment and On-boarding Engagement and Retention Learning and Development Compensation and Rewards Performance Management Talent Review Social Mobile Integration Analytics Reliable Secure
  • 18. Copyright © 2013, Oracle and/or its affiliates. All rights reserved.18 Join the conversation www.twitter.com/OracleHCM www.facebook.com/OracleHCM www.youtube.com/OracleHCM blogs.oracle.com/OracleHCM Learn more: john.hansen@oracle.com www.twitter.com/JohnHansenHCM
  • 19. Copyright © 2012, Oracle and/or its affiliates. All rights reserved.19

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