"Nowa organizacja HR" - Tomasz Zubrzycki, Master Principal Sales Consultant - HCM, Oracle Polska

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Oracle Day 2013

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  • Key Message: Talent Management is top of mind for every executive.The pwc 15th Annual Global CEO Survey 2012 showed that 1 out of 4 CEOswere unable to pursue a market opportunity because of talent constraints.
  • Key Message: Executives agree that talent programs need improvementDeloitte: Talent Edge 2020: Jan 2012: Redrafting Talent Strategies for the Uneven Recovery surveyed senior executives and talent managers83% acknowledged that significant improvements need to be made in talent programs Only 17% believed their talent programs were “world best across the board” http://www.deloitte.com/assets/Dcom-UnitedStates/Local%20Assets/Documents/IMOs/Talent/US_TalentEdge2020January2012_010612.pdf
  • Key Message: Silos within talent management cause serious business issues and these silos are increasingBersin & Associates, TalentWatch® Research, Summer 2011 shows that silos within talent management will increase; issues include:Slow Response to Changing Business NeedsInability to identify current and future talent gapsHiring strategy and development planning not in syncNo clear picture of future “talent profile”Leadership pipelines in jeopardyDisconnected Decision MakingData and processes not integratedTalent not shared across business units Learning plans not linked to assessments and skills gaps in current talent poolLack of visibility into talent gapsNot responsive to Employee DemandsEmployees want career developmentDefined career paths and competencies not clear and consistentTalent mobility difficult during changeManagers still the weakest link in organizational performanceAdministratively IntensiveData entry is repetitiveHigh volume of manual work to complete HR review processesDifficult to obtain executive-level talent informationHard to plan for the future
  • But it’s not all bad news. The future is in your hands. You have the ability to turn your HR organization into a well-oiled, business-driven talent management machine.
  • Key Message: This “new HR organization” is just starting to emerge in many companies, but it foreshadows the inevitable future of our industry—one in which HR becomes an integrated “talent business operations” function that is able to support major transformations in the company. HR helps the business itself to function as a “talent producer,” developing and supporting talent on a regular basis. While we are in the beginnings of this transformation, it is clear that many companies are striving to reach a state of integrated talent management (stage 3). The traditional “strategic HR” model is fading away, and companies are looking for ways to transform their HR teams, technologies and skills. NOTE: If presenting to a group, you could ask the audience to self-identify the category their company fits in by a show of hands
  • Key Message: According to a recent survey of HR executives, importance is being placed across the gamut of talentIDC completed a survey of 510 HR executives in March 2013 in which they asked respondents to indicate the importance of various talent functions to their organization on a scale of 1-5, with 5 being the most importantWhile there are some differences with recruiting indicated as most important — all functions rated well over 3.0 — meaning thatimportance is being placed across the gamut of talent. Recruiting is still seen as most important as it was in 2012, but interestingly, learning and compensation are seen as more important than they were in IDC's 2012 Survey of HR Executives.
  • Key Message: And it’s not just about covering all areas of talent—it’s about integrating them and forming a comprehensive talent strategy. Integrated and strategic talent management needs to be complete, engaging and intelligentComplete:Drive a strategic, end-to-end talent management strategy with a single, integrated system for all talent-related activitiesAttract, retain, and motivate top talent with flexible, workflow-driven talent managementAlign individual goals with corporate goals and provide clear visibility into how each employee contributes to the success naorganizationEngagingLeverage social media to broaden your recruiting reach, generate high-quality employee referrals, and increase employee engagementCreateeffective and relevant goal management plans and measure performance using a variety of relevant sources to keep employees vested in the process and understanding how they contribute to the organization Take a strategic and holistic approach to employee development and learning, creating meaningful and evidence-based development plansIntelligentGet complete insight into workforce performance, trends, and predictionsProvide your C-suite with timely strategic guidance and talent plansStreamline processes, eliminate waste, and increase productivity
  • Key Message: Oracle Talent Cloud can help you efficiently and effectively source, assess, hire and onboard the best talentOracle Talent Cloud is a comprehensive and end to end solution for sourcing, assessing, hiring and onboarding the best talent available. It includes:Enterprise Recruiting: a leading solution for recruiting processes with global posting and talent search capabilities, the ability to tailor to local requirements and the ability to quickly modify as requirements and business needs changeDesigned for global organizations, the configurable solution decreases sourcing costs, increases recruiter productivity, and easily integrates with other HR systems and solutionsSelect the best with deep, 4-tiered screening and assessment toolsEnhance internal mobility and increase visibility to applicants with an internal careers website complete with job alerts and searchable employee profilesAccelerate the hiring process and make your recruiting and managers more efficient and effective at with our a web 2.0 user experience and features like candidate compare, quick filters, configurable candidate lists and mobile capabilitiesSocial Sourcing: streamline marketing activities, reduce sourcing costs and turn your employees’ social connections into valuable recruiting assets to generate high- quality referralsIncrease employee referrals and automate recruitment marketing campaigns with an easy to gameified interface configured to meet complex branding, language and security requirementsBusiness Intelligence and automation enables “auto-pilot” social recruiting administration for HR, with comprehensive dashboards & reporting interfacesAutomatically post jobs to Facebook and Twitter with the ability to schedule future postsFacebook Job App displays all jobs on your organizations Facebook page and can be customized / installed across multiple pagesOnboarding: improve productivity and engagement of new hires by streamlining the onboarding processes and empowering them with the resources and knowledge to be successfulOnboarding integrates with Recruiting, Global HCM and Learning to ensure data integrity, deliver required compliance courses, track completion and ensure new hires ramp up quicklyConfigure workflows based on business process and business unit/ geography/employee typesNew hire portal with rich media content introducing new hires to organizational culture, history, goals and connecting them to their new organization more quicklyAutomated electronic delivery ensuring new hire details are captured and eliminating costs previously incurred for printing and shippingPersonalized mobile tools drive speed: Accelerate the hiring process and make your recruiting and managers more efficient and effective at with our a web 2.0 user experience and features like candidate compare, quick filters, configurable candidate lists and mobile capabilities
  • Key Message: Oracle Talent Cloud can help you ensure that teams are aligned, goals map to organizational needs and employees are fairly and comprehensively evaluatedUsing the Oracle Talent Cloud, youchange performance management from a disconnected and disliked task to an integral part of your organizational strategy and employee lifecycle. The solution:Allows you to easily develop employee goal plans based on organizational objectives Enables organizational alignment by using the performance process to support organizational strategy and by giving you the ability to map rewards and development to performance evaluation resultsLets you gather constant employee feedback, with peer kudos and questionnaires incorporated into the performance documentIs intelligent, giving you performance intelligence, decision support, and a clear view into ratings, performance evaluation progress, goal alignment to strategy, and top performing, high potential and at-risk employeesIs intuitive and user-friendly so you can configure the system to your organizational processes and seamlessly integrate it with your full talent suite
  • Key Message: Oracle Talent Cloud can help you tailor learning plans to individual employee and organizational needs, plan for the skills you need now and in the future, and ensure top performers have a growth path at your companyOracle Talent Cloud includes a comprehensive learning application as well as a common talent profile to aid in employee development.Learning: manage all of your learning needs and programs and cover a broad range of audiences--including internal HR, sales, customers and resellers--while enabling streamline global administrationScalable, extensible solution that integrates with your talent suite and provides a unified environment for all learning needs including compliance/certification, internal and external trainingEasily configurable UI to meet changing needs, including layoutterminology, menus and workflowsUnique ‘portals’ for different audiences and a global portal foradministrationSupports mix of formal and informal learningSeamlessly integrate with enterprise social platforms enabling bettercompliance as well as alignment to larger organizational social strategyTalent Profile: take a strategic and holistic approach to employee development helping them address skill gaps, build bench strength and increase employee engagementBy leveraging a common Talent Profile, you can take a holistic approach to talent management across all aspects natalent lifecycleRich, extensible profile foundation and powerful best-fit algorithm to enable career planning that links to system suggestions, employee interests, gap analysis and development goalsAbility to add tangible actions such as assignments and learning to the development plan and to connect development planning to the talent review/succession processEmbedded social, mobile and business intelligence capabilities throughout to improve productivity, engagement and insight
  • Key Message: Oracle Talent Cloud can help you differentiate rewards, attract and retain top talent, and pay for performance, while simultaneously controlling compensation spendWith Oracle Talent Cloud’s compensation solution, you can improve the ability to attract and retain talent by supporting differentiated compensation programs and integrate with performance management to align rewards with performance results. You’ll get:Central view into compensation information and just-in-time decision supportAbility to handle complex and differentiated programs while enabling flexible budgeting and modeling creation and streamlined global complianceAbility to provide compensation insight to employees with Total Compensation Communications that detail monetary and non-monetary rewards for the entire workforce
  • Key Message: Oracle Talent Cloud can help you find your future leaders, build richer talent pipelines, and respond to business risks and opportunities by highlighting strengths and exposing gaps with existing talentOracle Talent Cloud’s talent review and succession planning solution automates the traditional McKinsey ‘n-box’ framework so talent review/ succession planning is faster, aligned to organizational strategy and immediately actionable. It provides: A streamlined process that guides participants through data preparation, meeting, employee evaluation, task assignment and follow-up.An interactive dashboard that enables you to view, analyze and act on large scale trends and risks as well as view individual talent details.The ability to create succession plans for a person or position as well as create talent pools
  • Key Message: Oracle Talent Cloud has thoughtful and relevant analytics embedded throughout the applications so you can make talent decisions based on real-time data. Predictive analytics capabilities enable you to forecast and address trends, risks and opportunities.Analytics are embedded throughout the system and linked directly to transactions and decision points, providing relevant information on each screenCreate visual and interactive reports using real-time dataDashboards, graphs and reports are delivered in a role-based context so users get the right type and amount of information for their jobEliminate the need to understand data models by transforming over 9000 reportable data objects into everyday business terminology.Get forward looking insight into your workforce trends and performance so you can identify talent risks while there's still time to take corrective action and align your talent strategy with organizational needsWe’ll talk more about predictive analytics later in the presentation
  • Key Message: Oracle Talent Cloud enables you to deliver end-to-end talent management in a single, integrated solution so you can develop a comprehensive and effective talent strategy that accounts for your organization’s existing needs and growth plansOracle Talent Cloud is a single, social, intuitive and intelligent Cloud-based solution for recruiting, compensation, goals, performance, learning, talent and succession managementIt’s highly configurable to meet the needs of large global organizations with complex workforce structures and easily extensible via large ecosystem of solution partnersBy providing you with an integrated solution, Oracle Talent Cloud enables you to:Get a clean and consistent view of talent dataGain insight into workforce risks, trends and skill-setsGather intelligence on your top performers and use that insight to recruit others with similar competencies and qualities Develop learning and development plans that align both to individual employee needs (gleaned from the performance process) and company objectivesPay for performanceBe more agile in responding to changing organizational needs and initiativesGet a holistic view of your talent and build a strong talent pipeline for critical and leadership roles
  • Key Message: Employees are disengaged—and that has serious financial impactSeventy-one percent of American workers are "not engaged" or "actively disengaged" in their work, meaning they are emotionally disconnected from their workplaces and are less likely to be productive. That leaves nearly one-third of American workers who are "engaged," or involved in and enthusiastic about their work and contributing to their organizations in a positive manner. This trend remained relatively stable throughout 2011. These results are disturbing and at the same time alarming.http://www.gallup.com/poll/150383/Majority-American-Workers-Not-Engaged-Jobs.aspxGallup also found that 15% of US workers who were disengaged and estimated that the lower productivity of disengaged workers cost the US economy approximately $328 billion. If you divide the lost productivity ($328 billion) by the number of disengaged employees (20.6 million), you get a per employee cost of $16,000.  That dollar figure is an average of all positions and levels, so convert it into a salary percentage by dividing it by the average median salary that same year according to the BLS (16,000/34,892 = 46%).
  • Key Message: Oracle Talent Cloud helps you deliver the easy, intuitive and collaborative user experience that today’s employees expectHere are some natools we provide to help your employees be more productive, work better together and make sure that critical tasks can be accomplished anywhere, anytime:Workforce Directory ManagementOwnership of personal dataAlign with organizational objectivesEmbedded social & collaboration toolsWorker connectionsDynamic organizational chartRole based securityNetwork at WorkConnections, social profiles, activity streams, and taggingConnections, Feedback & KudosRecord feedback during the review periodCareer plans and social profiles Oracle Tap – Mobile solutionEngaging interaction designRole-based access to key HR content and actionsExtensible enterprise-wide offeringKPIs highlight what to do and the impact of actions
  • Key Message: Oracle Talent Cloud is built to be social—social capabilities are embedded throughout the suite in the key context of HR processes, social sourcing, social performance, goal and career management and social learning. This helps you to improve employee engagement, productivity and collaboration across your organization.
  • Key Message: Working only at your desk is old news. Today’s workforce logs on at home, at the airport or on the plane, while waiting in line, etc. Oracle Talent Cloud delivers the mobile capabilities you need to enable your on-the-go employees and managers to get key tasks completed wherever they are.Browser-based and mobile application capabilities so you can access the applications from any device, anywhere, anytimeBoth browser-based and native applications are optimized for the user role and deviceOffline viewing support (a differentiator for Oracle) for those business meetings in remote locations with unpredictable connectivityCross pillar support that provides a complete view into: Profiles, sales opportunities, goals, open requisitions, and much moreAccess to business intelligence dashboards that are optimized for mobile viewingStrong security so your sensitive data is protected during transmission and while on the device
  • Key Message: What you don’t know about your people can really hurt your organizationHow do you know if:The competition is hiring and the employees they are looking for happen to be at risk for leaving your organization?A new hire is unhappy about their experience at your company and considering leaving?An employee will perform as expected in their new role?A critical employee is underpaid?The poor performance of an employee is negatively impacting two other teams?An employee will miss their sales quota next quarter?
  • Key Message:Analytics have real impact. Having analytics makes a measurable difference. The CedarCrestone 2011–2012 HR Systems Survey White Paper reported that only 15% of organizations have multi-sourced data to support metrics and analytics.But those organizations that did have multi-sourced data delivered 12% higher sales per employee than those that did not.Because of their value, adoption of tools for workforce analytics and planning will skyrocket over the next 3 years at a growth rate of 133%.
  • Key Message: Oracle Talent Cloud gives you the capability to identify and mitigate talent-related risks and performance issues while there’s still plenty of time to take action. View information about your team, predict worker and team performance and improve worker productivity Predict how workers will perform based on mining over 100 internal and external indicators, such as last pay increase or amount of training hours. Business Problem: Managers and HR Specialists have no insight into what are the current and forward looking reasons for good or poor worker performance.=> Oracle Solution: Enable managers and HR specialists to view the reasons why the application predicts that a worker will perform well or poorly in visually rich pages and tables=> Business Benefit: Decrease annual hours IT spends on reporting and analysis support
  • Key Message: Oracle Talent Cloud enables you to use prediction intelligence to make sure you don’t lose your top performers. Predict employee and team attrition and improve worker retention by predicting whether workers will stay or leave based on mining over 100 internal and external indicators, such as work hours and location. Business Problem: Managers and HR Specialists have no insight into what are the current and forward looking causes of worker attrition.=> Fusion Solution: Enable managers and HR Specialists to view the reasons why the application predicts that a worker will stay or leave in visually rich pages and tables=> Business Benefit: Decrease annual hours IT spends on reporting and analysis support
  • Key Message: It’s not just about predicting the future—you can also model changes to address potential outcomes and then take action.Test potential outcomes with “what-if” models that can be personalized, configured and updatedIn this screenshot, you can see options to start the process to promote, transfer, terminate, change location or change managersYou can play around with the modeling tools to test out potential scenarios and see the impact on the employee at hand as well as other team members—it’s a safe way to try out changes before implementing them
  • Key Message: As we’ve discussed, Oracle Talent Cloud is a unified solution for strategic talent management. Oracle Talent Cloud includes:Recruiting, social sourcing and onboardingPerformance and goalsCompensation and rewardsTalent reviewSuccession planningLearning and developmentThe entire solution is built upon a foundation of secure, integrated and reliable technology with embedded social, mobile and analytic capabilities
  • Key Message: Oracle Talent Cloud is delivered as a complete solution for our customers—it’s not just about the products. It’s equally about our platform, our ecosystem and our customer service and support. [CLICK] It starts with our products which have been rated as leaders in every category by industry analysts. The product is where the conversation starts and ends for most vendors We’ve gone way beyond that with [CLICK] a robust, reliable and secure platformAnd we’ve combined it with the industry’s largest ecosystem of customers, partners and candidates and an online community that unlocks the power of that ecosystemFinally, weprovide award winning customer support and best-practicebased implementation services, which we think are critical ingredients to customer success We believe that our customers’ success rest on all four of these layers
  • Oracle HCM applications are worldwide and industry-wide. We pride ourselves in helping the world’s best organizations recruit, develop and retain top talent.
  • This is especially proving evident in Europe: according to Potentialpark’s APOLLO Study from 2013, Oracle Recruiting Cloud is powering 7 out na 10 online candidate experiences in Europe
  • "Nowa organizacja HR" - Tomasz Zubrzycki, Master Principal Sales Consultant - HCM, Oracle Polska

    1. 1. 1 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    2. 2. Nowa organizacja HR Tomasz Zubrzycki Master Principal Sales Consultant 2 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    3. 3. The following is intended to outline our general product direction. It is intended for information purposes only, and may not be incorporated into any contract. It is not a commitment to deliver any material, code, or functionality, and should not be relied upon in making purchasing decisions. The development, release, and timing of any features or functionality described for Oracle’s products remains at the sole discretion of Oracle. 3 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    4. 4. nie był wstanie wykorzystać zaobserwowanych możliwości rynkowych z powodu Źródło: pwc 15th Annual Global CEO Survey 2012 4 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    5. 5. 83% SZEFÓW FIRM UWAŻA ŻE PROGRAMY ROZWOJU TALENTÓW MUSZĄ ZOSTAĆ USPRAWNIONE Źródło : Deloitte: Talent Edge 2020: Redrafting Talent Strategies for the Uneven Recovery, Jan 2012 5 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    6. 6. Przyczyny? Silosy w obszarze zarządzania talentami Niespójne dane Świadczenia pracownicze Planowanie sukcesji Plany rozwojowe Oceny pracownicze Rekrutacja Szkolenia Pracownicze Planowanie czasu pracy Source: Bersin & Associates, TalentWatch® Research, Summer 2011. 6 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted  Wolne reagowanie na zmiany potrzeb biznesowych  Decyzje podejmowane bez szerszego kontekstu rozwoju pracowniczego  Uciążliwa obsługa procesu
    7. 7. Rozwiązanie? Rozwój pracowniczy wynikający z potrzeb biznesowych 7 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    8. 8. Nowoczesna organizacja HR Cztery etapy rozwoju HR Strategiczny HR Dział Kadrowy Kadry Płace Reguły prawne Rola administracyjna Rekrutacja, Szkolenia Struktura organizacyjna, Syste my premiowe, HR jako partner biznesowy Zintegrowane zarządzanie talentami HR zorientowany na biznes Segmentacja Plany rozwoju talentów zorientowane na przyszłe potrzeby Globalizacja w obszarze HR Sukcesja, Kształtowanie Integracja z biznesem liderów, Coaching, Zintegrow any proces zarządzania Umożliwianie talentami podejmowania Wsparcie decyzyjne, Zarząd zanie decyzji i zarządzania Wsparcie procesów, automat yzacja Kontrola Źródło: Bersin by Deloitte, 2013 8 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    9. 9. Priorytety w obszarze rozwoju talentów Wszystkie obszary są ważne Rekrutacja Wynagrodzenia Szkolenia Oceny pracownicze Kariera i sukcesja Narzędzia społecznościowe Źródło : IDC's Survey of HR Executives, March 2013 9 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted Średnia ocena
    10. 10. Kluczowe elementy zintegrowanego zarządzania talentami KOMPLEKSOWOŚĆ 10 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. ZAANGAŻOWANIE Confidential – Oracle Restricted INFORMACJA
    11. 11. KOMPLEKSOWE ZARZĄDZANIE TALENTAMI 11 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    12. 12. Kompleksowe zintegrowane zarządzanie talentami WYNAGRADZANIE PLANOWANIE PRZYWÓDZTWO OCENA ANALIZY ROZWÓJ 12 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. ZALEŻNOŚCI Confidential – Oracle Restricted
    13. 13. PLANOWANIE ZATRUDNIENIA Dotrzyj, oceń, zatrudnij, wdróż najlepszych kandydatów Szybsze zatrudnianie najlepszych kandydatów 13 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    14. 14. OCENA Kompleksowa, sprawiedliwa ocena w oparciu o potrzeby biznesowe Zarządzanie przez cele i oceny pracownicze integralną częścią strategii firmy 14 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    15. 15. ROZWÓJ Właściwe i efektywne szkolenia w oparciu o plany rozwojowe Rozwój wymaganych kompetencji i umiejętności i podtrzymywanie zaangażowania najlepszych pracowników 15 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    16. 16. WYNAGRADZANIE Motywowanie, zatrzymywanie i nagradzanie pracowników Właściwe wynagradzanie pracowników zarówno finansowe jak i nie finansowe 16 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    17. 17. PRZYWÓDZTWO Elastyczne wykorzystanie talentów i zabezpieczenie przed utratą kluczowych pracowników Plany sukcesji dla kluczowych stanowisk i unikanie konieczności rekrutacji 17 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    18. 18. ANALIZY Wgląd w procesy biznesowe: Łatwy dostęp i czytelne informacje Pomiar kosztów i korzyści z wdrażanych programów rozwojowych; przewidywanie i plany awaryjne 18 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    19. 19. ZALEŻNOŚCI 19 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    20. 20. ZAANGAŻOWANIE PRACOWNIKÓW 20 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    21. 21. 71% pracowników nie jest zaangażowanych … koszt dla gospodarki USA to ok. $328 Mld. Gallup, Oct 2011 US Survey 21 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    22. 22. Łatwiejsza i angażująca praca z aplikacjami Kartoteka pracownicza 22 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Funkcje społecznościowe Confidential – Oracle Restricted Mobilne aplikacje
    23. 23. Procesy HR wykorzystujące funkcje społecznościowe Pozyskiwanie talentów Szkolenia i rozwój pracowniczy Analizy HR Oceny pracownicze 23 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    24. 24. Dostęp do informacji w dowolnym czasie i z dowolnego miejsca Aplikacje dostępne na tabletach i telefonach 24 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    25. 25. INFORMACJA 25 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    26. 26. Czy wiesz czy …  Twoi pracownicy rozważają odejście z firmy?  Będą pracowali tak wydajnie jak oczekujesz?  Posiadają wszystkie potrzebne kwalifikacje i umiejętności?  Są odpowiednio wynagradzani? 26 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    27. 27. Tylko 15% firm gromadzi dane z wielu źródeł do prowadzenia oceny i analizy. Te które tak robią mają o 12% wyższą sprzedaż w przeliczeniu na pracownika 27 Copyright © 2012, Oracle and/or its affiliates. All rights reserved. Źródło : CedarCrestone 2011–2012 HR Systems Survey
    28. 28. Łatwa identyfikacja i ograniczenie ryzyka odejść najlepszych pracowników Zlokalizować przyczyny i znaleźć sposoby wyeliminowania problemów z wydajnością 28 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    29. 29. Zatrzymanie najlepszych pracowników Analiza predykcyjna dobrze pracujących zespołów gdzie istnieje Wysokie ryzyko odejść pracowników 29 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    30. 30. Podejmowanie decyzji w oparciu o analizy cojeśli Łatwe przejście od analiz predykcyjnych do działań 30 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    31. 31. ZINTEGROWANE ROZWIĄZANIE 31 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    32. 32. Aplikacje Oracle w formie usługi Oracle zarządzanie talentami Rekrutacja i Onboarding Społeczność 32 Oceny i ZPC Mobilność Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Wynagrodzenia Sukcesja Integracja Analityka Confidential – Oracle Restricted Przegląd talentów Pewność Szkolenia i rozwój Bezpieczeństwo
    33. 33. Zarządzanie talentami w chmurze Najlepsze praktyki Wsparcie ROZWIĄZANIA ŚWIATOWEJ KLASY EKOSYSTEM Rekrutacja i On-boarding Oceny i ZPC Wynagrodzenia Sukcesja i Przegląd talentów Szkolenia i rozwój MODUŁY PLATFORMA Integracja 33 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    34. 34. Aplikacje Oracle HCM w wybranych branżach Liderzy branżowi stawiają na aplikacje Oracle HCM Aerospace &Defence 8 na 10 Automotive Companies Banks Chemical Companies 10 na 10 10 na10 5 na 5 Insurance Life Sciences 8 na 10 10 na 10 Consumer Engineering, Goods Construction, 5 na 5 Media & Natural Entertainment Resources 4 na 5 4 na 5 Żródło: Fortune’s Global 500 - 2013 34 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted Financial Services Healthcare 10 na 10 8 na 10 6 na 10 High Industrial Technology Manufacturing 8 na 10 Oil & Gas Telco's Travel & Transport Universities Utilities 4 na 5 9 na 10 9 na 10 8 na 10 4 na 5 8 na 10
    35. 35. Graphic Section Divider 36 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    36. 36. 37 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted
    37. 37. 38 Copyright © 2013, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Restricted

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