Nowoczesny HR w Chmurze


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  • Today we live in a 21st Century economy. This economy is service driven and there a number of challenges and opportunities that organizations face to deliver service. But one thing is certain: Companies that win today are focused on two things: taking care of their employees and taking care of their customers.Why? Simply put it is hard to win and keep loyal and engaged individuals either as employees or customers. These individuals are savvy and fickle. They are enabled by myriad choices in their purchasing decisions and for key talent – many opportunities to advance their careers. Talent is also a key driver for business strategy – we’ll explore that in this presentation. As a consumer we have become completely enabled by new technologies. For example, innovative companies like Amazon have made it so easy to buy from. They know exactly who I am and what I want, they package up reviews from other people like me and they deliver the ability to buy via my mobile device. They have blended analytics, big data, social and mobile technologies all together and make doing commerce with them a pleasure. People are now expecting the same level of care and attention at their jobs.HR has long been a deliverer of “service” but that service has been based on access to systems and efficiencies. When we think of 21st century service we go well beyond. Of course, top performing companies have long recognized that HR is much more than a service center, the strategic value of this function continues to increase. Let’s take a closer look at some of the trends at hand.
  • There are 4 major external forces that are impacting HR specifically today:Talent Complexity: The need for talent is constant but right now it’s greater than ever with chronic labor market imbalances disrupting global business, shift of demographics, global problems with retention, the increase of contract labor, the large amount skill gaps, and managing a multi generational workforce.Employees Want a Customer Experience: Today’s employees are accustomed to a new consumer-driven culture where they are cared for, have a voice, are connected and can get things done when and where they want.Impactful Data and Analytics: Technology and the massive increase in scale and diversity of people data-sets are creating an unprecedented opportunity to ask and answer better questions, as well as gain access to HCM predictions of improved quality. This has empowered HR but also created new executive expectations.Social Changes Everything: The explosive growth of social media has changed everything from the way people communicate to the way they manage their careers.
  • In addition to battling a tough talent market and adopting new technologies and new ways of working the workforce itself is changing. A wave of Baby Boomer retirements may soon hit companies worldwide, taking valuable skills and knowledge away and leaving unprepared companies in a precarious positionAccording to Pew Research, 10K people will turn 65 every day for the next 16 years but at the same time, many workers have delayed their retirement, waiting for their investments to come back after the recession. Some say up to 40% of today’s workers will retire in the next 4 – 7 years. No one really knows when people will retire and how that will in turn impact job and skill replacements. With so much uncertainty surrounding the talent market in the years to come, companies absolutely have to be prepared with strong talent strategies, deep workforce in sights and comprehensive succession planning. Companies that do will be able to move with agility when change strikes; companies that don’t will be left struggling. Pew Study:
  • Let’s take a quick poll:Which of these trends have you seen affect your HR organization the most? Please indicate all that apply. Talent ComplexityEmployees Want a Customer ExperienceImpactful Data & AnalyticsSocial Changes Everything Are there other trends you’re seeing?
  • To overcome these challenges and capitalize on opportunities, the modern HR leader has to help differentiate their companies with the right talent and leverage the changes around employee experience, data and analytics and consumer technologies to their advantage. This means looking at HR strategies and technologies through the lens of key company stakeholders, including your C-suite and your employees. Key questions to ask your organization are:How do you develop and execute an HR and talent strategy that’s information-rich, engaging, aligned to the business and driven by data? How do you realistically make it all happen? There are four key factors in delivering modern HR. Being:Talent Centric:  This is how you find, grow, and retain the best people Collaborative:  We talked about enabling people and teams to work better together. This can be done by integrating social capabilities to enable collaboration throughout the organization Insightful: HR is expected to give people the information they need to be effective. This means providing complete workforce insights for every departmentEngaging And Mobile:  Finally, HR is being asked to make systems accessible to everyone. In today’s workplace, that means making it easy for everyone to use on every deviceLet’s take a closer look at best practices for the modern HR leader
  • Let’s take another quick poll. Which tenets of modern HR are most important to your company and where do you see your company making the most investment in the next 12-24 months? Please indicate all that apply. Talent centric: We’ll invest in talent management technologiesCollaborative: We’ll invest in technology to enable better workforce collaborationInsightful: We’ll invest in analytics and workforce predictions technologyEngaging and Mobile: We’ll invest in technologies that enable a better user experience, including mobile access
  • The ability to source, hire, develop and retain the best talent will undoubtedly give companies a competitive edge. PwC’s 2012 and 2013 Global CEO survey pointed out the serious impacts companies have experienced due to talent constraints and how top of mind the talent issue is. But this goes well beyond the health of just those projects or innovations, it affects the overall health of the company and the market itself. Talent shortages can drive slow-downs in the market and sluggish economies. It’s a very big deal.In the 2013 survey, “availability of key skills” was named one of the top 4 potential business threats to growth prospects, with 58% of CEOs naming it as a threat. That is perhaps why 77% of the CEOs in the survey anticipate some or major changes in their talent management strategies over the next year.In the 2012 PwC survey, CEOs highlighted the cost of talent constraints listing the inability to innovate, the inability to pursue market opportunities and the cancellation or delay of strategic initiatives
  • As we discussed earlier, social has changed the way people communicate. Mobile also has a hand in this. Remember the missed connections before cell phones? The inefficiency of faxes and snail mail? While many in the workplace remember that time well, technology has infiltrated our lives to the point where few would wish to go back. On the contrary, people expect connecting to be easy, whether their colleague is one cube over or halfway across the world. CEB’s report, Breakthrough Performance in the New Work Environment, notes that 67% of employees report an increase in work requiring active collaboration and 76% of employees reported a significant increase in time spent working with data and informationThis is good news for companies. Increased collaboration can lead to greater productivity and increased employee knowledge, even without formal training. Plus, if employees feel connected to their managers and peers—and in turn the company at large—they are more likely to be satisfied, productive and retained workers. The increase in data work is also a positive trend though CEB cautions that companies must also focus on proficiency. When it comes to the tools they use, employees want office applications that are inspired by consumer applications—fast, simple and context-sensitive so completing work transactions is as easy as buying a book online. Why is it so important to listen to this demand? Well as an HR leader, you don’t want to put forth a great new talent strategy or invest in a state-of-the-art application only to find that no one is using it. Your success depends on getting your users—and this includes executives, managers and employees—to get on board and adopt the solutions you’ve selected.And as a business leader, you want to ensure that your employees are productive. CEB reports that while 99% of employees use some form of technology on the job, less than 40% feel they have the technology needed to be productive. CEB says that end user surveys show that employees want easy to use technology that will help them collaborate, make decisions and get their work done. Out of 9,900 global employees surveyed by CEB, 38% of them—the largest number listed—said that having devices and applications as easy to use and intuitive as possible—was the most important technology attributeThis is likely why user experience ranks so high with HR decision makers when purchasing new technology.
  • We talked earlier about CEOs demanding more insight from their HR leaders given the increased access to a wealth of data from a variety of internal and external sources. In PwC’s 2012 global CEO survey, upwards of 70% of CEOs said that relevant workforce information—such as costs of employee turnover, ROI on investment in human capital, assessments of internal advancement and staff productivity—was important or very important. But in the majority of cases, less than 30% said they were getting comprehensive information today. ( it’s not just about satisfying the C-suite. It’s about empowering your greater workforce with direct access to business intelligence so they can make smart decisions in real-time. This will likely improve the numbers your CEO is clamoring to see. This also ties back to finding, hiring, developing and retaining the right talent. While there are many factors in providing holistic talent management, insight is a must. Otherwise, how can managers understand the characteristics of a top performer so they can make better hires in the future? How can they know if a top performer is at risk to leave? And how can they identify future leaders? Take it up a level and consider how you—the HR leader—can best support your organization through market shifts, company directional changes and new opportunities? You need to constantly have the best talent strategy at hand and be able to move with agility when things change and neither of these is possible without insight. By having access to internal and external intelligence and by having the tools at hand to process that data and use it to model outcomes, you’ll be able to make evidence-based recommendations and be more confident about their outcomes. So how do you make it happen? In their 2013 HR Systems study, CedarCrestone found that at top performing companies, managers are more likely to have direct access to workforce data needed for decision making, in real time, and with integrated data coming from multiple sources. They also point to a growing trend of analytics being embedded in applications. But still only 39% of businesses are currently using integrated analytics from HRMS/HRIS according to Visier Inc. 2012 Survey of U.S.-Based Employers; conducted by Fisher Vista. (Article Source: bottom line is that you need to invest in getting a clear and holistic view of your workforce data and having the tools at hand—including widespread access to reports, predictive analytics and modeling tools--to understand what that data means. Luckily for the non-number crunchers of the world, new applications help HR leaders and LOB managers view, analyze, predict and model data with contextual and user-friendly charts and dashboards.
  • So now that we’ve talked about the trends and best practices powering modern HR, let’s talk more about how to make it all happen. Oracle understands that modern leaders need modern technology solutions and we’ve built up a complete portfolio of cloud applications designed to help HR leaders capitalize on the trends we covered. Oracle’s solutions are:Digital by designSocial from the outsetAnd have:Native mobilityEmbedded analyticsRe-imagined businesses processes This enables you to create a business that is digital by design -- powered by consumer technologies that radically simplify and fundamentally transform your engagement with customers, suppliers, partners and employeesLet’s go back to our tenets of modern HR and discuss how Oracle supports each one.
  • Adoption is Fast and Easy: Oracle business applications delivered via SaaS deploy more quickly than on premise because Oracle does most of the heavy lifting, including all of the infrastructure management. For years these applications lived in and were managed by the data center with business users controlling only what they needed to do their jobs. The beauty of Oracle’s SaaS-based business applications is that these powerful, fully functional, enterprise-class business applications can be put in the hands of the business teams who rely on them on a daily basis. Get Innovation Faster: Having the latest and greatest features for your business applications, such as mobile and social, doesn’t just make work more fun, it makes work more efficient, and workers more productive. The cloud opens the door for innovation by introducing new functionality and new ways to collaborate and share information, both within the enterprise, with customers and across your partner ecosystem. Oracle’s SaaS business applications are continuously updated, not only to improve functionality, but for security, usability, patches and bug fixes, and it’s all done in the background, transparent to the users in your organization. Your team can just start using new features right away to make better, more informed business decisions. Flexibility for Users and Business: Oracle’s SaaS business applications make it easier to increase and maintain flexibility because it’s easier to get new users up and running, turn on modules or components that weren’t part of your original deployment or add another application from the Oracle SaaS portfolio. Cut your applications cost: The subscription pricing model used by Oracle allow more flexibility in terms of licensing than traditional approaches to application licensing. And if you want to extend the capabilities of Oracle SaaS applications, your IT team can easily and rapidly do so using the same development tools it’s already familiar with, also offered in a subscription model. This saves time, cost and lowers your investment risk. These extensions are upgrade safe, so that they will continue to function when the application and underlying platform and infrastructure are upgraded. Oracle, of course, also takes on responsibility for the costs of hardware infrastructure and security, which means lower costs and less spending on manpower for business that adopt SaaS business applications from Oracle. Trusted by IT: There was a time when the idea of business managers choosing and adopting software applications was considered “going rogue.” Especially with Web-based applications that require nothing from the user but an Internet connection and a Web browser, IT could potentially be left in the dark about who was using which applications in the business. Fortunately, Oracle’s SaaS applications are backed by one of the most trusted and familiar software vendors in the world, with a long history of developing secure applications that can protect sensitive business data.
  • Let’s look first at being talent centric: finding, growing and retaining the best people. Oracle HCM Cloud provides a complete talent solution that serves every component of your talent strategy - from social sourcing through talent review and succession planning. This holistic approach gives you the visibility and tools to understand the best sources of talent, onboard talent quickly, align employee goals to company goals and develop strong leaders. It also engages employees by helping them to understand what is expected of them, why it’s expected and what the outcomes will be. This is only possible if the talent process flows end-to-end in a complete system. This gives you the ability to address the talent gaps, turnover, lack of skills and other challenges that talent complexity bring us. The first part of the equation is finding the best talent. To help you do this, Oracle offers recruiting, social sourcing and onboarding solutions. With social sourcing, you can expand your access to top talent by tapping into the power of social connections—your own and more important, your employees. You can then lead that top talent—as well as recruiters and hiring managers--through an easy and intuitive recruiting and onboarding process. A consumer-like experience will go a long way in improving candidate and hiring manager satisfaction and greater efficiencies can directly impact your company’s bottom line by cutting time and costs from your recruiting process. Recruiting:Quickly find talent with global posting and talent search capabilities, easily tailor your recruiting solution to local requirement, and make modifications as requirements and business needs changeDecrease sourcing costs, increase recruiter productivity and easily integrate with other HR applicationsSocial Sourcing:Streamline marketing activities, reduce sourcing costs, and turn your employees’ social connections into valuable recruiting assets to generate high quality referralsAutomate recruitment marketing campaigns and increase employee participation with an easy-to-use gamified interface that can be configured to meet complex branding, language and security requirementsOnboarding:Improve the productivity and engagement of new hires by streamlining the onboarding process and empowering them with the resources and knowledge to be successfulIntegrate with recruiting, global HR and learning to ensure data integrity, deliver required compliance courses, track completion and ensure new hires ramp up quickly
  • People are social creatures.People work harder for social reasons than they do monetary reasons.Most people stay at work for reasons such as “I like my manager,” “I like the culture” and “I feel valued” rather than “I’m paid a fair wage.” Communications are the key to sharing culture, positive feedback and help. HR is being asked to facilitate Oracle HCM is built to support the modern work paradigm, one of working together, communicating and in an open collaborative fashion. This helps employees in getting public recognition by advertising their skill sets and experience to build a positive image and seek better opportunities, and it also allows managers to better understand their workforce and source skills to the right jobs. It helps to share knowledge from seasoned senior employees to newer hires.High Impact Collaboration:Improve employee engagement, productivity, and collaboration across the organization with pervasive, social capabilities embedded in the key context of HR processes, social sourcing, social performance, goal and career management and social learning as well as shift swapping.Help employees connect with an integrated social networkBuild teams, enable conversations and fuel collaboration with social project managementUnderstand where value is created through business intelligence thatmines social data and ensures accuracy through activity streams thatprovide real-time updates.Encourage participation by providing critical search capabilities,workspaces and connection information to easily find answers anddetails needed.Enhance employee satisfaction and speed productivity by including informal kudos and comments in performance documents that accumulate ongoing feedback from all relevant business interactions
  • Information is need to make decisions whether they are simple decisions such as approving an expense report or are large, forward looking decisions such as whether or not a business investment in a new area has the right people behind it to be successful. Aging populations, shifting demographics, rising and falling economies, and multi-generational issues can have a significant impact on workforce decisions – for employees, managers and HR professionals. Not being able to accurately predict how all the moving parts fit together, and where you really have potential problems, can make or break an organization. Companies who make business decisions based on insight vs. instinct are much stronger performers than those who do not. According to a 2012 Economist Intelligence Unit survey, of companies that made data driven decisions 50% were strong performers vs. companies that made more instinct-driven decisions, of which only 38% were strong performers. HR can lead the intelligence charge by providing insight to every department—from execs to line of business managers. And Oracle can help with embedded analytics, workforce predictions and big data solutions. Embedded Analytics: Instead of limiting BI to managers or designated users, Oracle delivers intelligence to users who need it to support their business processes. Analytics are embedded throughout the system and linked directly to transactions and decision points, providing relevant information on each screen and delivering dashboards, graphs and reports in a role-based contextYou can run unlimited reports and dashboards, include custom fields and blend with other datasetsWorkforce Predictions: See into the future, analyzing worker performance potential, risk of attrition, and enabling what-if analysis on ways to improve your workforce.Predict both team and individual performance using current and historical indicators and blending information from sales, projects or financeUnderstand and correct the attributes that contribute to increased attritionTest potential outcomes with “what-if” models that can be personalized, configured and updated.For example, imagine understanding which recruiting agencies are providing the highest-quality recruits by comparing first year performance ratings with sources of hire. Being able to see potential problems before they occur and take immediate action will increase morale, save money, and boost your competitive edge. Big Data Solutions:Acquire, organize and analyze the internal and external information needed to answer critical questions, highlight and remediate organizational challengesInclude non-traditional sources of information – including structured and non-structured data; internal information and information from trusted external sources so the information presented has greater relevance to the attainment of your goals and objectivesWays you can use Big Data:Opt-in for cleansed data sharing across Oracle clients to set benchmarks, such as expected time to hireGenerate Talent Acquisition insights Analysis of over 300 Million Job ApplicationsNearly 10 years of job market dataKey Metrics/AnalyticsProcess Efficiency (Time to Hire, Time to Source, etc.)Hiring Source EffectivenessCandidate Demographic Analysis
  • The consumer experience hasbled into the workplace. This is increasingly evident in the way that users expect to interact with applications.They want simple and intuitive experiences, focused on quick, task-driven transactions and tailored to their role. Just as a childless adult doesn’t want to be served up a Google ad or email about a sale on diapers, an employee doesn’t want to have to wade through a bunch of irrelevant reports and functions to get to what they need. They want relevant information at their fingertips. In Oracle HCM Cloud’s role based solution, your employees only see what they need so they can get their work done fast. And they can see it all on their computer or mobile device of choice. The result for HR is increased adoption and a more productive, more engaged workforce.Simple, Role-Based UIWhen an employee logs in, she can navigate to her personal information, a company directory, her career planning info, a navigator or application settings. That’s it. When a manager or executive logs in, they’ll see additional information they need to manage their teams and execute reportsAll users can dive in and start using the app without having to go through lengthy and cumbersome trainingMobile AccessDeliver mobile capabilities to meet the needs of a workforce on the go; both browser-based and native applications are optimized by user role and deviceDedicated mobile app can be downloaded quickly and simplyExecutives, managers and staff can access reports and complete key tasks on any device, anywhere, anytime
  • Providing easy system access to everyone isn’t just about being mobile though—it’s also about being global. Whether your employees are in your headquarters or starting up a new office across the ocean, you want to ensure they have a seamless experience. Oracle covers you—completely and securely—around the world so you have the efficiency and insight you need to operate with agility and make informed, data-driven decisions on a global scale. A complete global solution with multicountry capabilities enables you to streamline global processes, comply locally, and quickly adapt to organizational and legislative changes. This helps you run a tight ship and also supports your local employees and keeps them connected to the company at large.
  • We’ve talked about some key tenets of modern HR and how you can use technology to address the trends at hand and take advantage of opportunities. We touched on only certain aspects of Oracle’s cloud solution but we offer a complete HR and talent suite that supports the entire employee lifecycle from hire to retire and helps you streamline operations, align talent management to organizational needs and provide actionable insights to your C-suite. The Oracle HCM Cloud Service provides:A cloud computing platform that is enterprise grade HCM capabilities that span all of HCM – not just pieces of it Full application suite capabilities including a common mobile, social and business intelligence capabilities, A full complement of security, access control, development, deployment, storage, and content management capabilities The “silver lining” of the Oracle HCM cloud is that social mobile and analytics were planned for and baked in from V1, they were not an afterthought. Oracle understands where technology is going and you can see that by the very forward looking way we baked in these newer technologies from the start.The broad Oracle technology offers scalability and extensibility which means that if your business has some unique requirements for example unique compensation needs – with our Custom Cloud you can build out those requirements even though it is a cloud solution which is typically inflexible. Our platform services are easy to use, instantly provisioned Standards-based to prevent lock-in and enable faster business innovation Enterprise-grade for superior security, performance, and reliability Simple with subscription-based pricing that includes software licenses and support. Your developers will like this. The common infrastructure enables consistency across all applications solutions and houses data in a way that eases business intelligence.
  • Brocade is Supplier of data center storage networking solutions based in the United States and used in 90 percent of Global 1000 data centers, with a focus on SAN switching and server connectivity. OpportunityThe company had outgrown its custom performance and compensation solutionsHome grown systems became hard to maintain and very expensive to changeSolution Footprint: Oracle Global HR Cloud – Fusion Workforce Compensation Oracle Talent Mgmt Cloud - Fusion Goal Management Fusion Talent Management Base Fusion Performance Management Sales ProcessGot the company interested in the EAP program after extensive conversations with Product Strategy and CVCFusion-certified HCM SC did all on site demosMultiple sessions with implementation consultantsThe company also looked at Workday and SF, but chose Fusion over the competitionWhy Oracle?Existing Oracle customer, which has always been Oracle friendly. Brocade always includes Oracle in evaluationsAfter going through a very detailed solution evaluation and process by process mapping, the company was left very impressed with the breadth and depth of Oracle Fusion HCM solutions, basically Fusion met customer’s needsReally liked usability and expect good user adoptionEmbedded BI was a key factor in sealing the dealLove the fact that we offer different deployment options and that they can easily switch to On Premise if SaaS doesn’t work out for the businessAdditional information for this customer can be found on the Win with Oracle Applications blog: customer was featured in an external reference asset : Momentum Press Release Customers Worldwide Choose Oracle Fusion Human Capital Management in the Cloud Sales Reference Forum Conversation with Fusion HCM Customer, Brocade
  • FICO is based in California.Public company based in the US that provides analytics and decision making services—including credit scoring—intended to help financial services companies make complex, high-volume decisions.FICO did all of their compensation and performance reviews manually. They used word documents for performance reviews and excel for comp. FICO needed a system of record.FICO loves the cloud. They don’t have to worry about the backups, cloud upgrades or enhancements. It’s all done for them automatically and the business value is that it frees up time for the HR department to focus on other work. Solution Footprint: Oracle Global HR Cloud – Fusion Workforce CompensationFusion Transactional Business Intelligence Oracle Talent Mgmt Cloud - Fusion Goal Management Fusion Talent Management Base Fusion Talent Review Fusion Performance Management CUSTOMER ALSO HAS: Oracle Service Cloud – RightNow Contact Center - Desktop - EnterpriseRightNow Web – SearchRightNow Web - Web Sessions This customer was featured in an external reference asset: Video FICO Maximizes Business Value Using Fusion HCM in the Cloud
  • Herbalife is a Global direct selling company that is based in the United States and provides scientifically advanced inner and outer nutrition to help millions of people pursue a healthy, active, and financially rewarding lifestyle.Business Drivers/Opportunity:Herbalife wanted a system to help simplify its HR and talent management processes and enhance global reporting capabilities.Why We Won:A long-time Oracle customer across technology, apps, and On DemandViews Oracle as a highly trusted solution partnerHas deep knowledge and experience with Oracle Fusion Middleware, and therefore, excited and eager for Fusion ApplicationsIntegrated, comprehensive, global HCM platformSaw Oracle Fusion Talent Management capabilities as key to its HR transformation projectThe customer specifically had a WOW moment when they saw they could manage employees’ performance rating, merit increases, and bonuses all in one grid (its existing SuccessFactors couldn’t do this)Runs Taleo and were thrilled to hear about Oracle’s purchase of TaleoResults:Improved employee performanceTransformed HR with talent management capabilitiesImproved global employee visibility and reportingSolution Footprint: Oracle Global HR Cloud – Fusion HCM BaseFusion Payroll InterfaceFusion Transactional Business IntelligenceAdditional information for this customer can be found on the Win with Oracle Applications blog: customer was featured in external reference assets: VideoHerbalife's Success with Oracle HCM Cloud Video Montage Customers Worldwide Choose Oracle Fusion Human Capital Management in the Cloud Logo Approved for External Usage Video Montage Oracle ERP and HCM Clouds Drive Businesses Forward Video Game Changing HR with Oracle Cloud Momentum Press Release Customers Worldwide Choose Oracle Fusion Human Capital Management in the Cloud
  • Lane Construction isNorth American heavy civil contractor that has constructed quality highways, bridges, locks, dams, mass transit and airport systems in 20 states. It also produces bituminous and precast concrete, and mine aggregates.Oracle Global HR Cloud – Fusion Workforce CompensationFusion Talent Management Base (to support Workforce Compensation)Fusion Transactional Business Intelligence
  • Marketsphere is United States-based provider of strategic advisory and technology experts to help deliver integrated ERP, BI, and EPM solutions that optimize business performance.Solution Footprint: Oracle Global HR Cloud – Fusion HCM BaseFusion Workforce CompensationFusion Transactional Business Intelligence Oracle Talent Mgmt Cloud - Fusion Performance Management MarketSphere Consulting, LLC is an Oracle Platinum Partner that provides strategic advisory and technology experts to deliver integrated enterprise resource planning, human capital management (HCM), business intelligence (BI), and enterprise performance management solutions to optimize business performance. Its solutions address a broad range of process, technology, and organizational needs within the finance, human resources (HR), supply chain, and sales and marketing functions, with specialization in strategic business performance, technology integration, and enterprise transformation initiatives. Founded in 2002, the company has grown extensively over the past 10 years, expanding to 11 locations across the United States.  MarketSphere wanted an HR solution that could ensure its staff members were getting the feedback they need for personal growth, while providing management with an accurate view of available resources. Licenses for the company’s legacy HR software package were up for renewal, and the management team decided to evaluate leading solutions to identify the best fit for MarketSphere’s talent management needs. The team knew it wanted to implement a cloud-based solution to help it maintain a lean corporate back office, while providing HR staff with the business intelligence capabilities they required.After an extensive review process, MarketSphere selected Oracle Fusion Human Capital Management Base Cloud Service because the solution best met its functional requirements. It offered all the HR capabilities that the company needed―such as comparative annual reviews and resource management. Further, Oracle could deploy the solution in the cloud within MarketSphere’s aggressive eight-week timeline, so that the new system was in place before the legacy licenses expired. Further, Oracle Fusion Human Capital Management Base Cloud Service offers features that complement the organization’s focus on talent management and provides the flexibility MarketSphere requires as it develops additional programs to attract and retain top performers. In addition, the product’s interface is user-friendly and enables nontechnical staff to drill down to staffing and talent-management process details. MarketSphere has also implemented compensation, benefits, and performance management from Oracle Fusion Human Capital Management, as well as used the BI capabilities to gain further insight into staff development. This customer was featured in external reference assets : Profit Magazine Article including quotes from CRMIT, Land O'Lakes and Marketsphere Five Ideas: Oracle Fusion Applications Spotlight MarketSphere Consulting Implements Cloud-Based Human Resources Platform Within Eight Weeks, Increases Talent Management Functions Sales Reference Forum Fusion HCM insights with Customer, MarketSphere LLC Momentum Press Release Customers Adopt Oracle Fusion Human Capital Management to Help Maximize Valuable Assets and Achieve Business Goals
  • Mipro is System integrator with a focus on PeopleSoft products. It offers implementation, upgrade, optimization and training services for PeopleSoft HCM, Financials, ALM, and SCM, as well as Business Intelligence and Fusion Applications products.Solution Footprint: Oracle Global HR Cloud – Fusion HCM BaseFusion Payroll InterfaceFusion Workforce CompensationFusion Transactional Business Intelligence Oracle Talent Mgmt Cloud - Fusion Goal Management Fusion Performance Management
  • National Instruments is a Texas-based producer of automated test equipment and virtual instrumentation software, including data acquisition, instrument control, and machine vision.Business Drivers/Challenges:National Instruments was experiencing enormous international growth. It wanted to provide exceptional support to its employees, deliver easy-to-use HR tools, and improve management visibility across the enterprise.Why We Won: Oracle demonstrated a solid sales strategy which was a coordinated effort between Sales, Development, and National Instrument’s system integrator, KBACE.National instruments had an enormous level of detailed requests and Oracle responded to all of themThe Oracle sales team executed consistently on a very timely basisExpected Benefits:  Provided an easy-to-use, multi-lingual / multi-currency HCM platformImproved workforce visibility and labor managementImproved decision makingSolution Footprint: Oracle Global HR Cloud – Fusion HCM BaseFusion Payroll InterfaceFusion Workforce CompensationFusion Transactional Business Intelligence Oracle Talent Mgmt Cloud - Fusion Goal Management Fusion Talent Review Fusion Performance Management Taleo RecruitingTaleoOnboardingTaleo LearnAdditional information for this customer can be found on the Win with Oracle Applications blog: customer was featured in an external reference asset : Video National Instruments Use Oracle Fusion HCM to Align Business Logo Approved for External Usage
  • Profource is a Dutch professional services company that provides specialist support to optimize business processes, accounting, architecture and infrastructure for Oracle applications and technology customers.A word from Profource“Implementing Oracle Fusion Human Capital Management helped us create a centralized, highly efficient environment to manage and develop our employees, while improving our competences and competitive advantage, as well as decreasing costs.” – Berry Clemens, Director, Profource ChallengesSupport growth by enhancing the human capital management (HCM) system, so that employees had more opportunities expand their skill sets as providers of specialized support to companies and institutions by delivering services for Oracle applications and technologyStandardize and automate HCM administration to optimize professionals’ assignments, based on availability and specific competences in accounting, Oracle architecture, or Oracle infrastructureDeploy a comprehensive system that meets specific HCM requirements, such as deploying the correct skill set to avoid complex integrations between various standalone systems that are expensive to build and maintainSolutionsCentralized information about employee competencies and achievements, previously spread over a heterogeneous environment, allowing better and faster employee assignments to projects that resulted in a strong competitive advantage in the IT services marketSaved 10% to 15% by using self-service and talent development, and saved 40% though better training and improved integration for time and expense reportingReduced back-office-related costs for HCM, bringing costs under the targeted percentage of the company’s revenue with ability to continue decreasing this ratio as the company grows, thanks to a centralized systemAchieved a holistic and integrated view of the complete HCM environment by adapting a single, standardized, companywide HCM system, resulting in an up-to-date view for better assignments of IT talentWhy OracleProfource chose Oracle HCM based on the solution’s functionality to better manage, support and develop employee competence.Solution Footprint: Oracle Global HR– Fusion HCM Base Oracle Financials– Fusion AutomatedInvoiceProcessingFusion Financial Reports CenterFusion FinancialsFusion Transactional Business Intelligence for Financials Oracle Procurement– Fusion Transactional Business Intelligence for ProcurementFusion Purchasing Oracle Project Portfolio Management– Fusion Project BillingFusion Project ContractsFusion Project CostingFusion Project Performance ReportingFusion Transactional Business Intelligence for Projects Oracle Sales Cloud– Fusion CRM BaseFusion ContractsFusion Transactional Business Intelligence for CRMThis customer was featured in an external reference asset : Article (Success Story) Profource Improves Competitive Advantage, Limits Human Resources Management Costs by 30% with Next-Generation Applications
  • Vinci is The world leader in concessions and construction, based in France and employing 200,000 people in 100+ countries. Vinci designs, builds, finances and manages transportation systems, buildings, urban developments and water, energy and communication networks.Solution Footprint: Oracle Global HR Cloud – Fusion HCM BaseFusion Workforce CompensationFusion Transactional Business Intelligence Oracle Talent Mgmt Cloud - Fusion Talent Review Fusion Performance Management
  • To wrap up, let’s hear from some of these customers and see how they are delivering modern HR in the cloudVideo link:
  • Nowoczesny HR w Chmurze

    1. 1. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.1 Celem niniejszej informacji jest przedstawienie ogólnych kierunków rozwoju produktów firmy Oracle. Służy ona jedynie do celów informacyjnych i nie można jej włączyć do treści żadnej umowy. Nie stanowi ona zobowiązania do dostarczenia żadnych materiałów, kodu ani funkcjonalności, i nie należy brać jej pod uwagę przy podejmowaniu decyzji o zakupach. Opracowywanie, wprowadzanie na rynek oraz termin udostępniania opisanych cech i funkcjonalności zależą wyłącznie od firmy Oracle. Safe Harbor
    2. 2. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.2 Nowoczesny HR w Chmurze Bartłomiej Ślawski Applications Sales Leader Poland & Baltics
    3. 3. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.3 Kadry dzisiaj: nowe trendy i oczekiwania
    4. 4. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.4 Dbaj o swoich klientów Dbaj o swoich pracowników Wartość firmy kreują jej pracownicy XXI wiek Gospodarka nastawiona na usługi
    5. 5. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.5 Kwestie uzdolnień i umiejętności01 Pracownicy chcą być traktowani jak klienci02 Istotność danych i narzędzi analitycznych03 Media społecznościowe: wielkie zmiany04 Cztery główne czynniki kształtujące kadry XXI wieku
    6. 6. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.6 Przemiany profilu zatrudnionych Przez kolejne 16 lat każdego dnia 10 tys. osób osiągnie wiek 65 lat, odchodząc z pracy i zabierając ze sobą newralgiczne umiejętności i wiedzę. Źródło: Pew Research, 2013 r. ?
    7. 7. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.8 Wyjść naprzeciw zmianom: nowoczesne kadry
    8. 8. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.9 Zorientowane na uzdolnienia Oparte na współpracy Merytoryczne Chętnie używane i mobilne 01 02 03 04 Podstawy nowoczesnych systemów kadrowych
    9. 9. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.11 77% dyrektorów generalnych przewiduje w najbliższych 12 miesiącach zmiany w strategiach zarządzania uzdolnieniami dyrektorów generalnych dostrzega problemy z dostępnością kluczowych umiejętności58% Skutki braku uzdolnionych kadr: 31% firm nie mogło wprowadzać skutecznych innowacji 29% nie mogło wykorzystać sposobności rynkowej 24% musiało anulować lub opóźnić strategiczną inicjatywę Źródło wszystkich danych: 15. i 16. roczna ankieta PwC dla dyrektorów generalnych na całym świecie, lata 2012 i 2013 Rośnie znaczenie uzdolnień
    10. 10. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.12 Nowoczesna praca wymaga nowych narzędzi i technologii 67% 38% wzrost współpracy 76% więcej pracy z danymi najważniejsza łatwość i intuicyjność obsługi Chociaż 99% pracowników używa w pracy różnych narzędzi technologicznych, mniej niż 40% z nich czuje, że ma narzędzia potrzebne do produktywnej pracy Źródło: CEB, raport dla kierownictwa: Przełomowa wydajność w nowym środowisku pracy, 2013 r. W sposobie pracy zachodzą zmiany Źródło: CEB, Baza danych testowych help desk; Testy porównawcze narzędzi informatycznych
    11. 11. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.13 <30% >70% Tylko 39% firm używa obecnie zintegrowanych funkcji analitycznych systemów informacji o personelu i zarządzania kadrami; 62% nadal używa arkuszy kalkulacyjnych otrzymuje przeważnie wyczerpujące informacje Źródło: Visier Inc., Badanie pracodawców w USA przeprowadzone przez Fisher Vista, 2012 r. szefów uważa, że merytoryczna wiedza o personelu jest szczególnie istotna Źródło: 15. roczna ankieta PwC dla dyrektorów generalnych na całym świecie, rok 2012 Informacje o personelu mają teraz newralgiczne znaczenie i
    12. 12. Nowoczesne rozwiązania kadrowe w chmurze
    13. 13. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.15 Nowoczesne systemy kadrowe: Zorientowane na uzdolnienia Znajdowanie, rozwój zawodowy i zatrzymywanie najlepszych Oparte na współpracy Integracja funkcji społecznościowych ułatwia współpracę w całym przedsiębiorstwie Merytoryczne Kompleksowa wiedza o personelu dostępna w każdym dziale Chętnie używane i mobilne Łatwe w obsłudze, dla każdego i na dowolnym urządzeniu 01 02 03 04
    14. 14. Zalety chmury Szybkie i łatwe wdrażanie Szybszy dostęp do innowacji Elastyczność dla użytkowników i firmy Zaufanie działu IT Redukcja kosztów aplikacji
    15. 15. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.17  Szybsze pozyskiwanie dobrych pracowników dzięki rekomendacjom społecznościowym pracowników, fanów i obserwujących  Intuicyjne narzędzie rekrutacyjne dla menedżerów  Łatwe przesiewanie kandydatów  Optymalizacja procesu wdrażania nowego pracownika zwiększa jego skuteczność Najcenniejszym zasobem Hyatt są utalentowani pracownicy, którzy dbają o potrzeby naszych klientów. ~ Randy Goldberg, wiceprezes firmy Hyatt ds. rekrutacji “” Rekrutacja i źródła społecznościowe Zorientowane na uzdolnienia Znajdowanie, rozwój zawodowy i zatrzymywanie najlepszych
    16. 16. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.18  Portale umożliwiające dostosowywanie planów szkoleń  Zintegrowany system zarządzania uzdolnieniami i celami obsługuje realizację, śledzenie, zarządzanie i raporty dotyczące wszelkiego rodzaju szkoleń  Plany rozwoju zawodowego pomagają zatrzymać pracowników Oracle Learn umożliwia szybkie tworzenie łatwych w użyciu portali, co pozwala nam obsługiwać zróżnicowane grupy użytkowników na jednej platformie. Wskaźnik realizacji wymaganych szkoleń wzrósł z 74% do 92%. ~ John Damery, dział platform szkoleniowych, Magellan Health Services “” Spersonalizowane szkolenia Zorientowane na uzdolnienia Znajdowanie, rozwój zawodowy i zatrzymywanie najlepszych
    17. 17. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.19  Interaktywna, 9-polowa struktura do dokonywania kompleksowych przeglądów uzdolnień personelu  Wczesne sygnały ostrzegawcze dzięki analizie predykcyjnej  Inteligentny algorytm wykorzystujący dobrze zbudowane profile uzdolnień wspomaga definiowanie celów rozwoju zawodowego pracowników Przewidywanie ryzyka Mamy teraz technologię, która będzie rozwijać się wraz z nami, ułatwiając nam pozyskanie, rozwijanie i poszerzanie możliwości naszego personelu na zupełnie nowym poziomie. ~ Segar Annamalai, dyrektor ds. informatycznych, ACC / WCU “” Zorientowane na uzdolnienia Znajdowanie, rozwój zawodowy i zatrzymywanie najlepszych
    18. 18. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.20 Oparte na współpracy Promowanie współpracy za pomocą wbudowanych funkcji społecznościowych  Zintegrowana sieć społecznościowa łączy pracowników  Każdy otrzymuje intuicyjny interfejs podobny do Facebooka, z ujednoliconym profilem i danymi społecznościowymi pracownika  Kontakty między pracownikami ułatwiają komunikację, naukę i pracę  Opinie zwrotne z sieci społecznościowej dają pełny obraz wydajności pracownika Oracle Social Network Oracle Social Network to rozwiązanie ściśle zintegrowane z aplikacjami chmury Oracle, takimi jak Oracle Sales, Human Capital Management oraz usługi ERP. ~ Ovum Research “”
    19. 19. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.21 Merytoryczne Kompleksowa wiedza o personelu dostępna w każdym dziale  Funkcje analityczne na poziomie szczegółowym realizowane w czasie rzeczywistym, z setkami gotowych wskaźników KPI  Raportowanie bez ograniczeń  Analiza predykcyjna i modelowanie symulacji  Pomiar wydajności kadr za pomoc analizy wielkich zbiorów danych Pomiar uzdolnień i umiejętności Te innowacyjne funkcje poprawią komfort obsługi gości i członków zespołu, pozwalając nam zachować pozycję lidera. ~ Chris Laping, wiceprezes Red Robin “”
    20. 20. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.22 Chętnie używane i mobilne Łatwe w obsłudze, dla każdego i na dowolnym urządzeniu  Wszystkie aplikacje dostępne są na nowoczesnych urządzeniach przenośnych  Jednolity, intuicyjny interfejs użytkownika na różnych urządzeniach i platformach  Łatwy w obsłudze, nie wymaga szkoleń  Pełny pakiet bezpiecznych, standardowych usług chmury zapewnia maksymalną dostępność i wartość Jednolity interfejs użytkownika Dostęp w czasie rzeczywistym do wartościowych danych i obsługa urządzeń mobilnych znacznie poprawią komfort pracy działu kadr, menedżerów i pracowników. ~ Evelyn Fuessinger, dyrektor działu Siemens GSS “”
    21. 21. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.23 Nowoczesna, globalna platforma Chętnie używane i mobilne Łatwe w obsłudze, dla każdego i na dowolnym urządzeniu  Najbardziej globalny system kadrowy w chmurze: lepszy dostęp z większej liczby krajów  Umożliwia płynne realizowanie procesów globalnych, np. transferów i ujęć kosztowych  Lokalizacja to nie tylko tłumaczenie, ale też obsługa złożonych wymagań ustawowych i płacowych Współpraca z Oracle okazała się bardzo owocna. Otrzymaliśmy pakiet oprogramowania, którego obszerność, dogłębność i jakość jest w stanie sprostać naszym ambicjom. ~ Clare Chapman, dyrektor ds. personelu w grupie BT “”
    22. 22. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.24 Wynagra- dzanie personelu Globalne kadry Wyniki i następstwo Optymalizacja personelu Analityka kadr i uzdolnień Nauka, rozwój Rekrutacja, wdrażanie Zarządzanie personelem Globalna lista płac Usługi platformy | Wydajność | Skalowalność | Bezpieczeństwo Wszystkie funkcje w kompletnym rozwiązaniu
    23. 23. Nowoczesne systemy kadrowe w akcji
    24. 24. Firma Brocade stosowała własny system wynagrodzeń za pracę i wyniki. Wraz z rozwojem działalności pojawiły się problemy ze skalowalnością i potrzeba wprowadzenia nowej funkcjonalności Brocade chciała przejść na model SaaS. Oracle HCM Cloud: • Oracle Global HR Cloud • Oracle Talent Mgmt Cloud  Większa dokładność i niezawodność, pełny zakres funkcji do zarządzania wynagrodzeniami  Kierownictwo może efektywniej zarządzać uzdolnieniami pracowników  Uproszczono lub wyeliminowano procesy ręczne i pozasieciowe Wyzwanie Rozwiązanie Rezultat Nowoczesne systemy kadrowe w akcji: Brocade Działa!
    25. 25. Ręczne, żmudne i czasochłonne procesy analizy uzdolnień stosowane przez FICO utrudniały wdrażanie. Firma chciała również wspierać młodych pracowników, zapobiegać częstej rotacji kadr, zapewnić ciągłość wdrażania nowozatrud- nionych i wzbogacić zakres szkoleń. Oracle HCM Cloud: • Oracle Global HR Cloud • Oracle Talent Mgmt Cloud  Identyfikacja pracow- ników osiągających doskonałe wyniki, dla których zachodzi ryzyko odejścia z firmy  Ułatwione tworzenie ukierunkowanych i efektywnych planów zatrzymywania i rozwoju zawodowego pracowników Wyzwanie Rozwiązanie Rezultat Nowoczesne systemy kadrowe w akcji: FICO Działa!
    26. 26. Firma Herbalife szukała systemu, który uprościłby zarządzanie kadrami i uzdolnieniami oraz rozszerzył funkcje raportów globalnych. Oracle HCM Cloud: • Oracle Global HR Cloud  Zwiększenie wydajności pracowników  Transformacja działu kadr dzięki funkcjom zarządzania uzdolnieniami  Lepsza widoczność danych pracowniczych i dostęp do raportów w skali globalnej  Wspólna platforma HCM na 60 krajów Wyzwanie Rozwiązanie Rezultat Nowoczesne systemy kadrowe w akcji: Herbalife Działa!
    27. 27. Firma Lane Construction ręcznie przetwarzała informacje o wynagrodzeniach. Było to bardzo czasochłonne i utrudniało aktualizację danych. Firma potrzebowała platformy łatwej w obsłudze i prezentującej skonsolidowane informacje o wynagrodzeniach. Oracle HCM Cloud: • Oracle Global HR Cloud  Zwiększona widoczność i dokładność informacji o wynagrodzeniach  Możliwość uwzględnienia wynagrodzeń w procesie oceny  Zwiększenie efektywności przetwarzania wynagrodzeń Wyzwanie Rozwiązanie Rezultat Nowoczesne systemy kadrowe w akcji: Lane Construction Działa!
    28. 28. Firma MarketSphere poszukiwała platformy HCM opartej na chmurze, precyzyjnie prezentującej dostępne zasoby, umożliwiającej przekazywanie pracownikom opinii zwrotnych niezbędnych w procesie rozwoju i udostępniającej rozbudowane funkcje analizy danych biznesowych. Oracle HCM Cloud: • Oracle Global HR Cloud • Oracle Talent Mgmt Cloud  Rozwiązanie wdrożone w chmurze w wyznaczonym przez firmę terminie 8 tygodni  Możliwość integracji i łatwej modyfikacji w celu dostosowania do potrzeb biznesowych  Zdobyto wiedzę na temat rozwoju personelu Wyzwanie Rozwiązanie Rezultat Nowoczesne systemy kadrowe w akcji: MarketSphere Działa!
    29. 29. MIPRO Enterprises poszukiwała nowoczesnego systemu HCM z możliwościami konfiguracji pozwalającymi dostosować system do specyficznych potrzeb wielu obszarów działalności firmy, opcjami bezpośredniej rozbudowy w celu redukcji kosztu integracji, a także opcją prewencyjnego rozpoznawania ryzyka odejścia. Oracle HCM Cloud: • Oracle Global HR Cloud • Oracle Talent Mgmt Cloud  Lepszy dostęp do najlepszych w swojej klasie funkcji  Wzrost korzystania z funkcji samoobsługowych  Uproszczona integracja z innymi rozwiązaniami  Większe możliwości rozwoju uzdolnień własnych pracowników Wyzwanie Rozwiązanie Rezultat Nowoczesne systemy kadrowe w akcji: Mipro Enterprises Działa!
    30. 30. Firma National Instruments szybko rozwija działalność na skalę międzynarodową. Jej celem było zapewnienie doskonałej obsługi pracowników, uzyskanie łatwych w użyciu narzędzi kadrowych oraz poprawy widoczności danych z całego przedsiębiorstwa, prezento- wanych kierownictwu. Oracle HCM Cloud: • Oracle Global HR Cloud • Oracle Talent Mgmt Cloud  Łatwa w obsłudze, wielojęzyczna, obsługująca wiele walut platforma HCM  Lepsza widoczność informacji o personelu, wynikach pracownika oraz zakresach umiejętności; możliwość zarządzania uzdolnieniami  Usprawnione procesy decyzyjne na wszystkich szczeblach Wyzwanie Rozwiązanie Rezultat Nowoczesne systemy kadrowe w akcji: National Instruments Działa!
    31. 31. Firma Profource chciała wdrożyć aplikacje nowej generacji Oracle, aby usprawnić swoje procesy finansowe, zaopatrzeniowe, kadrowe, sprzedażowe i projektowe, a także wypracować umiejętności niezbędne do wspomagania klientów we wdrożeniach aplikacji Fusion. Oracle HCM i ERP: • Oracle Global HR • Oracle Financials • Oracle Procurement • Oracle Project Portfolio Management Oracle CX Cloud: • Oracle Sales Cloud  Wzbogacenie informacji zarządczych dzięki osadzonym funkcjom analitycznym Oracle  Zapewnienie pracownikom dostępu na urządzeniach mobilnych  Zdobycie doświadczenia przy wdrażaniu systemu u siebie, co pozwoli lepiej pomagać klientom Wyzwanie Rozwiązanie Rezultat Nowoczesne systemy kadrowe w akcji: Profource Działa!
    32. 32. Istniejące systemy Vinci nie były w stanie sprostać wzrostowi zatrudnienia i były niechętnie używane. Firma potrzebowała systemu administracyjnego, który ułatwiłby identyfiko- wanie, zatrzymywanie i stymulowanie rozwoju zawodowego pracowników o dużych umiejętnościach. Oracle HCM Cloud: • Oracle Global HR Cloud • Oracle Talent Mgmt Cloud  Standaryzacja procesów zarządzania utalentowanymi pracownikami w celu transformacji opartej na uzdolnieniach  System chętniej wykorzystywany przez użytkowników  Globalne informacje o rozwoju i wynagrodzeniach pracowników Wyzwanie Rozwiązanie Rezultat Nowoczesne systemy kadrowe w akcji: Vinci Działa!
    33. 33. > 6 000 > 13 500 > 200 krajów: w pełni globalny > $5 mld > 3 000 >12 mln klientów Global HCM SaaS klientów Oracle HCM użytkowników Global HR i Talent Cloud roczne inwestycje w badania i rozwój (chmura: >$1 mld) klientów Global Payroll Czołowa pozycja platformy HCM Oracle
    34. 34. Klienci używający platformy HCM
    35. 35. Najważniejsze wdrożenia wg branży Usługi specjalistyczne Finanse i ubezpieczenia Przetwórstwo przemysłowe Komunikacja, media, rozrywka
    36. 36. Najważniejsze wdrożenia wg branży Inżynieria i Budownictwo Handel detaliczny i art. konsumpcyjne Opieka zdrowotna i nauki przyrodnicze Sektor publiczny i szkolnictwo wyższe Zasoby naturalne i usługi użyteczności publ.
    37. 37. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.39 Jak klienci wdrażają nowoczesne systemy kadrowe w chmurze
    38. 38. Copyright © 2013, Oracle i/lub jej podmioty stowarzyszone. Wszelkie prawa zastrzeżone.40