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- 1. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Modern HR in the Cloud Human Capital Management Cloud {Text:Name} {Text:Title} {Text:Customer} {Image:Logo}
- 2. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Safe Harbor Statement 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. 2
- 3. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Modern HR in the Cloud: Discussion Topics The Changing Nature of the Workforce The Talent Landscape Thriving with Modern HR Oracle’s Complete Cloud Offering Why Oracle? 1 2 3 4 5
- 4. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Today’s Digital Economy… Personalized Connected Insightful Mobile Secure Purposeful
- 5. Copyright © 2014Oracle and/or its affiliates. All rights reserved. …is the Digital Standard for HR HCM Personalized Connected Insightful Mobile Secure Purposeful
- 6. Copyright © 2014Oracle and/or its affiliates. All rights reserved.Copyright © 2014 Oracle and/or its affiliates. All rights reserved. What Challenges do HR Leaders Face in 2014 and Beyond? Projected shortage of college-educated workers by 2020.1 Of CEO’S are concerned about availability of key skills.2 Of U.S. workers are not engaged nor inspired by their work.3 Sources: (1) Mckinsey & Company - The world at work: Jobs, pay, and skills for 3.5 billion people, (2) PWC 17th Annual Global CEO Survey (2014), (3) Gallup, “The State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders,” 2013 6 30-40 (million) 63% 70%
- 7. Copyright © 2014Oracle and/or its affiliates. All rights reserved.Copyright © 2014 Oracle and/or its affiliates. All rights reserved. The Multi-Generational Workforce Of the workforce will be millennials in 2020 Of the millennials leave a job in under 3 years Of people would chose flexibility over more pay 56% 50% 60% 72 Is the new age of retirement The multi-generational workforce is here to stay! Sources: SHRM, 2013; Tammy Erikson, 2009; Forbes , 2013
- 8. Copyright © 2014Oracle and/or its affiliates. All rights reserved.Copyright © 2014 Oracle and/or its affiliates. All rights reserved. The Impact of Modern Technology in Today’s Workplace Of companies report employees using mobile devices at work Usage of Mobile-enabled HR processes is expected To double in the next year Cited improved collaboration Sources: Sierra-Cedar 2014-15 HR Systems Survey 61% 2x 58%
- 9. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Oracle’s Beliefs for Modern HR Systems Integrate social capabilities to enable collaboration throughout the organization Find, grow, and retain the best people Provide complete workforce insights for every stakeholder Make it easy for everyone to use on every device SocialTalent Centric Insightful Mobile
- 10. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Find, grow, and retain the best Talent Centric Ensure your best talent is in line for future leadership and critical roles Easily identify top talent and those at risk of attrition Find and quickly onboard great hires via social recruiting tools Manage employee career objectives and development to keep them engaged
- 11. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Encourage employee collaboration with integrated social capabilities Social Incorporate social feedback into employee performance reviews Modern unified employee profiles with social data Connect employees through an integrated social network Easily network, learn, and get work done
- 12. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Complete workforce insights for every stakeholder Insightful HR Performance Benchmarking with big data Role-based dashboards with embedded insights Over 900+ out of the box pre-built real-time KPIs PWC Saratoga validated predictive analytics and what-if modeling
- 13. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Easy for everyone to use on every device Mobile Complete key tasks on the go Intuitive user experience that requires zero training Role based user experiences optimized for modern mobile devices Easily access reports and insights from anywhere
- 14. Copyright © 2014Oracle and/or its affiliates. All rights reserved. The Most Global HR Platform in the Cloud Global Support > 200 countries 35 different languages 19 data centers Localization that tackles complex local requirements Quickly adapt to organizational and legislative changes Seamless execution of global processes +1000
- 15. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Drive higher employee productivity and engagement Work Life Monitor employee social media policy compliance and mitigate any risks Use innovative game mechanics to help employees reach their wellness goals Run contests so that employees can better complete work assignments Connects with a variety of consumer wearable technology
- 16. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Evolution of HR Source: Deloitte 2014 Partner Briefing Payroll-Centric Technology Talent Technology Personnel Department • Administration • Payroll • Regulation • Back Office Functions Control Operational HR • Recruiting, L&D, Org Design • Total Rewards • Service Center • Center of Excellence • HR Business Partners Serve Workforce & Automate Integrated Talent Management • Management, succession • Leadership, coaching • Integrated processes and systems, talent management Enable Decisions & Management Business Driven HR • Differentiate & segment talent plan for the future • Globalize workforce & HR • Integrate with the business Support Business Strategy for Future High Impact HR • Shift from supporting to driving through talent • User workforce data intelligently • Embed a nimble, flexible, and coordinated HR into the business Drive Business Imperatives HR ERP Technology Cloud HR Technology Next
- 17. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Oracle’s Complete HCM Lifecycle Offering Attract Talent Screen/ Select Talent Hire/ Onboard Talent Manage Org/ Employees Manage Time & Leave Manage Pay & Benefits Manage Compensation Manage Performance Develop / Grow Talent Review Talent Optimize Workforce Global Insight and Strategy Social, Mobile, Data- Driven, Secure HCM and Talent Cloud Foundation HR Employees Executive HR IT
- 18. Copyright © 2014Oracle and/or its affiliates. All rights reserved. SocialMarketing Sales Commerce ServiceCPQ Integrated Customer Experience Foundation Integrated Applications Foundation Social Network Mobile KPIs & Dashboards Predictive Analytics Integrations Globalizations and Statutory Localizations Web Mobile Social Analytics User Experience PaaS Connected Secure Global HR Talent Financials Projects Procurement Planning & Budgeting The Oracle Cloud is not just about HR
- 19. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Oracle’s Cloud Vision Personalized Connected Secure
- 20. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Benefits of the Oracle Cloud Multi – Tenant Cloud Operating Costs Speed of Innovation Adoption & Productivity Modern Cloud Personalization & Branding Upgrade Flexibility Data Isolation 1st Generation Capabilities 1st Generation + 2nd Generation Capabilities Broader Enterprise Offering
- 21. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Oracle’s HCM Cloud Leadership >6,000 HCM Cloud Run by 73% of Fortune 100 companies of Core HR Customers use Talent 65% >12m+ Global HR & Talent Cloud Employees Unequaled development investment in HCM Cloud
- 22. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Delivering Apps that make your employees more productive Single Cloud for all of your HR & Enterprise needs Focus on Modern HR capabilities Oracle’s Modern HCM Mission
- 23. Copyright © 2014Oracle and/or its affiliates. All rights reserved.Copyright © 2014 Oracle and/or its affiliates. All rights reserved. Oracle’s 2014 HCM Cloud Momentum 23 New Talent Management Customers HCM Cloud Customers new to Oracle HCM New Learn Customers+250 +1000 >50% >500 Global HR Cloud Customers Doubled Core HR Customers & Live core HR Customers 2x
- 24. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Oracle HCM Cloud A Sample of UpMarket Cloud Customers Who are Live! • Omnicare – 15,000 Employees • Global HR, Compensation, Perf & Goal Mgmt, Talent Review • Improved global workforce mgmt, performance review process & goal setting & monitoring capabilities. • Herbalife - 5,500 Employees • Global HR, Payroll Interface • Built common HCM platform for 60 countries, simplify its HR processes and enhance global reporting. • National Instruments – 6,750 Employees • Global HR, Payroll Interface, Compensation, Perf & Goal Mgmt, Talent , Recruit, Onboard, Learn • Provide exceptional support to its employees, deliver easy to use HR tools, and improve management visibility across the enterprise. • BlackRock – 12,000 Employees • Global HR, Compensation, HR Analytics, Recruiting • Increased end user adoption and satisfaction, improved reporting & integrated into Financial System. • Sonic Automotive – 9,200 Employees • Global HR, Benefits, Payroll – soon Perf & Goal Mgmt, Recruit & Onboard • Created a user-friendly HR experience with visibility for leaders to manage more efficiently. • VINCI – 35,000 Employees • Global HR, Compensation, Perf Mgmt, Talent Review • Gained global insight into employee development and compensation. • Standard Life – 11,000 Employees • Compensation, Perf & Goal Mgmt, Talent Review, Recruit Onboard, Learn • Delivered a single source of truth for all employee data while able to attract, develop, manage and reward people. • BG Group – 7,000 Employees • Global HR, Compensation, Perf & Goal Mgmt, Talent Review, Recruit, Onboard, Learn • Improved accuracy & reliability with full-function compensation mgmt allowing mgmt to more effectively focus on employee Talent.
- 25. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Oracle HCM Cloud A Sample of Midsize Customers Who are Live! • Custom Sensors & Technology – 4,500 Employees • Compensation • Improved alignment of individual goals with corporate goals across the enterprise and Improved visibility of employee lifecycle • LGS Innovations – 800 Employees • Global HR, Compensation, Talent Review • Provided modern HR capabilities including social, mobile, and BI • Elizabeth Arden – 1,600 Employees • Global HR, Payroll Interface, Compensation, Perf & Goal Mgmt, Talent Review • Created a comprehensive, fully integrated HCM solution to manage its international workforce. • eVerge – 300 Employees • Global HR, Benefits, Payroll, Compensation, Perf & Goal Mgmt, Talent Review • Very user friendly – from HR and Payroll Admin to employees – excellent breath of functionality. • American Career College/West Coast University – 1,500 Employees • Global HR, Benefits, Payroll Interface, Compensation, Perf & Goal Mgmt, Talent Review • Improved Talent Mgmt System and Mgmt visibility into headcount needs. • Newfield Exploration – 1,650 Employees • Perf & Goal Mgmt, Talent Review • Improved employee development and measure the true impact of performance and goals. • City of Rotterdam – 600 Employees • Perf & Goal Mgmt, Talent Review • Enhanced goal setting & Perf measurement to create effective employee development process. • Brocade – 4,500 Employees • Compensation, Perf & Goal Mgmt, Talent Review • Improved accuracy & reliability with full-function compensation mgmt allowing mgmt to more effectively focus on employee Talent. • .
- 26. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Why Oracle?
- 27. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Oracle Delivers: A Complete Global HCM Solution for your organization Modern Cloud Capabilities beyond what other vendors can provide Flexible choices that make sense for your global business operations 1 2 3
- 28. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Questions? A Complete Global HCM Solution for your organization Modern Cloud Capabilities beyond what other vendors can provide Flexible choices that make sense for your global business operations 1 2 3
- 29. Copyright © 2014Oracle and/or its affiliates. All rights reserved.
- 31. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Appendix Supporting Quote Slides
- 32. Copyright © 2014Oracle and/or its affiliates. All rights reserved. “Now we have technology that will grow with us and has enabled us to capture, nurture, and really propel the human workforce in the organization to a new level.” – Segar Annamalai, CIO, ACC/ WCU
- 33. Copyright © 2014Oracle and/or its affiliates. All rights reserved. “Oracle Social Network is tightly integrated with Oracle’s cloud applications, including Oracle Sales, Human Capital Management, and ERP cloud services.” – Ovum Research
- 34. Copyright © 2014Oracle and/or its affiliates. All rights reserved. I have a status chart where I can see all of my reports here on a clear dashboard... I can see what’s happening at a store level, something I could not do before. – Richard Winsor, Group Chief Financial Officer, KOJ
- 35. Copyright © 2014Oracle and/or its affiliates. All rights reserved. Oracle HCM offers configurable integrated processes, mobile enablement and real-time access to actionable data that …improve the experience for HR professionals, managers and employees. – Evelyn Fuessinger, CEO, Siemens Global Shared Services North America
- 36. Copyright © 2014Oracle and/or its affiliates. All rights reserved. We are excited to work with Oracle as the software product suite provides us with the breadth, depth, and quality our ambitions require. – Clare Chapman, BT Group People Director
Editor's Notes
- #2 This is a Title Slide with Picture slide ideal for including a picture with a brief title, subtitle and presenter information. To customize this slide with your own picture: Right-click the slide area and choose Format Background from the pop-up menu. From the Fill menu, click Picture and texture fill. Under Insert from: click File. Locate your new picture and click Insert.
- #3 This is a Safe Harbor Front slide, one of two Safe Harbor Statement slides included in this template. One of the Safe Harbor slides must be used if your presentation covers material affected by Oracle’s Revenue Recognition Policy To learn more about this policy, e-mail: Revrec-americasiebc_us@oracle.com
- #5 Today we can have great experiences as consumers. Savvy companies leverage multiple technologies to attract and retain customers to them. They listen to what customers want, think and feel via social platforms and track our so-called digital body language to see what products and services we like. They stay connected with in person experiences in stores with sales people, and virtually through a number of ways. They leverage not only email but also channels like Facebook, twitter and blogs. They sift through the mountains of data that is stored in their own sales databases as well as via marketing channels to figure out what the very best experience might be for you. And they do this via mobile applications while always striving for top security. The consumer really is king right now. But what happens when that consumer king gets to work? Does the experience continue?
- #6 And the answer is that people should experience the same digital experience they love at home at work. Our digital experience has made people both savvy and fickle. We are enabled by myriad choices in our daily interests and consumer lifestyles. As consumers 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. For key talent – the way we live their personal lives also offers many opportunities to advance their careers by connecting with others, sharing information and giving insight where before there was none. Talent is also a key driver for business strategy – we’ll explore that in this presentation. And HR has long been a deliverer of “service” but that service has been based on access to systems and efficiencies. HR is the owner of personal data and the very systems that engage, track and develop people to do their jobs. If these systems are as connected, engaging and data-rich as our daily lives then we are in the perfect position to drive a productive, happy and enriched workforce. This happy workforce is what top performing companies must have. Let’s take a closer look at some of the trends at hand.
- #7 STATISTICS EXPLAINED The trending challenges that we are finding HR leaders are observing today are: Talent Shortages Lack of Skills Development Poor Employee Engagement and Productivity As a result, the impact of these can be felt organization wide: (Note: select only 2-3 relevant stats to talk about when presenting) This means, Reduced ability to serve clients Reduced Competitiveness/Productivity Increased Employee Turnover Higher Compensation Costs Lower Employee Engagement/Morale Reduced Innovation and Creativity With a projected shortage of 30-40 million college educated workers expected the need for talent is greater than ever. Over the next few years HR leaders will be challenged with making major changes in their talent management strategies to ensure they can effectively find, grow and retain talent in order to stay competitive on the war for talent, but also to ensure the speed of innovation and productivity is not disrupted. As the workforce will experience shifting demographics (due to exit of baby boomers) this will play a large role into why HR leaders will be looking to quickly identify skills gaps and put key Learning and Development plans in place to ensure continuity of their business for years to come. Some industries maybe hit harder than others. Lastly, with 70% of U.S. workers admitting that they are unengaged or nor inspired by their work it means that HR leaders are tasked with finding better ways to re-engage their workforce or risk attrition. Social recruiting tools (such as LinkedIn, Glassdoor, Facebook, etc) have made it all to easy for employees to find amazing new opportunities that may provide them with: Better career opportunities A flexible work environment Better online collaboration and productivity tools Better recognition and rewards A strong corporate mission or sense of purpose As the workforce is going through it’s own cycle of changes HR leaders will be challenged with rapidly adapting it’s Talent Management strategies in order to support these shifts.
- #8 STATISTICS EXPLAINED The multi-generational workforce is the new norm, so is your organization prepared to support them? For the first time in US history, there are 4 generations of workers in the workplace. What this means is that there are varying levels of needs and requirements for each generation of workers and the HCM solutions deployed by your organization today must be flexible and comprehensive enough to manage across this diverse employee base. For example, Millennials tend to be most concerned with career development, so as a result 60% of them leave a job in under 3 years if they see no future for career advancement. As many workers are entering different stages of their life (starting a family, travelling, etc) stats show that 56% of these workers start to place a higher premium on flexibility over pay. Many companies look to develop creative ways to manage PTO, work schedules, commuting arrangements, and so on to accomidate. The takeaway here is that the multi-generational workforce is here to stay, so as a result this is quickly placing more and more responsibility on the HR department to ensure employees of ALL generations are satisfied and engaged so that they remain productive.
- #9 STATISTICS EXPLAINED How is mobile technology transforming the workplace? The Mobile technology adoption in our personal lives as you’re all aware is almost universal and a large part of how individuals interact and communicate with the world around them. As a result, these behaviors have been crossing over into the workplace with 61% of companies already reporting their workforce using mobile devices at work. At a minimum, employees are using 2 -3 devices (Desktop/Laptop, smartphone, and possibly a tablet) at some point throughout their work day. The modern workplace has been slowly fundamentally shifting to supporting and enabling the Bring Your Own Device (BYOD) culture. Whether supporting this type of culture was by choice or not it’s a fact that it has become the new expected norm of your employees. Mobile goes beyond phones in a world where tablets, and phablets are all part of the Mobile conversation, so organizations need to think less about any one device and more about how to optimize information and communication for multiple delivery devices in a wireless environment. As organizations start adopting and enabling mobile key HR process (see list below) we are seeing that user adoption of these processes has been immediate. Now, enabling a modern mobile workplace is great but what are the true benefits organizations begin to reap as a result of all this change. Organizations have reported: (Note: select only 2-3 relevant stats to talk about when presenting) – The same source was used for this data 58% increase in collaboration 64% increase in engagement 26% increase in decision making 31% increase in speed of a given process 25% increase in task completions 25% increase in service delivery The overall benefits of enabling a mobile workforce can’t be ignored as stats continue to show increased productivity, collaboration and engagement across the organization. As HR leaders develop new strategies going forward mobile enablement will be a key initiative for supporting a modern workforce.
- #10 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? We believe 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 department Mobile and Engaging: 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 device 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 design Social from the outset And have: Native mobility Embedded analytics Re-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 employees. Let’s discuss how Oracle supports each one of these tenets of modern HR.
- #11 Today, truly talent-centric organizations aim to focus on three critical priorities. Recruiting talent, developing talent and retaining their top performers that they have worked so hard to develop. But in order to achieve this it requires having a better understanding of your overall talent. This requires insight into individual performance, strengths, skills gaps, opportunities and risk. Oracle’s HCM Cloud solutions are designed to deliver modern and easy to use capabilities to help you find, identify, develop and retain the best talent. What makes Oracle stand out? Our solution is the most complete single-vendor talent management solution that is built from the ground up. It’s designed to seamlessly move from one integrated HCM process to another and capture both informal and formal data along the way. Our comprehensive talent review and succession planning tools take this organizational data and provide insight into available skills and ability to increase bench strength for critical and leadership roles. It has a flexible, work flow-driven talent management and embedded social capabilities to enable organizations to source, recruit, develop, retain and compensate top talent. Through advanced talent insights you can develop clear succession plans for critical and leadership roles, so that your top performers stay engaged and are put on a path to growth. Ensuring your company is well prepared for the future. Secondly, by easily being able to identify workforce skills gaps you can choose to either recruit new talent or grow and develop your existing talent to ensure these skills shortages are met before they become a problem for future or active projects. Key Feature Highlights Include: Talent Acquisition: (Find) Run targeted recruitment marketing campaigns and increase employee referrals using social media Enhance the candidate experience with support for mobile job applications Leverage analytics and reporting to provide insight into the effectiveness of sourcing and hiring activities Ensure smooth onboarding by checking up-to-the-minute statuses for new hires and onboarding activities Talent Profile (Identify) Talent profiles give you an in-depth look at employee strengths, experience and objectives and talent intelligence tools help you gain insight into performance, opportunities and risks. Use a rich, extensible profile foundation and powerful best-fit algorithm to enable career planning that links to system suggestions, employee interests, gap analysis and development goals Add tangible actions such as assignments and learning to the development plan and connect development planning to the talent review/succession process Talent Insight with Workforce Predictions: (Retain) Get forward-looking insight into your workforce trends so you can take action early by aligning human capital with organizational needs and identifying talent risks while there’s still time to take corrective action Forecast workforce performance and model corrective actions Better understand why top talent is at risk to leave and then model actions to keep them—well before they walk out the door Talent Review & Succession Planning: (Identify & Develop) Build richer talent pipelines and respond to business risks and opportunities by highlighting strengths and exposing gaps with existing talent Automate the traditional McKinsey ‘n-box’ framework so talent review/succession planning is faster, aligned to organizational strategy and immediately actionable
- #12 Social, we all utilize it in many different ways in our personal lives (linkedIn, facebook, twitter, instagram, and so on) but what impact is social driving within the organization? What’s important about our approach to social enterprise is that it is contextually embedded and designed specifically for employee collaboration. There is a change in the employee marketplace. Social is how today’s workforce collaborate and communicate already. You will hold them back if you don’t give them a tool that you are comfortable with inside the enterprise. They will bring their social communities to your work if you don’t provide it to them. Our collaboration tools are embedded in the tools they already use They social tools are embedded in what they are doing. For example it’s embedded in the performance review or the goals application. They do not have to jump out to grab a quote from Yammer or some other app. It is a part of what they’re doing and a part of their job. Today, social applications have made it much easier for employees to connect and build relationships, learn, collaborate, and exchange knowledge in new ways and all through real-time conversations. Now, some of this of behavior may naturally occur within organizations today, however without the proper social applications or tools these interactions are simply one off. Modern enterprise enabled social applications are driving: Faster Innovation: More often than not, innovation is born from multiple points of view building off each other to create something new and exciting. Improved Employee Engagement: A collaborative culture gets people involved helping to create a more engaged workforce. Currently many organizations are struggling with a dangerous high level of employee disengaged—and that has serious financial impact. Utilization of Diverse Strengths: Building a team of individuals with diverse strengths allows them to accomplish a variety of complex tasks. A competent team can accomplish much more than any one person alone. Increased Agility: Collaboration is needed in today’s business environment. With so much global competition and advanced technology, things happen at a faster pace and you have to keep up in order to be successful. Sharing of Organizational Knowledge: Formal and informal knowledge lives throughout an organization in the minds and experiences of its employees. Effective means of collaboration allows for this knowledge to be more easily shared across the entire organization and is easily searchable. Oracle’s Social HCM helps solve these challenges and supports the modern devices utilized by today’s workforce. Key Capabilities to Highlight: 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 network Build teams, enable conversations and fuel collaboration with social project management Understand where value is created through business intelligence that mines social data and ensures accuracy through activity streams that provide real-time updates. Encourage participation by providing critical search capabilities, workspaces and connection information to easily find answers and details 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 Optional Supporting Stats: Organizations with socially enabled business processes are reporting: A 71% increase in finding better candidates through the use of new social recruiting tools and applications that where never available before 67% reported improved collaboration across active projects 61% cited improved employee engagement Stat Sources: Cedar Crestone 2013-2014 HR Systems Survey & Breakthrough Performance in the New Work Environment, CEB, 2013 These productivity gains are translating into tangible benefits across the organization: Faster time to hires Projects are getting completed on schedule More ad-hoc learning and knowledge sharing is occurring naturally
- #13 By now it is commonly accepted wisdom in the HR industry that analytics is a core competency of HR becoming the strategic business partner. Organizations have their data scattered in many different systems, some in the cloud, some on premise, and some in spreadsheets. As a result, a lot of time is spent on collecting, combining, and preparing the data rather than actually analyzing and understanding the data to draw insights. In Today’s data-driven world more and more CHRO’s and executives are looking to answer complex questions such as (Pick a few that are relevant): What is the turnover trend? Where are the retention hotspots? What is the skill loss from the turnover? What is the cost of turnover? What skills and job experiences produce high performance? Are there adequate cross-team, cross-functional experiences? Is top talent groomed for leadership positions? How is our compensation compared to the market? Are we rewarding high performance? How did compensation affect employee retention historically? And much more. They aren’t simply looking for a historical view of what’s happened but dynamic reporting capabilities that allow them to leverage all their data to drill down into these questions so that they can gain workforce insights in real-time. What makes Oracle’s analytics solutions unique? We understand that real-time information is critical to gathering insight and make forward looking decisions such as whether or not a business investment in a new area has the right people behind it to be successful. So we have designed our systems with this in mind. Users get instant access to all relevant analytics through over 900 pre-build KPI’s that take the guess work out of understanding the data and without having to leave the system. We built on top of the real-time database, the transactional database, so you don't have any latency in data going over to a data warehouse. Users have the ability to do all their analysis live on the transactional data, so they can make decisions in real-time. We have built in prediction, where the application has a set of PWC Saratoga validated best practice algorithms that understand patterns in your structured and unstructured data and can tell you what might happen in your business if the trends continue. We provide access to big data benchmarks so you can compare performance in key areas with the performance of other organizations. 6) We let you integrate with existing on-premise applications to create a single source of HR data, all through fully automated processes, which also provide sophisticated analytical capabilities. As the workforce continues to evolve with aging populations, shifting demographics, rising and falling economies, and multi-generational issues these implications 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. 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. Key Feature Highlights Include: 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 context You can run unlimited reports and dashboards, include custom fields and blend with other datasets Workforce 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 finance Understand and correct the attributes that contribute to increased attrition Test 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 challenges Include 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 objectives Ways you can use Big Data: Opt-in for cleansed data sharing across Oracle clients to set benchmarks, such as expected time to hire Generate Talent Acquisition insights Analysis of over 300 Million Job Applications Nearly 10 years of job market data Key Metrics/Analytics Process Efficiency (Time to Hire, Time to Source, etc.) Hiring Source Effectiveness Candidate Demographic Analysis
- #14 The consumer experience has bled 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. What makes our mobile solutions truly unique? Well, as more and more employees have started to bring their own personal devices (BYOD) into the workplace it has forced many organizations to start supporting a wider range of mobile devices, as it has become the new norm. Yes, it’s now easier for employees to get access to relevant information and complete tasks on the go. However, as a result it introduces a very large security hole by exposing highly confidential information about your company on that device. Cyber warfare has been on the rise and just in 2014 alone there have been notable security breaches that have cost companies millions intellectual property, exposed confidential user information, and cost companies creditability with their customers. Some examples include Sony, Ebay, Home Depot, Target and SnapChat. So, what is to happen if your employee loses that device? Will you simply erase all of the data on the device including any of the employees personal information and sentimental photos? With Oracle you don’t have to worry about that. Our solution was designed with that in mind and provides a secure container that runs on these mobile devices and separately protects corporate data without messing around with the employee’s personal photos or other personal information. And we are the only vendor that does this. At the core of any business is it’s data and ensuring it’s secure is our number 1 priority. We've done a lot of things to protect and secure your data. Every piece of data in our system is encrypted on the wire, encrypted in the database, encrypted in the backup, so that you never lose data even if the system is compromised, because it's fully encrypted. Key Feature Highlights Include: Simple, Role-Based UI When 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 reports All users can dive in and start using the app without having to go through lengthy and cumbersome training Mobile Access Deliver mobile capabilities to meet the needs of a workforce on the go; both browser-based and native applications are optimized by user role and device Dedicated mobile app can be downloaded quickly and simply Executives, managers and staff can access reports and complete key tasks on any device, anywhere, anytime
- #15 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 multi-country 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. What set’s Oracle apart from other vendors? Is that we have a deep understanding of the global business challenges organizations will face which include addressing different local languages, cultures, business rules, regulatory compliance, and data protection regulations as they expand globally. We recognize that the risk of being non-compliant is one of the major concerns organizations will encounter as they enter new regions. This is where Oracle’s Global HR solution, global infrastructure, global expertise, and 24/7 support are all designed to help you get your organization up and running fast all while helping you quickly adapt your organization to any regulatory changes. Our system is highly configurable with business processes that are update safe allowing for quick adaptation to legislative and organizational changes without causing disruption to your business. We support 35 different languages, so your business can operate anywhere. We provide around the clock support which ranges from translations, data protection support, local business rules, country payrolls, compliance reporting, and regular updates by in-country experts for over 200 countries. We're in 19 different locations around the world, so data privacy and residency in particular countries, in particular geographical and jurisdictional authorities, are maintained 100 percent consistent with legal guidelines. None of our people, for example, operating the datacenter in Europe ever access North America. All failover and redundancy happens within the continent and jurisdictional boundary, so you can rest assure you remain compliant. We provide embedded and actionable intelligence supporting common HR processes and reporting worldwide ensuring HR process, data consistency and security.
- #16 Oracle’s continued investment and innovation into HCM is bringing a new range of socially enabled tools to the market to help customers solve important problems. In this case, tools for employees that allow them to proactively take control of how they are viewed (i.e. reputation), how they function (i.e. wellness), and how they work on self-improvement. What makes Oracle’s Work Life Solutions unique? This is a new solution category of applications and features designed first with employees in mind. As we recognize there is a multi-generational shift occurring in the workforce we are the only large HCM vendor (SAP, Workday) focused on getting ready for the new generations of employees that are coming. The millennial generation are highly social, constantly connected, and are very tech savy as they have grown up with this essentially baked into their DNA. The challenge to retaining and engaging these employees will rest on an organizations ability to address those core needs as it has become what millennial’s are accustom too. Oracle innovative suite of Work Life applications are designed to address each of these requirements but have gone a step further by integrated them into the HCM suite so that employee outcomes align with back to overall business goals. The first of these applications is “My Competitions”. The idea here is to align individual behaviors to business outcomes. More precisely, it’s to engage the workforce through fun and friendly social competitions that will inevitably be mostly about getting work done. For example, development teams can easily create “Hackathon” competitions where the winners are determined by using a system measurements or by participants voting. As wearable fitness technology has been a growing consumer trend this where our “My Wellness” application comes into play. As a first step, it will aggregate data from an employees own wearable such as Fitbit, Jawbone, and the increasing number of other health-tracking devices and applications. My Wellness will include functions such as tracking key data for improvement over time, sharing information with colleagues for reinforcement, goal setting, and getting recommendations and insights. By leveraging wearable's with the My Competitions app organizations can create fun incentive based wellness competitions to help employees make better health decisions and potentially reduce healthcare costs. With millennial’s being highly social and constantly connected this could be problem for organizations as quite often or not an employees social actions can reflect badly on the organization. On the flip side, you may also want to be able to leverage your best brand ambassadors and their social influence to help attract other top talent. This is where “My Reputation” fits in. My Reputation has been designed to gather employee-generated content (e.g. social media, employee activities, profile data, etc.) and comprehensively analyzed it, which in turn helps organizations discover, develop, and retain talent by providing insight into the employees’ social reputation and influence. It also helps organizations to monitor employee social media policy compliance and mitigate social media risk. The vision of Work Life is about strengthening the relationship between employer and employee by addressing the important work-life issues employees are facing, which impact their engagement, energy, creativity, and productivity.
- #17 Employees are integral for any business, and understanding the human resource function is essential to manage them. Business plans, strategies and implementation of these plans are dependent on how human resources discover innovative approaches to resolve employee-related issues. A review of the past stages of the HR department's evolution helps in understanding how HR reached its present state. In this slide you see the charter of the HR department that technology line across the top. A few companies have probably progressed linearly along this chart in step with the progress of technology. But many companies find themselves somewhere along the continuum, or find themselves to have some expertise in a few areas or are revisiting former processes. Regardless of where you may find yourself today you can see that that there are standard goals and use cases from each step to the next. The question here is where are you now and where do you want to go? As your charter evolves or change will your technology choices do so as well? Do you want to make new technology choices every time you evolve or change or would you like something that grows with you?
- #18 We’ve talked about some key beliefs 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 something that is a true differentiator is that we offer a complete HR and talent suite. It is role-based for your key stakeholders and supports the entire employee lifecycle from hire to retire. You can 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 support the full HR lifecycle – not just pieces of it Full application suite capabilities including a common mobile, social and business intelligence capabilities A broader solution set should you need it that includes, ERP, financials, Customer Experience, project management and more. 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, analytics and enterprise grade security 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.
- #19 No HR department exists in a vacuum – there are broader operations and departments and they all work together. Your systems should do the same – especially in the cloud. The cloud offers rapid innovation and capability expansion. Here you see a snapshot of what Oracle offers beyond HR. Along the top you see key differentiators where we do what others do but we take it further. Web security is world class Our mobile takes your work wherever you need to go in an easy to go yet secure manner Our social is woven throughout to enhance your applications experience and also offers a robust social network Our role based analytics cover every aspect from simple metrics in reporting to correlated analytics, big data and 3rd party validated predictions. Our User experience is designed to minimize clicks and maximize user adoption Platform as a Service enables you to extend your cloud experience to broader usages It’s all connected by Oracle And has the best security available. The middle area shows the portfolio of what we call pillars of applications that align to business processes and departments. It is the most extensive in the industry and they are built to work together. All of this is built on a globalization layer that addresses local statuary requirements, languages and currency. It is also built on an integrated application foundation that includes a modern approach to collecting, managing and storing data including social, mobile, BI and predictive analytics.
- #20 Oracle’s Cloud Vision: We believe that the modern cloud for today’s modern business should be personalized, connected and secure. Oracle’s Modern Cloud uniquely delivers the speed and simplicity of SaaS, with complete and modern connectivity across departments while instilling the confidence in cloud customers that their data is secure and protected. While first generation cloud vendor capabilities were more focused on the cloud provider; Our Modern Cloud is designed to be our customer’s cloud and truly customer centric.
- #21 What are the key benefits of going to the cloud? The Multi-tenanted cloud offers, Lower Operating Costs The cloud enables organizations to purchase software and IT resources as a service, shifting the burden of capital expenses to a flexible, pay-as-you-go model. Allowing individual companies to focus on business transformation and not IT infrastructure. Increased Innovation By linking systems of record with next generation systems of engagement the cloud is allowing organizations to quickly experiment and transform business models to make the most productive and most creative use of all the data they are collecting. Increased Adoption & Productivity By having a single solution that is used by everyone you can be sure that when you deploy business model changes it will be adopted by everyone and that the productivity gains as a result will immediate. However, with the introduction and adoption of 1st generation cloud capabilities, enterprise customers have quickly come to realize they lost some flexibility around the capabilities that are simply apart of their business processes. As a result of this, the Oracle’s 2nd generation modern cloud builds off the multi-tenant cloud and provides capabilities that are more customer centric for similar price: Personalization & Branding A modern cloud gives you options to extend beyond what’s in the box and personalize your applications and user interface based on the needs of your business. Upgrade Flexibility One of the benefits of the cloud is that everyone is running the same environment and as a result is on the same update or maintenance schedule. However, a modern cloud provider understands that your business needs and timing maybe unique compared to other organizations. As a result, it offers customers the flexibility to run the latest available version or the version prior to the latest available version so that organizations can choose to update their environment when they are ready to do so. Data Isolation A modern cloud leverages shared resources across all of your cloud assets where it makes sense and isolates them when it makes sense. Your data will never be mixed with other customer’s data nor will your applications. Just as an example, Salesforce offers Data Isolation but it comes at an extra cost. Optional Talking Point: Easy Cloud Analogy That Anyone Can Understand Here is a great analogy that highlights how they are different: Imagine you want to go somewhere and you have the choice between taking the bus or your own car. In the Bus you don’t get to decide, When are you going Where are you going - Who is sitting next to you In the Car you get to go, Whenever you want Wherever you want - Whoever you want Similarly in the 1st generation multi-tenant clouds, Multiple customers share the same database and application which means similar to going on a Bus, You don’t get to decide when the upgrades will be done You don’t get to decide which other customers will share the database and application with you Heavy sudden usage from other customers can affect your performance. So, security, availability and performance is a concern in the 1st generation cloud and upgrades are based on vendor’s schedule. In the modern virtual-tenant clouds, Since each customer gets their own database and application it’s similar to going in a Car, - You get to decide when the upgrades will be done - Your data is isolated from other customers So, security, availability and performance is not an issue and upgrades will be based on customer’s schedule. Which option makes more business sense to you?...
- #22 STATISTICS EXPLAINED 6,000 Global HCM SaaS Customers (HCM Cloud) a strong attach rate to Taleo deals for a broader Talent Management and Global HR of > 65% is run by 73% of Fortune 100 companies >12M Employees use our HCM Cloud (Global HR and TM) / Runs in 200+ countries (Truly Global) R&D investment is $5bn of which $1bn+ in the Cloud ------------------------------------------------------------------------------------------------------------------------------------------------------------- EXTRA TALKING POINTS compares to WD who has 650 customers – total customers across all their applications (ERP, Big Data and HCM) reporting end of first quarter of 2014 compares to SFSF who has only 3,600 customers (see public details from website - http://www.successfactors.com/en_us/customers/customer-list.html ----------------------------------------------------------------------------------------------------------------------------- OUR COMPETITIVE INTELLIGENCE REFERENCES ARE: Wday –has only 650 customers across all applications (ERP, Big Data and HCM) reporting end of first quarter of 2014. SFSF – has only 20 million+ subscribers | 3,600+ customers | 177 countries | 35 languages | 60 industries…. Granted they may claim more subscribers – but how many of them actually access the system? http://www.successfactors.com/en_us/customers/customer-list.html ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------
- #24 STATISTICS EXPLAINED Within the last 12 months the Cloud HR community as grown dramatically. Core HR customers have more than doubled More than half of our Core HR customers are also live – demonstrating that implementation times continue drop and partner community continues to grow We continue to Grow our Talent Management customer base by over 1000 new talent customers and 250 new Learn customers More than half of our Cloud HR customers are new to Oracle HCM – that means we are growing the overall customer base – not just migrating customers With over 500 Core HR customers in the past three years – we have proven that we are delivering innovative value to the HCM community overall. I know we talk about momentum each time we meet. We want you to understand that we are not just building product – but that people are using it today Quite simply – we have a very large HCM Cloud Community. At last count –there are over 6000 Talent Customers in the cloud. Many of those customers have joined us over the past 10 years Over the past 3 years – we have added Core HR functionality and during that time over 500 customers have joined us using that product functionality. …and we are happy to report that we are seeing faster implementation times, broad uptake and use of the product Even though we continue to double the number of customers in the cloud, over ½ of them are using core HR in production. in the past three years – we have proven that we are delivering innovative value to the HCM community overall.
- #26 Here is a sampling of some Midsize Customers.
- #27 Given everything we have discussed today regarding the future outlook for HR professionals, our modern HR beliefs and our modern cloud vision. Why should you consider Oracle as your HCM solution provider?
- #28 Here are the top 3 reasons why oracle is positioned to be best solution provider to get you where you need to go. Oracle Delivers: 1) Our Human Capital Management solution is complete and has global support when and where you need it. Compared to other vendors (WD, SAP, etc) we offer you a complete HCM offering that includes full Talent Management and Core HR capabilities. As an organization you shouldn’t have to worry about a vendors product roadmap regarding the future availability of core HCM applications or worry about supporting your applications globally. For example, Workday is missing payroll in many countries and it doesn’t have a Learning application. SAP is missing benefits and time & labor applications and so on. As your organization continues to grow, Oracle eliminates that risk of waiting and hoping that other vendors present due to a lack of a complete and integrated HCM offering. Whether your organization is ready to adopt and implement a specific HCM application now or in the near future is your choice, but worrying about applications that are not available when you need it shouldn’t have to be. 2) Our complete modern cloud solution offers fundamental differentiation from any other cloud provider The technology that powers mission critical systems such as banking, financial, and credit card processing is the same technology that powers the Oracle Cloud solutions. It provides built in redundancy, disaster recovery, failover, and maximum availability using technology that has been proven over many years. Our class of cloud applications are optimized for modern mobile devices and are designed to give you a seamless user experience, highly configurability and personalization, built-in business intelligence, collaboration capabilities, high availability, and all while keeping your data safe and secure using Oracle best practices. We give you one suite of applications that covers all the areas that companies want, ERP, HCM, TM, Customer Experience, and Supply Chain. All built on a common platform as a service (PaaS). You can use the PaaS to extend your applications, mobilize your applications for modern devices, provide analytics, and this PaaS is built on the world class technology that oracle offers and is the leader in the industry in offering to customers. It’s built on open standards and provides portability between your systems on-premise and the cloud and doesn’t require you to retrain anyone in your organization in order to use the platform. As an integrated solution, Oracle cloud offers fundamental differentiation from any other cloud provider. It’s these applications and this platform that is driving major transformations in our leading customers around the world. 3) We offer flexible choices that make sense for your global business operations. What I am referring to is that going to the cloud has it’s many advantages, but your organization shouldn’t have to sacrifice it’s brand identify or disrupt normal cycles of business operation due to update schedules and brand standardizations (1st generation cloud) other cloud providers force on you. Our modern cloud gives you all the benefits of the cloud but let’s you retain your personalized brand identify (modern cloud capabilities) and let’s you choose when you’re ready to update cloud applications to the latest release. Keeping your brand consistency across the organization and limiting untimely disruptions to your global operations. Why choose Oracle HCM? We offer you a complete global HCM offering that incorporates modern 2nd generation cloud capabilities across all our applications and provides you the flexibility to continue running your business the way you want, and on your schedule not ours.
- #29 Here are the top 3 reasons why oracle is positioned to be best solution provider to get you where you need to go. Oracle Delivers: 1) Our Human Capital Management solution is complete and has global support when and where you need it. Compared to other vendors (WD, SAP, etc) we offer you a complete HCM offering that includes full Talent Management and Core HR capabilities. As an organization you shouldn’t have to worry about a vendors product roadmap regarding the future availability of core HCM applications or worry about supporting your applications globally. For example, Workday is missing payroll in many countries and it doesn’t have a Learning application. SAP is missing benefits and time & labor applications and so on. As your organization continues to grow, Oracle eliminates that risk of waiting and hoping that other vendors present due to a lack of a complete and integrated HCM offering. Whether your organization is ready to adopt and implement a specific HCM application now or in the near future is your choice, but worrying about applications that are not available when you need it shouldn’t have to be. 2) Our complete modern cloud solution offers fundamental differentiation from any other cloud provider The technology that powers mission critical systems such as banking, financial, and credit card processing is the same technology that powers the Oracle Cloud solutions. It provides built in redundancy, disaster recovery, failover, and maximum availability using technology that has been proven over many years. Our class of cloud applications are optimized for modern mobile devices and are designed to give you a seamless user experience, highly configurability and personalization, built-in business intelligence, collaboration capabilities, high availability, and all while keeping your data safe and secure using Oracle best practices. We give you one suite of applications that covers all the areas that companies want, ERP, HCM, TM, Customer Experience, and Supply Chain. All built on a common platform as a service (PaaS). You can use the PaaS to extend your applications, mobilize your applications for modern devices, provide analytics, and this PaaS is built on the world class technology that oracle offers and is the leader in the industry in offering to customers. It’s built on open standards and provides portability between your systems on-premise and the cloud and doesn’t require you to retrain anyone in your organization in order to use the platform. As an integrated solution, Oracle cloud offers fundamental differentiation from any other cloud provider. It’s these applications and this platform that is driving major transformations in our leading customers around the world. 3) We offer flexible choices that make sense for your global business operations. What I am referring to is that going to the cloud has it’s many advantages, but your organization shouldn’t have to sacrifice it’s brand identify or disrupt normal cycles of business operation due to update schedules and brand standardizations (1st generation cloud) other cloud providers force on you. Our modern cloud gives you all the benefits of the cloud but let’s you retain your personalized brand identify (modern cloud capabilities) and let’s you choose when you’re ready to update cloud applications to the latest release. Keeping your brand consistency across the organization and limiting untimely disruptions to your global operations. Why choose Oracle HCM? We offer you a complete global HCM offering that incorporates modern 2nd generation cloud capabilities across all our applications and provides you the flexibility to continue running your business the way you want, and on your schedule not ours.
- #33 This is a Quote with Picture slide ideal for including a picture with a brief quotation and attribution. To Replace the Picture on this sample slide (this applies to all slides in this template that contain replaceable pictures) Select the sample picture and press Delete. Click the icon inside the shape to open the Insert Picture dialog box. Navigate to the location where the picture is stored, select desired picture and click on the Insert button to fit the image proportionally within the shape. Note: Do not right-click the image to change the picture inside the picture placeholder. This will change the frame size of the picture placeholder. Instead, follow the steps outlined above.
- #34 This is a Quote with Picture slide ideal for including a picture with a brief quotation and attribution. To Replace the Picture on this sample slide (this applies to all slides in this template that contain replaceable pictures) Select the sample picture and press Delete. Click the icon inside the shape to open the Insert Picture dialog box. Navigate to the location where the picture is stored, select desired picture and click on the Insert button to fit the image proportionally within the shape. Note: Do not right-click the image to change the picture inside the picture placeholder. This will change the frame size of the picture placeholder. Instead, follow the steps outlined above.
- #35 “I have a status chart where I can see all of my reports here on a clear dashboard. We already have a 90 percent completion rate of phase one. I can see what’s happening at a store level, something I could not do before.” with every transaction – we receive better information that enables us to make better decisions