aaitgreen.gif (2598 bytes)   

line.gif (2401 bytes)

Human Resource & Information Technology

line.gif (2401 bytes)

   

Need Registration

 

PRODUCTS
Database
Middleware
Applications
Enterprise Management
Product Index A-Z
SOLUTIONS
Technology
Grid Computing
Industry
Business
Small & Midsize Business
Partner
CUSTOMER SUCCESSES
SERVICES
Support
Consulting
Education
On Demand
Financing
ORACLE
About Oracle
Oracle Advertising
Events
News
Careers
Communities
Strategic Acquisitions
 

Profit Magazine

Oracle Magazine

See archived issues of Oracle Information Insight Newsletters
See current issues for all editions, as well as past issues from November 2005, February 2006, and May-June 2006.

 

line.gif (2401 bytes)

   

Oracle Human Capital Management

Oracle has the only world-class, award-winning Human Capital Management (HCM) solution for organizations of every size, region, and industry. Only Oracle has a global, web-based, single system HCM solution that covers every aspect of the HCM roadmap—from core human resource (HR) transactional functionality through service automation and delivery to complete enterprise talent management solutions.
 
 
ORACLE IS THE LEADER IN HUMAN CAPITAL MANAGEMENT
According to an AMR report published in BusinessWeek, "Oracle took over the top market share. By the end of 2005, it had 25% of the market, while SAP had 23%."
Oracle is the leading HRMS vendor worldwide, with over 11,000 HCM customers, including 9 of the top 10 Fortune 500 and 65 of the top Fortune 100.

 

Leverage To uniquely enable you to: To enjoy these benefits:
Global HCM Processes
Consolidate onto a single web-based system
Compete globally while complying locally
Build a core foundation of HR data and processes that will expand to accommodate your growth
Cut costs, increase user adoption and gain insight
Ensure compliance globally and locally
Grow easily into new regions and markets
Workforce Service Delivery
Deploy HR data and transactions to all members of the enterprise
Enable managers and employees self-service to reduce administrative costs
Improve employee satisfaction with a shared services model
Cut HR administrative costs
Increase employee satisfaction
Boost productivity
Enterprise-Wide Talent Management
Analyze and model your workforce skill pool to accurately plan for your future workforce and leadership
Attract and retain ideal employees to fit your workforce plan
Optimize employee contribution by delivering the right learning, in the most effective format, for the lowest price
Align employee contribution with organizational needs with appropriate rewards, performance plans and career plans
Ensure your organization's success and longevity
Maintain competitive edge by proactively responding to market
Cut costs with lower recruiting overhead
Increase employee productivity and engagement
Be sure that right rewards are going to deserving candidates

 

Oracle Differentiators Enable Customers to Realize Tangible Benefits:

 
Reduce recruiting advertising fees as much as 25%
Reduce Printing, Copy and Mailing fees over all HR functions by 80% or greater (Source: CedarCrestone)
Reduce recruiting agency fees up to 15%
Improve employee productivity around recruiting activities such as online job applications by up to 50% and reduce the amount of time to hire by 5%-10% (Source: Internal Oracle Experience)
Reduce the cost of fees incurred due to payroll errors (overpayments/underpayments) to employees due to out-of-date or inaccurate employee data. (Source: Internal Oracle Experience, CedarCrestone)
Reduce payroll processing fees typically incurred with outsourced payroll providers by up to 10%. Reduce payroll check printing, copying and mailing fees by up to 100%. (Source: Talent Market Group, Saratoga, Internal Oracle Experience)
Reduce Incentive Compensation overpayments by up to 8% (Source: Gartner Group)

 

LEARN MORE

line.gif (2401 bytes)

Human Resources Management System

The The Oracle E-Business Suite Human Resources Management System family of applications automates the entire recruit-to-retire process, so you can align your workforce with strategic objectives. A single integrated data model provides an up-to-the-instant accurate view of human resources-related activities, including recruiting, performance management, learning, compensation, benefits, payroll, time management, and real time analytics.

Seamless Integration, Complete Flexibility
Oracle Human Resources Management System is part of the Oracle E-Business Suite, integrating with other E-Business Suite applications, including Financials and Projects. Implement one or several application families — or implement the complete Oracle E-Business Suite for the fastest way to high-quality enterprise information.

Achieve Workforce Excellence
With people-related costs averaging over 60% of total corporate expenditures, leading firms are paying increased attention to the contribution made by their workers and are developing a new model for HR. This model includes programs to improve the efficiency, effectiveness, and productivity of the workforce and the ability to manage locally or globally. To be fully effective, these programs require new processes supported by leading technologies. Oracle calls this new model Workforce Excellence and believes it is the ultimate goal of HR, regardless of company size, industry segment, or geography. The model is composed of four main phases: comply, automate, measure, and align.

Oracle E-Business Suite HRMS 12
Available now, Oracle E-Business Suite Human Resources Management System 12 includes key enhancements such as global transfers, checklists, and an uplifted user interface including more efficient flows for absence and salary administration. Call an Oracle representative for more details.


PODCASTS
AppCast: Preview Oracle E-Business Suite Release 12! Play! (12 min.) Steve Miranda, Oracle SVP of Applications Development, speaks with Fred about the features and benefits of Oracle E-Business Suite Release 12, how this release will streamline global operations and move customers farther along the path to Oracle Fusion.
 
LEARN MORE
iSeminar: Register to view Achieving Workforce Excellence via Human Capital Management and learn how HR organizations are transitioning from employee records management to strategic business centers by focusing on performance and cultivating productivity.
White paper: Achieving Workforce Excellence (PDF)
Listen to HR expert Dave Ulrich unveils his new work on "Why HR Matters."
Learn about Dr. Jac Fitz-enz's research on combining human capital management with other operational benchmarks to improve predictability. Listen Now!
 
NEWS & EVENTS
Workforce.com webcast: Sarbanes-Oxley (SOX) Compliance and the Impact on HR — featuring Oracle and Deloitte (pre-recorded)
Workforce.com webcast: How Technology Can Help You Build an Effective Recruiting Strategy
Click here to see the calendar of HR Executive Briefings in North America
 

CUSTOMER SPOTLIGHT

Lloyds TSB Achieves 30% ROI in 18 Months with Oracle HRMS

 

line.gif (2401 bytes)

PeopleSoft Enterprise Human Capital Management

Oracle's PeopleSoft Enterprise Human Capital Management unlocks the full value of your organization's workforce. PeopleSoft HCM enables you to put the right people in the right jobs, develop and reward top performers, retain key talent for the long term, and increase efficiency and operating performance throughout your organization.
 

What's new: PeopleSoft Enterprise Release 9.0

PeopleSoft Enterprise Business Process Flows

 

 

PeopleSoft Enterprise HCM 9.0 Business Process Themes

 

PeopleSoft Enterprise is the leading HRMS solution in the world in every domain area1:

 
#1 in HRMS, Benefits and Payroll
#1 in Employee and Manager Self-Service, Portal
#1 in Learning Managemnent and Talent Management*

 

CONSIDERING A SWITCH TO PEOPLESOFT HCM?
Learn more about the benefits of moving over to the world's leader in HCM software solution by reading these white papers.

 

ONLY ORACLE OFFERS SIGNIFICANT BENEFITS

PeopleSoft's HCM solution provides a tangible blueprint for transforming your HR operations. With PeopleSoft HCM, you can:

Leverage To uniquely enable you to: With these PeopleSoft Enterprise Solutions
Global HCM Processes
Consolidate onto a single web-based system
Compete globally while complying locally
Build a core foundation of HR data and processes that will expand to accommodate your growth
Core HRMS, Time and Pay Solutions, Absence Management, Benefits Administration and Solutions
Workforce Service Delivery
Deploy HR data and transactions to all members of the enterprise
Enable managers and employees self-service to reduce administrative costs
Improve employee satisfaction with a shared services model
Manager and Employee Self Service Applications, HRMS Portal and Portal Pack, HelpDesk for Human Resources, UPK
Enterprise-Wide Talent Management
Analyze and model your workforce skill pool to accurately plan for your future workforce and leadership
Attract and retain ideal employees to fit your workforce plan
Optimize employee contribution by delivering the right learning, in the most effective format, for the lowest price
Align employee contribution with organizational needs with appropriate rewards, performance plans and career plans
Talent Management Suite: ePerformance, eDevelopment, Enterprise Learning Management, Talent Acquisition Manager, Candidate Gateway
Workforce Analytics: HCM Warehouse, Workforce Planning, Workforce Rewards, Workforce Scorecard
Datamarts: Compensation, Learning, Recruiting, and Workforce Profile

On average PeopleSoft Customers enjoy these Benefits2:

Business Process Manual Cost Self Service Cost Savings
Enroll in Benefits $30.06 $4.59 85%
Enroll in Training $9.58 $2.31 76%
Change Home Address $1.58 $.36 78%
Apply for a Job $11.55 $6.09 47%
Request Salary Change $4.20 $1.53 64%
Approve Promotion $3.38 $.87 74%
Create Job Requisition $29.89 $9.36 69%

 

LEARN MORE

 
1 Source: CedarCrestone 2005 Workforce Technologies and Service Delivery Approaches Survey, Eighth Annual Edition http://www.cedarcrestone.com/whitepapers.php
2 Source: CedarCrestone ROI Studies, 2006
3 Source: CedarCrestone Survey, June 2004 170 respondents
* Talent Management Includes Talent Acquisition, Talent Planning, Workforce Performance Measurement, Performance Management, and Succession Planning

CUSTOMER SUCCESSES

 

line.gif (2401 bytes)

JD Edwards EnterpriseOne Human Capital Management

Oracle's JD Edwards EnterpriseOne Human Capital Management (HCM) is a suite of integrated, collaborative applications designed to help streamline HR operations by reducing time-intensive administrative tasks and lowering costs by deploying self-service applications. It provides intrinsic value by supporting business processes beyond the HR department, automatically updating work orders, accounts payable, and equipment maintenance records with time and employee data.

JD Edwards Human Capital Management is a family of applications in Oracle's JD Edwards EnterpriseOne product line.

BENEFITS
Streamlines processes by providing tightly integrated recruiting, HR, time accounting, and payroll.
Reduces administrative costs with web-based employee and manager self service functionality.
Automates employee performance management and career development, resulting in higher employee satisfaction and productivity.
Improves job posting quality, helps you attract qualified candidates, and streamlines the matching, interviewing, and hiring processes.
Provides full featured HR compliance capabilities, such as U.S. COBRA, OSHA, EEO, Australian Long Service Leave, and Canadian Employment Insurance.
Provides additional payroll compliance, offering FLSA, union contract rate enforcement, federal, state, and local tax compliance, and reporting.
LEARN MORE

line.gif (2401 bytes)

JD Edwards World Human Capital Management

Oracle's JD Edwards World Human Capital Management streamlines the business processes associated with managing their workforce. The fully integrated family of HCM products improves data accuracy, helps reduce costs, and delivers the information needed to make critical business decisions.

JD Edwards World Human Capital Management is a family of applications in Oracle’s JD Edwards World product line.

BENEFITS
Single source of real-time information. HCM data is shared between systems and integrated with other PeopleSoft applications, such as Financial Management, Project Management, and Manufacturing. A consolidated system eliminates redundant data, increases data accuracy, and allows quick access to key organizational data.
Streamlined pay and benefits processing. An integrated, automated system simplifies standard, interim, and year-end payroll processes and effectively manages benefit plans, including defined-contribution plans and flexible spending accounts.
Flexible and adaptable. Because the system is designed around a central, secure employee database, it can be easily configured to your needs and modified as your business grows and changes.
Comprehensive features. In addition to streamlined pay and benefits administration, JD Edwards World HCM aids in recruitment, including online requisitions and applicant tracking; compensation management, including job administration and wage and salary analysis; and regulatory reporting, including EEO information, I-9 data, leave tracking, incident tracking and OSHA reporting.

 

line.gif (2401 bytes)

    
CHAPTER  [2]

(Business Intelligence), (Analysis and Reporting),  (Data Management)

Business Intelligence    Business intelligence (BI) uses knowledge management, data warehouse, data mining and business analysis to identify, track and improve key processes and data, as well as identify and monitor trends in corporate, competitor and market performance.  Analysis and Reporting    Business intelligence reporting and monitoring includes ad hoc and standardized reports, dashboards, triggers and alerts. Business analytics include trend analysis, predictive forecasting, pattern analysis, optimization, guided decision-making and experiment design. Data Management      Data management ensures data integrity and availability through methodologies such as data warehousing, cleansing, profiling, stewardship, modeling and definition. Effective business decisions rely on data accuracy and reliability. Knowledge Management Knowledge Management methodologies record and disseminate both explicit and tacit process and performance strategies and actions to identify best practices and innovative techniques and ideas.

Getting CRM right means integrating processes both within and across business functions to drive more effective customer interactions and unlock greater customer value. More mature areas such as campaign management, sales force automation, contact center and ecommerce are adding advanced capabilities through analytics, business process management and knowledge management tools. Newer areas such as Field Service, Marketing Resource Management, and Sales Asset Management are broadening departmental capabilities and enabling CRM to reach new heights. Customer data integration (CDI), Customer Interaction Hubs and Customer Experience Management make the relationship visible and customer interactions cohesive throughout the organization. Customer value analysis and customer data mining enable more insightful customer interactions within the context of the interaction.


Master data consists of facts that define a business entity, facts that may be used to model one or more definitions or views of an entity. Entity definitions based on master data provide business consistency and data integrity when multiple IT systems across an organization (or beyond) identify the same entity differently.
In an Internet-based survey that TDWI ran in mid-2006, the business entity most often defined in master data is the customer (74%), followed by products (54%) and financials (56%). Other entities include business partners (49%), employees (45%), locations (41%), sales contacts (25%), and physical assets (21%).
Depending on where and how it’s practiced, MDM solutions fall into three broad categories. Operational MDM is built into and/or used to integrate operational applications for ERP, CRM, financials, and so on. Analytic MDM is prominent in data warehousing, because of the balance between tracking data lineage (to ensure you have the right data) and repurposing data to create new structures (like aggregates and time series). Enterprise MDM is far broader in scope than operational and analytic MDM and—as a discrete infrastructure—may encompass them.
MDM has long been practiced as part of a larger application, as seen in analytic MDM (usually for a data warehouse) and operational MDM (usually for an ERP system). The current trend is to take MDM out of its isolated silos and make it a separate solution, so it can achieve a broader enterprise scope that integrates master data and related definitions across more systems. Today, few organizations practice MDM as a separate solution (20%), although most of those embracing the practice have done so with enterprise scope (76%).
In TDWI’s MDM survey, 83% of respondents reported that their organizations have suffered problems due to poor master data, and 54% claimed to have derived benefits from good master data. Data warehousing and BI issues are deeply affected, with reporting and other BI functions either suffering (81%) or succeeding (54%) based on the quality of master data. For example, when compliance involves reporting, MDM helps to populate reports accurately (to avoid an audit) and to answer questions about data’s lineage (in the event of an audit). But master data also affects other business functions, like customer service, marketing, purchasing, product introductions, and the supply chain. And it assists with business integration issues like mergers, acquisitions, and reorganizations.
A first step in designing a software solution for MDM is deciding whether business entities and their storage should follow a hierarchical, multidimensional, object-oriented, relational, or flat data model. A common struggle early in MDM practice is to get beyond reacting to master data problems (like out-of-sync systems) and start proactively searching for opportunities for improvement (like including more systems in the MDM grid).
As a key success factor, most organizations need business people to be involved in the creation of business entity definitions, if the definitions are to be valid and useful. Likewise, for master data to achieve its goal—consensus-driven definitions applied consistently—it must be shared ruthlessly, which in turn demands a central organizational structure with an executive mandate, like a data governance committee or data stewardship program. These much-needed corrections to how master data is managed have deep ramifications for organizational structures and staffing.


Master data management is about defining shared business entities, like customer, product, and financials.
MDM practices tend to be operational or analytic, but can be both when the scope is enterprisewide.
MDM is cross-functional by nature, so it benefits from a governance organization that fosters collaboration between business and IT.

More

line.gif (2401 bytes)

CHAPTER  [4]  

(Activity Based Management)

Activity-Based Management   Activity-based management (ABM) is a cost accounting tool applying cost analysis, target costing and management accounting across the organization. Activity-based management (ABM) enables managers to enhance profits through cost control and tracking practices. More 

line.gif (2401 bytes)

Your Gate To BSC

BSC Online NetConferences

Archived NetConferences

 

line.gif (2401 bytes)

     

line.gif (2401 bytes)