Five Ideas:
Human Resources
March 2009
Finding a worker with the right skills is the first piece of the Human Resources puzzle. Now, you have to motivate and inspire your workforce to perform at peak levels. As organizations strive to achieve more with less, managers must pay particular attention to keeping their workers engaged and achieving. It can be a challenging task, but improving HR efficiency, grooming your organization's talent, and keeping your employees happy and productive is essential to the bottom line. In this special package, you'll get advice for setting smart HR objectives--and learn how Oracle products can help you meet them.
“Workforce management applications historically were seen as adding value to an organization by streamlining the capture and processing of time and extending self-service capabilities to managers and employees in order to alleviate the burden on HR. While that’s still true today, organizations that have already adopted workforce management systems are now realizing the wealth of data they have on their most costly asset—labor. By applying business intelligence tools to this data, HR can now truly become strategic.”—Sherri Bartels, Oracle’s director of HCM strategy for workforce management applications
“Attrition only happens for three reasons; this is my belief. It happens if you're not working right with your supervisors, you don't believe you're adding value to the enterprise, or the enterprise doesn't value what you do. There are ways to measure that; there are ways to manage that.”—Manish Soman, senior vice president of software solutions at Genpact
“[With with the just released version of Oracle PeopleSoft Workforce Communications] organizations can gain an understanding of workforce preferences and satisfaction so they can take the necessary actions to improve workforce engagement and increase organizational loyalty.”—Tracy Martin, Oracle’s senior director of human capital management product strategy
“Web 2.0 applications provide efficient electronic means of collaboration and community building. They're like having those water cooler collaborations and being able to capture them electronically so the information doesn't get lost. This allows the expertise of the workforce to become more visible and accessible” —Jonathan Vinoskey, Oracle product strategist, on the Web 2.0 Oracle enhancements in PeopleTools 8.5
“The most famous question in succession planning is 'to tell or not to tell?' Telling means letting people know they are successors—either for individual positions or to go up the ladder to the next level regardless of position. Not to tell means keep a secret, only reveal it when the need arises. There are advantages and disadvantages to both approaches. But 67 percent of U.S. firms do not tell...To me... it's a question of who to tell, when to tell and how to tell. Who to tell means when we have critical people that we honestly cannot afford to lose, we need to sit them down and tell them they're valuable to us and that we do foresee some kind of future for them. When to tell would be when we get wind that they might be out looking. ”—William Rothwell, author of Effective Succession Planning
