Podcasts about oracle hcm cloud

Human Resources Management is an important function in every organization. Without it, companies would not be able to effectively recruit and retain employees or maintain a healthy, accepting workplace.   In this episode, Lois Houston and Nikita Abraham, together with Cloud Delivery Lead Nigel Wiltshire, explore how employee management has evolved over time, the key functions within a Human Resources department, and the major players involved. They also look at the end-to-end business processes that are enabled by the Oracle HCM Cloud suite.   Oracle MyLearn: https://mylearn.oracle.com/ Oracle University Learning Community: https://education.oracle.com/ou-community LinkedIn: https://www.linkedin.com/showcase/oracle-university/ Twitter: https://twitter.com/Oracle_Edu   Special thanks to Arijit Ghosh, David Wright, Kris-Ann Nansen, Radhika Banka, and the OU Studio Team for helping us create this episode.   --------------------------------------------------------   Episode Transcript: 00:00 Welcome to the Oracle University Podcast, the first stop on your cloud journey. During this series of informative podcasts, we'll bring you foundational training on the most popular Oracle technologies. Let's get started. 00:26 Lois: Welcome to the Oracle University Podcast. I'm Lois Houston, Director of Product Innovation and Go to Market Programs with Oracle University, and with me is Nikita Abraham, Principal Technical Editor. Nikita: Hi everyone! Last week, we were joined by Bill Lawson, who gave us a wonderful overview of Oracle's business process training. And today, we have another special guest, Nigel Wiltshire, who is one of our Senior Principal Instructors and Cloud Delivery Leads. We're so lucky that Nigel has agreed to join us for a few episodes this season to tell us all about HCM business processes. Lois: Hey Nigel, we're so happy to have you join us. 01:02 Nigel: Hi Lois. Hi Niki. Lois: I believe that today we're going to discuss HCM as a concept and the typical processes that form the framework for a robust Human Resources operation. Let's begin with the basics. For those that are not familiar with the acronym, what does HCM stand for? 01:19 Nigel: That's probably going to be the easiest question to answer, Lois. HCM is “Human Capital Management.” The management of employees has been through many iterations and labels over the years. And back in the 1960s, 70s, and early 80s, the term “Personnel” was generally in use. Come the mid to late 1980s, this changed to the term “Human Resources,” which (rightly or wrongly) is interchangeably referred to as “Human Capital Management.” 01:47 Nikita: But why did the name change, Nigel? Nigel: In the days of “Personnel,” there wasn't really any emphasis on managing and nurturing employees. It mostly centred around the simple task of recording the data necessary for the organization to operate. The thought process and the general concept of employee management has gradually changed for the better over the decades, and now goes beyond just a simple record keeping exercise. The “Personnel” regime tended to be reactionary, with actions only being taken when the situation necessitated it, whereas “Human Capital Management” focuses on proactive management, and by analyzing data, it's possible to anticipate the need for action and even revise processes.  02:27 Nigel: Although the word “Personnel” describes a workforce quite adequately, accepting the “Human” and the “Resources” banners shows an acknowledgment of the humanity and value of a group of employees. Lois: OK. So you said the terms “Human Resources” and “Human Capital Management” are used interchangeably. Are there any differences at all to distinguish between the two? 02:49 Nigel: Human Resources Management primarily focuses on core administrative HR functions such as maintaining employee records and administering processes such as compensation, benefits, and recruiting. Human Capital Management is a broader term that includes the same Human Resources Management functions, as well as strategic functions such as analytics, planning, and performance management. Despite this distinction, most of us are a tad lazy and just lump everything under the same term. Some use Human Resources, some use Human Capital Management, some alternate between the two. 03:23 Nikita: Nigel, why do organizations need to manage their Human Capital? Nigel: Human Resources Management is a very important function in every organization. Without it, companies would not be able to effectively recruit and retain employees, improve, and enhance the organization, and they wouldn't be able to maintain a healthy, accepting workplace culture and environment. Human Resources Management is so important to organizations that many call this function the heart and soul of the business. 03:51 Nigel: With a major shift from just focusing on the organization's needs, to the needs and welfare of the employee, you end up with a happier and more productive employee. Many people are motivated by monetary awards, so a fair compensation package is paramount to the recruitment and retention of these employees. Others, whilst unlikely to work for free, are focused more on their contribution to the business and are interested in career development and progression. Therefore, a robust performance management and clear career path should be developed.  Whether an employee approaches their career from a monetary or a job satisfaction point of view, it's all about “worth,” and an employee whose worth is satisfied is a happy employee and, therefore, more productive. So, organizations should be able to recognize that people are motivated by different things and have systems and processes in place to facilitate this, essentially bringing the best out of each employee. 04:46 Lois: That's really interesting, Nigel. So, what are the key functions within a Human Resources department? Nigel: Human Resources is a broad subject and as such covers many functional areas. First and foremost is Talent Management. This is the recruitment aspect of the business. Efficient processes here ensure that vacancies are filled as efficiently as possible, by the best applicant identified for the job. The next is Benefits. For those employees that are motivated by cold hard cash, a robust benefits package ensures that employee retention is maintained at a high level, and that rates of attrition are minimized. This could be in the form of medical and/or dental insurance, Savings and Pension schemes, and even simple pleasures of life such as discount vouchers, a subsidized canteen, company-sponsored activities, Pizza Fridays, and last but definitely not least… free coffee on tap. 05:39 Nigel: Next, we have Absence Management, Time and Labor, and Payroll. These provide an efficient way to document the work performed by employees, and as a result the employee is paid what they are owed in a timely manner. It also encompasses the recording of time such as Vacation, Sickness, Maternity, Jury Service… to name just a few. Some of this time may result in the need to adjust the payments made to an employee, which is why it is included in this grouping. We also have Compensation and Rewards. I guess this is the more serious side of the money. Every employee wants to be paid what they are worth, for the job they do and contributions they make. The most basic way to compensate an employee, of course, is their regular salary. However, there are many other rewards and incentives that an organization can offer, such as bonuses, premium pay for working overtime or on a public holiday. Some rewards are based on the job that somebody does, such as Commission, which is a reward typically offered to employees in a Sales role, as an incentive to close deals. 06:43 The Oracle University Learning Community is a great place for you to collaborate and learn with experts, peers, and practitioners. Grow your skills, inspire innovation, and celebrate your successes. The more you participate, the more recognition you can earn. All of your activities, from liking a post to answering questions and sharing with others, will help you earn badges and ranks and be recognized within the community. If you are already an Oracle MyLearn user, go to MyLearn to join the community. You will need to log in first. If you have not yet accessed Oracle MyLearn, visit mylearn.oracle.com and create an account to get started. 07:24 Nikita: Welcome back. Nigel, you were telling us about all the functional areas within Human Resources… Nigel: As I was saying earlier, some employees are more motivated by job satisfaction and career progression, and the next two areas of HR speak more to them.  The first is Performance Management. This is where the organization manages the employee's goals and performance reviews. A healthy and achievable set of goals focuses the employee into doing what they need to do to “get the job done” and to be evaluated on that work. And the second is Learning and Development. In order to progress in their current job, future career aspirations, and also personally, an organization needs to have a mechanism for employees to develop and grow, and to be nurtured in order to not only bring the best out of them, but also to ensure interest in being employed by the business is retained. 08:13 Lois: Yep, we all want that… Nigel: Exactly. And finally, we have Human Resources Planning. In order for larger organizations to thrive, a robust resourcing plan is required. This is generally split into two parts. The first of which is to make sure that each part of the business is resourced according to the workloads. For example, in the retail, manufacturing, and care hospitality industries, workloads are based on “shifts,” so it is incumbent on the management team to ensure that each shift is staffed adequately, by planning ahead as well as reacting to the odd curve ball when an employee cannot work due to unpredictable circumstances, like sickness. 08:52 The second part of this function lies with the prediction of possible staff movement and ensures that each part of the business can maintain operational. In some parts of the organization, it may not be imperative for you to be proactive, but in others, this will be the case. We can address this in many ways. The main ones include fostering relationships with employees, which will encourage them to not seek employment elsewhere, and to create Succession Plans or Talent Pools, which will ensure that other employees are nurtured and developed to such an extent that they are able to step up and progress to a vacant position if the need arises.  09:27 Nikita: Wow, you're right, Nigel. There are actually quite a lot of functional areas within HR. I'm guessing all this is not performed by the same person, right? So, who are the key players here? Nigel: You are most definitely right there, Niki. This would be way too much for one person. However, that does depend on several factors, such as the size of the organization, the complexity of the processes developed, and the knowledge and experience of the people performing the duties. For example, in a small business, the number of employees to manage would be minimal and the processes put into place might also be minimal, which might be down to the fact that some processes and record keeping is outsourced to reduce the HR department's wage bill. It could also be that the person employed to run the HR department is deliberately selected because they have experience with a wide range of functions. 10:16 Nigel: That said, it is more typical, especially for larger organizations, to have lots of employees working in the HR department, and the work they do is based on their area of expertise. For instance, managing Payrolls is a very specialist subject and as such it's not unusual to see that as a separate “sub department” within HR. Of course, not all the work has to be undertaken from within the HR department itself. For the last 25 to 30 years, there's been a shift towards Self Service. This means that some of the onus to enter and maintain data is placed firmly with the employee themselves. For instance, if an employee moves house or changes their phone number, it's up to them to update that information in the system. If they wish to take a vacation, again it is up to them to enter and submit the request for consideration. 11:04 Nikita: Ya, that's what we do… Nigel: Yeah right. And there's the employee's Line Manager whose job, from an HR point of view, is to ensure that the employee is keeping the relevant information up-to-date, and to respond to requests made by the employee, such as the previously mentioned vacation requests. In some organizations, it's even the responsibility of the employee's Line Manager to initiate data changes for things like Promotions, Salary Increases, Bonus Awards, and some general Assignment changes, such as working hours. So, we talked about the HR Specialists, the employees, and their line managers. The last group to play their part is the senior managers and directors. Some of them will be involved in overseeing the day-to-day operations within the HR function, such as the HR Manager, Payroll Manager, Compensation Manager, etc, whilst the most senior will have their influence centred around the more strategic side of the house...  the planning, the budgeting, the head counts, etc. and often form the buffer between the HR department and the Executive team. 12:04 Lois: So Nigel, let's get down to the nuts and bolts of the HCM business processes. You spoke about all the functional areas that make up HCM, but is there a way to group these functional areas and the processes they encompass? Nigel: Absolutely, Lois. Within HCM, there are four main life cycles… Applicant, Employee, Rewards, and Talent. We're going to be talking about each of these in a lot more detail in our upcoming episodes, but to whet your appetite, let me give you a brief synopsis of those life cycles, the processes they include, and how they interact with each other. 12:38 Nigel: So let us start with the Applicant Life Cycle. As you can imagine, this is the start of the whole HCM process. We need to identify vacancies within the organization, and subsequently seek out suitable applicants to fill those gaps. There's a single process within the Applicant Life Cycle that we call “Recruit to Onboard,” which essentially is the whole recruitment campaign, right up to passing them over to HR so they can be converted from an applicant to an employee. At that point, the Employee Life Cycle kicks in. Each employee needs to be managed throughout their time with the organization, which may include Promotions, Transfers, basic assignment changes such as Line Manager Change, or Grade, to name just a couple. We call this the “Hire to Retire” processes. 13:23 However, it doesn't stop there. The processes also include the need to manage absences and the subsequent return to work, which we call “Absence Planning to Productivity” and even the employee's termination with the business should they wish to move on, called “Employee Separation to Workforce Analysis.” This leads us directly to the Rewards Life Cycle. 13:42 Lois: And everybody loves rewards! Nigel: Haha! There are four business processes included with this one. The first of which is “Benefits to Payroll,” which takes you through the mechanics of setting up benefit programs, which pass through to payroll, so that appropriate deductions can be made for the employee contributions. Then they have “Time Collection to Payroll.” This is where the employee records their worked time through various mediums such as Time Cards, Card Readers, Biometric Scanners, Web Clocks, and so on, which again are passed to payroll for processing and payment. We can't forget the “Payroll to Payment” process, as this is the main one that works out the net pay that each employee should receive. Now, as we have already alluded to, the information for this comes from many sources, including Benefits, Compensation, and of course Payroll directly. 14:30 Nigel: The final process in this life cycle is “Reward Planning to Targeted Compensation.” I just mentioned that the information for payroll processing can come from many different sources, right? One of those is Compensation, but there is a whole set of activities that constitutes Compensation. We have to consider the employee's base salary, we have to consider whether there are any ad hoc rewards that an employee can receive, and we also need to consider if there is a mechanism for managers to use a spreadsheet to award such compensation as Merit Increases and Bonuses, including the need to set budgets and awards based on models; for example, a percentage increase based on the employee's performance review score. The final life cycle is Talent. This encompasses all aspects of developing and assessing employees and includes processes for “Goal Setting to Performance,” “Talent Review to Succession,” “Career Planning to Development,” and “Employee Insight to Work Life Balance.” 15:26 Nikita: Thank you, Nigel, for taking the time to give us these insights into the world of Human Capital Management. We're really looking forward to you taking us through all the different HCM life cycles. To learn more about HCM business processes, visit mylearn.oracle.com. Lois: So, next week, you'll be back with us to dive into the Applicant Life Cycle, which is the first HCM life cycle. Until then, this is Lois Houston… Nikita: And Nikita Abraham, signing off! 15:52 That's all for this episode of the Oracle University Podcast. If you enjoyed listening, please click Subscribe to get all the latest episodes. We'd also love it if you would take a moment to rate and review us on your podcast app. See you again on the next episode of the Oracle University Podcast.

This week, join us for a compelling conversation with Richard Clayton, Managed Services Director of Namos, and Pete Gutteridge, Senior HCM Stream Lead at Namos, and learn how, within only a few months of running Oracle HCM Cloud, the University of Greenwich has graduated to streamlined HR business processes. Employees can now access accurate and consistent information whenever needed, wherever they are. Taking it further, employees can access career development and management opportunities via Oracle's innovative and complete end-to-end talent solutions.

 Listen to Guy Waterman, Senior Director Oracle HCM Cloud Product Strategy chat with Robbin Velayedam about the evolution of Oracle HCM Cloud and the experience customers have had transitioning from PeopleSoft HCM. 

HR Happy Hour 488 - Building Workforce Agility with Skills Insights Hosts: Steve Boese, Trish McFarlane Guest: Yvette Cameron, SVP Global HCM Product Strategy, Oracle This episode is sponsored by Oracle Cloud HCM - learn more at www.oracle.com/hcm This week we were joined by Yvette Cameron of Oracle to talk about some of the latest innovation from the Oracle HCM Cloud group - Skills Insights - an AI-powered Dynamic Skills solution in Oracle Cloud HCM which allows HR leaders to identify skills gaps and foster career development for employees. On the show, Yvette shared why taking a skills-centric appoach to talent management is criticial for organizations needing to become more agile and responsive to meet changing needs and demands. For HR leaders, having an understanding of the skills possessed by the workforce is critical for talent planning, recruiting, development and more. For employees, being able to easily report their skills, to identifty opportunities to develop existing skills and acquire new ones, and gain insights into how skills contributes and supports their career plans is essential for employee engagement and retention.  Yvette also shared the three components of Skills Insights: Skills Nexus; Skills Advisor; and Skills Center - which work together to give HR leaders and employees tools and capability to transform the way they identify and grow skills. Learn more about Skills Insights here.  This was a fun show, thanks to Yvette for joining us! Remember to subscribe to the HR Happy Hour wherever you get your podcasts.

Welcome to 3Sixty Insights' latest #HRTechChat. Alex Smith, CHRO of the City of Memphis and member of the 3Sixty Insights Global Executive Advisory Council, joined us earlier in the week to discuss her department's decision to implement and deploy Oracle HCM Cloud, along with Taleo-derived functionality for application tracking. Beyond technology, however, Alex's experience is an uplifting tale of lasting business and cultural transformation in the public sector. Illustrative of the vision forward-thinking HR leaders embrace, the City's journey is everything the profession aspires to inspire. Here's a glimpse into what we discussed during the videochat, as well as the contents of an accompanying, in-depth case study: Leading a municipality as a business—a new mayor of Memphis wanted to bring a business mindset to the city via CHRO-style leadership and moving to a C-suite model and mentality Introducing much-needed efficiencies—this came from not-insignificant task of replacing an on-premises Oracle installation in favor of Oracle HCM Cloud (and, for recruiting, Taleo) Reaching accord—despite the undeniable benefits of moving to the cloud, careful consideration of several departments' and other stakeholders' needs ultimately drove the decision Improving morale municipality-wide—now absent the previously heavy administrative load, and with positive leadership in place, HR turned its attention to workforce morale, with greater employee engagement and a much-improved Glassdoor rating being the eventual results Acknowledging diversity & inclusion—Alex was ahead of the curve in tackling diversity D&I in Memphis, establishing a focus on it in 2016, when she joined the municipality, ultimately increasing the representation of women and minorities in the municipality's workforce There's much more—updating and improving retirement programs, acknowledging civil rights–era staff, drastically decreasing time-to-hire, significantly increasing retention and upping pay in the all-important police and fire departments. The list goes on, and the gist of the success at the City of Memphis HR department and municipality-wide is this: Technology is the necessary tool, but leadership is the essential ingredient.

Would you like to take your Oracle HCM Cloud experience to the next level? Then tune in to HCM Cloud Talk Radio to hear Laurie Jacobsen Jones, Oracle VP, Development and Customer Success, as she describes Project Elevate: a collection of packaged services cultivated with a small group of key partners, designed to increase customer value and success with Oracle HCM Cloud products.

Would you like to take your Oracle HCM Cloud experience to the next level? Then tune in to HCM Cloud Talk Radio to hear Laurie Jacobsen Jones, Oracle VP, Development and Customer Success, as she describes Project Elevate: a collection of packaged services cultivated with a small group of key partners, designed to increase customer value and success with Oracle HCM Cloud products.

Were you aware that Payroll Batch Loader (PBL) is to be replaced by HCM Data Loader (HDL) as the only method for bulk loading payroll business objects into Oracle HCM Cloud? Listen to HCM Cloud Talk Radio to hear Rachael Quance, Oracle Senior Principal Product Advisor, discuss some of the key facts around this move.

Would you like to learn how to leverage artificial intelligence for your HCM Cloud service reaching beyond standard chatbots? Tune in to HCM Cloud Talk Radio to hear Debra Lilley, Associate Director at Accenture, as she talks about webchat, chatbots, and how Oracle's Digital Assistant can enhance your Oracle HCM Cloud service.

Would you like to learn how to leverage artificial intelligence for your HCM Cloud service reaching beyond standard chatbots? Tune in to HCM Cloud Talk Radio to hear Debra Lilley, Associate Director at Accenture, as she talks about webchat, chatbots, and how Oracle’s Digital Assistant can enhance your Oracle HCM Cloud service.

HR Happy Hour 368 - Conversational Technology: The Evolution of HR Tech Hosts: Steve Boese, Trish McFarlane Guest: Emly He, SVP, Oracle HCM Cloud, Oracle Recorded LIVE at the Oracle Modern Business Experience event, March 2019. Today on the HR Happy Hour Show, in a special episode recorded live at Oracle Modern Business Experience, Steve and Trish were joined by Emily HE, SVP, Oracle HCM Cloud at Oracle. On the show Emily talked about how the team at Oracle has reimagined the employee experience, and how that has informed how their products and services have evolved, and what that means for HR and for business users. Additionally, Emily shared how Oracle's innovative Digital Assistant solution - a conversational UI technology that lets employees interact with their HR technology solution in a modern, intuitive, and fun way is making an impact in areas like Recruiting and for the HR Help Desk. Finally, we introduced a new HR Happy Hour segment called 'The Best Thing I Ate This Week'. This was a fun and interesting show, thanks so much Emily for joining us and thanks to Oracle for having the HR Happy Hour Show at the Modern Business Experience event. Learn more about Oracle HCM and the Digital Assistant at www.oracle.com/HCM. Remember to subscribe to the HR Happy Hour Show wherever you get your podcasts - just search for 'HR Happy Hour'.

Are you an Oracle HCM Cloud customer and interested in hearing about the new Enhancement Request process? Then tune into this important HCM Cloud Talk Radio Show to hear Christine Yokoi, Oracle HCM Cloud Product Strategy Director, explain why and how Oracle’s Cloud Customer Connect Idea Lab will now be used for Enhancement Requests.

Are you an Oracle HCM Cloud customer and interested in hearing about the new Enhancement Request process? Then tune into this important HCM Cloud Talk Radio Show to hear Christine Yokoi, Oracle HCM Cloud Product Strategy Director, explain why and how Oracle's Cloud Customer Connect Idea Lab will now be used for Enhancement Requests.

Are you an Oracle HCM Cloud customer and still using HCM File Based Loader (FBL)? Then don't miss this important HCM Cloud Talk Radio Show where Rachael Quance, Oracle Sr. Principal Product Advisor, recaps how to migrate from FBL to HDL and explains important information about the FBL End of Life announcement.

Are you an Oracle HCM Cloud customer and still using HCM File Based Loader (FBL)? Then don’t miss this important HCM Cloud Talk Radio Show where Rachael Quance, Oracle Sr. Principal Product Advisor, recaps how to migrate from FBL to HDL and explains important information about the FBL End of Life announcement.

Are you interested in hearing about printing the Directory Organization Chart in Oracle HCM Cloud? Then join our podcast as Julian Challenger, Oracle Director, HCM Cloud Product Management, provides more detail on HCM Cloud Talk Radio about new functionality available in Release 18C.

Would you like to hear about best practices and methodologies for testing your Oracle HCM Cloud Service? Then join us on HCM Cloud Talk Radio where Rajesh Krishnan, Managing Partner of Acolade Consulting, provides best practice advice on testing during implementation and updates of Oracle's HCM Cloud Service.

Would you like to hear about best practices and methodologies for testing your Oracle HCM Cloud Service? Then join us on HCM Cloud Talk Radio where Rajesh Krishnan, Managing Partner of Acolade Consulting, provides best practice advice on testing during implementation and updates of Oracle’s HCM Cloud Service.

Would you like to hear how customers can work on their HCM Cloud applications using their mobile devices? Shailesh Dhawla, Oracle Principal Product Strategy Manager, joins us on HCM Cloud Talk Radio to provide more details about Oracle HCM Cloud Mobile and the experience customers can expect when accessing HCM Cloud applications from mobile devices.

Would you like to hear how customers can work on their HCM Cloud applications using their mobile devices? Shailesh Dhawla, Oracle Principal Product Strategy Manager, joins us on HCM Cloud Talk Radio to provide more details about Oracle HCM Cloud Mobile and the experience customers can expect when accessing HCM Cloud applications from mobile devices.

Would you like to learn how to improve productivity and employee engagement by helping employees align their work and personal lives? Mark Bennett, Oracle Director, HCM Product Strategy, joins us on HCM Cloud Talk Radio where he provides details about Oracle’s Work Life Solutions: a cloud service available to users of Oracle HCM Cloud that is comprised of three applications: My Brand, My Wellness, and My Volunteering. Tune in to learn more!

Would you like to learn how to improve productivity and employee engagement by helping employees align their work and personal lives? Mark Bennett, Oracle Director, HCM Product Strategy, joins us on HCM Cloud Talk Radio where he provides details about Oracle's Work Life Solutions: a cloud service available to users of Oracle HCM Cloud that is comprised of three applications: My Brand, My Wellness, and My Volunteering. Tune in to learn more!

Are you interested to find out what's new with Oracle Learning Cloud? Then join us on HCM Cloud Talk Radio to hear Prabu Iyer, Oracle Director, Product Strategy, provide information about the new learning solution that is being developed as a natively built component of the Oracle HCM Cloud solution suite to help both workers and organizations stay competitive.

Are you interested to find out what’s new with Oracle Learning Cloud? Then join us on HCM Cloud Talk Radio to hear Prabu Iyer, Oracle Director, Product Strategy, provide information about the new learning solution that is being developed as a natively built component of the Oracle HCM Cloud solution suite to help both workers and organizations stay competitive.

Are you an Oracle HCM Cloud customer or partner searching for an efficient mechanism to transfer files from/to UCM? Then join us on HCM Cloud Talk Radio as Srirama Sista, Oracle HCM Cloud Technical Solutions Manager, introduces the Oracle HCM Center of Excellence (CoE) UCM Utility which is an API intended for customers and partners that want to use UCM as their content server instead of conventional SFTP.

Are you an Oracle HCM Cloud customer or partner searching for an efficient mechanism to transfer files from/to UCM? Then join us on HCM Cloud Talk Radio as Srirama Sista, Oracle HCM Cloud Technical Solutions Manager, introduces the Oracle HCM Center of Excellence (CoE) UCM Utility which is an API intended for customers and partners that want to use UCM as their content server instead of conventional SFTP.

Episode 030. Can a fan podcast for a TV show have a profound social impact on people's lives? Find out with Troy Heinritz of the award winning The Blacklist Exposed Podcast from Golden Spiral Media.   Featured Podcast Angel: Podcast Envy Launch Pod this fall! If you've been waiting for the right time to launch YOUR podcast, the time is now.  Become a part of this group launch ready for January 2019. Last chance to sign up for this round is 10/6 --- next round begins January 2019!!!  Learn more & get on the priority list for Oct or Jan: http://bit.ly/launchpodenvy Resources: 5 Questions You Haven't Asked About Your Podcast (FREE) I mean, you want to make a show that matters right? You've got a message, a passion, a purpose. How can you make sure it's landing? These questions from your Podcast Boss (me) will help! Podcast Boss Interview Setup Guide (Premium) Get a handy PDF of our dual recording setup for online interviews using Ecamm Call Recorder for Skype AND and the Zoom H4n Pro recorder. Subscribe: Apple Podcasts Google Podcasts Spotify Stitcher Connect: http://www.podcastenvy.com Email or Voice (send me a question to answer on the show!) Facebook Group The Creative Impostor Facebook Page @andreaklunder.creative Instagram: @andreaklunder My favorite hashtags #podcastenvy #podcastboss Oh HEY! I'm on LinkedIn now... dropping pro podcasting tips, insights, and stories. Connect with me there and let me know you're a Podcast Envy listener.   Our Guest: The Blacklist Exposed Facebook Community Twitter Instagram Tumblr Troy's Twitter Aaron's Twitter  Support The Blacklist Exposed: #FillTheFedora - https://www.patreon.com/theblacklistgsm   About Troy F: http://facebook.com/troy.heinritz T: http://twitter.com/troyheinritz I: http://instagram.com/troyheinritz HR Technology by day - PeopleSoft, Taleo, Cornerstone, Smashfly, Oracle HCM Cloud, Successfactors. Podcaster by night - Currently hosting: 2017 Academy of Podcaster TV & Film award winning The Blacklist Exposed - theblacklistexposed.com Remake This Movie Right - remakethismovieright.com Packers Fan Podcast - packersfanpodcast.com Beyond Westworld - beyondwestworldpodcast.com 11.22.63 A Look Back - 112263podcast.com TV Talk Revenge - tvtalk.com Resurrection Revealed - resurrectionrevealed.com Under The Dome Radio - underthedomeradio.com

Would you like to learn more about Oracle Recruiting Cloud (ORC), Oracle's new recruiting product native to Oracle HCM Cloud? Then join us on HCM Cloud Talk Radio as Nagaraj Nadendla, Oracle Group Vice President & General Manager, Oracle Recruiting Cloud & Taleo, covers the philosophy behind the product, the innovation customers will experience, and recommendations for customers and partners on their journey to ORC.

Have you heard about the Workforce Health and Safety Incident Cloud Service? Join us on HCM Talk Radio to hear Nancy Estell Zoder, Oracle Director, Global HR Product Strategy for HCM Cloud and Glen Walton, Oracle Senior Manager, Fusion Applications Strategy talk about the benefits and key features of this new Cloud Service for Oracle HCM Cloud customers.

Have you heard about the Workforce Health and Safety Incident Cloud Service? Join us on HCM Talk Radio to hear Nancy Estell Zoder, Oracle Director, Global HR Product Strategy for HCM Cloud and Glen Walton, Oracle Senior Manager, Fusion Applications Strategy talk about the benefits and key features of this new Cloud Service for Oracle HCM Cloud customers.

What is the Oracle HCM Cloud and Kronos integration and how is it implemented? Tune in to HCM Talk Radio to hear Prabu Iyer, Oracle Director, Product Strategy, HCM Cloud Development provide details on this new integration.

What is the Oracle HCM Cloud and Kronos integration and how is it implemented? Tune in to HCM Talk Radio to hear Prabu Iyer, Oracle Director, Product Strategy, HCM Cloud Development provide details on this new integration.

Oracle HCM Cloud Global Human Resources Release 12 new features are introduced on Whats New SaaS Readiness portal. These are the notes from my learning of these new features. Any new feature introduced in the cloud product comes with 4 options to enable/use the feature in product. These actions are mentioned against each feature of […] The post Oracle HCM Cloud Global Human Resources New Features R12 appeared first on Open Tech Talks - Technology worth Talking.

You've just gone live with Oracle HCM Cloud, and you have questions as to what roles are necessary to support your new Cloud service.Listen in to HCM Talk Radio to hear Oracle's Michelle Parkins and Certus Solutions' Tim Warner discuss the types of roles that are required for customers and partners to support and manage HCM in the Cloud.

You've just gone live with Oracle HCM Cloud, and you have questions as to what roles are necessary to support your new Cloud service.Listen in to HCM Talk Radio to hear Oracle's Michelle Parkins and Certus Solutions' Tim Warner discuss the types of roles that are required for customers and partners to support and manage HCM in the Cloud.

Were you aware that the frequency of the Oracle Cloud (Fusion) application update cycles is changing from monthly to quarterly? Tune in to HCM Talk Radio to hear Oracle’s Becky Peal, Director, HCM Cloud Lifecycle Management discuss the changes and impacts effective with the November 2016 update.

Were you aware that the frequency of the Oracle Cloud (Fusion) application update cycles is changing from monthly to quarterly? Tune in to HCM Talk Radio to hear Oracle's Becky Peal, Director, HCM Cloud Lifecycle Management discuss the changes and impacts effective with the November 2016 update.

Today’s session is focusing on what are the Career choices available for Oracle Application Technical consultant in the era of Oracle Cloud Applications. Organizations are adopting to move to Cloud Model like Oracle HCM Cloud, ERP Cloud, CX Cloud. 2nd post on this topic is Oracle Technical Professionals Journey from EBS to Cloud Applications I […] The post Career Choices for oracle technical consultant in cloud applications era appeared first on Open Tech Talks - Technology worth Talking.

Are you interested in learning about Oracle’s HCM Cloud and Taleo integration? Oracle’s Wiktor Ornatowski joins us on HCM Talk Radio and provides best practices when implementing Oracle HCM Cloud and Taleo.

Are you interested in learning about Oracle's HCM Cloud and Taleo integration? Oracle's Wiktor Ornatowski joins us on HCM Talk Radio and provides best practices when implementing Oracle HCM Cloud and Taleo.

Were you aware that Data Roles are an essential part of a an Oracle HCM Cloud implementation? Tune into HCM Talk Radio to hear John Thuringer, Oracle Senior Applications Architect for Fusion HCM Development, explain what Data Roles are and how they are created. We'll also share some hints and tips on how to optimize the design of your HCM Cloud Data Roles.

Were you aware that Data Roles are an essential part of a an Oracle HCM Cloud implementation? Tune into HCM Talk Radio to hear John Thuringer, Oracle Senior Applications Architect for Fusion HCM Development, explain what Data Roles are and how they are created. We’ll also share some hints and tips on how to optimize the design of your HCM Cloud Data Roles.

Why are businesses moving from on-premise HCM applications to the Oracle HCM Cloud? Tune in to HCM Talk Radio to hear Michelle Brown, Senior Principal Product Advisor - HCM Cloud Centre of Excellence (EMEA) and Paul Gillott, Managing Director at Symatrix discuss reasons businesses are moving from on-premise HCM applications to Oracle's HCM Cloud and the differences between the two.

Why are businesses moving from on-premise HCM applications to the Oracle HCM Cloud? Tune in to HCM Talk Radio to hear Michelle Brown, Senior Principal Product Advisor - HCM Cloud Centre of Excellence (EMEA) and Paul Gillott, Managing Director at Symatrix discuss reasons businesses are moving from on-premise HCM applications to Oracle’s HCM Cloud and the differences between the two.

In this session we will review Integrations of Oracle Cloud (SaaS) Applications with on-premise applications like Oracle e-Business Suite Release 12. A case study of Oracle HCM Cloud integration with on-premise Oracle e-Business Suite HCM will be covered. IN THIS SESSION, WE WILL LEARN Oracle Cloud Applications Integration overview How do I Integrate? Integration Flow […] The post 15: Integrations of Oracle Cloud Applications with on-premise Applications appeared first on Open Tech Talks - Technology worth Talking.

In this session, we will review the Integrations of Oracle Cloud (SaaS) Applications with on-premise applications like Oracle E-Business Suite Release 12. A case study of Oracle HCM Cloud integration with on-premise Oracle e-Business Suite HCM will be covered. IN THIS SESSION, WE WILL LEARN Oracle Cloud Applications Integration overview How do I Integrate? Integration Flow Integration Framework Oracle HCM Integration Co-Existence Oracle HCM Integration Tool Oracle HCM Integration Encryption   https://www.otechtalks.tv/integrations-with-oracle-cloud-applications-with-on-premise-applications/