what are the ambitions of Oracle Cloud HCM in France?

By Philippe Guerrier | The | talent management

Oracle France’s Director of Strategy for HR Solutions clarified the ambitions of the human capital management cloud platform by integrating the potential of AI.

Sylvain Letourmy, HR Solutions Strategy Director at Oracle France – © DR

How does Oracle France adjust itself to reach HRDs using its HCM solutions?

We favored a holistic and integrated approach: a cloud platform for all applications (finance, marketing, supply chain, etc.), including the one focused on the HR management segment and called Oracle Cloud HCM.

Oracle has been developing HR solutions for 25 years using well-known applications such as PeopleSoft or E-Business Suite.

In 2012, we undertook tactical external growth in the HCM field with the acquisition of Taleo [ndlr : dont la genèse remonte à 1996 au Canada] with a complete redefinition of its recruitment solution within Oracle Cloud HCM.

For ten years, we have been running this HCM software suite on our cloud platform. We treat it as a full -fledged HRIS with ever -expanding coverage. The platform covers administrative management, talent management, performance, training, salary review, reporting and now ATM as an extension.

In recent years, managers and employees have become users of HRIS.

  • Managers will have access to reliable data of reference indicators (KPIs) on the activities of their teams or on the salary of their teams.
  • Employees want to have unified access to all HR services useful for career orientation or training, build their personal branding by highlighting their skills or experience within the organization and expose their commitment. voluntarily defend some particular goal close to their heart.

This platform, called Oracle Cloud HCM, is provided to 45 million users in 3,500 customer organizations worldwide. In France, a third of CAC 40 worked with us on these topics. We can mention clients such as Webhelp, Engie, Eurovia (subsidiary of Vinci group) or Sodiaal (dairy cooperative).

We view Oracle Cloud HCM as a full -fledged HRIS with ever -expanding scope. As a result, we have become a major player for companies with a workforce of over 500 people.

How do you integrate artificial intelligence into Oracle Cloud HCM?

I found that the most important area was managing skills.

Oracle has invested heavily in AI, which is delivered to all segments covered by our cloud platform. This is augmented functionality that appears in each of the operational areas we cover. For example, in the HR segment, we deployed a digital assistant to open a dialogue using a chatbot.

[update 27/01/22 à 12H51] For 4 years, we conducted the AI@Work study with the company Workplace Intelligence on the impact of AI on HRDs and employees, and the way they understand it. At first, we saw some caution in AI. The crisis period with Covid-19 has given us assurance of its ease of use and the ability to provide assistance in difficult areas. As a result, AI is not intended to replace people but to open fields of possibility or even facilitate human relationships.

I found that the most important area was managing skills. From now on, it is possible to rely on AI to assist in identifying, developing employees ’skills and linking them to each other.

To refine the relevance of AI, what HR data do you use for skills management?

This is the main reason for the HRIS projects we see emerging today. HR holds large amounts of employee data in tools operated in functional or geographic silos. Under these conditions, it is difficult to cross-reference data between different payroll and performance tools.

The diversity of solutions represents a diffusion of individual data per employee, leading to multiple entries of identical data and complicating cross-referencing of instant data.

Therefore, it is a question of setting up a single repository at the global level to federate the data so that HRD has an integrated perspective.

It only takes a few weeks to have the project of valid databases and applications on this perimeter. This consistency feeds AI algorithms with reliable and comprehensive data.

Typically, we begin with the annual interview management process, which is a great source of individual data. At his initiative, the collaborator can also import his data into LinkedIn to have a more global perspective on his experience and capabilities. All of these processes are conducted in compliance with the GDPR.

The tool can be used in other contexts such as interviews at the end of the probationary period, internal mobility or management of specific projects or assignments, possibly in secondment from standard employee management. HRIS makes it possible to support new job skills in recognition of performance and skills.

We see several advantages to this type of operation:

  • HRD gets reliable and complete data,
  • the manager gets centralized access to HR data to manage his teams,
  • the employee discovers more professional opportunities with relevant suggestions that AI exploits.

What is the contribution of Oracle’s Journeys module for professional career management?

This is the culmination of our employee experience approach. To date, we have developed information systems through functional access modules (skills management, employee performance, etc.).

At Journeys, we advance the management of transversal paths by entering and consulting information according to a moment in an employee’s life. For example, it is possible to suggest a specific route of activities to be undertaken for the employee’s return to the workplace.

For example, watching videos explaining new health security measures or the new layout of the premises. In case of getting married, the employee will be invited to update their HRIS information (marital status, data update for mutual insurance company, etc.).

With your professional experience, you have been developing for over 20 years in the field of HCM. How has this segment changed from your perspective?

With the rise of the cloud, we have seen the trend towards the “platformization” of HR systems and the openness of them, combined with the proliferation of innovations coming from an ecosystem of start-ups. This results in the extensive extension of the so -called HRIS, which goes beyond administrative and payroll management.

Historically, it has been an HR tool for HR. But, the HR information system has changed hands over the past five years.

We are entering an era that requires a holistic employee perspective with a lot of quality around administrative data and working in communities between peers beyond Oracle’s services as a technology supplier.

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