Six months after implementing cloud solutions, Be The Match shares the impacts, changes, and successes they’ve noticed.

What did the transformation for your business look like when you went from an old legacy system to the new modern Oracle HCM Cloud. What benefits were you able to leverage after implementing cloud solutions?

Previously Be The Match used multiple systems that provided disjointed information. It resulted in a lot of paperwork and administrative work time for multiple resources. It has been only six months since implementing Oracle HCM Cloud, but we have already seen much of that administrative work eliminated. We have seen an increase in efficiency and are eager to get reporting and actionable analytics in place.

We are using Oracle HCM Core HR, Benefits, Recruitment/Transitions (OTAC), Performance/Goals, Talent Review/Succession Planning, Time & Labor and Compensation.

Which department of your company ultimately is responsible for the push to modernize?

Our Human Resources department pushed for the modernization, but we worked closely with the IT, Contracts and Finance departments.

Did you create a steering committee to work through the process of modernizing?

Yes, it was important to Be The Match to include leadership from several areas to ensure the best outcome. We included senior leadership in HR, Finance, IT and Contracts departments. We also had other levels of staff from our HR department participating on the committee.

You mentioned that you have already seen a dramatic cut in the amount of administrative work as a result of implementing Oracle HCM Cloud. Have you been able to monetize the savings?

When our HR department pushed for modernizing to the cloud, we didn’t make cost savings the primary justification. We wanted the efficiency – the savings in terms of time for our staff and administrators, and the increased functionality. Being new to HCM, we are grateful to have already been able to re-allocate some of HR resources to strategic initiatives vs. tactical tasks.  However, we have not yet been able to measure it.

Have you seen a reduction in the number of resources from the legacy system your company had in place to your newly implemented system with Oracle HCM Cloud?

Because it has only been six months, we are still acclimating to the new system and the processes, but we can already see a shift in resourcing. The need for data entry and processing has been eliminated. We were also able to move our “boutique” style model, to a shared services model in HR, which allows us to provide better, more consistent services to our employees. We soon plan to invest the time saved on analytics. We’re looking forward to it.

Have you seen a reduction in time spent with performance management?

Yes, we opened performance reviews within a month after going live. We introduced great new features, including participant feedback, but it is difficult to monetize. A benefit to our managers is the ability to collect feedback from multiple sources to provide more accurate and valuable feedback to their team.

Were there any improvement measures that were important to you or your business?

We value the administrative efficiency, analytics potential, increased security and functionality such as the single sign-on capabilities. We went from eight separate logins for each employee for HR systems to one single sign on.  One example of efficiency we have gained is in the compensation area.  With the legacy system, we managed one of our compensation plans on a spreadsheet. We estimated that process would take 30 hours of manual work. Now it takes less than three hours!

Have you seen improvement in the workforce?

Paper forms have been eliminated so we have not only realized administrative time savings, but it has greatly reduced errors and increased our auditing abilities.   This makes everyone happy.

I feel that this last six months have really been about adjusting to the new tool and just ensuring the specific pieces are working in the way we intended.  Our next year will really be about focusing HCM as a strategic tool. We are looking forward to being able to enhance the framework we set up this last year to use items like workforce modeling, talent reviews, and analytics to support our organization in achieving new levels of success.

Is there anything with Oracle HCM Cloud that you are looking forward to but don’t have in place just yet?

As previously mentioned we are excited about using some additional talent management features, like modeling and talent reviews and the analytics associated.  The built-in insights we couldn’t have dreamed of before, are easily configured and available for viewing.  In addition, we are excited to review the new features Oracle is releasing in performance management.  Our organization is excited to move to a more ongoing feedback type model and the new features sound like they will enable that process to become reality.