Oracle Talent Management Cloud manages core talent management processes that keep your talent engaged and help them be more strategic and productive in their work. The Talent Review and Succession Planning module within Talent Management Cloud can help you review talent and identify potential risk and impact of loss, identify the right person for the right job, manage talent pools and succession plans, and more.

No industry is immune from the current pace of technological change. While this acceleration presents radical opportunities for growth, analytics, and connectivity, it also brings real and pressing challenges to the adaptability of business organizations. At COLLABORATE 19, Chinam Kry, VP of Cloud Business Group at Oracle, shared with the Quest community how aligning HR and Finance through Cloud-based applications creates an agile, adaptable business response to navigate both the current business landscape and future innovation.

Apparao Kandru from IMMI spoke at COLLABORATE 19 about how the company achieved HR operational excellence by leveraging Oracle HCM Cloud.

In his decades of experience in customer-facing sales and executive roles, Oracle CEO Mark Hurd has learned a thing or two about understanding people. Operational and people skills are a critical part of managing Oracle, one of the world’s largest private employers, and addressing the constant need for new talent to sustain its growth. When Hurd joined the company eight years ago, Oracle had roughly 105,000 employees. Today, its global workforce comprises 137,000 people. It’s no surprise that keeping this many people happy, focused, and productive isn’t easy, and it would be unrealistic for Hurd to think he can treat every employee the same. Hurd addressed this personnel challenge by directing Oracle to deploy people- and system-driven approaches to enable Oracle’s HR department to develop personalized employee interactions and ultimately improve job satisfaction.

There truly is strength in numbers. Human Resources lays this foundation at top performing companies. HR encourages hundreds, if not thousands of people to work toward the same direction and goal. This creates a shared sense of purpose and an engaging culture. Establishing an engaging culture that encourages people to work together, continue learning, and grow their careers in a meaningful way will motivate your workforce to create value. One of the best ways to facilitate this is with an intelligent, personalized HR technology. Unfortunately, not all technology is as simple and supportive as it sounds.

A recent Oracle blog talked through the reasons to tackle your ERP/EPM and HCM systems together to create an integrated Cloud solution. It starts with a scenario: Imagine that you’re getting a promotion to a management position, which would impact your purchasing authority, approval workflows, travel allowances, and pay structure. On top of that, you’re moving to North America to Europe, where your company operates under a different legal entity. How long will it take before your new role is reflected in your company’s Human Resources system, you start getting paid at your new rate, and your new team can start submitting expenses to your for approval?

One obstacle that many HR executives face is trying to convince a skeptical CFO to make the move to HCM Cloud. Your CFO will likely want to see a compelling business case before approving your idea, which is understandable. Business cases are packed with financial analyses and justifications—right up your CFO’s alley. A recent Oracle blog explored the best ways to build a winning HCM Cloud business case to convince your CFO and your organization to move to HCM Cloud.