12-06-2012, 02:49 PM
Oracle Human Resources Management System
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You Focus on Your People; We Focus on You
Efficiency in any organization begins at the point of impact—where a worker
performs a job. Employees who have the right skills, knowledge, and abilities
can have an impact on your company’s bottom line. Unfortunately, even good
employees don’t manage themselves. It takes fast, reliable information and a
system behind it to let your people have the greatest positive impact—for
themselves, for you, and for your shareholders.
When our customers communicate their needs, we listen. We conduct hundreds
of focus groups and hold customer meetings and programs around the world to
incorporate your ideas and business requirements into every release. Our goal is to
keep making our applications easier and less costly to implement, use, manage,
and maintain—thus delivering a superior ownership experience.
Part of delivering a superior ownership experience is designing applications that
will last. Oracle Human Resources Management System (Oracle HRMS) is flexible
enough to meet your needs now and adaptable enough to change with your
business. With every new release, we increase the quality and innovation of our
products—and the impact they can have on your bottom line.
Employing Strategies to Empower People
An effective HR transformation requires the adoption of a comprehensive human
capital management (HCM) strategy. To build a more effective workforce your firm
must develop a cohesive HCM strategy that is tightly linked to your overall
business goals and objectives. Leading HR technologies are critical to executing
your HCM strategy successfully because they enable your HR function to move
beyond administrative activities and transactions to add value to enterprisewide
business processes. Oracle HRMS adapts to your business needs, increases the value
of your workforce, and improves your bottom-line business results.
Oracle HRMS delivers a comprehensive platform and robust functionality that
helps your organization execute all four HCM strategies:
• Comply: Managing core HR data and processes, payroll, benefits, and
legislative/regulatory compliance.
• Automate: Saving cost and time with comprehensive, workflow-driven
employee and manager self-service.
• Measure: Providing metrics and analytical tools to stakeholders to deliver
information and determine the value of HR program investments.
• Align: Offering flexible programs designed to increase workforce value
through a broad range of development, performance management, and
learning applications.
Executing Your HCM Strategy: Comply
The Comply phase of your HCM strategy contains the basic processes for managing worker
and organizational data, compensation, benefits, and legal/regulatory compliance (for example,
EEO/Affirmative Action, Worker’s Compensation, payroll tax reporting in the U.S., Statutory
Sick Pay in the U.K., Minimum Training Hours in France, Working Time Directives in the
European Union, data privacy globally).
The Comply section of your HCM strategy is considered foundation work—not necessarily
adding strategic value, but absolutely fundamental to the continued operation of the
enterprise. HR must perform these duties flawlessly to gain credibility for higher-order
“strategic” tasks. In addition, organizations are paying increased attention to risk management
and corporate governance because of recent high-profile business failures and resulting
legislation. There is substantial benefit to properly managing risk and avoiding litigation.
Support Global Operations
For a business to function under global HR practices and procedures, its HR-related
applications must be flexible enough to accommodate policies that may differ across
business units and between countries around the world. Oracle Human Resources supports
local business practices and legal requirements and manages business-critical operations
across borders.
Core HR Data Management
Oracle Human Resources enables firms to track all HR-related data elements required
by the business, including regulatory data. Managing the organizational structure
requires establishing reporting relationships and various grouping entities (for example,
region, division, department, team), extending down to the individual position for some
industry segments.
Job information (including skill and competency requirements) is critical to other strategic
phases, and it forms the foundation for many compliance activities. In addition, tracking
worker demographic and employment data is also an essential component. It is important to
note that core data management processes have recently expanded to include various types
of contingent workers (for example, contractors, temporary employees, interns), so that your
organization can get a complete picture of who is doing what work, and where.