DELOITTE 2020 Global Human Capital Trends...employee well-being and organizational outcomes. Create...

of 23/23
DELOITTE 2020 Global Human Capital Trends Delivering Results with Oracle Cloud HCM
  • date post

  • Category


  • view

  • download


Embed Size (px)

Transcript of DELOITTE 2020 Global Human Capital Trends...employee well-being and organizational outcomes. Create...

  • D E L O I T T E 2 0 2 0

    Global Human Capital Trends

    Delivering Results with Oracle Cloud HCM

  • The Deloitte 2020 Global Human Capital Trends report, The social enterprise at work: Paradox as a path forward, explores the intersection of people and technology and offers readers the opportunity to understand the economic, cultural, and technological changes organizations are facing, through the perspective of both their people and the business. The report showcases trends that are influencing how organizations can prepare for the future of work across three main themes:

    Connect people through their purpose to optimize the power of their individuality

    Leverage reinvention to increase people’s potential for long-term success

    Transform uncertainty into an informed perspective


  • 03

    As workforces become more dynamic, social, and team-based, it is more important than ever to engage employees and deliver experiences that create value. Over the last decade, many organizations have invested heavily in HR cloud technology without realizing the anticipated benefits. Part of the reason for these disappointing results is that technology needs to be viewed as an enabler of connectivity and belonging—not the solution itself or just a driver of financial value. It is time for organizations to become more agile and consider a holistic approach to achieving incremental and sustainable results when embarking on a business-led, digitally-enabled transformation.

    Recognized as a leading catalyst of enterprise and HCM technology solutions, Oracle offers end-to-end business process enablement within a single platform to create efficiencies across an organization. Oracle’s constant focus on product innovation allows for opportunities to design modern, employee-centered solutions leveraging seamless artificial intelligence, cognitive interfaces, advanced analytics, sentiment analysis, and other advanced digital capabilities. These enablers allow the further enhancement of the human experience, and provide valuable insights. But these benefits cannot be achieved with technology alone.

  • 04Humans Technology

    Human and technology needs are often at odds with each other

  • Effective digital transformation requires a long-term commitment as well as an intense focus on incremental progress.

    The migration to Oracle Cloud is a breakthrough opportunity to modernize your organization’s processes and requires thoughtful collaboration and planning. Collaborating with Deloitte to develop transformational business strategies and technology blueprints around future state cloud-system architecture can help you uncover opportunities to address:

    Operating model/process inefficiencies

    Consumer-grade experiences

    Data cleanliness

    System dependencies

    Cyber-related risks


  • By analyzing the current state of your ecosystem with a strategic partner like Deloitte, you can build a business case that prioritizes innovation needs, realize efficiencies with system replacement(s), and incorporate strategy-supporting projects to ensure that Oracle will enable an impactful operating model and modernized processes. Increasingly, HR should consider using human-centered design to architect solutions for longevity and adaptability and for maximizing employees’ purpose, potential, and perspective.




    Explore the connection between HR Imperative and Oracle Cloud HCM Scroll through the helix to explore Purpose, Potential and Perspective

  • Purpose



  • HR imperativesHow HR can cultivate Purpose

    Forge a stronger link between belonging and organizational performance by strengthening workers’ connections with their teams and fostering their sense of contribution to meaningful shared goals.

    Restructure work in ways that help people not only to feel their best but also to perform at their best. With the ultimate goal being to strengthen the tie between employee well-being and organizational outcomes.

    Create an inclusive culture and build talent strategies that identify individuals’ distinct characteristics, bringing them together in ways that can promote a greater sense of belonging, maximize their contributions at work, and help them align with the purpose of the organization.



  • Oracle Cloud HCM Enabling CapabilitiesOrganizations are quickly realizing the benefits of fostering individuality, but harnessing people’s complementary strengths requires uniting them in service to a common goal. As a seamless, end-to-end platform, Oracle Cloud HCM is well-positioned to unify the workforce by connecting individuals to teams and tasks to goals. It also enables HR to deliver programs that both champion individuality and foster belonging to the organization as a whole.



  • Oracle Work Life Solutions Provides several engaging ways to bring people together, creating a stronger company culture. My Volunteering enables individuals to create and find volunteer projects based on their passions and helps teams come together for a cause. Employee Wellness facilitates group activities and friendly competitions to build camaraderie and promote physical well-being. My Brand encourages employees to identify and connect with mentors who can provide advice and insight to help them thrive. When programs such as these are offered through an intuitive, self-service platform, employees know that the organization has invested in their well-being, which drives overall engagement.

    Oracle Workforce Health and Safety Enables employees to submit safety incidents or concerns such as illnesses or unsafe conditions, which then can be quickly addressed by key stakeholders. A feeling of safety and confidence is especially important as employees return to the workplace from the COVID-19 shutdowns. Analytics further enable managers to identify trending issues, thus supporting informed decisions and targeted action.

    Oracle Opportunity Marketplace Supports well-being by helping employees to find projects of interest. By providing access to internal, short-term gigs that are aligned with personal interests, the Marketplace helps employees to learn new things, meet new people, and develop new skills. It also supports organizational objectives by enabling managers to find the right people for the right projects.

    Performance, Career Development, and Learning With Oracle Cloud HCM, managers can connect employee-performance conversations, including interests and career goals, directly into Learning and build pathways to the next career level. They can also establish cohorts that progress together via the Learning Communities functionality. By tracking completion of relevant courses against employees’ interests and goals, the system can recommend courses for further learning. Overall, the Performance, Career Development, and Learning features of Oracle Cloud HCM enable managers to provide meaningful coaching and guidance as employees consider their work/life objectives. This helps give teams a sense of purpose, and it ties seamlessly back to performance management for feedback and evaluation.



  • How Deloitte can help an organization

    define its Purpose

    Workforce Strategy offering Articulate future-forward, digitally-enabled workforce strategies that address massive disruptions.

    Rewards and Well-being offering Maximize well-being and optimize their balance sheet.

    Learning and Leadership offering Create strategies to build, buy, and borrow the skills of the future to fulfill business needs.

    Human Capital platform Research and Sensing: Industry leading insights deliver research-based people strategies designed to help leaders drive exceptional business performance.



  • Potential



  • HR imperativesHow HR can foster Potential

    Build “superteams” integrated with AI to produce transformative business results and to give people opportunities to reinvent their careers.

    Leverage technology to redefine how organizations create knowledge networks and maximize human potential as they shift to new ways of working.

    Create a culture of continuous learning focused on building a resilient workforce that can respond to today’s uncertainty and enable internal mobility for the work of tomorrow.



  • Oracle Cloud HCM Enabling CapabilitiesWe are entering an age that requires people to constantly reinvent themselves, often creating uncertainty around their longevity and success within a rapidly changing work environment. People need a broader perspective of their potential roles to better prepare for reskilling, along with technology to facilitate knowledge sharing, learning, and development. Oracle Cloud HCM provides products that mobilize knowledge management, enable integrated AI, and drive self-directed development in a continuous learning environment.



  • Oracle Digital AssistantUses AI-driven interfaces to connect people to the information they need. By learning from people’s requests and behaviors, the tool recommends what they might want to do next, while providing HR with key insights into the knowledge their people need.

    Adaptive Intelligence ApplicationsEnables organizations to improve productivity, facilitate compliance, and meet organization goals. Native apps include: Oracle Employee Fraud Detection, which helps mitigate risk and decrease errors in common transactions such as payroll, and HCM Best Candidates, which uses candidate data to build the talent pipeline and enhance its quality. Oracle is investing in additional opportunities to leverage adaptive intelligence apps throughout its platforms.

    HR HelpDeskDelivers useful answers to employee questions and equips HR with a broader understanding of employee knowledge gaps—all by harnessing the power of AI.

    LearningLaunches tailored learning and development programs across the enterprise to enhance critical skills and respond to market trends. Social Learning provides a consumer-grade user interface that enables people to share their knowledge and expertise. Additional AI capabilities are planned to deliver personalized learning based on roles and career interests.

    Explore Oracle Cloud

    HCM Capabilities

    that support




  • How Deloitte can help an organization achieve its Potential

    AI Assessment Lab A workshop held with HR and IT stakeholders to strategize the use of nextgen technology delivered through Oracle Cloud HCM.

    Service Delivery Strategy offering The organization strategizes service delivery operations to create efficiencies and improve employee and administrative experiences.

    Digital HR offering Prepare for the future of work and identify skill gaps.

    Workforce Learning strategyThe organization develops strategies for enterprise learning programs from compliance to development.



  • Perspective



  • HR imperativesHow HR can leverage Perspective

    Anchor rewards packages in organizational data, external benchmarks, and qualitative feedback so that compensation and benefits reflect how organizations value their people.

    Identify and prevent potential biases by using AI to analyze talent data, hiring and attrition trends, and external communication language.

    Establish metrics for governing workforce strategies and helping HR to develop effective programs.

    Harness the power of humans and AI working together to surface actionable insights regarding privacy and ethical concerns so that HR leaders can make bold decisions.

    Cultivate leaders who make ethics a priority.



  • Oracle Cloud HCM Enabling CapabilitiesOrganizations need to fuse technology with the human in order to give people purpose, potential, and perspective. To do this, they must balance the seemingly opposing forces of belonging and individuality, security and reinvention, and boldness and uncertainty. Leveraging Oracle Cloud HCM can help resolve these paradoxes by bringing together internal and external data sources and unearthing insights needed to formulate total rewards programs, drive ethics and privacy imperatives, and guide workforce strategies.



  • Oracle CompensationHelps organizations adapt to the rapidly changing business environment, while also delivering a robust and flexible solution that keeps employees at the center, which is essential for motivating, rewarding, and retaining them.

    Oracle BenefitsAllows people to compare programs side-by-side so they can enroll in the ones that best suit their needs.

    Oracle Analytics CloudDelivers modern, AI-enabled, self-service analytics capabilities that empower HR with intuitive visualizations and augmented analyses so they can obtain valuable insights into the organization.

    Oracle Transactional Business Intelligence (OTBI)Allows HR to gain real-time insight into transactional data, understand data patterns, and receive automated alerts about key events and data anomalies.

    Explore Oracle Cloud HCM

    capabilities that support


    Workforce PredictionsProvides insight into workforce trends, predicts performance and attrition, and determines actionable corrective action through “what if” scenario modeling.



  • How Deloitte can help an organization attain

    and understand Perspective:

    People Analytics offering Uncover patterns, visualize findings, and recommend actions to drive change and empower leaders to deliver real impact.

    R&IA offering Leverage robotic and intelligent automation technologies to re-imagine business processes, augmenting human labor with an AI-enabled digital workforce to drive value and better outcomes.

    Analytics and Cognitive offering/Oracle Business IntelligenceAchieve competitive advantage through data and cognitive powered transformations that promote enterprise intelligence, autonomous processes, and precision stakeholder engagement.



  • Chetan JainPrincipal, US Oracle HCM LeaderDeloitte Consulting [email protected]

    As used in this document, “Deloitte” means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see for a detailed description of our legal structure. Certain services may not be available to attest clients under the rules and regulations of public accounting. Copyright © 2020 Deloitte Development LLC. All rights reserved.

    Thank you

    Keith BurrPrincipal, Global Oracle HCM LeaderDeloitte Consulting [email protected]

    Corinne JohnsonPartner, Canada Oracle HCM LeaderDeloitte Canada [email protected]

    Simon LowePartner, UK Oracle HCM LeaderDeloitte MCS [email protected]

    Button 59: Button 472: Button 480: Button 474: Button 506: Button 507: Button 509: Button 481: Button 482: Button 483: Button 61: Button 487: Button 5047: Button 5048: Button 5049: Button 5050: Button 5051: Button 537: Button 538: Button 348: Button 347: Button 484: Button 5052: Button 5053: Button 5054: Button 5055: Button 5056: Button 539: Button 540: Button 493: Button 5057: Button 5058: Button 5059: Button 5060: Button 5061: Button 541: Button 542: Button 62: Button 496: Button 5062: Button 5063: Button 5064: Button 5065: Button 5066: Button 543: Button 544: Button 578: Button 579: Button 580: Button 581: Button 582: Button 583: Button 584: Button 585: Button 96: Button 499: Button 5068: Button 5069: Button 510: Button 5070: Button 5071: Button 545: Button 546: Button 502: Button 5072: Button 5073: Button 531: Button 5074: Button 5075: Button 547: Button 548: Button 64: Button 505: Button 5076: Button 5077: Button 532: Button 5078: Button 5079: Button 549: Button 550: Button 508: Button 5080: Button 5081: Button 533: Button 5082: Button 5083: Button 551: Button 552: Button 5011: Button 5084: Button 5085: Button 534: Button 5086: Button 5087: Button 553: Button 554: Button 97: Button 5014: Button 5067: Button 5089: Button 515: Button 5090: Button 5091: Button 555: Button 556: Button 5017: Button 5088: Button 5092: Button 516: Button 5093: Button 5094: Button 557: Button 558: Button 66: Button 5020: Button 5095: Button 5096: Button 517: Button 5097: Button 5098: Button 559: Button 560: Button 5023: Button 5099: Button 50100: Button 518: Button 50101: Button 50102: Button 562: Button 563: Button 5026: Button 50103: Button 50104: Button 519: Button 50105: Button 50106: Button 564: Button 565: Button 98: Button 5029: Button 50107: Button 50108: Button 520: Button 50110: Button 50111: Button 566: Button 567: Button 5032: Button 50109: Button 501010: Button 521: Button 50112: Button 50113: Button 568: Button 569: Button 68: Button 5035: Button 501011: Button 501012: Button 522: Button 50114: Button 50115: Button 570: Button 571: Button 5038: Button 501013: Button 501014: Button 523: Button 50116: Button 50117: Button 572: Button 573: Button 5041: Button 501015: Button 501016: Button 524: Button 50118: Button 50119: Button 574: Button 575: Button 5044: Button 50120: Button 50121: Button 50122: Button 525: Button 50124: Button 576: Button 577: