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AI, Automation & TalentCity HR Event – 10th July 2018

Andy Campbell – HCM Strategy Director - Oracle

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Technology - What can it do?

What does it mean for …

The business

The project

AGENDA

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Video - Going through your Day

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5

ChangingWorkforce

ChangingOrganization

ChangingBusiness

THE WORLD OF WORK IS CHANGING

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BUSINESS IS CHANGING

Disruptive business models. Customer obsession.

of jobs will disappear as new

ones emerge. Intelligence-driven enterprise. Connected outcomes.

Digital transformation. Emerging technologies –AI, IoT, Chatbot.

Source: Oxford University

BUSINESS MODEL

INNOVATION

AGILITY

47%

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Flatter organization. Network of teams. Flexibility.

Digitally savvy. Forward-looking. Human. Collaborative. Authentic.

Employer brand. Customer engagement.

ORGANIZATIONIS CHANGING

STRUCTURE

LEADERSHIP

FOCUS

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75%

Source: Governance Studies, The Brookings Institution

of total workforce in 2025 will be

millennials.

Global. Mobile. Diverse. Robots.

Purpose. Meaning. Work/life integration. Continuous learning.

WORKFORCEIS CHANGING

Flexibility. Mobility. Social Connection.

WHO

WHY

HOW

T H E P R O J E C T M A N A G E R

Dashboard

Team information

Collaboration

Advanced technology

HR Systems

Enabled to do my job

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Installation - Solution drives Design

1. Customer completes standard template questionnaires

2. Perform initial configuration based on questionnaires

3. Joint facilitated workshops, standard processes are explained, reviewed and configuration iteratively adjusted

4. Data uploaded, end user training performed, final change assessment and prepare for transition.System goes LIVE

How?

• Out of the box business processes• Pre configured solution templates• Iterative workshops• Knowledge share• Train the trainer sessions• Joint Project teams

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Cloud Implementation approach

11

Time(Years)

1 3 4 52

Leve

l of

Serv

ice

s p

artn

er

en

gage

me

nt

Many small releases instead of big bang

Changes are less noticeable but frequent.

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Bi-modal development

Continuous improvement not a one off project

Phasing – Think Big, Start Small, Grow Quick

Active user engagement – CRP, POC etc.

Agile ‘Scrum’ methodologies

Fast fail approach

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Bi-modal development – two ways of working

Continuous improvement not a one off project – organisation

Phasing – Think Big, Start Small, Grow Quick – momentum

Active user engagement – CRP, POC etc. – managing stakeholders

Agile ‘Scrum’ methodologies – IT resistance

Fast fail approach – cultural resistance

Change management and communications are critical

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The Business ModelOrganisational Platform and Skills are key drivers of sustainable competitive advantage

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Individual Performance/ Productivity

Organisational Performance

Market Performance

Sustainable Competitive Advantage1. Agility

2. Growth Culture

4. Digital Capabilities

3. Leadership

Organisational Platform

Skills

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The changing role of HR

• EMPLOYEES become CUSTOMERS

• USABILITY becomes PRODUCTIVITY

• ACTIONABLE becomes IMPACTFUL

• HR - Understand the implications of technology

• HR - The moral compass of the organization

• HR - Speaks truth unto power

• Principles Led

• Evidence Based

• Outcome Focused

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Safe Harbor Statement

The preceding is intended to outline our general product direction. It is intended for information purposes only, and may not be incorporated into any contract. It is not a commitment to deliver any material, code, or functionality, and should not be relied upon in making purchasing decisions. The development, release, and timing of any features or functionality described for Oracle’s products remains at the sole discretion of Oracle.

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