Inthe second of a continuing series looking at how HR teams deploy technology toimprove efficiency, we profile OracleOracleis the biggest vendor of e-business software in the world with 65 per cent of Fortunemagazine’s top 100 companies using its technology. In 2000 it announced that itwould become a true e-businessand put every aspect of its own business on the Internet. In doing so, it hassaved $1bn. Its HR management system, which features comprehensive self-servicetools and one of the most advanced online flexible benefits systems in theworld, is at the heart of its own HR operation in the UK. The HRvice-president for the UK and Ireland, Vance Kearney, leads a team of more than30 people who use technology in their daily lives to streamline every aspect ofthe human resources function. Here, seven members of the team talk about theirroles.RichardLowtherHuman resources director, UK andSouth AfricaRole:Our job is to ensure Oracle is equipped with the human capital to enable thecompany to become more competitive, to operate as efficiently as possible andto successfully execute its business strategies.Useof technology HR’s use of the intranet is essential to provide our 4,000-plusemployees with the tools they need every day in order to be productive. Byusing Oracle’s own technologies and applications, we are automating routinetasks through the introduction of our self-service HR systems, and speeding upprocesses in all aspects of our work. Last month we enabled our UK workforce toelect their flexible benefits system for this year in only two weeks using ourOracle Advanced Benefits System.GrahamHutchingsHR managerRole:I am generalist HR manager with a focus on UK compensation and benefits acrossthe UK.Useof technology Compensation and benefits is a primary focus of my role soup-to-date HR data and effective use of technology is a must. Self-servicetools are one of the essential components, especially with constant changebeing a fact of life. Technology has enabled my team to manage flexible benefitre-elections and the annual review processes within a matter of weeks. And notonly does the system provide managers and employees with the means to view andmanage live data, but it also reduces the interruptions on the HR team’s time,allowing us to focus on how we can add value to the business. We are also ableto focus on analysis and prompt feedback to manager recommendations.Dawn-MarieClarkSenior recruiterRole:I am responsible for the sourcing and assessment management of candidatesacross the senior consulting area in Oracle, including all recruitment andadvertising activity in this area.Useof technology Our worldwide external website allows us to advertise vacanciesin minutes, gives 24/7 access for candidates and provides a global reach.Handling applications in electronic format means applicants’ personal detailsare recorded automatically and they can update their own personal details oncethey have joined the staff – all this reduces menial administration and freesus to do the hiring. Use of technology also reduces lead times for fillingvacancies: following a successful search of the database, we forward CVs tomanagers by internal e-mail, view their interview diaries online and, ifnecessary, contact candidates by e-mail. We all have laptops, which allow us towork away from our office with our line managers.ValSiddiquiCompensation and benefits director, Europe, the Middle East and AfricaRole:My job is to put in place a compensation strategy to enable the company tosustain competitive advantage and attract, retain and motivate its diversecurrent and future workforce.Useof technology I use a mixture of intranet, web-based, proprietary andthird-party technology in my daily work: internal Internet-based systems andworkflow for approval of team expenses; the intranet for obtaining informationfor use by the compensation and benefits team, as well as for sharinginformation on pay and benefits policy with line management (we have aconfidential website for the team where compensation and benefits policyinformation is posted and accessible by managers only); and the Internet forinformation on pay, benefits and employment market conditions in differentcountries. We also have an HR database for obtaining management information onattrition, pay and benefit levels and costs in various countries.ChrisWilsonUK compensation and benefits managerRole:As well as ensuring that we are competitive in our marketplace for new recruitsand for retaining people, our role is also to ensure reward and recognitionremain the embodiment of our culture.Useof technology Oracle’s flexible benefits system gives us one of the mostpersonally tailored and comprehensive in the UK and it reinforces employeeownership of their personal data, their package and their careers. A wide rangeof employee information is available to them at any time. It is our goal toremove all data entry from the HR function, as this adds little value, andconcentrate on managing the issues that will have an impact on the business. Wewant to focus more on management of exceptions rather than management ofprocess, and support the business decision-making process through qualityinformation and analysis.JuliaPearsonSenior management and professional development consultant, HRRole:I specialise in the analysis, design and delivery of professional non-technicalskills, development programmes and consultancy.Useof technology Not only does technology allow us to share information withcolleagues across regions, but it also provides a communication vehicle topromote training and development activities within different countries. Ouremployees can search for courses, view synopses and book themselves on toevents via the intranet. E-learning is also becoming an integral part ofdevelopment at Oracle to enable us to respond to the needs of larger numbers ofpeople more quickly and effectively. The Internet provides a delivery mechanismthat is relatively inexpensive, readily available to all our employees, and isaligned with our corporate direction of becoming an e-business.JoWilsonHR systems managerRole:IT is the backbone of the HR model at Oracle UK and my role is to look at howwe can extract maximum advantage from all of our HR IT systems.Useof technology I am involved in the development of internal and externalrecruitment sites, enabling Oracle to automatically match prospectivecandidates with vacancy details when the career goals and roles correspond. Aspart of a global organisation, it is essential to maintain standard approachesand processes across the world. We are working to ensure that the HR businesscan move towards a single HR system for the whole of the global business, whichwill reduce the cost of system maintenance and will take us one step furthertowards being a truly global business. Previous Article Next Article Comments are closed. Company-i OracleOn 20 Mar 2001 in Personnel Today Related posts:No related photos.