The pandemic years saw an exponential rise in organizational investment in digital learning, and for good reason. With in-person learning no longer an option, organizations were forced to quickly adapt to the changing world of work in order to ensure workers were prepared with the knowledge and training necessary to operate in ways they had never before seen. Beyond operational imperatives, organizations have turned to digital learning systems to find new ways to track and bolster productivity, sentiment and engagement of the workforce. This serves to protect the investments made in hiring, onboarding and upskilling or reskilling talent by mitigating risk and regrettable attrition as well as helping employees along a career path that is achievable and desirable for the employee and strategically advantageous to the employer.
It has been three years since Oracle hosted a CloudWorld event live in Las Vegas, and it is clear the time has not been wasted. With 12 new releases since the last event, the Oracle human capital management product team has made significant advances in both product and service. Three areas of note: Oracle HCM’s continued focus on personalization of experience, meeting the HCM needs of the healthcare industry and advancing the Oracle Cloud Recruiting offering.
Topics: Human Capital Management
Some weeks back I published my thoughts about the traditional applicant tracking system and how that technology is no longer sufficient to support organizations’ complex recruiting needs. This is particularly true when trying to take a one-size-fits-all approach to hiring processes. Having identical hiring processes and requirements for professional hires as for low-complexity, low barrier-to-entry roles will inevitably result in lost candidates, frustrated recruiters and hiring managers, and low application-to-hire conversion rates. It doesn’t have to be that way. The right technology can support a hiring process that is purpose built for the segment it is intended to attract and hire.