December 20, 2023 • 26 mins
Looking to revolutionize your employee experience? Well look no further, because this captivating conversation between William Tincup and the esteemed guest, Yvette Cameron from Oracle. She unveils Oracle's groundbreaking solutions designed to enhance employee engagement and streamline workforce management.
One such innovation is Oracle Celebrate—an offering that fosters peer-to-peer connections, celebrates achievements, and promotes a culture of recognition. In a world where remote work and disconnection are prevalent, this solution bridges the gap and brings people together, reinvigorating teams with a renewed sense of purpose and unity.
By embracing peer-to-peer recognition, empowering managers, and leveraging the power of data, organizations can create a work environment that nurtures talent, fosters growth, and boosts engagement.
Listen & Subscribe on your favorite platform
Apple | Spotify | Google | Amazon
Visit us at RecruitingDaily for all of your recruiting, sourcing, and HR content.
Follow on Twitter @RecruitingDaily
Attend one of our #HRTX Events
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
William Tincup (00:32):
This is William Tincup and you're listening to
Recruiting Daily Podcast.
Today we have Yvette on fromOracle and our topic today is
the latest Oracle Cloud HCMinnovations.
Normally, uh, Yvette and I gettogether at HR Tech and we do a
briefing and we decided thisyear to do something Different
to not do a briefing.
Wow.
(00:52):
How novel is that?
So, uh, we wanted to give it acouple of weeks and then talk
about all the things thatthey've innovated, uh, in the
recent year and, uh, without anyfurther ado, Yvette, would you
do us a favor and introduceyourself and what you do at
Oracle?
Yvette Cameron (01:06):
You betcha, William.
It's great to be here.
So, um, I'm Yvette Cameron.
I am the Senior Vice Presidentfor Oracle Cloud HCM Product
Strategy, and I've been with theorganization just over three
years, been in the business for30 plus years.
So there you go.
At one point, do
William Tincup (01:21):
you stop saying the number?
There's a, there's a time inwhich you just say, a lot, a
long time, just been, been doingthis a long time.
Yvette Cameron (01:29):
I used to actually, um, there was a period
there recently, um, William,where I did drop the number, but
now I've embraced it.
It's part of my support of themulti generational workforce.
And I think we need to be proudof the experience we bring.
I love that.
That's my story and I'm
William Tincup (01:46):
sticking to it.
I like it.
I like it.
See, I thought it was just aboutageism for me.
And I deleted all the 20,everything before 2020, uh, 20.
Uh, 2000, year 2000, I deletedeverything.
It was like, I didn't, I'd neverworked.
And then I was going to do thatin 2005 and just delete it.
Just always have a rolling 20,20 years of history.
Uh, I
Yvette Cameron (02:07):
know, you know, it's funny.
I actually did start workingwhen I was 16, um, even before
that.
But unfortunately that wasn'teven in my HR career.
So I have dropped a few things.
So
William Tincup (02:16):
we're just going to leave it there.
That's fair.
That's fair.
The job at Pizza Hut, CaptainD's, we're going to leave those
off the list for a while.
All right.
Where do we want to, where do wewant to start with these
innovations?
Yvette Cameron (02:25):
You know, I think we should start with
probably the top, um, the top,one of the top issues for
organizations today, which isemployee experience.
And we have been innovatingincredibly rapidly over recent
years.
And, uh, most recently added toour Oracle Me employee
experience platform, a newoffering called Oracle
(02:48):
Celebrate.
So let's start with that.
So
William Tincup (02:49):
I want to say celebrate is somewhere in the
recognition space.
So, am I close?
Yvette Cameron (02:57):
You know, we did a pretty good job naming that,
didn't we, to kind of telegraphthe solution.
Well,
William Tincup (03:02):
that's good, though.
That's good.
That actually helps employees,because if they have to, like,
think about it and go, uh, whatdo we call the thing, then we've
kind of failed them.
Yvette Cameron (03:12):
Exactly, exactly.
You know, we came out last yearwith an addition to Oracle Me
called, um, Oracle Touchpoints,which really connects employees
and managers to, um, to havethese frequent touchpoints and
poll surveys, etc.
And now this is kind of theother side of the coin.
This is Peer to peer connectionstogether, helping recognize, um,
(03:33):
individuals, colleagues, etcetera, across the organization
in the moment, celebratesuccesses, milestones, um,
progress, uh, you know, uh,competitions, what have you, um,
so we're very excited to bringthis forward.
I will say that, um, Uh, I'vehad a lot of conversations about
celebrations and, and thisconcept of, um, really focusing
(03:57):
on the culture of organizationsthrough recognition and, and not
just peer to peer, but it couldbe manager to employee, it can
be manager to an individualanywhere in the company.
And some people say, okay, sowhat's new, right?
What's new about this?
But I have to say, um, when youbring the concept of recognition
(04:19):
and, um, real time feedback andcelebration into an organization
on top of a tool set that isalready unified across skills
identification and compensationand Pay at payments and
performance and feedback, etcetera, it's a, it's a complete
game changer for organizationsas opposed to putting some third
(04:42):
party technology on top and say,Hey, here's your celebration
app, go to it when it really ispart of the culture and the
integrated technology of theorganization, it is truly a game
changer for companies.
So we're very excited about thisnew offering.
Well, it
William Tincup (04:57):
should inform, if done well, like you said, if
it's part of the suite, itshould inform performance, it
should inform compensation, itshould inform other things
instead of being bespoke and offby itself.
Uh, so that makes sense to me.
I think it would make sense to alot of Oracle customers, like,
okay, this is something that'sEX is important.
(05:18):
We get it.
But it can't just be by itself.
It's got to actually beintegrated into a fuller
strategy or robust datastrategy.
So it informs other pieces.
I want to get your take on howfolks, uh, your customers and
prospects alike are thinkingabout celebrations in this
(05:39):
remote, flexible, hybrid kind ofthis, the way that work gets
done today.
How do they.
Think of celebrations eithersimilarly than we did pre COVID
or differently.
Yvette Cameron (05:51):
It's, it's a great question.
I think what I'm hearing andseeing is that this idea of, um,
of connecting people in themoment and celebrating successes
and achievements and goals, etcetera, is more important than
ever.
We have such a disperse, um, uh,Organization, you know,
structure across so manycompanies now with the remote
(06:13):
work, etc.
And building that connection,building that bridge between
individuals and building thatconnection to, um, to goals or
achievements and, and, uh,really bringing those, those
formerly maybe unseen and unsungheroes forward is so incredibly
(06:34):
important today.
Burnouts at an all time high,um, feeling disconnected, um, is
at an all time high.
I recently read a survey, Ithink it was from Gallup, who
said that, you know, um, uh,employees who are really
thriving, um, at work, you know,was actually at an all time high
last year.
You know what that all time highnumber was?
(06:55):
Something like 22%, 22%! Andthat's an all time high! So
there is, there is clearly aneed for connecting people in
meaningful ways.
And what I love about the waythat we've designed celebrations
is that, of course, you cancreate programs with or without
points, right?
There's a recognition and areward component to this as
(07:17):
well.
If you want to, you know,deliver monetary or gifts or
various things, or you can do itjust with the recognition.
But the way we've designed it isthat organizations can.
Set up these programs thatreally provide feedback and
value around company culture,but you can also set it up for
teams within your own team ifyou want to promote projects,
(07:39):
right?
Like an engineering team who'strying to deliver a project or a
feature in the next six monthsand have milestones and set the
recognition and the rewardsaround that milestone.
So large company initiatives,business line initiatives, team
level initiatives.
All able to be supported throughthis.
And, and again, when you've gotthese, these organizations that
(08:00):
have, you know, 70 percent ormore that, that aren't coming
into the office, what a greatway to connect people.
It's, it's more important thanever.
William Tincup (08:09):
What are you seeing from your clients in
terms of personalization?
And what I mean by that is like,okay, in that moment, you might
want to be recognized orcelebrated in a different way
than I would.
How do we, how do we gather thatdata?
Uh, as a team, and thenunderstand how people like to be
celebrated.
Yvette Cameron (08:28):
No, that's a, that's a, that's a really good
insight, um, and, and question.
I think that, um, first off,there's, there's several
capabilities that we've broughtforward to enable that
recognition and to help people,um, um, make that in a, in a way
that's maybe, um, uh, easier forthem if that's not a natural
skill.
So we have embedded, forexample, generative AI.
(08:52):
into the feedback portion sothat as you're giving feedback,
um, uh, you know, we, we areable to support that and, and
bring, use Gen AI and thecontext, context awareness that,
you know, we're recognizing aparticular.
Milestone or achievement, etcetera and make that an easier
process for the giver.
(09:13):
For the recipient, um, you know,I, I think that over time as we
look at how people, you know,what's the, what's the
distribution of feedback, howpeople are perhaps, if you're
using the rewards component, howtheir Um, uh, redeeming those
rewards.
Are they, you know, taking amonetary payment?
(09:34):
Are they, you know, going,opting for experiences, et
cetera?
I think that's going to be a,um, an indicator, but I think
even more is just asking people,right?
Is this, is this recognitionmeaningful for you?
Is there, you know, what areyour preferences?
And so one of the key componentsthat we have within Oracle HCM
is this ability to Constantly besurveying, whether it's a pulse
(09:57):
survey on a daily or a weeklybasis, ad hoc, periodic, the big
annual survey.
I think asking people, you know,for that, for that, um, that,
uh, insight, you know, is this,does this make sense for you?
Is this meaningful to you?
I don't know another, a betterway to, to, um, to get that
insight other than to askdirectly.
(10:17):
Um, so we'll, we'll see, youknow, we'll see how, um, as
organizations take this up, um,what kind of new trends we're
able to find from individualsreceiving these benefits.
William Tincup (10:27):
Well, and what's beautiful about that is
different industries, differentmanagers, different customers
can use it differently in termsof feedback.
So the fact that it's enabled,they can, if they're curious and
they want to find out they,they've got a way to do that.
Again, getting back to thedata's all still in one place,
which is nice.
What do we, uh, what do you,what do you think, like next
(10:48):
year, 2024, what do you thinkthat, uh, you'd like to see in
EX next year?
Yvette Cameron (10:55):
That's a great question.
You know, um, so we have.
Our big, our big here at Oracle,um, investments, uh, over the
last two years, as, as we'veclearly demonstrated, is focused
on the employee experience.
And last year, as we introducedtouch points and a new way to
(11:16):
really put more responsibilityon managers to be better
leaders, um, for theiremployees.
You know, that's, that wasreally important as I look out
to 2024, I think more emphasison empowering managers.
And I don't mean the seniorexecutives.
I mean, middle managers, right?
The ones with the direct teams,we've done so much as an
(11:39):
industry.
We've done so much here atOracle on the individual
employees experience and guidingyou through journeys and growing
your career and.
Connecting with your manager.
And, and that was a great startfor manager enablement, but
there's so much more we can bedoing.
And, and, you know, I think, um,our investments in analytics and
(12:01):
the experiences that wedelivered in our grow
capabilities, which is, youknow, helping managers guide
their employees to betterexperiences, um, continued
investment in that, that managerfocus.
Because again, You know, it is adifferent world, um, uh, in the,
in the workforce today than itwas three, four years ago.
(12:21):
Expectations of individualemployees are so much higher and
the expectations they have oftheir managers, um, is
incredibly high.
The flexibility, insight,empathy, compassion that need to
be able to trust and be trusted.
And we need to make sure as an,as an industry, that we are
empowering those managers withthe tools and the capabilities
(12:45):
and the training and theinsights that they can be the
best leaders possible.
Because still, even though it'sa different work environment
than it was four years ago,still people leave managers, not
companies.
And we need to do all we can to,to re enable and rearm them with
the best tools.
William Tincup (13:00):
Well, I think every dollar that you invest
there with managers, you'reinvesting in retention.
So, uh, the more tools,resources, training, et cetera,
managers are, are often they'repromoted and then they're there
and then we kind of, we don'tgive them the tools and
resources.
So I love those bets, uh, andyour innovations, all, anything,
(13:22):
anything that you can do formanagers.
Because I also see it show up inrecruiting when candidates are
asking questions of their hiringmanagers.
They're asking questions aboutthem.
They're asking questions about,okay, how do you handle
difficult situations?
How do you answer, how do youhandle celebrations?
You know, things like that.
And if a manager is frozen orthey can't answer it, the
(13:42):
candidate just moves on.
They don't, they don't, they'renot trying, they're not in the,
they're not in the fix youbusiness.
They're just going to move on tothe next company, which, you
know, I don't hate that.
I think that's actually theright thing to do for a
candidate.
So I love that.
I love that investment.
What other innovations have youseen this year?
Yvette Cameron (14:01):
Yeah.
So we have also recentlyannounced our new workforce
scheduling and laboroptimization solution, which
quite honestly, William,although it's, um, you know,
it's really geared towards the,the, the deep requirements of
scheduling your workforce.
Based on the demand of yourbusiness.
So healthcare organizationstrying to ensure they've got the
(14:25):
right talent, the right skillsto deliver the right patient
outcomes or in retail, you know,really tailoring that scheduling
to the rise and fall andchanging nature of volume of
customers and weather impacts,et cetera, or manufacturing.
While the, this solution, um,is, is really geared towards
that, um, that delivery of thoseoptimized labor schedules, it's
(14:48):
really another, um, investmentin employee experience.
Because ultimately, right,especially again in this
environment, um, to combat, uh,burnout and work life balance
and all these, these areas thatare critical importance for the
individual, I want to feel I'vegot a sense of control over When
I'm working that my preferencesare being taken into
(15:11):
consideration, that when I amscheduled for something that
isn't optimal, I've got an easyway to see that schedule, do
shift swapping, make sure thatwhen I'm making those shift
swaps that it's appropriateagain for the skills and and
that the overtime is beingmanaged behind the scenes so I'm
not asking ridiculous thingsthat are going to be, you know,
denied, etc.
(15:32):
So we're super excited about ournew demand based workforce
scheduling and laboroptimization because it delivers
on the, um, cost, uh, and labor,um, goals that organizations
have and, and focusing on theoutcomes, again, patient,
retail, et cetera, while at thesame time, really, really
driving better experiences andoutcomes for their workforce.
(15:55):
So it's a great, um, one twopunch, right, for, for
organizations.
William Tincup (16:00):
Well, what I, you know, what's interesting and
what I love about, it's alsoyou, as you said, it, it helps
with ex, it helps withretention.
It also helps with what you'vedone with manager, uh,
enablement.
So instead of them having tocome to a manager, which is
exactly what used to happen withschedules, is that their email,
their, their, uh, theirvoicemail box would fill up
(16:20):
with, Hey, I wanna work Tuesday,not Wednesday, or this, that and
the other.
It's like, you know, here's thecoverage map.
Y'all can just, y'all switchshifts if you don't like where
you're at, you know, talk tosomebody else and switch.
The manager is then enablingthem, which, which again, we've,
you've given them tools for themanagers to do that.
So their experience, I mean,it's really kind of the manager
(16:43):
experience as well as theemployee experience.
Uh, I love that.
And I love the analytics.
Go
Yvette Cameron (16:49):
ahead.
Sorry.
I was going to say, you know,the, the manager experience in
this is huge.
The stress on managers today totry to optimize those schedules
without the assistance of AI orwithout the assistance of
empowered employees can bereally, really quite stressful
to your point.
So yeah, it's, it's great fromall sides.
You were mentioning analytics.
Yeah.
William Tincup (17:10):
Yeah.
I was thinking about theanalytics you're going to sit on
top of and helping them navigatetheir week to week to week to
week.
You know, again, they can startseeing some seasonality.
They can start seeing differentthings, uh, in their own
business.
So it is helps leadership.
It helps managers.
It helps employees.
Like I can see the analyticsbecoming extremely powerful
(17:32):
sitting on all that data.
Yvette Cameron (17:34):
So, um, it's, it's really interesting.
What we've heard from ourcustomers is, um, that too many
of today's solutions whenthey're managing, um, you know,
workforce scheduling and theoptimization component, um, is
that it's the analytics thatoftentimes come out of those
solutions are very centered onthe people.
And of course, right, the laborcosts, et cetera, is part of it.
(17:57):
But The budgeting, the laborcost, the, um, the insights, um,
that span not just finance andHCM, but span those demand
system and the outcomes and, andall of the components, right?
This is, this is where I'm superexcited to bring these
workforce, um, managementsolutions to market that, um,
(18:19):
are also natively developed aspart of a broader suite, because
then suddenly, All of that, thebudgeting, the encumbrance of
finance, the, um, the people,the outcomes, um, component is
all visible in a singledashboard.
Um, so those analytics are, are,um, incredibly important, and we
are working very closely, um,with our healthcare
(18:39):
organizations when we publishthis press release on workforce.
Um, we Did so with a large focuson the health care impact for
our health care customers, um,working very closely with many
to, to really help them, um, um,you know, leverage these
capabilities and they're workingclosely with us to, to help
drive the capabilities as well.
(19:00):
But you'll see also in thatpress release that, you know,
we're focusing very much also onother industries.
This is intended to be ascheduling and optimization
solution for all demand drivenindustries.
And, um, driven by AI and, youknow, um, capped with the
analytics that give you theinsight you need across a
business.
Um, you know, it's, uh, it'sagain, it's a, it's a powerful
(19:21):
solution across so many fronts.
William Tincup (19:23):
So when you do innovations, we just talked
about, uh, ex and, and, uh, someof the things that you've done
in scheduling and op workforceoptimization.
The good news is you.
You do stuff like that,especially sitting on top of the
platform itself, you alreadybuild them natively.
And so it's already integrated.
You don't have to worry aboutany of that stuff as a customer.
(19:43):
You'd be
Yvette Cameron (19:44):
surprised, you'd be surprised how many, you know,
how many organizations take thatfor granted.
And then they bring thesesolutions in and they're like,
um, I don't understand.
William Tincup (19:53):
Why doesn't he talk to the other
Yvette Cameron (19:55):
thing?
Exactly, exactly.
It's something that so many takefor granted and we deliver it
because it's not easy, right?
It doesn't require knowledge anddeep knowledge in all of these
areas to truly bring it togetherin a way that makes sense.
Well, you just said
William Tincup (20:09):
something super simple that Probably people
wouldn't pick up on it's likebudgeting and, uh, not in, not
in the HR sense of budgeting,but, but in the financial sense
of budgeting, because y'all havea whole host of financial tools
as well.
And so if they're an Oracleshop, uh, an Oracle customer,
this, this data over here feedsthings that, uh, other people.
(20:30):
The finance and accounting wouldbe able to look at and then see,
okay, what are we doing right?
What are we doing wrong?
How can we make this better?
Again, if, if it's a, if it's atool or an application that sits
on, on, on, uh, on a platform,but doesn't talk and doesn't
inform, they don't get that.
That's, that's just, that's justlost.
Um, do you have anotherinnovation you want to go
(20:52):
through?
Yvette Cameron (20:53):
So, you know, um, we've been talking about
product innovations and ofcourse, you know, we, we, you
know, deliver great, greatproducts, but I also want to
talk about, um, a serviceoffering.
So, we have, uh, recentlylaunched a service offering
called Oracle HCM Now, and thisis, um, a solution aimed to the
mid enterprise organizations,um, from say 2, 000 to 15, 000
(21:18):
employees, a way to help ensurethat they are able to.
Um, deploy Oracle Cloud HCM in away that is appropriate for the
maturity of their business, um,in a, in a budget understood,
um, you know, cost, time, andscope, um, and, and, uh,
(21:39):
essentially get to, get toimpact, um, faster than ever
before.
So with Oracle, Um, HCM now, um,we have partnered with, um,
several of our, um, uh, of ourpartner organizations to work
with these mid enterprisecustomers, bringing forward the
scope solution.
(21:59):
Um, and like I said, at anunderstood price and timeframe.
So that literally within sixmonths or so, right?
They can be live with theircloud HCM and some core
capabilities and then phaseadditional components, um, over
time as they need for theirunique business requirements.
So, um, you know, it's, uh, thisidea of, you know, fast cloud
(22:22):
HCM from Oracle from, for midenterprise.
Yeah.
Is it a fit?
Absolutely.
It's a fit.
William Tincup (22:27):
I love, I love it because again, they've got to
show value.
Oh, large organizations have toshow value too, but they're
accustomed to something thatmight take more time.
Uh, but I, I love the, the ideaof like, okay, you know what we
don't, even though you'vepurchased everything, okay, you
have the full suite done.
Let's get you live withsomething first.
(22:49):
And so get you, get you fullytrained and get you really
operating, get you using thatand kind of get that compelling
in your organization and thenstart layering in the next
things that you need to.
So I love, first of all, I lovethe adoption strategy and I love
working with SIs and basicallysaying they don't need to, they
don't need to eat the entireelephant at once.
That's let's not do that.
Yvette Cameron (23:10):
Exactly.
You know, and we kind of equateit to, um, a model house versus
a custom home, right?
You can.
Cool.
So, so we're working with our,um, with these, these, uh, these
partners, um, who over time may,you know, continue to expand or,
or focus in particularindustries, but, um, you know,
they're delivering the modelhome, but what do you do in a
(23:30):
model home?
You, you do have choices withinthat, right?
Make sure it's appropriate foryour business.
And after we've got that, thatfoundation, then let's Build the
second story and the thirdstory.
And, you know, again, bring onthe pieces and the focus where
it matters most for you.
Um, so very excited, again,accelerated time to, to, to
value, which is critical,especially, um, for these, these
(23:53):
smaller organization, minimizingthose implementation costs,
minimizing the time, as I'vesaid, accelerating that time to
value, um, but then making surethat, that they are getting
ultimately the, the capabilitiesthat they need because each
business
William Tincup (24:07):
is different.
Oh, yeah.
And I think the one of the, yourpartners that start to focus on
industries, they're just goingto get smart.
I mean, if they're, if they'redoing retailers in that space,
they're just going to get reallysmart about, okay, what can they
consume in, in this, you know,in four months, in six months,
it's eight months, nine months,et cetera.
They're just going to build outmodels that just make sense.
(24:30):
Well, and they're based on
Yvette Cameron (24:31):
these industries.
They are already, you know, Imean, cool.
Oracle does deliver, Oracle doesdeliver best practices with its
solution, right?
We've got, um, you know, uh, uh,uh, localizations, we've got,
um, uh, we've got, uh, processflows and journeys and all kinds
of best practices to helpkickstart and get organizations
(24:51):
up and running out of the, outof the gate.
But our partners are doing thatas well.
Um, so we've been delivering,developing and delivering
journeys for example, just one,one example of best practices,
whether it's by, um, a processflow or an industries and now
working with these, um,organizations who are really
going to focus on this midenterprise, those, those best
(25:13):
practices, those preconfigurations, those things
that are going to just reallykickstart and get companies up
and running quickly, appropriatefor their.
Location, their industry, etcetera, are just going to
continue to expand.
So super exciting.
And it's not the kind of, notthe kind of message that you've
maybe typically heard fromOracle.
No,
William Tincup (25:31):
no, no.
Again, I've said this to you,uh, offline and online, y'all do
quietly.
You go about innovating in sucha great way, but you, you know,
it's like.
Your Oracle customers know, andI know your prospects know it
too, but like the larger, theother folks that aren't in those
two camps, they don't know thaty'all are innovating all the
(25:53):
time.
And so, uh, I could talk to youforever, but I know you have
like other things to do today.
So, um, thank you so much forcoming on the show and
explaining everything.
I love
Yvette Cameron (26:04):
it.
I love, I always love yourquestions and talking with you.
Um, it's awesome.
Thank you.
William Tincup (26:08):
Vice versa.
Thanks for the audiencelistening until next time.
This is William Tincup and you're listening to
Recruiting Daily Podcast.
Today we have Yvette on fromOracle and our topic today is
the latest Oracle Cloud HCMinnovations.
Normally, uh, Yvette and I gettogether at HR Tech and we do a
briefing and we decided thisyear to do something Different
to not do a briefing.
Wow.
(00:52):
How novel is that?
So, uh, we wanted to give it acouple of weeks and then talk
about all the things thatthey've innovated, uh, in the
recent year and, uh, without anyfurther ado, Yvette, would you
do us a favor and introduceyourself and what you do at
Oracle?
Yvette Cameron (01:06):
You betcha, William.
It's great to be here.
So, um, I'm Yvette Cameron.
I am the Senior Vice Presidentfor Oracle Cloud HCM Product
Strategy, and I've been with theorganization just over three
years, been in the business for30 plus years.
So there you go.
At one point, do
William Tincup (01:21):
you stop saying the number?
There's a, there's a time inwhich you just say, a lot, a
long time, just been, been doingthis a long time.
Yvette Cameron (01:29):
I used to actually, um, there was a period
there recently, um, William,where I did drop the number, but
now I've embraced it.
It's part of my support of themulti generational workforce.
And I think we need to be proudof the experience we bring.
I love that.
That's my story and I'm
William Tincup (01:46):
sticking to it.
I like it.
I like it.
See, I thought it was just aboutageism for me.
And I deleted all the 20,everything before 2020, uh, 20.
Uh, 2000, year 2000, I deletedeverything.
It was like, I didn't, I'd neverworked.
And then I was going to do thatin 2005 and just delete it.
Just always have a rolling 20,20 years of history.
Uh, I
Yvette Cameron (02:07):
know, you know, it's funny.
I actually did start workingwhen I was 16, um, even before
that.
But unfortunately that wasn'teven in my HR career.
So I have dropped a few things.
So
William Tincup (02:16):
we're just going to leave it there.
That's fair.
That's fair.
The job at Pizza Hut, CaptainD's, we're going to leave those
off the list for a while.
All right.
Where do we want to, where do wewant to start with these
innovations?
Yvette Cameron (02:25):
You know, I think we should start with
probably the top, um, the top,one of the top issues for
organizations today, which isemployee experience.
And we have been innovatingincredibly rapidly over recent
years.
And, uh, most recently added toour Oracle Me employee
experience platform, a newoffering called Oracle
(02:48):
Celebrate.
So let's start with that.
So
William Tincup (02:49):
I want to say celebrate is somewhere in the
recognition space.
So, am I close?
Yvette Cameron (02:57):
You know, we did a pretty good job naming that,
didn't we, to kind of telegraphthe solution.
Well,
William Tincup (03:02):
that's good, though.
That's good.
That actually helps employees,because if they have to, like,
think about it and go, uh, whatdo we call the thing, then we've
kind of failed them.
Yvette Cameron (03:12):
Exactly, exactly.
You know, we came out last yearwith an addition to Oracle Me
called, um, Oracle Touchpoints,which really connects employees
and managers to, um, to havethese frequent touchpoints and
poll surveys, etc.
And now this is kind of theother side of the coin.
This is Peer to peer connectionstogether, helping recognize, um,
(03:33):
individuals, colleagues, etcetera, across the organization
in the moment, celebratesuccesses, milestones, um,
progress, uh, you know, uh,competitions, what have you, um,
so we're very excited to bringthis forward.
I will say that, um, Uh, I'vehad a lot of conversations about
celebrations and, and thisconcept of, um, really focusing
(03:57):
on the culture of organizationsthrough recognition and, and not
just peer to peer, but it couldbe manager to employee, it can
be manager to an individualanywhere in the company.
And some people say, okay, sowhat's new, right?
What's new about this?
But I have to say, um, when youbring the concept of recognition
(04:19):
and, um, real time feedback andcelebration into an organization
on top of a tool set that isalready unified across skills
identification and compensationand Pay at payments and
performance and feedback, etcetera, it's a, it's a complete
game changer for organizationsas opposed to putting some third
(04:42):
party technology on top and say,Hey, here's your celebration
app, go to it when it really ispart of the culture and the
integrated technology of theorganization, it is truly a game
changer for companies.
So we're very excited about thisnew offering.
Well, it
William Tincup (04:57):
should inform, if done well, like you said, if
it's part of the suite, itshould inform performance, it
should inform compensation, itshould inform other things
instead of being bespoke and offby itself.
Uh, so that makes sense to me.
I think it would make sense to alot of Oracle customers, like,
okay, this is something that'sEX is important.
(05:18):
We get it.
But it can't just be by itself.
It's got to actually beintegrated into a fuller
strategy or robust datastrategy.
So it informs other pieces.
I want to get your take on howfolks, uh, your customers and
prospects alike are thinkingabout celebrations in this
(05:39):
remote, flexible, hybrid kind ofthis, the way that work gets
done today.
How do they.
Think of celebrations eithersimilarly than we did pre COVID
or differently.
Yvette Cameron (05:51):
It's, it's a great question.
I think what I'm hearing andseeing is that this idea of, um,
of connecting people in themoment and celebrating successes
and achievements and goals, etcetera, is more important than
ever.
We have such a disperse, um, uh,Organization, you know,
structure across so manycompanies now with the remote
(06:13):
work, etc.
And building that connection,building that bridge between
individuals and building thatconnection to, um, to goals or
achievements and, and, uh,really bringing those, those
formerly maybe unseen and unsungheroes forward is so incredibly
(06:34):
important today.
Burnouts at an all time high,um, feeling disconnected, um, is
at an all time high.
I recently read a survey, Ithink it was from Gallup, who
said that, you know, um, uh,employees who are really
thriving, um, at work, you know,was actually at an all time high
last year.
You know what that all time highnumber was?
(06:55):
Something like 22%, 22%! Andthat's an all time high! So
there is, there is clearly aneed for connecting people in
meaningful ways.
And what I love about the waythat we've designed celebrations
is that, of course, you cancreate programs with or without
points, right?
There's a recognition and areward component to this as
(07:17):
well.
If you want to, you know,deliver monetary or gifts or
various things, or you can do itjust with the recognition.
But the way we've designed it isthat organizations can.
Set up these programs thatreally provide feedback and
value around company culture,but you can also set it up for
teams within your own team ifyou want to promote projects,
(07:39):
right?
Like an engineering team who'strying to deliver a project or a
feature in the next six monthsand have milestones and set the
recognition and the rewardsaround that milestone.
So large company initiatives,business line initiatives, team
level initiatives.
All able to be supported throughthis.
And, and again, when you've gotthese, these organizations that
(08:00):
have, you know, 70 percent ormore that, that aren't coming
into the office, what a greatway to connect people.
It's, it's more important thanever.
William Tincup (08:09):
What are you seeing from your clients in
terms of personalization?
And what I mean by that is like,okay, in that moment, you might
want to be recognized orcelebrated in a different way
than I would.
How do we, how do we gather thatdata?
Uh, as a team, and thenunderstand how people like to be
celebrated.
Yvette Cameron (08:28):
No, that's a, that's a, that's a really good
insight, um, and, and question.
I think that, um, first off,there's, there's several
capabilities that we've broughtforward to enable that
recognition and to help people,um, um, make that in a, in a way
that's maybe, um, uh, easier forthem if that's not a natural
skill.
So we have embedded, forexample, generative AI.
(08:52):
into the feedback portion sothat as you're giving feedback,
um, uh, you know, we, we areable to support that and, and
bring, use Gen AI and thecontext, context awareness that,
you know, we're recognizing aparticular.
Milestone or achievement, etcetera and make that an easier
process for the giver.
(09:13):
For the recipient, um, you know,I, I think that over time as we
look at how people, you know,what's the, what's the
distribution of feedback, howpeople are perhaps, if you're
using the rewards component, howtheir Um, uh, redeeming those
rewards.
Are they, you know, taking amonetary payment?
(09:34):
Are they, you know, going,opting for experiences, et
cetera?
I think that's going to be a,um, an indicator, but I think
even more is just asking people,right?
Is this, is this recognitionmeaningful for you?
Is there, you know, what areyour preferences?
And so one of the key componentsthat we have within Oracle HCM
is this ability to Constantly besurveying, whether it's a pulse
(09:57):
survey on a daily or a weeklybasis, ad hoc, periodic, the big
annual survey.
I think asking people, you know,for that, for that, um, that,
uh, insight, you know, is this,does this make sense for you?
Is this meaningful to you?
I don't know another, a betterway to, to, um, to get that
insight other than to askdirectly.
(10:17):
Um, so we'll, we'll see, youknow, we'll see how, um, as
organizations take this up, um,what kind of new trends we're
able to find from individualsreceiving these benefits.
William Tincup (10:27):
Well, and what's beautiful about that is
different industries, differentmanagers, different customers
can use it differently in termsof feedback.
So the fact that it's enabled,they can, if they're curious and
they want to find out they,they've got a way to do that.
Again, getting back to thedata's all still in one place,
which is nice.
What do we, uh, what do you,what do you think, like next
(10:48):
year, 2024, what do you thinkthat, uh, you'd like to see in
EX next year?
Yvette Cameron (10:55):
That's a great question.
You know, um, so we have.
Our big, our big here at Oracle,um, investments, uh, over the
last two years, as, as we'veclearly demonstrated, is focused
on the employee experience.
And last year, as we introducedtouch points and a new way to
(11:16):
really put more responsibilityon managers to be better
leaders, um, for theiremployees.
You know, that's, that wasreally important as I look out
to 2024, I think more emphasison empowering managers.
And I don't mean the seniorexecutives.
I mean, middle managers, right?
The ones with the direct teams,we've done so much as an
(11:39):
industry.
We've done so much here atOracle on the individual
employees experience and guidingyou through journeys and growing
your career and.
Connecting with your manager.
And, and that was a great startfor manager enablement, but
there's so much more we can bedoing.
And, and, you know, I think, um,our investments in analytics and
(12:01):
the experiences that wedelivered in our grow
capabilities, which is, youknow, helping managers guide
their employees to betterexperiences, um, continued
investment in that, that managerfocus.
Because again, You know, it is adifferent world, um, uh, in the,
in the workforce today than itwas three, four years ago.
(12:21):
Expectations of individualemployees are so much higher and
the expectations they have oftheir managers, um, is
incredibly high.
The flexibility, insight,empathy, compassion that need to
be able to trust and be trusted.
And we need to make sure as an,as an industry, that we are
empowering those managers withthe tools and the capabilities
(12:45):
and the training and theinsights that they can be the
best leaders possible.
Because still, even though it'sa different work environment
than it was four years ago,still people leave managers, not
companies.
And we need to do all we can to,to re enable and rearm them with
the best tools.
William Tincup (13:00):
Well, I think every dollar that you invest
there with managers, you'reinvesting in retention.
So, uh, the more tools,resources, training, et cetera,
managers are, are often they'repromoted and then they're there
and then we kind of, we don'tgive them the tools and
resources.
So I love those bets, uh, andyour innovations, all, anything,
(13:22):
anything that you can do formanagers.
Because I also see it show up inrecruiting when candidates are
asking questions of their hiringmanagers.
They're asking questions aboutthem.
They're asking questions about,okay, how do you handle
difficult situations?
How do you answer, how do youhandle celebrations?
You know, things like that.
And if a manager is frozen orthey can't answer it, the
(13:42):
candidate just moves on.
They don't, they don't, they'renot trying, they're not in the,
they're not in the fix youbusiness.
They're just going to move on tothe next company, which, you
know, I don't hate that.
I think that's actually theright thing to do for a
candidate.
So I love that.
I love that investment.
What other innovations have youseen this year?
Yvette Cameron (14:01):
Yeah.
So we have also recentlyannounced our new workforce
scheduling and laboroptimization solution, which
quite honestly, William,although it's, um, you know,
it's really geared towards the,the, the deep requirements of
scheduling your workforce.
Based on the demand of yourbusiness.
So healthcare organizationstrying to ensure they've got the
(14:25):
right talent, the right skillsto deliver the right patient
outcomes or in retail, you know,really tailoring that scheduling
to the rise and fall andchanging nature of volume of
customers and weather impacts,et cetera, or manufacturing.
While the, this solution, um,is, is really geared towards
that, um, that delivery of thoseoptimized labor schedules, it's
(14:48):
really another, um, investmentin employee experience.
Because ultimately, right,especially again in this
environment, um, to combat, uh,burnout and work life balance
and all these, these areas thatare critical importance for the
individual, I want to feel I'vegot a sense of control over When
I'm working that my preferencesare being taken into
(15:11):
consideration, that when I amscheduled for something that
isn't optimal, I've got an easyway to see that schedule, do
shift swapping, make sure thatwhen I'm making those shift
swaps that it's appropriateagain for the skills and and
that the overtime is beingmanaged behind the scenes so I'm
not asking ridiculous thingsthat are going to be, you know,
denied, etc.
(15:32):
So we're super excited about ournew demand based workforce
scheduling and laboroptimization because it delivers
on the, um, cost, uh, and labor,um, goals that organizations
have and, and focusing on theoutcomes, again, patient,
retail, et cetera, while at thesame time, really, really
driving better experiences andoutcomes for their workforce.
(15:55):
So it's a great, um, one twopunch, right, for, for
organizations.
William Tincup (16:00):
Well, what I, you know, what's interesting and
what I love about, it's alsoyou, as you said, it, it helps
with ex, it helps withretention.
It also helps with what you'vedone with manager, uh,
enablement.
So instead of them having tocome to a manager, which is
exactly what used to happen withschedules, is that their email,
their, their, uh, theirvoicemail box would fill up
(16:20):
with, Hey, I wanna work Tuesday,not Wednesday, or this, that and
the other.
It's like, you know, here's thecoverage map.
Y'all can just, y'all switchshifts if you don't like where
you're at, you know, talk tosomebody else and switch.
The manager is then enablingthem, which, which again, we've,
you've given them tools for themanagers to do that.
So their experience, I mean,it's really kind of the manager
(16:43):
experience as well as theemployee experience.
Uh, I love that.
And I love the analytics.
Go
Yvette Cameron (16:49):
ahead.
Sorry.
I was going to say, you know,the, the manager experience in
this is huge.
The stress on managers today totry to optimize those schedules
without the assistance of AI orwithout the assistance of
empowered employees can bereally, really quite stressful
to your point.
So yeah, it's, it's great fromall sides.
You were mentioning analytics.
Yeah.
William Tincup (17:10):
Yeah.
I was thinking about theanalytics you're going to sit on
top of and helping them navigatetheir week to week to week to
week.
You know, again, they can startseeing some seasonality.
They can start seeing differentthings, uh, in their own
business.
So it is helps leadership.
It helps managers.
It helps employees.
Like I can see the analyticsbecoming extremely powerful
(17:32):
sitting on all that data.
Yvette Cameron (17:34):
So, um, it's, it's really interesting.
What we've heard from ourcustomers is, um, that too many
of today's solutions whenthey're managing, um, you know,
workforce scheduling and theoptimization component, um, is
that it's the analytics thatoftentimes come out of those
solutions are very centered onthe people.
And of course, right, the laborcosts, et cetera, is part of it.
(17:57):
But The budgeting, the laborcost, the, um, the insights, um,
that span not just finance andHCM, but span those demand
system and the outcomes and, andall of the components, right?
This is, this is where I'm superexcited to bring these
workforce, um, managementsolutions to market that, um,
(18:19):
are also natively developed aspart of a broader suite, because
then suddenly, All of that, thebudgeting, the encumbrance of
finance, the, um, the people,the outcomes, um, component is
all visible in a singledashboard.
Um, so those analytics are, are,um, incredibly important, and we
are working very closely, um,with our healthcare
(18:39):
organizations when we publishthis press release on workforce.
Um, we Did so with a large focuson the health care impact for
our health care customers, um,working very closely with many
to, to really help them, um, um,you know, leverage these
capabilities and they're workingclosely with us to, to help
drive the capabilities as well.
(19:00):
But you'll see also in thatpress release that, you know,
we're focusing very much also onother industries.
This is intended to be ascheduling and optimization
solution for all demand drivenindustries.
And, um, driven by AI and, youknow, um, capped with the
analytics that give you theinsight you need across a
business.
Um, you know, it's, uh, it'sagain, it's a, it's a powerful
(19:21):
solution across so many fronts.
William Tincup (19:23):
So when you do innovations, we just talked
about, uh, ex and, and, uh, someof the things that you've done
in scheduling and op workforceoptimization.
The good news is you.
You do stuff like that,especially sitting on top of the
platform itself, you alreadybuild them natively.
And so it's already integrated.
You don't have to worry aboutany of that stuff as a customer.
(19:43):
You'd be
Yvette Cameron (19:44):
surprised, you'd be surprised how many, you know,
how many organizations take thatfor granted.
And then they bring thesesolutions in and they're like,
um, I don't understand.
William Tincup (19:53):
Why doesn't he talk to the other
Yvette Cameron (19:55):
thing?
Exactly, exactly.
It's something that so many takefor granted and we deliver it
because it's not easy, right?
It doesn't require knowledge anddeep knowledge in all of these
areas to truly bring it togetherin a way that makes sense.
Well, you just said
William Tincup (20:09):
something super simple that Probably people
wouldn't pick up on it's likebudgeting and, uh, not in, not
in the HR sense of budgeting,but, but in the financial sense
of budgeting, because y'all havea whole host of financial tools
as well.
And so if they're an Oracleshop, uh, an Oracle customer,
this, this data over here feedsthings that, uh, other people.
(20:30):
The finance and accounting wouldbe able to look at and then see,
okay, what are we doing right?
What are we doing wrong?
How can we make this better?
Again, if, if it's a, if it's atool or an application that sits
on, on, on, uh, on a platform,but doesn't talk and doesn't
inform, they don't get that.
That's, that's just, that's justlost.
Um, do you have anotherinnovation you want to go
(20:52):
through?
Yvette Cameron (20:53):
So, you know, um, we've been talking about
product innovations and ofcourse, you know, we, we, you
know, deliver great, greatproducts, but I also want to
talk about, um, a serviceoffering.
So, we have, uh, recentlylaunched a service offering
called Oracle HCM Now, and thisis, um, a solution aimed to the
mid enterprise organizations,um, from say 2, 000 to 15, 000
(21:18):
employees, a way to help ensurethat they are able to.
Um, deploy Oracle Cloud HCM in away that is appropriate for the
maturity of their business, um,in a, in a budget understood,
um, you know, cost, time, andscope, um, and, and, uh,
(21:39):
essentially get to, get toimpact, um, faster than ever
before.
So with Oracle, Um, HCM now, um,we have partnered with, um,
several of our, um, uh, of ourpartner organizations to work
with these mid enterprisecustomers, bringing forward the
scope solution.
(21:59):
Um, and like I said, at anunderstood price and timeframe.
So that literally within sixmonths or so, right?
They can be live with theircloud HCM and some core
capabilities and then phaseadditional components, um, over
time as they need for theirunique business requirements.
So, um, you know, it's, uh, thisidea of, you know, fast cloud
(22:22):
HCM from Oracle from, for midenterprise.
Yeah.
Is it a fit?
Absolutely.
It's a fit.
William Tincup (22:27):
I love, I love it because again, they've got to
show value.
Oh, large organizations have toshow value too, but they're
accustomed to something thatmight take more time.
Uh, but I, I love the, the ideaof like, okay, you know what we
don't, even though you'vepurchased everything, okay, you
have the full suite done.
Let's get you live withsomething first.
(22:49):
And so get you, get you fullytrained and get you really
operating, get you using thatand kind of get that compelling
in your organization and thenstart layering in the next
things that you need to.
So I love, first of all, I lovethe adoption strategy and I love
working with SIs and basicallysaying they don't need to, they
don't need to eat the entireelephant at once.
That's let's not do that.
Yvette Cameron (23:10):
Exactly.
You know, and we kind of equateit to, um, a model house versus
a custom home, right?
You can.
Cool.
So, so we're working with our,um, with these, these, uh, these
partners, um, who over time may,you know, continue to expand or,
or focus in particularindustries, but, um, you know,
they're delivering the modelhome, but what do you do in a
(23:30):
model home?
You, you do have choices withinthat, right?
Make sure it's appropriate foryour business.
And after we've got that, thatfoundation, then let's Build the
second story and the thirdstory.
And, you know, again, bring onthe pieces and the focus where
it matters most for you.
Um, so very excited, again,accelerated time to, to, to
value, which is critical,especially, um, for these, these
(23:53):
smaller organization, minimizingthose implementation costs,
minimizing the time, as I'vesaid, accelerating that time to
value, um, but then making surethat, that they are getting
ultimately the, the capabilitiesthat they need because each
business
William Tincup (24:07):
is different.
Oh, yeah.
And I think the one of the, yourpartners that start to focus on
industries, they're just goingto get smart.
I mean, if they're, if they'redoing retailers in that space,
they're just going to get reallysmart about, okay, what can they
consume in, in this, you know,in four months, in six months,
it's eight months, nine months,et cetera.
They're just going to build outmodels that just make sense.
(24:30):
Well, and they're based on
Yvette Cameron (24:31):
these industries.
They are already, you know, Imean, cool.
Oracle does deliver, Oracle doesdeliver best practices with its
solution, right?
We've got, um, you know, uh, uh,uh, localizations, we've got,
um, uh, we've got, uh, processflows and journeys and all kinds
of best practices to helpkickstart and get organizations
(24:51):
up and running out of the, outof the gate.
But our partners are doing thatas well.
Um, so we've been delivering,developing and delivering
journeys for example, just one,one example of best practices,
whether it's by, um, a processflow or an industries and now
working with these, um,organizations who are really
going to focus on this midenterprise, those, those best
(25:13):
practices, those preconfigurations, those things
that are going to just reallykickstart and get companies up
and running quickly, appropriatefor their.
Location, their industry, etcetera, are just going to
continue to expand.
So super exciting.
And it's not the kind of, notthe kind of message that you've
maybe typically heard fromOracle.
No,
William Tincup (25:31):
no, no.
Again, I've said this to you,uh, offline and online, y'all do
quietly.
You go about innovating in sucha great way, but you, you know,
it's like.
Your Oracle customers know, andI know your prospects know it
too, but like the larger, theother folks that aren't in those
two camps, they don't know thaty'all are innovating all the
(25:53):
time.
And so, uh, I could talk to youforever, but I know you have
like other things to do today.
So, um, thank you so much forcoming on the show and
explaining everything.
I love
Yvette Cameron (26:04):
it.
I love, I always love yourquestions and talking with you.
Um, it's awesome.
Thank you.
William Tincup (26:08):
Vice versa.
Thanks for the audiencelistening until next time.
Popular Podcasts
24/7 News: The Latest
The latest news in 4 minutes updated every hour, every day.
Therapy Gecko
An unlicensed lizard psychologist travels the universe talking to strangers about absolutely nothing. TO CALL THE GECKO: follow me on https://www.twitch.tv/lyleforever to get a notification for when I am taking calls. I am usually live Mondays, Wednesdays, and Fridays but lately a lot of other times too. I am a gecko.
The Joe Rogan Experience
The official podcast of comedian Joe Rogan.