TrueBlue | September 20, 2023
TrueBlue Achieves 40% ROI through Oracle Fusion Cloud Applications implementation.
Centralized Finance and HR Processes Enhance Productivity and Reduce Costs.
Over 11,000 organizations opt for Oracle Cloud ERP and HCM Solutions.
TrueBlue, a leader in specialized workforce solutions, has automated its finance and HR operations using Oracle Fusion Cloud Applications Suite, resulting in a remarkable 40% return on investment (ROI). Leveraging Oracle Fusion Cloud Enterprise Resource Planning (ERP) and Oracle Fusion Cloud Human Capital Management (HCM), TrueBlue has achieved heightened productivity, cost reduction, and enhanced business insights by streamlining and automating its finance and HR processes. This strategic move empowers TrueBlue to better assist its clients in achieving growth while addressing evolving workforce demands.
TrueBlue, dedicated to improving growth and performance by offering staffing, workforce management, and recruitment process outsourcing solutions, annually connects over 600,000 individuals with job opportunities. To tackle the challenge of managing 20 disparate financial and HR applications accumulated over several years through organic growth and acquisitions, TrueBlue made the decision to consolidate its finance and HR processes with Oracle Fusion Applications.
Derrek Gafford, Executive Vice President and Chief Financial Officer of TrueBlue, emphasized the positive impact of this transformation, noting,
Our legacy systems were a struggle to maintain resulting in unnecessary delays, which hampered our ability to innovate.
[Source – Cision PR Newswire]
He added that with Oracle Fusion Applications, they had been able to bring finance and HR together on a single shared platform. He mentioned that this had helped them eliminate manual processes, improve the speed and accuracy of their business operations, and enhance their ability to meet demand. By implementing Oracle Cloud ERP and Oracle Cloud HCM, TrueBlue has realized tangible benefits, including automating billing to decrease days sales outstanding by 20 days and cutting three days from its financial close cycle. Furthermore, Oracle Cloud HCM has streamlined HR tasks, allowing employees to dedicate more time to achieving their career and growth goals.
Steve Miranda, Executive Vice President of Applications Development at Oracle, praised TrueBlue's approach, noting,
To efficiently support stakeholders and fulfill its mission to connect work and people, TrueBlue needed to streamline processes, consolidate systems, and embrace automation.
[Source – Cision PR Newswire]
He added that with Oracle Fusion Applications, TrueBlue had been able to take advantage of Oracle's integrated suite of applications to bring finance and HR together. He noted that this had made a significant difference to the way TrueBlue ran its business and was helping the team drive innovation to better serve clients both in the present and the future.
Oracle Cloud ERP offers a comprehensive suite of enterprise finance and operations capabilities, encompassing financials, accounting hub, procurement, project management, enterprise performance management, risk management, subscription management, supply chain management and manufacturing. On the other hand, Oracle Cloud HCM provides market-leading features for human resources, talent management, workforce management, payroll, and the award-winning employee experience platform, Oracle ME. This transformative move by TrueBlue underscores the power of automation and integration in enhancing business efficiency and competitiveness. It exemplifies the benefits that organizations can achieve by embracing modern cloud-based solutions.
PR Newswire | October 16, 2023
Google Cloud and Unilever have partnered to launch a new app for employees, My Unilever. The app has been designed to digitally connect Unilever's factory-based colleagues across the globe, enabling them to tap into Unilever's digital resources from any location or device.
Built on Google Cloud, and delivered in partnership with Accenture, the My Unilever app unlocks the opportunity for Unilever's 53,000+ factory-based colleagues to have easy and secure access to key Unilever systems. It also enables one-click entry to Google Workspace, which includes the communication and collaboration apps such as Gmail, Calendar, Docs, Drive, Chat, Meet, and more, relied on by more than three billion users and over 10 million customers. The app also utilises Appsheet, Google's no-code platform, as the main end-user interface for the My Unilever application.
The My Unilever app will also give users access to a variety of third-party tools including learning and payroll, some of which were previously only accessible through paper-based methods or via time-consuming in-factory processes. In streamlining these previous methods, My Unilever helps to save time and increase productivity - benefits that will continue to grow as the application expands into more use-cases.
Adam Raeburn-James, Chief Technology Officer at Unilever comments: "Digital transformation, at its heart, is about people. In launching the My Unilever app, we're helping our factory-based colleagues to become digitally connected. By giving all of our people access to key HR, support and learning systems, we can continue to work towards our goal of ensuring that everyone at Unilever can develop the future-fit skills they need for the evolving workplace by 2025.
Our partnership with Google Cloud allows us to continue taking our use of technology to the next level. Alongside this, we're drawing on Accenture's global expertise in deployment, change and adoption, to ensure the best possible transition and experience for our colleagues. We've already received great feedback across our recent pilot programme.
"This partnership will help support Unilever in building this capability for the future, and we are excited to be part of this journey," said Laurence Lafont, Vice President, Strategic Industries EMEA, Google Cloud. "With Google Cloud's technology, Unilever's factory-based colleagues are now able to connect in a new way, supporting them to develop and thrive. The My Unilever app brings the business closer together as one team, empowering them to achieve more."
The My Unilever app will be available to download on personal and corporate devices (iOS and Android), or on shared on-site computers, all using Google's built-in security and compliance platform.
PR Newswire | October 30, 2023
NFPa leading benefits consultant released new benchmarking data via its 2024 Leave Management and HR Trend Report which includes survey data and HR trends. The report showed ways employers can adopt and leverage artificial intelligence (AI) powered solutions to enable HR data-driven strategy that enhances the employee experience, such as the utilization of AI for leave management. While 22% of respondents are likely to use AI to manage or monitor their employee leave in the future, nearly one-third (32%) are not even aware AI could be used to leverage leave management.
said Maria Trapenasso, head of Human Capital Solutions practice, NFP.
We have an unprecedented five generations in the workforce, each with their own unique needs, so a 'one size fits all' approach to total rewards just doesn't work anymore. Employers of choice are embracing the generational diversity by leveraging insights from AI-powered solutions to create total rewards that help workers improve their mental and physical well-being and stay engaged, while also sending the message 'You are important to this company and your needs matter.
Among a variety of insights and data from the report was the finding that, despite its limited adoption, employers that use AI-powered solutions can retrieve previously inaccessible paid time off (PTO) insights that facilitate better benefits design. These analytics can detect PTO usage patterns across the organization and enable HR to optimize policies, better understand trends of diverse work groups and inform programs customized for employees' evolving work-life priorities.
Recognizing the need to support employees in times of crisis, bereavement policies are evolving, just as states (CA, IL, MD, OR, WA) enact bereavement leave laws that include compliance demands on employers. "Recent state bereavement leave mandates are informing proactive HR policymakers, with 25% of survey respondents foreseeing a need to change their bereavement policies, including in states where it's not yet required by law," said Trapenasso.
Increasingly, employers have a heightened awareness of a worker's need for time off around a miscarriage or unsuccessful in vitro fertilization (IVF) attempt. According to survey results, 28% of employers have expanded their bereavement leave policy to include time off to grieve after miscarriages or failed IVF attempts, with 18% offering more than one week of PTO. Additionally, 15% of respondents are offering between one and three weeks of PTO for the death of a beloved pet.
The report revealed many employers think they are satisfying their employees' leave benefits needs, when actually they are not. There is a significant gap between employer and employee perception according to the report, as 56% of employers said their PTO/vacation policies were lacking while also conveying that 73% of their employees were not satisfied with their PTO/vacation benefit. "If you want to attract and retain top talent, employers need to better understand what is meaningful to their workforce when it comes to leave benefits. It's the only way to close this perception gap."
Many respondents said they recognize the impact menopause has on their workforce. While only 4% of respondents offer some type of accommodation for menopause, 32% said they hadn't considered it but would be open to offering this benefit within the next five years. "Contrasting the cost of replacing employees who are going through menopause versus supporting them, it becomes clear money spent on adopting initiatives for employees going through this life change is prudent," said Trapenasso.
Forward looking employers can offer unique benefits to retain different generations of workers. The sandwich generation, individuals simultaneously caring for both aging parents and young children, would benefit from expanded family caregiver leave — which is currently offered by only 29% of respondents. Additionally, some employers (8%) are also offering grandparental leave, while more than one-third (35%) said they had not considered it but are open to offering it within the next five years to retain older talent.
"We are encouraging HR leaders and decision-makers to take a candid look at whether their leave offerings are truly working to attract and retain the best talent," said Trapenasso. "If there's room for improvement, now is the time to enhance programs to meet the diverse needs of today's workforce, especially as they review their policies for 2024."