Category Archives: Business Solutions

Keys to CRM System Adoption: Coaching

High rates of user adoption maximize the benefit of a CRM system to every system user in an exponential way as every key process in the business; planning, marketing, selling, servicing, and analyzing, is enriched by the increased information and functionality of the CRM system. Many companies invest millions in software licenses and services to install a CRM application, but don’t invest the time and energy to create a CRM System – Application, Infrastructure, Employee users, Indirect Channel users, and Customers. Each part of the system is critical to the system, with none more critical than the Employee users.

When Employee users eagerly use and contribute to the CRM system, user adoption is high. chaussures running nike When Employee users do not use, or incorrectly use the system user adoption rates are low. louboutin chaussures When adoption rates are high, companies must persist on the system planning and implementation path that they have outlined to maintain and upgrade the system over time. When adoption rates are low, companies must pause and analyze the issues and take immediate corrective action. This is the first in a series of articles that detail what organizations can do to drive user adoption of the installed CRM system. There are 5 key areas to investigate and correct: executive involvement, pay for play, EASE, commitment, and coaching.

Coaching may be the least understood duty that is assigned to any manager in any organization. Coaching is the ability to demonstrate and inculcate a skill as it will be used in the organization. It should not be confused with Training, Motivation, Leadership, or Management of Resources – each of these is an important duty for organization Managers, but they are not “Coaching”. Unfortunately, many organizations and the Managers in that organization DO confuse one or all of these skills for Coaching. ugg soldes 2017 This is particularly detrimental to CRM Application user adoption. Throwing money and bodies at the CRM Application and making speeches about the benefits will not increase the skill level of the Employee users. Even application training is only marginally effective. The only proven way to increase the employee skill level successfully on a CRM Application is for the appropriate person, which more than 95% of the time is the direct Manager of the employee, to Coach the employee on the application. Raising the employee skill level, making the employee more comfortable with the application, is a key to user adoption.

In the Carew course on Selling Skills Coaching[1], the Coaching process has 4 distinct steps:

  1. Demonstrate the skill to the employee
  2. Assist the employee in attempting the skill
  3. Allow the employee to practice the skill in a supportive, protected environment
  4. Monitor and give feedback on the employee’s skill level in day to day activities

Demonstrate the skill: This means that each Manager on the Management team must be able to use the CRM application with enough proficiency that they can fully demonstrate it to their direct reports. For example, Sales Managers must be able to do everything in the CRM application that they are expecting their team members to do – e.g. handle leads, manage opportunities, create quotes, submit orders, update contact level information, etc. This level of proficiency is gained by including the Managers early in the requirements gathering phase, the design and development process, the testing phase, and by involving them in intensive application training and train the trainer sessions prior to the release of the application.

Assist the employee in attempting the skill: Each Manager should be at every roll-out/training session for the CRM application when his/her team is involved. The Manager will demonstrate the CRM application in the context of the business model for his/her team. They will assist each employee in completing a real world use case. They will answer business questions and questions about application design and functionality. They will also be able to do this when a new employee is added to the team after the CRM Application roll-out.

Allow the employee to practice the skill: After assisting the employee on the first use case, the Manager allows the employee to practice on similar use cases. The Manager evaluates the progress, provides positive feedback for each correct step, and makes suggestions for improvement when appropriate. Finally, the Manager recognizes and congratulates the employee on having attained a skill level sufficient to begin using it in live business processes.

Monitor and give feedback: The best and only effective way to monitor progress on a CRM Application is for the Manager to use the application! Printed reports and spreadsheets send a very negative message to the employees when used for this purpose. Employees want to feel that they have enriched the organization and improved the business through their actions in the CRM Application, the best way to do this is for the Manager to demonstrate that his/her decisions are being driven by the information in the system. Managers who use the system are much better able to evaluate the performance of their teams on the CRM Application than those who do not.

The creation or re-release of a CRM system involves a great deal more than the installation of a CRM Application. If the CRM Application is not used properly, or not used at all, then the system has a greatly diminished value. asics gel lyte Coaching is one of five key drivers to Employee user adoption. Make sure that as you are planning your CRM System you enable Coaching in your organization change management plans.

  1. Involve all Management levels in requirements, design, prototypes, and testing.
  2. Conduct intense training and train the trainer sessions (and include Coaching training if it is not already part of your Management training curriculum) for all managers before general release
  3. Involve the Managers in all direct rollout activities to their teams
  4. Make training environments available to the organization
  5. Ensure that Managers can work in the CRM Application to accomplish the vast majority of the business process cycles they manage.
  6. Ensure that employee onboarding is not considered complete until the Coaching process has progressed to step 4.

The cost of these activities will easily be recovered in the increased benefit of the system to your company, and the Coaching skills you give to your Managers will be used many, many times in other business processes and become part of your Customer Experience driven culture.

[1] http://www.carew.com/selling-skills-coaching.php

Jim Lindenfeld, Principal Consultant
Jim Lindenfeld, Principal Consultant

This blog was written by Jim Lindenfeld, who has been actively involved in customer relationship management during his entire professional career. asics gel kinsei 6 He is a certified sales and sales management trainer.

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Oracle BI Mobile Application Designer (MAD)

Oracle introduced another great application called “Oracle BI Mobile App Designer (MAD)” in Release 11.1.1.7.1 of Oracle Business Intelligence Enterprise Edition (Oracle BI EE).

The Oracle BI Mobile App Designer (MAD) is a new design tool for business users to easily create stunning and interactive analytical applications for use on any major mobile device.  With Oracle BI Mobile, businesses have been able to deploy full interactive dashboards with no additional development using Oracle BI Mobile HD on iOS devices. Now, you can create purpose-built mobile analytic applications for any smartphones and tablets with drag-and-drop simplicity using Oracle BI Mobile App Designer. BI Mobile App Designer complements BI Mobile HD and is packaged with Oracle BI Foundation Suite and the BI Mobile option to OBIEE.  Some of the MAD highlights include:

Mobile-first Business Apps – BI Mobile App Designer is the ideal solution for users that want targeted, business-specific mobile apps that are easy and fast to build, require no programming expertise, and can be delivered to users across all the major mobile platforms and devices. Apps are built with support for touch and gestural interactions built in.

Intuitive App Design Interface – BI Mobile App Designer has a simple drag-and-drop interface that allows business users to select their data visualizations, including: tables, charts, navigation panels, repeating grids, images, text narrative, etc. These elements can then be dropped onto a palette to create mobile apps within minutes. Third-party plug-ins like Google Maps, Sunburst Visualizer, etc., can be incorporated and used in a similar manner. A preview function allows users to see their apps within a computer’s browser, or on a mobile device by scanning a QR code, without requiring any installation or configuration.

Portable Device, Platform, Screen-size Design  – BI Mobile App Designer is certified to support iOS, Android, and Windows Mobile Smartphones and Tablets. Since it supports HTML5, most mobile browsers can run BI Mobile App Designer apps. No plug-in, installation, or download from a third-party app store, is required.

Enterprise Integration – Oracle BI Mobile App Designer is a part of and is fully integrated with the Oracle BI Foundation. Users can create mobile apps with enterprise data from the BI Semantic Layer (RPD), with data from BI Publisher data models, or Excel data files with seamless support for, and the benefits of, role-based data-level security that the Oracle BI Foundation suite provides.

Drag and Drop – The easiest way to create UI is to drag and drop. MAD has beautifully incorporated this feature where one can build the entire BI Mobile Application just by dragging and dropping components and data fields as required.

Oracle Mobile Application Designer Drag n Drop

Interactive  – MAD is based on the “gestural” principal of touch and swipe. As most mobile apps use this technology for interaction, MAD has followed suit to adapt gesture interactivity for all the components in its libraries.

App Library – Users can share their new mobile apps across organizations using the publish feature. They can subscribe to these apps and receive updates when changes are being propagated to their subscribed apps.

Security – As MAD is integrated with Oracle BI Foundation Suite, the BI content has proven enterprise level security and performance capabilities.

HTML5 – The complete BI Mobile Application Designer output is generated in HTML5 including the data visualization charts. It can run on any platform device or operating system without any glitches. MAD follows the philosophy of “Build once, distribute anywhere.”

A sample Mobile App Designer Screen:

The result in iPad:

Other features include…

  • Supports drill down charts.
  • MAD comes with a separate filter component.
  • Multiple types of data visualization supported such as; Line, Bar, Area, Bubble, Pie, 3D graphs, Circular and Funnel.
  • Simple tables as well as complex pivot tables can be built.
  • Images can be added by uploading them, using the URL link, or inserting them from a database field.
  • MAD’s greatest strength is its repeater components! (ex: Tile and Accordion.)
  • Complex frame sets can be created by including frames for laying out the components to make them aesthetically appealing.
  • Choice of many Black and White themes.
  • MAD applications can be built using three types of data sources: subject area, data sources, and external excel files.
  • Drag and drop feature of the data fields from data source into the visual components.
  • Clean layout, perfectly aligned component sets and toolbars help in building complex dashboards using few clicks.

Limitations of MAD include…

  • Have to build support dashboards for Mobile and Tablet devices
  • Theme change effect is not being applied to all the properties of components (you can see the black text on chart labels in the black theme). These kinds of glitches can also be seen on the tables
  • Backspace does not work
  • Deleting a column from a table is not user friendly
  • Cannot add columns if there is no space

How do you get this?

  • BI Mobile App Designer is available now as a patch to Oracle Business Intelligence Suite Enterprise Edition, version 11.1.1.7.1. (patch number 17220944 at support.oracle.com)
  • BI Mobile App Designer is licensed at no extra charge with Oracle BI Foundation Suite and Oracle BI Mobile

eVerge Group is an Oracle Platinum Partner with extensive Oracle implementation experience in Oracle Business Intelligence. For more information about our business solutions, contact us at our website. http://www.evergegroup.com/contact.php

About the author: Garrett is Director of EPM Solutions who has worked with eVerge Group since 2005.

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eVerge Upgrades Fusion HCM to Release 7: January 2014

We recently upgraded our Oracle Fusion HCM install from Release 5 to 7.  In this blog, the focus is on the new features and functionality of Release 7.   This release touted new features spanning many of the Fusion HCM products.  The major features of interest to our project team included the Simplified User Interface, OTBI Reporting, Talent Management and Workforce Compensation enhancements, as well as Payroll reporting.

Below you will find a sampling of what Release 7 has to offer us and our customers:

Simplified User Interface:

From Oracle: The simplified user interface for the Oracle Applications Cloud is a modern, intuitive, streamlined user interface for self-service users who need access to HR related tasks and information.  The Simplified User Interface is a quick access point for casual users to perform the most common HR tasks.

Our take: Our compensation plans are already configured with custom alerts to aid our managers with the compensation process.  Some of the alerts we had already incorporated are identifying terminated employees and recent new hires.  We plan to take advantage of this new feature for our upcoming quarterly bonus payout plan.  Providing our managers with real time changes will further enhance our compensation process.

Copy/Export/Import Extract Definition Functionality

From Oracle: You can now create new extract definitions through copy or export/import. Copy, Export, and Import process options are available on the table header of the Search Results table on the Manage Definitions page. Copy allows you to copy an extract definition within the same Legislative Data Group (LDG).  Export allows you to create an .xsd file with all the extract definition details. This .xsd file can be imported in any Fusion HCM pod (instance) across releases. You can use Export/Import to copy the extract definitions across different LDGs. You need to specify the target LDG while importing the .xsd file.

Our take: Our project team was successfully able to migrate data using the delivered Export/Import process. By using the delivered utility, we were able to eliminate data entry errors; and in addition, reduced the time for validation and verification. In addition to the LDG enhancement, we used the Export/Import delivered utility to migrate Implementation Project Plans from one Fusion HCM Pod to another. Our project team will definitely leverage the enhanced Export/Import utility for ongoing implementation efforts.

Oracle Transactional Business Intelligence (OTBI) Enhancements

If you are not familiar with OTBI, it is essentially a set of pre-seeded yet customizable analysis structures that Fusion Applications users can access to create ad hoc reports, dashboards and alerts to aid daily decision-making.

From Oracle: The following OTBI features were added or changed since the last release of Oracle Fusion Applications:

•           Gender and Ethnicity have been added to the Worker dimension in all subject areas. The most recent gender and the primary ethnicity for the country or legislation of the worker’s primary assignment are used.

 •           A new Department Hierarchy dimension has been created to allow hierarchical aggregated reporting from the most recent active department tree, which contains only HCM Department Organizations. This dimension has been added to the Real Time subject areas.

 •           Assignment Count has been added to the Worker Assignment fact in the Workforce Management Real Time subject area.

 Our take: OTBI has had several iterations and continues to evolve over the life of the HCM Fusion product, but all reporting as needed for trends and analytics becomes more prominent. OTBI in Oracle’s Fusion HCM allows users to develop reports using Subject areas with a graphical interface and publish the analytics under one console. The figure shown is example of an analysis using Assignment Count fact measure. During the recruiting process, Worker analysis is performed for the staffing needs. That being said, the new enhancements in OTBI will help us match the skill set with the job requirements. 

 

Performance Management Enhancements

From Oracle: Performance Management Overview Pages Redesign; The Worker Overview page and My Directs tab in the Manager Overview page have been redesigned to a worker-centric layout.  In the new design, the page displays all performance documents for which each worker is eligible.  In previous versions My Directs tab on the Manager Overview page, a performance document had to be selected first to determine which workers were eligible to access it.

Our take: Oracle really listened to their customers by redesigning the manager’s view into their people’s performance documents.  This was a frustrating experience for our managers prior to Release 7.  This was the case especially for managers with a large number of direct reports.  The new overview displays the manager’s direct reports and the documents that are eligible and ready for evaluation.  Also, filtering capabilities are provided to list direct reports by document name, status and direct report. 

 

From Oracle: Performance document calculated ratings can now become the official rating.  Template configuration options are now available to define section ratings to be the calculated rating.  Prior to release 7 the calculated rating served as a guide for employees and managers to manually select a rating. 

Our take: Once again Oracle listened to their customers.  Our performance process is designed to rely on the calculated ratings.  Prior to Release 7, manually selecting a section rating was an additional step for our users.  Also, in many cases the incorrect section rating was selected and required administrative assistance to correct the ratings.  Today our users simply rate the individual items in a section and let the system do the rest.

Workforce Compensation: Alert Managers When Amounts They Enter Are Overridden

From Oracle: You can now create custom alerts to notify managers when a higher manager overrides a compensation amount. New columns can be used as conditions when building alerts, to identify the name of the manager who originally entered an amount and the name of the manager who last updated an amount. Previously, these columns were not available for use as conditions when building custom alerts, so managers had no clear visibility when an amount that they entered was modified by someone else.

Our take: Our compensation plans are already configured with custom alerts to aid our managers with the compensation process.  Some of the alerts we had already incorporated are identifying terminated employees and recent new hires.  We plan to take advantage of this new feature for our upcoming quarterly bonus payout plan.  Providing our managers with real time changes will further enhance our compensation process.

 

Payroll Enhancements

From Oracle: Several reports are now available for Fusion Payroll.  Oracle has delivered on several new reports including the Gross To Net, Activity Report, and Payroll Register.

Our take: Prior to Release 7 we had to rely on custom reports.  These new delivered reports are a positive step in the right direction, and we look forward to additional delivered reports in the future to help streamline our payroll process.

You can find more information for Release 7 by reading the release notes or attending HCM Live webinars.

eVerge Group is an Oracle Platinum Partner with extensive experience in HCM. To learn more about HCM Fusion and how we can help implement HCM Fusion for your organization, please contact us at 888-548-1973 or through our website http://www.evergegroup.com/contact.php

 

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