Oracle Cloud Success Navigator – What Is It and What Value will it Bring?

~ K8 Mead ~ 1 Comment

Oracle announced the Cloud Success Navigator at CloudWorld in Vegas in September 2024 and will be launching it at CloudWorld in London in March 2025. So what is it? It’s an interactive tool to help existing and new customers of Oracle Fusion / SaaS products to get the most value from their implementations. The tool helps right from the beginning of an implementation project through to when the system is fully established, by helping with by the road-mapping and adoption of new features from the quarterly releases.

Cloud Success Navigator has many different facets. As the name suggests, it ‘navigates’ you through your whole Oracle Cloud journey. As someone who is involved with volunteering in Scouting, I love all the outdoor references in Oracle’s training materials. Every time I see a compass or someone climbing, it makes me smile. Whilst it might not seem relevant to everyone, I think it’s a really great metaphor and it shows how Oracle is investing in working with Customers and Partners to ensure that every customer gets the most value from their Fusion implementation, whatever stage of the journey they are currently in.

So, when will I get it? Some partners and customers have been part of the ‘Limited Availability’ programme since June 2024 and I was delighted to be a part of this. General availability of the tool will be after CloudWorld on 20th March 2025, via your Customer Success Manager, Partner or by direct request. Being part of the Limited Availability programme gave me the opportunity to be involved early and provide feedback to Oracle to help shape the future of the tool. When I initially used the tool, it was very implementation centric, but the focus over the past six months has moved more towards the ‘Evolve’ stage to enable customers to take advantage of new features more easily.

There are so many features the Cloud Success Navigator provides. These include Starter Configuration; Oracle Modern Best Practice; Deployment Guidance; Cloud Quality Standards; Milestone Dashboard; and Quarterly Release Environments. Most of these features will be included in the General Availability version, but Oracle have big plans to develop it further.

The Starter Configuration is aimed at customers right at the beginning of their implementation or those who will be carrying out an implementation of a new module, post go live. The starter configuration requires a completely empty pod to be deployed into. The configuration is the same data that Oracle puts in their Demo pods, often referred to as Vision data. Whilst it’s not unique to the customer’s data, it does allow users the opportunity to go into a pod and have a play with processes, to enable them to understand them without having to wait for their organisation’s configuration to be created in a environment. This is particular useful for people who learn best by ‘doing’ and can be a useful tool in workshops. Have you considered exploring Oracle Guided Learning (OGL)? The Starter Configuration includes OGL, allowing you to test it with users and assess its value; but also it can help to guide your users through new processes that might be unfamiliar to them.

One of the things I particularly love about the Oracle Modern Best Practices section is the simplified process flows that have been incorporated. Within E-Business Suite there have always been process flows that you could download, but these were lacking in Fusion. There are videos, process flows and information which explains every step of a process that an organisation would carry out. This information can be used to explore how the business’ current processes can be mapped to those in Fusion. Alternatively they can be used retrospectively to see where current processes deviate from Oracle’s recommended approach. There are helpful suggestions as well and all of it is presented in different mediums to accommodate the majority of learning styles.

Deployment Guidance might be the area of the tool that most organisations feel they already have covered and therefore least likely to use. Before you jump to this conclusion, I’d really recommend checking it out. There’s advice and guidance from Oracle, based on the thousands of implementations that they have experienced and it’s in one handy place. It’s useful from a Change Management perspective and gives easy access to documents that your Project Sponsors and Stakeholders will appreciate in a business appropriate style. There are also example Cut Over Plans and Business Transition Documents which could reduce the time the business needs to develop these.

The Cloud Quality Standards section of the tool does ‘exactly what is says on the tin’. This section provides you with learning content and guidance at every step of the implementation journey, to ensure that you’re adhering to best practice, which in turn will lead to a more successful Cloud implementation.

The Milestone Dashboard is a wonderful addition to the tool which allows you to assess where you are at every key milestone in the project. You answer questions and it produces a helpful chart to highlight your progress towards the milestone. This visual summary would be helpful to share with Senior Managers for a quick overview of how close the project is to achieving the next milestone. It may help determine whether that milestone can be formally signed off and the important ‘Go / No Go’ decision.

The Quarterly Release section is my personal favourite and this is where Oracle has been focusing a lot of their efforts recently. There are lots of features coming in this section which I desperately want to share with you all, but have promised my Oracle partners I won’t ruin the announcements coming at CloudWorld! I can assure you they are really exciting advancements and everyone will want to utilise them when they are available. I’ll do a follow up blog on these additional features after the CloudWorld announcement. Despite the exciting additions coming, there are already great features for quarterly releases in the tool. Oracle has incorporated every feature from all Fusion modules from 24A onwards into the tool. Every feature has detail from the What’s New page, but some additionally have a short video demoing what the feature does. It’s also possible to share a link to a specific feature to a colleague, for them to easily check it out!

Finally, I wanted to highlight the new Adoption Centres. At the moment these focus on Redwood and AI as these are the key focus for the Oracle Cloud products at the moment. The Adoption Centres have training embedded in them to help speed up the adoption of these key new features and help organisations adapt to the new technologies.

Please let me know what you think of the Cloud Success Navigator and keep an eye out for my next blog!

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Discover Oracle HCM Cloud’s Activity Centres

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Have you seen the new Oracle HCM Cloud Activity Centres? They’re a fundamental part of the new Redwood pages and I love them! When they first came out, they were called ‘Spotlights’, but they’ve since been rebranded and now there are 4 Activity Centres.

The original Activity Centres were for Employees and Line Managers. All Activity Centres are ‘One Stop Shops’ for the relevant user. Focusing first on the Employee Activity Centre, this is where an employee can view / update their personal details; view their payslips; book annual leave and absences and many other things. If there is information that need to be shared with employees in bulk, they can be posted on there too. Any activity the employee is likely to carry out can be linked from the activity centre. If there are tasks that aren’t needed, they can be easily hidden via VBS.

Employee Activity Centre

In the Manager Activity Centre, Line Managers can easily access all of their team members records in one place. From here you can view employment and compensation details and also monitor talent and performance. Again important communications for line manager can be posted in here. Additionally bulk actions can be carried out for team members, such as creating communications, adding Journeys and creating surveys for feedback.

Manager Activity Centre

The Recruiting Activity Centre was the first one that was launched as an ‘Activity Centre’ and I regularly talk about it to my customers. It’s a great landing site for the Recruitment team to use. Originally it was only available to Recruiters and Hiring Managers, but last year it was extended to Collaborators too, so the whole team has access to this great tool. It summarises key data like high priority tasks and the number of new applicants that need reviewing. It’s easy to view the status of requisitions and offers and, my personal favourite, communication history between the Recruitment team and the candidate in conversation format. This is something that a lot of my customers have enquired about in the past.

Recruiting Activity Centre

The final, and most recent, Activity Centre is the Payroll one. It allows the Payroll team to view all payrolls in one location, easily view notifications that might indicate their has been an error or significant disparity in a payroll run and investigate the root cause. All the usual actions that the team would need to carry out are easily accessible, such as calculation cards, element entries, costing etc as well as to be able to submit payroll flows. It speeds up the time to run processes and investigate issues.

Payroll Activity Centre

The Activity Centres are all designed to improve the user’s experience and reduce the number of menus / clicks they need to make. It has all the information that you need at your fingertips and in my personal opinion, is a massive improvement! I’m sure this won’t be the last of the Activity Centres that we see and Oracle are constantly improving the existing ones, so keep an eye out on those quarterly release updates for more news.

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Redwood Updates from Oracle HCM Cloud CoE Summit

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I’ve already blogged about the Key Note from Chris Leone that kicked off the HCM Cloud Centre of Excellence Customer Summit. If you haven’t seen it, check it out here. The main themes for the summit were AI and Redwood. The ‘Jump Into Redwood Session’ with Laura Froehlich and Todd Wall was extremely interesting and a good follow up to the key note on the first day.

Having recently completed my Prosci Certified Change Practioner qualification, I was delighted when the session kicked off with ‘Why Change’. I think this question is often skipped because it’s a mandated change from Oracle, but as there are so many benefits to moving to Redwood, it’s a really important question. It’s true that change can be scary and users and organisations can be reluctant to do so, but there are so many advantages when you embrace that change.

One of the key benefits is the integration of AI. It’s so fundamental to the way businesses anticipate operating, a number of customers have added objectives to their team to incorporate AI into their daily work. Oracle are making it so much easier to achieve this goal by embedding AI and AI Agents into the Redwood applications. Whilst not everyone wants to use AI, Oracle have incorporated in such a way it can appease both those who do and those who don’t want to use AI. For those who don’t want to use it, it is delivered switched off. For those that do, a quick change to the page in VB Studio, involving ticking a box and publishing it and you have AI embedded in the particular page. It really is that easy! It should be noted that AI functionality is not available to all users, it depends on the server / region the organisation is in. Those in the UK Government Cage cannot access it at present, but it will be available in 2025.

When talking to customers about the new features being delivered in a particular quarterly release, they often only apply to the Redwood versions of the pages. So, if you want the latest functionality, switching to Redwood is your only option. The final key benefit is the improved performance Redwood brings. This wasn’t just a ‘lift and shift’ project to create the Redwood pages, they were completely rewritten from scratch in a new toolset.

5 Myths about Redwood

One of the stand out parts of the session was the 5 myths about Redwood. Some I’ve heard before and some I haven’t, but I thought they were interesting and I wanted to share them with you. The first one about the profile options being automatically switched on when reaching the the quarterly update uptake date is actually a complex one. Whilst the quarterly release date is when it is mandatory to have made the move, it’s not actually delivered switched on. If you raise an SR after the uptake date, the analyst will advise you to move to the Redwood page, as the non-Redwood pages are out of support. One key announcement during this session was that in 25B, Learn will be delivered switched on in Redwood and in 25C, Timecards will be delivered with Redwood switched on. Whilst this isn’t on the uptake date, it’s 2-3 quarters later, it does mean that at some point Redwood will be automatically switched on for all organisations.

The second myth is around the product not being ready yet and therefore there is no point in starting work on testing and personalising pages. Whilst new features are constantly being released in Redwood, the uptake date is just that, the date you should have made the move for that module, it’s not a date to start making the move. The third myth is that it’s a massive and complex reimplementation. The move is only complex if the organisation chooses to make it such. It is possible to switch on the Redwood pages, make the appropriate security changes, migrate personalisations (using the Personalisation Helper Tool), test and deploy. If you wish to make it more complex by revisiting features that weren’t previously implemented or fundamentally change your existing configuration, this is when it becomes a reimplementation.

The fourth myth is that Redwood is optional. It really isn’t, if you wish to continue being in support, you must make the move. As announced on the session, eventually Oracle will force Redwood on users by delivering it switched on. It’s better to do it early so you’ve got time to test and update users as once it’s automatically applied, it will be too late. The final myth is not one I’ve come across, but that organisations are going to wait until ERP and SCM is available in Redwood, before moving HCM over. It might be because I’ve been regularly discussing the disparity between the timelines of ERP and HCM in terms of Redwood, that I haven’t heard this discussion before. With regards to SCM, Self Service Procurement is mandatory in Redwood from 25C, so this is on a similar timeline to HCM anyway.

The final item I want to share from the session is the Redwood Adoption Checklist. This is really helpful to remind us all of the steps involved in moving to Redwood. If you’re anything like me, you’ll love ticking items off the list!

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Key Highlights from Oracle’s HCM Cloud Centre of Excellence Summit

~ K8 Mead ~ 1 Comment

This week was the HCM Cloud Centre of Excellence Customer Summit. This was my first one, but I believe it was Oracle’s fifth summit. Oracle tried to be as inclusive as possible with the timings to accommodate different time zones, but I will be honest the 4-9pm UK time was a bit tricky to juggle, but I was able to go to every session and I’m really glad I did.

Chris Leone, the EVP of HCM and SCM apps development kicked things off. Some of the things announced on Chris’ key note were so new, the session couldn’t be recorded. It’s always a delight to hear Chris speak, he’s so passionate about Cloud Apps and makes you want to join him on his journey. As you would expect, the theme of the whole summit was Redwood and AI as these are the main two key areas of interest from HCM Cloud customers at the moment.

It was nice to get a recap on the functionality that Redwood brings, both embedded within the new pages, but also the ability to extend them using VBS. There was a recap on the Personalisation Helper Tool, both for HCM and SCM. If you don’t know what this is, check out my earlier blog on the tool. If you’ve never used it, I would recommend you check it out!

The piece that excited me the most, was the AI. We’ve all heard of Gen AI, check out my earlier blog on the use of it within Oracle HCM Cloud, if you missed it. Agentic AI takes it to the next level and I’m delighted that Oracle are incorporating it into their applications. Agentic AI is a type of AI that can independently make decisions and solve problems. It takes Machine Learning (ML), Large Language Models (LLM) and Enterprise Automation to create agents that can learn and adapt over time. The slide above refers to RAG based agents, but what are they? RAG stands for Retrieval Augmented Generation and RAG agents are part of RAG applications, which combine external data retrieval with LLMs to generate answers to user queries. In terms of practical application, the AI Agents can complete tasks autonomously, but also know when to loop in an actual user, either for approvals or review.

Oracle already have all of the above AI Agents available now. They can be activated in any process flow that supports Guided Journeys. This is just the start though, Oracle are in the process of developing more AI Agents, with plans for Agentic Agents too, for solutions such as sourcing candidates and scheduling interviews in Recruit and Succession Planning within Talent.

It’s a very exciting time in the Oracle HCM Cloud world and I can’t wait to see all the upcoming AI developments. I’ve got so many things to share from the Summit, so keep an eye out for more blogs. I’ll also write more updates on AI as Oracle announce them.

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UKOUG Conference Discover 2024 – Key Learnings Part 1

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I attended my first ever UKOUG conference in Birmingham this week and it was a wonderful experience. Sadly I was only able to attend one day of the three, but I certainly made the most of it. I managed to squeeze in 1 key note, 5 sessions and also present my own paper! I reunited with old colleagues and contacts and made lots of new connections. I came home buzzing and looking forward to putting my new learnings into action.

I arrived on Monday morning just in time to hear the Opening Keynote where Leona Chauhan put questions to Jason Bowers and Jeremy Tricker from Oracle. It was really interesting to hear what their priorities are for 2025, particularly given my focus on Fusion, what Jeremy discussed really resonated with me. Customer Success is a fundamental part of Oracle’s plans for the next year. Jeremy and his relatively newly created team are ensuring that their customer’s success is at the heart of everything Oracle do. Unsurprisingly there was discussion on AI, and how Oracle are embedding Gen AI into all aspects of their applications, both On Premise and Cloud. The strength of data linked in with the use of AI are fundamental in allowing the use of Oracle products to develop.

The first session I attended was driven by my passion for all things ESG and my desire to know more about EPM Cloud. You might not know this, but I’m the Environmental Champion for my office location. I’ve been aware of the ESG reporting functionality within EPM, but didn’t know anything about it.

Imagine my delight to discover that the session was being presented by the Queen of ESG Reporting – Saloni Ramakrishna from Oracle. She walked us through all of the complexities of ESG reporting, for example individual country’s legislation; industry specific legislation; the different rating systems that are used. When organisations are operating within multiple legislations and / or industries, this becomes even more complex.

Saloni’s passion was infectious and her understanding of the balance of ESG within a business is difficult. The ethics within a business context is fundamentally different to ethics and sustainability within your personal life. Having a low carbon footprint etc is important, but it is redundant if the costs associated means the business can no longer operate.

I found the factors that drive organisations to be more sustainable particularly interesting. In addition to the potential statutory requirements to achieve, there are other factors. The fact that it is being investor driven delighted me. Additionally consumer demand is a significant part. The key one was that over 50% of US students would take a lower salary to work for an organisation who prioritised sustainability.

So what does Oracle provide? The ESG reporting part of EPM Cloud provides the full end to end process and is included in all EPM Cloud licences with no extra cost. The tool can help you gather your ESG data, blend this data to create a unified view of your data. It also incorporates statutory requirements to ensure that the required data is stored. The ESG reporting incorporates Machine Learning to model, predict and plan your ESG data. The final process is the production of both internal and external reports, which can be used to drive business change.

The final part of the session covered use cases for utilising Gen AI within ESG. Given the huge focus on Gen AI and the forward thinking ESG product within EPM Cloud, it’s not surprising the tool incorporated AI. The use cases showing the predictive tools for the maintenance of wind turbines, was particularly of interest. Being able to predict maintenance requirements and acting early has saved an energy company both money and downtime.

Saloni’s key takeaways were important for all businesses, irrelevant of whether they are using EPM Cloud or not. Firstly that ESG is not something that will only impact people in the future, it has a direct impact on people and businesses now. Those who ignore ESG might find their role or organisation ceases to be required. Secondly technology is at the heart of managing ESG, and particularly utilising Gen AI to predict changes that are coming will improve processes. The final point is that businesses shouldn’t just implement ESG policies because they have to, there are so many other benefits too.

I learned so much on Monday that it would be too long a post to cover in one. I’ll do a follow up to this blog shortly, so please keep an eye out for it.

About the Author:

Kate Mead is an Oracle-certified HCM Consultant and Solution Architect at Version 1 with 155 years of experience in Oracle HR and Payroll systems, including 8 years with Oracle HCM Cloud. She has worked across implementation projects and managed services, has a sound knowledge of UK Payroll legislation and — before becoming a consultant — was an HR Manager.

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Oracle Guided Learning Partner Forum Key Learnings

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Today I was fortunate enough to attend an Oracle Partner event on Oracle Guided Learning (OGL) in London. Unfortunately due to an issue, the tube was closed and I missed the first hour of the day. Despite this, it was a really interesting day and I’ve learned so much.

Whilst I already knew what a multifaceted product OGL is, I didn’t realise the full breadth of it’s functionality. The capabilities of the package of OGL, Digital Assistant and Journeys is phenomenal!

OGL can drive users to and through a Journey or use of Digital Assistant. Likewise, Journeys and Digital Assistant can drive users to OGL. For example OGL could be used to support a new user through their onboarding Journey.

Smart Tips can be added throughout pages to explain the purpose for fields. For example a Smart Tip could be added next to sensitive data fields such as Diversity data to explain why the organisation is collecting this data and what it will be used for.

Another useful function of OGL is the ability to add notes on a field. For example if you know there is an issue with the configuration of a particular action such as entering a maternity absence, a message could be added on the absence entry page warning of the issue. This would ensure that everyone who needs to add a maternity absence will be aware of the issue without the need for an organisation wide communication. The message can be updated to reflect it’s current status.

OGL has embedded analytics which allows for reporting on key search terms and how long has been spent on a particular transaction, amongst other items of data. This helps to highlight what users are searching for and might drive to the development of additional guides.

Unlike other Digital Learning platforms, OGL uses JavaScript and works within the browser, without the need for a plugin to be added to the browser. Previously when OGL was used with EPM, it did require a browser plugin but this has been resolved and is no longer the case.

Whilst OGL is an Oracle product, it can be used for third party and non-SaaS products. Each third-party product would need to be reviewed with the OGL team, but many uses have already been developed.

OGL is not just a training tool, it helps users with managing change. If an employee has been promoted and now is a Line Manager, giving them more responsibilities within the system, OGL can help with this! It can be used with (or without) a Journey to walk the user through their new responsibilities and functionality. Another key use can be for communicating changes brought by the introduction of Redwood. Smart Tips can be used to show where fields have moved to or the new process within the Redwood pages.

My absolute favourite part of OGL is the Auto Guide Recorder. The Recorder will do what the name says, record all of the steps followed, clicks made, keys typed to record the process. It is no more complicated that clicking through the steps that would typically be followed. Once this is recorded, the comments, Smart Tips and all other content can be added. This makes the creation of Guides much easier and quicker.

About the Author:

Kate Mead is an Oracle-certified HCM Consultant and Solution Architect at Version 1 with 14 years of experience in Oracle HR and Payroll systems, including 7 years with Oracle HCM Cloud. She has worked across implementation projects and managed services, has a sound knowledge of UK Payroll legislation and — before becoming a consultant — was an HR Manager.

If you have any questions or would like more information on how Version 1 can help you realise the full potential of your Oracle Cloud instances, please contact her at kate.mead@version1.com

Please note all screenshots are the property of Oracle and are used according to their Copyright Guidelines.

Updated Redwood Timelines

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Oracle have made a slight change to the Redwood Timelines that were announced in August. Whilst it is not a significant change, there has been a separation of the deadlines for moving timecards to Redwood.

Those who complete timecards on a desktop / laptop, will still need to migrate to Redwood timecards by release 25A. The change is for those who complete timecards on a mobile device, have a little longer to make the move to Redwood. This has been pushed out to release 25B to give more time to make the necessary changes.

All other dates remain the same. The initial focus is Redwood Journeys and Redwood Timecards for desktop users. These are all mandatory in release 25A. The first deadline in the Procurement area is Self Service Procurement in release 25C.

About the Author:

Kate Mead is an Oracle-certified HCM Consultant and Solution Architect at Version 1 with 14 years of experience in Oracle HR and Payroll systems, including 7 years with Oracle HCM Cloud. She has worked across implementation projects and managed services, has a sound knowledge of UK Payroll legislation and — before becoming a consultant — was an HR Manager.

If you have any questions or would like more information on how Version 1 can help you realise the full potential of your Oracle Cloud instances, please contact her at kate.mead@version1.com

Please note all screenshots are the property of Oracle and are used according to their Copyright Guidelines

Generative AI in Oracle HCM Cloud

~ K8 Mead ~ 2 Comments

Everyone is talking about AI these days and Oracle is no different! The use of AI within Oracle applications isn’t new – Digital Assistant, Oracle’s chatbot has been in action for a while. Digital Assistant uses ‘skills’ similar to Alexa which are used as a basis for enquiries. Oracle provides seeded skills but custom ones can also be created.

But what about Generative AI or Gen AI? Gen AI uses machine learning to learn patterns from the data and then create content based on it. Oracle have been incorporating Gen AI into HCM Cloud since release 24A. All of the features released require Redwood as they can be activated via VB Studio. Oracle have introduced AI Assist in a lot of applications, although predominantly in the Talent and Performance modules. AI Assist will take the information provided and summarise it. For instance, when a Line Manager reviews all Performance Documents, the AI Assist button will compile and summarise all pertinent performance information for that Employee. This feature saves the manager time by providing an editable summary, designed to enhance efficiency without eliminating the human touch.

Gen AI is also available in Recruit to help produce content for your Career Site. By populating the topic, how many words you require it to be and a few key terms / words, the AI Assistant will generate the text for you. As with all Gen AI within Oracle, you can tweak the content as much as required, but it will make the process much easier.

The new AI features continued in 24D, which included the introduction of AI Assistance for Market Composites in Compensation Info. This allows organisations to utilise Gen AI to generate explanations for market composites to Line Managers within the Compensation module. This will help guide the conversations between Line Managers and Employees about the competitiveness of their compensation package.

Oracle are constantly working on new use cases for Gen AI. It is anticipated that in 25A, the Benefits Analyst Agent will be available. This will allow Employees and Line Managers to ask the chatbot about available benefits for them, but also question why things have changed etc. It can also link to the sources that it used to determine the response, so the Employee can validate the information, if required.

Oracle is investing heavily in Gen AI and other ways to optimise user’s experience, so there will be more announcements soon. I expect a number of features to be included in 25A, not just the Benefits Analyst Agent. Once they are announced, I will do another post.

About the author:

Kate Mead is an Oracle-certified HCM Consultant and Solution Architect at Version 1 with 14 years of experience in Oracle HR and Payroll systems, including 7 years with Oracle HCM Cloud. She has worked across implementation projects and managed services, has a sound knowledge of UK Payroll legislation and — before becoming a consultant — was an HR Manager.

If you have any questions or would like more information on how Version 1 can help you realise the full potential of your Oracle Cloud instances, please contact her at kate.mead@version1.com

Please note all screenshots are the property of Oracle and are used according to their Copyright Guidelines

Redwood Notifications in Release 24D

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Lots of people have asked about the move to Redwood for notifications in release 24D, so I thought I’d better write a blog on it! In several modules, including Compensation, Absence and Recruit, the seeded notifications have moved over to the new Redwood style.

So what does this mean for organisations? If you’re already using Redwood, there is nothing needed to be done. However, what if you’ve not made the move to Redwood yet? Unfortunately it isn’t possible to switch off the Redwood notifications for these modules. There are two options available, firstly to use the notifications as delivered with the Redwood theme applied. Alternatively, create a custom BI notification to replace the seeded Oracle BI notification. It is the specific seeded Oracle BI notifications that have moved to Redwood, rather than all notifications within those modules being in the Redwood toolset.

So what do these notifications look like? An example is below, but they are cleaner and easier to read. The actual content hasn’t changed, it is the layout that has.

The only issue is where organisations have a mix of seeded and custom notifications within the modules that have made the move to Redwood notifications. This will mean that some notifications will be in the Redwood look and feel and some won’t. Additionally, where organisations have a mix of modules where some notifications are now in Redwood and some aren’t, they will have the same issue. This will potentially cause confusion with some users, but if I’m honest, the majority are unlikely to notice.

If custom BI notifications have previously been created and they are causing an issue due to the inconsistency of appearance with the mix of Redwood and non-Redwood notifications, it is possible to move the existing custom BI notifications to the Redwood style. If you create a copy of the custom BI notification, the Redwood style will automatically be applied. This can then be set as the active notification.

About the author:

Kate Mead is an Oracle-certified HCM Consultant and Solution Architect at Version 1 with 14 years of experience in Oracle HR and Payroll systems, including 7 years with Oracle HCM Cloud. She has worked across implementation projects and managed services, has a sound knowledge of UK Payroll legislation and — before becoming a consultant — was an HR Manager.

If you have any questions or would like more information on how Version 1 can help you realise the full potential of your Oracle Cloud instances, please contact her at kate.mead@version1.com

Please note all screenshots are the property of Oracle and are used according to their Copyright Guidelines

Welcome to My New Blog!

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Hello and welcome to my new blog! To those of you who followed my blog posts on Medium, thank you for joining me here. And to all the new readers, a warm welcome to you as well. I’m thrilled to make this transition and share my insights with everyone, without the need for an account

For those of you who don’t know me, I’m Kate Mead. I am an Oracle certified HCM Consultant with 15 years experience on Oracle HR and Payroll systems, including 8 years with Oracle Cloud HCM. Prior to being a consultant, I was a CIPD Certified HR and Payroll Manager.

I have a deep passion for new technology, especially the latest features within Oracle Fusion/Cloud. I frequently write about Quarterly Releases and new functionalities, including Redwood.

I value your feedback and thoughts on my posts. Please feel free to comment or message me—I’m eager to hear what you think. As always, your comments, likes, and follows are greatly appreciated!