JD Edwards & Peoplesoft 3 _ Kristina Webb _ Seeing through the clouds - A guide to software as a...
-
Upload
insync2011 -
Category
Documents
-
view
1.148 -
download
1
description
Transcript of JD Edwards & Peoplesoft 3 _ Kristina Webb _ Seeing through the clouds - A guide to software as a...
<Insert Picture Here>
Kristina Webb, HCM Solution Consultant, Human Capital Management, Solutions, A PAC
Seeing through the Clouds: A Guide to Software as a Service (Saas) for HR Execs
"THE FOLLOWING IS INTENDED TO OUTLINE OUR GENERAL PRODUCT DIRECTION. IT IS INTENDED FOR INFORMATION PURPOSES ONLY, AND MAY NOT BE INCORPORATED INTO ANY CONTRACT. IT IS NOT A COMMITMENT TO DELIVER ANY MATERIAL, CODE, OR FUNCTIONALITY, AND SHOULD NOT BE RELIED UPON IN MAKING PURCHASING DECISION. THE DEVELOPMENT, RELEASE, AND TIMING OF ANY FEATURES OR FUNCTIONALITY DESCRIBED FOR ORACLE'S PRODUCTS REMAINS AT THE SOLE DISCRETION OF ORACLE."
Q. Who has no absolutely no idea what Cloud Computing
means?
Q. Who has used one of these applications?
If you’ve been using these apps then…
You’ve been working in the Cloud
…and using Software as a Service (SaaS)
• What is Cloud Computing & SaaS? • SaaS Trends • Why should HR be looking at SaaS? • Things to be aware of with SaaS • Next-Generation HR in Cloud Technology • Wrap Up and Next Steps
Agenda
Oracle Infrastructure Powers
Public Clouds
Oracle Public Cloud Delivers Enterprise-strength
SaaS and PaaS
Inside the Cloud, Oracle Makes the Rain
Oracle Cloud Services Enable
Private Clouds
Software as a Service
Platform as a Service
Cloud Infrastructure is only one of our three cloud businesses
Management Services
Hosted Applications
Hosted Platform
Management Services
Oracle On Demand Cloud Services
Oracle Cloud Services Enable
Private Clouds
Hosted Platform
Hosted Applications
What is SaaS?
SaaS stands for “Software as a Service”
Definition (Gartner):
SaaS is software that is owned, delivered and managed remotely by one or more providers. The provider delivers the application based on a single set of common code and data definitions, which is consumed in a one-to-many model by all contracted customers anytime on a pay-for-use of as a subscription based on use metrics.
• What is Cloud Computing & SaaS? • SaaS Trends • Why should HR be looking at SaaS? • Things to be aware of with SaaS • Next-Generation HR in Cloud Technology • Wrap Up and Next Steps
Agenda
• Licensed software, on premise • Licensed software, hosted • SaaS, subscription hosted • Outsourced, process and software • Other, including in house/bespoke
Impromptu Poll
How is the largest portion of your HR applications portfolio currently deployed?
• Licensed software, on premise • Licensed software, hosted • SaaS, subscription hosted • Outsourced, process and software • Other, including in house/bespoke
Impromptu Poll
Any plans to move a large portion of your HR applications portfolio to a one of these
deployment models in the next 12 months?
SaaS Deployment Adoption: Faster than Forecast in 2009 and Will Continue Fast Growth
50%
Source: CedarCrestone 2010–2011 HR Systems Survey Highlights HR Technologies, Deployment Approaches, Value, and Metrics 13th Annual Edition
On Premise vs Saas Software HRMS perspective on SaaS Movement
Figure 2. Source: Forrester January 12, 2011 report “Which software markets will SaaS disrupt?”
Mos
tly O
n-P
rem
ise M
ostly Saas
Remember the bigger picture…
Performance Management
Perf
orm
ance
Mgm
t
HR processes don’t work effectively with siloed applications...
Worker changes Manager
Worker goes part-time
Worker achieves performance metrics
Triggers performance bonus
Short Term Incentives Paid
Core HR record
• What is Cloud Computing & SaaS? • SaaS Trends • Why should HR be looking at SaaS? • Things to be aware of with SaaS • Next-Generation HR in Cloud Technology • Wrap Up and Next Steps
Agenda
So what does this mean for HR?
“There are still some executives who are waiting for things to return to ‘normal.’ It's not going to happen. Constant change is the new normal…the era of optimisation, the era of disciplined expansion is dead. Success now requires not just doing it better, but mastering the ability to do it differently.” Scott Anthony, Harvard Business Review, October 2009
Times have changed…
Changing Workforce Virtual Mobile Global
Diverse
© 2010 Oracle Corporation – Proprietary and Confidential
Different
“We want integrated solutions. We want appliances. We want things that we can plug in and that work.”
– Mark Kamlet, EVP and Provost, Carnegie Mellon University
Complexity Undermines Productivity “ I just need the information now!”
“The Analytics just make it pop, you know? The charts, the graphing, the predictive analytics is really neat…. We just don’t have that today, so having that kind of capability is really exciting. ” - McKesson
Integrated User Experience
Cloud Computing Benefits Delivers Speed, Cost and Flexibility
Source: IDC eXchange, "IT Cloud Services User Survey, pt. 2: Top Benefits & Challenges," (http://blogs.idc.com/ie/?p=210), October 2, 2008
Cloud Computing Benefits (HR View) Delivers Speed, Cost and Flexibility
1. Can deliver Business Critical Initiatives quickly • No longer tied to IT timeframes – waiting lists • Not reliant on ‘Upgrades’ first • Up-to-date & regularly updated functionality • Quickly test ‘pilot programs’
•
2. Greater solution than internally possible
3. Empowering your users • Increases worker & manager productivity • Easy and Intuitive to use • Available via Web on multiple devices • Require minimal or no training • Engaging look and feel
• What is Cloud Computing & SaaS? • SaaS Trends • Why should HR be looking at SaaS? • Things to be aware of with SaaS • Next-Generation HR in Cloud Technology • Wrap Up and Next Steps
Agenda
“SaaS is simply a deployment model. This delivery method is not one-size-fits all.
It’s important to take a pragmatic view of SaaS in your IT landscape and understand the potential trade-offs of SaaS versus on-premises solutions.”
Tom Malone, “The Top 5 Myths about SaaS”, HR Technology Magazine
Source: Malone, Tom, “The Top 5 Myths About SaaS – Software as a Service,” HR Technology, July 5, 2010
Take a Pragmatic Approach to SaaS
Due Diligence
Does the application meet your business
requirements?
How secure is your employee/compliance
data? Do you have access
to the right information?
Looked at long term costs of SaaS vs.
On Premise?
Are you equipped to handle rapid product
innovation?
Solution flexible enough to meet future
business needs?
Ask the difficult questions...
Performance Management
Perf
orm
ance
Mgm
t
People Departments
Goals Objectives
KPIs Competencies
Scorecard
Weightings
Evidence
Comments
Development Plans
Attachments
Readiness Potential
Final Score
X
You need to be able to get back out what you put in
Functionality • How much of the solution is complete? • Will the solution meet your business requirements without multiple partnerships for core functions? Access to Information • Can you easily access your data for historical and predictive analysis? • How many years of data are available for analysis?
Security • What level of data security does the vendor offer at the application level? • Are all customers’ data kept in one shared database? Change Management • Do you have staff available to manage and monitor one or more SaaS vendor agreements? • Can you manage the rapid upgrades from an IT, training, adoption, and cost perspective?
Key Considerations - SaaS Evaluation
Evaluate Costs • Long term (5 year) costs of SaaS vs. On Premise • Moving from SaaS to On Premise (or vice versa) in the future • Training/adoption costs of regular upgrades to software and business processes Flexibility • How flexible is the technology? Can business processes be customized or personalized without IT involvement? • Can you request number and frequency of refreshes to meet your business needs? Vendor Capabilities • How viable is the cloud vendor – years in business, financial status, etc • Does the vendor have referenceable implementations? If so, do they match the scale of your planned deployment? • Does the cloud vendor use an open standards development platform? • Does the solution deliver integration or partnerships? • Can integration be supported by standard APIs?
Key Considerations - SaaS Evaluation
Ability to Move from SaaS to On Premise
• What is Cloud Computing & SaaS? • SaaS Trends • Why should HR be looking at SaaS? • Things to be aware of with SaaS • Next-Generation HR in Cloud Technology • Wrap Up and Next Steps
Agenda
} In On Demand business since 1999
} More than 5.5 million users
} Second-largest SaaS provider
} Enterprise-grade availability, performance, and security
} More than 20,000 Oracle experts around the world
} Complete portfolio of cloud services
Oracle’s Rich History in Delivering Cloud Services
Wouldn’t It Be Great If… Your Applications Revolved Around You?
I’m a visual person, show me charts instead of text.
Show me my team, and give me relevant information without making me search.
We have “team members”, not “employees”. Can the system reflect that?
I’m looking at compensation differently this year. I need to change the process.
Help me make better decisions about my team members, to help their careers.
Oracle Fusion Human Capital Management
Do Things Your Way Know Your People Better Work as a Team
Complete, Role-centric, User Experience . . . With the Right Tools
What I Need to Know
Who Can Help
How to Get it Done
What I Need to Do
View performance & take action
Line of Business Role
The New Standard for Work Role-Based User Experience Manager Role
Contextual Actions
Contextual Action
The New Standard for Work Context-Driven Applications
Know your Team
Oracle Fusion Human Capital Management
Oracle Fusion Human Capital Management Solution Overview
ü Complete and integrated human capital management solution ü Best-in-class human capital management processes ü World-class technology capabilities
Human Resources
Payroll & Benefits
Workforce Lifecycle Mgr
Workforce Predictions Talent Review
Network at Work
Performance & Goal Mgmt
Compensation Management
© 2010 Oracle Corporation – Proprietary and Confidential
Fusion Talent Management On Demand Co-existence with Applications Unlimited Human Resources
Oracle Fusion HCM Reality
“I’m excited about the ability to fast track providing Talent Management features which rival best of breed, without rushing the upgrade of our very stable and secure PS 8.9 HCMS and Payroll.”
-- HR Operations Manager Insurance
© 2010 Oracle Corporation – Proprietary and Confidential
Diversey Upgrades to 9.1 in 6 months with Oracle On Demand Hosting
Live on
HCM 9.1 PeopleSoft has transformed our HR operations in to a strategic, global HR function.” Lori Ridgeway, Sr. Director, Global HRIS and People Services Group
• Upgrade from PeopleSoft HCM 8.9 in 6 months
• Deployed in 60+ countries to over 10,000 employees
• Footprint: PeopleSoft Portal, Core HR, Recruiting, and ELM, plus Oracle HR Analytics
• Leveraging Oracle On-Demand Solution (Hosted)
Wrap Up
You Have Choice - Saas, On Premise, Hybrid • Cloud technology is here and provides great benefits
Cloud Computing is Pragmatic Approach • SaaS is simply a deployment model • Not one-size-fits all
Oracle – Most Complete Cloud Solutions & Services • Fusion HCM – Built for the Cloud
San Francisco 2011 October 2–6, 2011
Latin America 2011 December 6–8, 2011
Tokyo 2012 April 4–6, 2012
Visit oracle.com/hcm for collateral and regional events
Discover
Oracle Fusion Human Capital Management
New SaaS Applications from the Leader in HCM