JD Edwards & Peoplesoft 3 _ Kristina Webb _ Seeing through the clouds - A guide to software as a service for HR Execs.pdf
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JD Edwards & Peoplesoft 3 _ Kristina Webb _ Seeing through the clouds - A guide to software as a service for HR Execs.pdf

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    JD Edwards & Peoplesoft 3 _ Kristina Webb _ Seeing through the clouds - A guide to software as a service for HR Execs.pdf JD Edwards & Peoplesoft 3 _ Kristina Webb _ Seeing through the clouds - A guide to software as a service for HR Execs.pdf Presentation Transcript

    • <Insert Picture Here>Seeing through the Clouds: A Guide toSoftware as a Service (Saas) for HR ExecsKristina Webb, HCM Solution Consultant, Human CapitalManagement, Solutions, A PAC
    • "THE FOLLOWING IS INTENDED TO OUTLINE OURGENERAL PRODUCT DIRECTION. IT IS INTENDEDFOR INFORMATION PURPOSES ONLY, AND MAYNOT BE INCORPORATED INTO ANY CONTRACT. ITIS NOT A COMMITMENT TO DELIVER ANYMATERIAL, CODE, OR FUNCTIONALITY, ANDSHOULD NOT BE RELIED UPON IN MAKINGPURCHASING DECISION. THE DEVELOPMENT,RELEASE, AND TIMING OF ANY FEATURES ORFUNCTIONALITY DESCRIBED FOR ORACLESPRODUCTS REMAINS AT THE SOLE DISCRETIONOF ORACLE."
    • Q. Who has no absolutelyno idea what Cloud Computing means?
    • Q. Who has used one of these applications?
    • If you’ve been using these appsthen…You’ve been working in the Cloud …and using Software as a Service (SaaS)
    • Agenda•  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
    • Inside the Cloud, Oracle Makes the RainOracle Infrastructure Oracle Cloud Services Oracle Public Cloud Powers Enable Delivers Enterprise-strength Public Clouds Private Clouds SaaS and PaaS Management Software Services as a Service Hosted Platform Applications as a Service Hosted Platform Cloud Infrastructure is only one of our three cloud businesses
    • Oracle On Demand Cloud Services Oracle Cloud Services Enable Private Clouds Management Services Hosted Applications Hosted Platform
    • 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.
    • Agenda•  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
    • 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? •  Licensed software, on premise •  Licensed software, hosted •  SaaS, subscription hosted •  Outsourced, process and software •  Other, including in house/bespoke
    • SaaS Deployment Adoption: Faster than Forecast in 2009 and Will Continue Fast Growth 50%Source:CedarCrestone 2010–2011HR Systems Survey HighlightsHR Technologies, Deployment Approaches, Value, and Metrics13th Annual Edition
    • On Premise vs Saas Software HRMS perspective on SaaS MovementMostly On-Premise Mostly Saas Figure 2. Source: Forrester January 12, 2011 report “Which software markets will SaaS disrupt?”
    • Remember the bigger picture… Worker changes Manager Performance Worker achieves performance metrics Performance Mgmt Management Core Short Term HR Triggers performance Incentives Paid record bonus Worker goes part-time HR processes don’t work effectively with siloed applications...
    • Agenda•  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
    • Times have changed… “There are still some executives who are waiting for things to return to ‘normal.’ Its 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 So what does this mean for HR?
    • Changing Workforce Virtual Mobile Global Diverse Different© 2010 Oracle Corporation – Proprietary and Confidential
    • “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!”
    • Integrated User Experience“The Analytics just make it pop, you know? The charts, the graphing, thepredictive analytics is really neat…. We just don’t have that today, so havingthat kind of capability is really exciting. ” - McKesson
    • Cloud Computing Benefits Delivers Speed, Cost and FlexibilitySource: 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 Flexibility1.  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 possible3.  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
    • Agenda•  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
    • Take a Pragmatic Approach to SaaS “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 MagazineSource: Malone, Tom, “The Top 5 Myths About SaaS – Software as a Service,” HR Technology, July 5, 2010
    • Does the application How secure is your meet your business Do you have access employee/compliance requirements? to the right data? information? Due Diligence Solution flexible Are you equipped toenough to meet future handle rapid product Looked at long term business needs? costs of SaaS vs. innovation? On Premise?
    • Ask the difficult questions... People Departments Comments Weightings KPIs Competencies Development Plans Goals Readiness Potential X Objectives Scorecard Evidence Attachments Performance Management You need to be able to Performance Mgmt get back out what you put in Final Score
    • Key Considerations - SaaS EvaluationFunctionality•  How much of the solution is complete?•  Will the solution meet your business requirements without multiple partnerships forcore 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 vendoragreements?•  Can you manage the rapid upgrades from an IT, training, adoption, and costperspective?
    • Key Considerations - SaaS EvaluationEvaluate 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 processesFlexibility• How flexible is the technology? Can business processes be customized orpersonalized 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 scaleof 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?
    • Ability to Move from SaaS to OnPremise
    • Agenda•  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
    • Oracle’s Rich History in DeliveringCloud Services }  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
    • 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 FusionHuman 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 KnowHow to Get it Done What I Need to Do Who Can Help View performance & take action
    • The New Standard for WorkRole-Based User Experience Manager Role Line of Business Role
    • The New Standard for WorkContext-Driven Applications Contextual Action Contextual Actions
    • Know your Team
    • Oracle Fusion Human Capital Management Solution Overview Oracle Fusion Human Capital Management Human Payroll & Compensation Performance & Resources Benefits Management Goal Mgmt Workforce Workforce Network at Predictions Lifecycle Mgr Work Talent Review ü  Complete and integrated human capital management solution ü  Best-in-class human capital management processes ü  World-class technology capabilities© 2010 Oracle Corporation – Proprietary and Confidential
    • Fusion Talent Management On DemandCo-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 •  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) PeopleSoft has transformed our HR onLive .1 operations in to a strategic, global HR 9HCM function.” Lori Ridgeway, Sr. Director, Global HRIS and People Services Group
    • Wrap UpYou Have Choice - Saas, On Premise, Hybrid •  Cloud technology is here and provides great benefitsCloud Computing is Pragmatic Approach •  SaaS is simply a deployment model •  Not one-size-fits allOracle – 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, 2012Discover Visit oracle.com/hcm for collateral and regional events
    • Oracle FusionHuman Capital Management New SaaS Applications from the Leader in HCM