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Cloud watch on hrms solutions

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  • 1. Cloud Watch on HCM Cloud Solutions CC India, Research December 2013 Copyright © 2013 Capgemini Consulting. All rights reserved.
  • 2. Contents Objective and approach Sneak Peek at HCM Cloud Market HCM Cloud Solution Footprint Market trends Vendor landscape Appendix Copyright © 2013 Capgemini Consulting. All rights reserved. 2
  • 3. Objectives, Approach and Context Objectives and Approach Context  Provide a single source of information on leading HR  Cloud computing is the availability of hardware, software and solution providers across the globe  Identify leading players across HRM SaaS functionalities  The study uses publicly available information sources: data via the internet and it represents the network of connected computers  Software as a service (SaaS) is one of the service models – Text line searches offered in cloud computing along with Infrastructure as a service (IaaS), Platform as a service (PaaS) and Network as a service (NaaS) – Industry reports  SaaS is a growing phenomenon in the market and has made a – Company websites successful penetration into mainstream Enterprise IT – Analysts reports  Earlier, licensed on-premise software was the dominant Authors deployment model in production, but with time, on premise vendors have also begun to offer SaaS based solutions CC India, Research services Version Status Final  Coupled with the buy side objective of reducing the cost of ownership, the SaaS revolution is bound for exclusive growth across all forms of a business Delivered in Q4, 2013  Globally, Capgemini Consulting helps many of its clients on the use of Software as a Service solutions, and this document intends to provide a single source of truth about HR SaaS solutions currently available in the market, with a focus on the European market Copyright © 2013 Capgemini Consulting. All rights reserved. 3
  • 4. Contents Objective and approach Sneak Peek at HCM Cloud Market HCM Cloud Solution Footprint Market trends Vendor landscape Appendix Copyright © 2013 Capgemini Consulting. All rights reserved. 4
  • 5. December, Q4, 2013 A sneak peek at HCM Cloud Market(1/2) VENDOR CORNER  Oracle has enhanced its Oracle HCM Cloud and Oracle Talent Management Cloud by streamlining succession planning, extended mobile recruitment, centralize performance feedback, etc >> Read More on Pg 31  Workday introduced Workday day Big Data Analytics for HR and Finance >> Read More on Pg 37  Peoplefluent launched OrgPublisher 11.2, that help deliver advanced turnkey workforce visualization reports >> Read More on Pg 41  Kronos made significant enhancements to its mobile and tablet applications in terms of easy access, notification alerts and geo-fencing capabilities >> Read More on Pg 47 PARTNERSHIPS, ALLIANCES AND M&A’S  Strategic partnership between SAP and China Telecom in cloud computing to provide SAP Cloud portfolio to   small and large organizations in China Salesforce.com and Workday strengthen their strategic partnership as they plan to integrate the entire Salesforce and Workday product lines Integration of SumTotal Talent Expansion Suite with Salesforce Identity to enable single sign-on across SumTotal Talent Expansion Suite >> Read More on Pg 35 >> Read More on Pg 38 >> Read More on Pg 44 Copyright © 2013 Capgemini Consulting. All rights reserved. 5
  • 6. December, Q4, 2013 A sneak peek at HCM Cloud Market(2/2) ANALYSTS SPEAK  Oracle Fusion HCM received Ventana Research Technology Innovation Award for business innovation in the category of HCM >> Read More on Pg 32  SuccessFactors named a Leader in 2013 IDC MarketScape Integrated Talent Management Report for Western Europe  Kronos named Worldwide Leader in Workforce Management solutions by IHS Inc >> Read More on Pg 35 >> Read More on Pg 47 EVENTS  Learning Technologies Conference & Exhibition, organised by Kenexa to be held on 29th-30th January, 2014 in Olympia 2, London, UK  HR Directors Business Summit to be held on 4th-5th February, 2014 in The ICC, Birmingham, UK  Human Resource Summit 2014 will be held in Barcelona from 8th-10th October, 2014 >> Read More >> Read More >> Read More Copyright © 2013 Capgemini Consulting. All rights reserved. 6
  • 7. Some examples of lessons learnt based upon Capgemini’s experience in implementing HCM Cloud Solutions Lessons learnt from implementation of HCM cloud solutions  Communicate, communicate, communicate!  Implementing a HCM (Cloud) Solution is not only an IT project, but needs to be approached in an integral way covering technology, processes, organisation and people  HCM Cloud Solutions can be tailored to meet (most) requirements of the organisation by means of configuration delivered within the solution – This provides great opportunities for standardisation, and minimises maintenance efforts – It is important to understand and communicate these benefits along with the restrictions such as no customisations of a HCM Cloud solution  Good mix of internal and external resources in terms of availability, knowledge and expertise – Internal (project) resources: To provide quality data and organisational context, ensuring ownership of a sustainable solution – External resources: To provide the knowledge and expertise for implementing HCM Cloud Solutions, scaling up of project capacity and the outside-in view  Start simple – Implement in waves and consider the learnings after every wave – It is always better to “Keep it simple” and not add too many functionalities in the first implementation itself  Strict project management is the key: Stick to deadlines, frequent updates on progress on deliverables, be strict on the three iterations during implementation  Manage dependencies between the project streams as well as external dependencies Source: Capgemini Consulting Analysis: Copyright © 2013 Capgemini Consulting. All rights reserved. 7
  • 8. Some examples of pitfalls based upon Capgemini’s experience in implementing HCM Cloud Solutions Pitfalls of implementation of HCM cloud solutions  Lack of common (global) definitions relating to data elements, processes and KPI’s  Underestimation of the effort involved in data cleansing and data migration efforts, especially with a view to historical data  Lack of clear governance regarding data, definitions and the project  Lack of single source of truth  Lack of clear criteria and governance body regarding deviations of the agreed configuration – In principle, only deviations due to regulatory compliance and legislations should be catered for  Lack of proper and timely alignment with the stakeholders and the lack of involvement of the stakeholders  Lack of a clear reporting scope  Too little focus on defining and embedding proper support processes and its organisation Source: Capgemini Consulting Analysis: Copyright © 2013 Capgemini Consulting. All rights reserved. 8
  • 9. Want to know more? Please get in touch with: Ronald van den Berg Peter Speleers Andreas Stålbäck Principal Consultant People & Performance Mob: +31 (0)6 – 15030294 Secretary: +31 (0)30-6898844 Mail to: ronberg@capgemini.com Practice Manager HCM Technology Transformation Services Consultant Tim van der Wal Hannele Koskenmäki Mårten Nilsson Principal Consultant People & Performance Mob: +31 6 1503 0286 Secretary: +31 (0)30-6898844 Mail to: Tim.vander.wal@capgemini.com Managing Applications Consultant Consultant Mob: +358405108973 Mail to: hannele.koskenmaki@capgemini.com Mob: + 46 702925957 Mail to: marten.nilsson@capgemini.com Lysette Kampman Hugo Ruiz Ronan How Managing Consultant People & Performance Mob: +31 6 29560779 Secretary: +31 (0)30-6898844 Mail to: Lysette.Kampman@capgemini.com Managing Consultant UK HR Cloud Lead Mob: 0034-647746053 Mail to: hruizlop@capgemini.com Mob: +447891158643 Mail to: ronan.how@capgemini.com Mob: +3227081666 Mail to: peter.speleers@capgemini.com Mob: + 46703395607 Mail to: andreas.stalback@capgemini.com Agra Fernando HCM Consultant Mob: +49151402504 60 Mail to: agra.fernando@capgemini.com Copyright © 2013 Capgemini Consulting. All rights reserved. 9
  • 10. Contents Objective and approach Sneak Peek at HCM Cloud Market HCM Cloud Solution Footprint Market trends Vendor landscape Appendix Copyright © 2013 Capgemini Consulting. All rights reserved. 10
  • 11. HCM SaaS solutions can be categorised into Core HR, Workforce, Talent, Learning, Recruitment Management and Compensation & Benefits HCM Cloud Solution Footprint Base Salary Administration Bonus Programs Commissions Employee Records Payroll Benefit Administration and Enrolment Salary and wage structure Jobs and positions Employee Engagement Compliance Organisational structures Absence Management Time reporting Workforce scheduling and assignments Attendance Productivity Analysis Paid Time Off Labor Cost Distribution Employee Performance Competency Management Goal Management Succession Planning Career Planning Wellness Talent Review Core HR Stock and Long Term Incentives Retirement and Savings Employee Recognition Market Pricing and Equity (Strategic) Workforce Planning Applicant Evaluation Requisitions Diversity & Compliance Sourcing and Social Recruitment Candidate Engagement Compensation & Benefits Recruitment management HCM Solutions (Cloud & Mobile) Workforce Management Talent Management Learning Management Onboarding Leadership Development Learning Course Administration Content Management Mobile Learning Mentoring Collaboration Social and Informal Learning Retention Management Professional Certification Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester 2012; CC India Analysis Copyright © 2013 Capgemini Consulting. All rights reserved. 11
  • 12. Organizations tend to integrate social networking activities to leverage Core HR data activities to drive best-in-class business results Core HR Solutions Core HR “Licensed on-premise software remains the dominant deployment model in production with SaaS based solutions contributing only 18% of Core HR segment’s revenues1” Employee Records Payroll Benefit Administration and Enrolment Salary and wage structure Jobs and positions Employee Engagement Compliance Organisational structures Trends Description Integrating social media into core HR activities boosts collaboration  Using HR software that embeds social media into daily activities and processes that encourage employees in all work locations to communicate and collaborate in real-time and via mobile app too  Companies need to move away Focus on full technology integration Completeness / Strength of the offering;  from information silos to unified Core HR systems Solutions must centralize the HR management throughout the life cycle of employees Vendor Example  Infor’s HCM app fosters collaboration by displaying social networking activities and documents from within the people tracking software Core HR HCM Solutions (Cloud & Mobile)  SuccessFactors ‘Employee Central’ enables global HR teams to focus on creating strategic value for the business by streamlining processes and providing access to information that supports faster decision-making Vendor Landscape Note: 1 Includes product revenues (i.e., licenses, maintenance, and subscriptions) Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester 2012; The Forrester Wave™: Human Resource Management Systems, Q1 2012; CC India Analysis; HRM Solutions: Traditional Models clash With Next-GenerationProcesses And Technology; Forrester 2012; www.workforce.com; http://successfactors-corehr.com/ Copyright © 2013 Capgemini Consulting. All rights reserved. 12
  • 13. WFM consolidation will continue to occur in the vendor/provider market through partnerships and acquisitions across the industries Workforce Management Solutions Workforce Management “SaaS adoption has slowly started to evolve, as the leading vendors have now begun to offer both on-premise and SaaS solutions” Time reporting Absence Management Attendance Workforce scheduling and assignments Paid Time Off Productivity Analysis Trends Description Strong demand for Mobile Workforce Management (WFM)  Mobile WFM helps increase employee  Completeness / Strength of the offering;  Vendor Example  Kronos licensed WFM solutions responsiveness and decision-making speed Increase in demand to enable employees to work when mobile  Expanding application breadth through Expansion of applications through acquisitions organic development and acquisition, with increasing vertical industry focus Consolidation will continue in the vendor market Labor Cost Distribution HCM Solutions (Cloud & Mobile) Workforce Management to more than 250,000 employees across a wide variety of industries  Kronos acquisition of healthcare  WFM provider API Healthcare Corporation RedPrairie acquired all-commerce solutions provider Escalate Retail Vendor Landscape Note: 1 CAGR refers to Compound Annual Growth Rate Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester 2012; CC India Analysis; Factiva ; Cisco Systems, 2012 Copyright © 2013 Capgemini Consulting. All rights reserved. 13
  • 14. Need to provide integrated talent management solutions and enhanced charting and visualization are the key trends in talent management Talent Management Solutions Talent Management “58% of the products revenues from Talent Management solutions are via SaaS based solutions” Employee Performance Competency Management Goal Management Succession Planning Talent Review Career Planning Retention Management Talent Management systems market is rapidly integrating through vendor consolidation Enhancing charts and visualization capabilities Completeness / Strength of the offering; Vendor Example  Most users are now looking for a toolset Trends Description  Oracle Fusion HCM), SAP (Employee  which integrates talent management, core HR and payroll No vendor has a perfect solution yet but all leading players are moving towards providing an integrated talent management solution  Talent management vendors will continue to enhance charting and visualization capabilities in their product Central and SuccessFactors) are essentially there now (with many little integration issues to complete), ADP and SilkRoad are each well along with a fully integrated system HCM Solutions (Cloud & Mobile) Talent Management  Workday's faceted search integration with n-Box and ‘active’ organization charts in multiple vendor offerings Vendor Landscape Note: 1 Includes product revenues (i.e., licenses, maintenance, and subscriptions) Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester 2012; Recruitment Aligns With Talent Management, Forrester, 2011; HRM Solutions: Traditional Models clash With Next-GenerationProcesses And Technology; Forrester; Hype cycle for HCM software, Jul 2013; Forbes.com; CC India Analysis; Copyright © 2013 Capgemini Consulting. All rights reserved. 14
  • 15. Over time, there have been rising need for customization in learning management to adapt to the end users’ preferences Learning Management Solutions Learning Management “In Learning Management, the SaaS model currently accounts for 45% of its product revenues” Leadership Development Learning Course Administration Content Management Mobile Learning Mentoring Collaboration Social and Informal Learning Professional Certification Description Trends  An interface that can be Need for Personal Learning Environment (PLE) Gamification in Workplace Learning Completeness / Strength of the offering;  manipulated to meet end-user’s needs and preferences Know learners’ interests and gaps in knowledge and skills and proactively suggest new information courses  Global game-based learning market reached $1.2 billion in 2011. and is estimated to more than double to $2.5 billion by 2015 Vendor Example  Saba provides Personalized Learning HCM Solutions (Cloud & Mobile) Experience through  Domain-specific portals - Access related  companies and organizations within each vertical Highly configurable user interface and user-defined graphical navigation Learning Management  Peoplefluent released its Workforce Explorer iPad app which includes a first of its kind gamification functionality, called “Workforce Explorer Challenge Vendor Landscape Note: 1 Includes product revenues (i.e., licenses, maintenance, and subscriptions) Source: Embrace Future Trends To Deliver HRM Business Impact, Gartner 2012; Peoplefluent website; Saba website; Bersin blog; CC India Analysis Copyright © 2013 Capgemini Consulting. All rights reserved. 15
  • 16. Recruiting technology is now gravitating toward customer relationship marketing focusing on candidate experience and identifying the right candidate from the entire pool Recruitment Management Solutions Recruitment management “83% of the product revenues of recruitment solutions market was contributed by SaaS based solutions” (Strategic) Workforce Planning Requisitions Sourcing and Social Recruitment Talent Pools Applicant Evaluation Diversity & Compliance Trends Description Selection management system or Smart ATS (Applicant Tracking System)  Systems to use a combination of biometric data and proprietary algorithms to predict which candidates are likely a fit, and which are not  Video interviews and video resumes Video, Bigdata and Analytics on the rise Completeness / Strength of the offering;  will be on the forefront Help parse applicant information and predict those who are likely to be stellar performers Candidate Engagement Onboarding Vendor Example  Kenexa provides its applicant  tracking system trough its product, Kenexa 2x BrassRing SilkRoad provides ATS in its SilkRoad OpenHire product HCM Solutions (Cloud & Recruitment Mobile) management  Workday provides mobile analytics feature in its ‘Workday Recruiting’ that allow recruiters to conduct headcount planning, job requisition, and pipeline management analytics on the go Vendor Landscape Note: 1 Includes product revenues (i.e., licenses, maintenance, and subscriptions) Source: Embrace Future Trends To Deliver HRM Business Impact, Gartner 2012; http://www.hrtechnews.com; Kenexa website; CC India analysis Copyright © 2013 Capgemini Consulting. All rights reserved. 16
  • 17. Compensation & Benefits tools have become a component of broader Talent Management suites and there have been significant mergers & acquisitions in the market Compensation & Benefits Solutions Compensation & Benefits “SaaS penetration in the Compensation and benefits function has gained momentum and contributes 52% of this segment’s product revenues Base Salary Administration Bonus Programs Commissions Stock and Long Term Incentives Employee Recognition Wellness Retirement and Savings Market Pricing and Equity Description Trends Compensation vendors leverage pay-forperformance  Compensation specialists leverage the link between rewards and performance  There have been significant Mergers & Acquisitions Completeness / Strength of the offering; mergers and acquisitions in the compensation market during the past few years Vendor Example  Workscape added performance to its Compensation & Benefits capabilities Compensation & Benefits HCM Solutions (Cloud & Mobile)  Kenexa acquired Salary.com, a provider of on-demand talent management, payroll, and compensation solutions and ADP’s acquired Workscape, provider of integrated benefits and talent management solutions and services Vendor Landscape Note: 1 Includes product revenues (i.e., licenses, maintenance, and subscriptions Source: Embrace Future Trends To Deliver HRM Business Impact, Gartner 2012; HRM Solutions: Traditional Models clash With Next-Generation Processes And Technology; Forrester 2012; CC India Analysis Copyright © 2013 Capgemini Consulting. All rights reserved. 17
  • 18. Contents Objective and approach Sneak Peek at HCM Cloud Market HCM Cloud Solution Footprint Market trends Vendor landscape Appendix Copyright © 2013 Capgemini Consulting. All rights reserved. 18
  • 19. The global HCM market is expected to grow at a CAGR of 7.4% over the period 2012- 2016 owing to the streamlining of HR operations across companies HCM Solutions market overview Global HCM Solutions market in USD bn (2011 -2016)  Global HCM market is expected to grow at a CAGR of 7.4% over the period 2012-2016 from $8.3bn in 2012 to $11.1bn in 2016 CAGR 7.4% $12  One of the key factors contributing to this market growth is the streamlining of human resource operations $10 – However, the fragmentation of the $8 market could pose a challenge to the growth of this market  Interest and investment in human capital $6 $4 $7.5 $8.3 $8.9 $9.6 $10.3 $11.1 management market continue to be strong, outpacing most other application market – The HCM applications market has been the focus of a number of acquisitions in the past year including SAP's acquisition of SuccessFactors and Oracle's acquisition of Taleo $2 $0 2011 2012 2013 2014 2015 2016 Note: The global HCM market composes of core HR solutions market and talent management market that includes recruiting, learning, workforce and compensation management Source: IDC; Gartner; Forrester; PwC; Managing Human Capital: HRIS 2013, Bersin by Deloitte report; 2013 Talent Management Systems Market, Bersin by Deloitte report Copyright © 2013 Capgemini Consulting. All rights reserved. 19
  • 20. Based on a survey estimates, global organisations are expected to prefer using SaaS model for Talent Management and Core HR solution functions HRM SaaS adoption HRM application SaaS adoption (n = 727 global organisations) Service Delivery Application Deployment1 Administrative Application Deployment 2 Administrative Application Deployment11 Administrative Application Deployment 2011-2012 2012-2013 2011-12 48% 44% 41% 18% 40% 25% 22% 18% 16% 13% 13% 14% 5% Licensed software - Licensed software - on hosted premise SaaS - subscription based Outsourced (process and software) Others including inhouse/bespoke 24% 15% 13% 15% 6% 5% Licensed software hosted Workforce Management Application Deployment3 Administrative Application Deployment1 2011-12 2012-13 Licensed software on premise 6% SaaS - subscription Outsourced (process Others including inbased and software) house/bespoke Talent Management Application Deployment4 Administrative Application Deployment1 2011-12 2012-13 2012-13 44% 50% 46% 33% 25% 18% 18% 18% 8% Licensed software hosted 17% 16% Licensed software on premise 7% 25% 11% 13% 3% 6% SaaS - subscription Outsourced (process Others including inbased and software) house/bespoke 21% 17% Licensed software hosted Licensed software on premise 3% SaaS - subscription Outsourced (process Others including inbased and software) house/bespoke Note: 1 Administrative applications: Core HR record keeping, payroll, and benefits administration; (2) Service delivery applications: employee and manager self service, portal, HR help desk, and workforce life cycle management; (3) Workforce Management applications: Includes time and labor, Absence Management, and labor scheduling applications; (4) Talent Management: applications that help an organisation acquire, develop, and retain talent Source: CedarCrestone 2012–2013 HR Systems Survey Results Copyright © 2013 Capgemini Consulting. All rights reserved. 20
  • 21. Estimates have identified that the need to improve user experience is one of the main reasons for moving towards SaaS solutions HRM application Deployment HRM application SaaS adoption (n = 1,246 global organisations) Administrative Application Deployment Averages across All Applications 1 Administrative Application HRMS Application Deployment 1 HRMS Vendor Administrative Application Adoption and User Experience 1 Deployment 35% Deployment Vendor Adoption Percentage Deployment 50% 33% 30 PeopleSoft 25 20 SAP/Success Factors ADP Kronos 15 14% 20% 11% 10 14% 12% 5 4% Oracle 3% 2% Ceridian Workday 2% 0 SaaS – Licensed subscription software – based on premise Licensed software – hosted Hybrid In house Outsourced developed software Licensed SaaS – software – subscriptionon premise based Hybrid Licensed software – hosted Outsourced In house (process and developed software) software 1.5 2.0 2.1 2.2 2.3 2.4 2.5 2.6 2.7 2.8 User Experience Score Note: Hybrid deployment refers to both licensed and SaaS solutions Source: CedarCrestone HR Systems Survey 2012-2013 Copyright © 2013 Capgemini Consulting. All rights reserved. 21
  • 22. The HCM Solutions vendor landscape is undergoing transformation with a mix of organic and non organic growth HCM Solutions vendor options to build, buy or partner BUILD FROM SCRATCH  Seamless integration of data and ADVANTAGE POTENTIAL PITFALLS processes  Consistent user experience  Leverage new technologies and process paradigms  Lengthy time-to-market  Difficult to match depth of bestof-breed products  Higher risk of failure to deliver results  Workday (HCM Solutions and EXAMPLES Talent Management)  Ultimate Software (HCM Solutions and Talent Management)  Cornerstone OnDemand (learning and Talent Management) Building out the HRM suite is high risk and high reward Source: Consolidation And Innovation Transform The HRM Vendor Landscape, Forrester, 2012; CC India Analysis ACQUIRE PARTNER  Fast time-to-market  Depth and maturity of solutions;  Minimal upfront investment  Fastest time-to-market  Ability to leverage best-in-class innovative differentiation  Management know-how capabilities  Difficult to harmonize user  Integration and user interface (UI) experience  Process and data integration not seamless  Inherited architectural baggage harmonisation difficult to achieve  Contracts and support channels vary, often not seamless  SAP / SuccessFactors  SumTotal Systems / Softscape  Ceridian / Dayforce  ADP and Kronos (Workforce Acquisitions are difficult to integrate and harmonize Management)  Ultimate Software and Infor (Workforce Management) Partnering for complementary HRM functionality is less costly but may not deliver value Copyright © 2013 Capgemini Consulting. All rights reserved. 22
  • 23. Several trends are shaping up the cloud market ensuring the clarity necessary to promote investments in cloud computing technologies… Trends in security for cloud solutions (1/2) Increasing partnerships between CSPs and security solution providers expected  Cloud service providers (CSPs) will increasingly form partnerships with security solutions providers as the global cloud security software market matures – – Trend Micro, a security solution provider, entered into a global alliance with cloud and virtualization service provider, VMware, in 2010 Cloud.com, a provider of open source cloud computing solutions, entered into a partnership with Symplified, a cloud security company, in 2011, to provide service providers with Single Sign-on (SSO) capabilities Increasing emergence of cloud service-specific security solution providers  The global cloud security software market is witnessing the emergence of cloud servicespecific security solution providers such as Symplified, Zscaler, and Credant Technologies  Strong and fast revenue growth of these companies is expected to encourage other companies to enter the market  Further, a strong shift toward cloud-based services is expected to provide a further boost to these pureplay companies Identity management and encryption to remain the top cloud security solutions offered  The growing access to secure networks through the cloud and the growing criticality of data in the cloud will remain the major growth drivers of this market  Further, the growing number of cases of identity theft is expected to prompt cloud users to adopt identity management and access control solutions  Other cloud security segments that are expected to witness growth in the adoption of cloud security are Data Security, Cloud Governance, Application Security, and Operational Security Source: ; Global Cloud Security Software Market- Technavio report 2012, CC India Analysis Copyright © 2013 Capgemini Consulting. All rights reserved. 23
  • 24. … to boost users’ privacy and security in the cloud and promote the development of necessary standards and infrastructures Trends in security for cloud solutions (2/2) Increasing availability of cloud security solutions for SMBs  The growing needs for cost cutting and flexibility are compelling many SMBs to adopt cloud security solutions  By the end of 2012, the percentage of SMBs that have adopted cloud services was close to 50 percent, i.e., half of all SMBs are expected to have cloud-based services because of which security has risen in importance over the years – Emergence of strong cloud security standards and guidelines Witnessing the growing demand from SMBs, companies such as Zscaler and Panda Security are offering SMB-specific cloud security solutions  Strong demand from end-users for more detailed and concrete assurances of operational practices is resulting in the emergence of strong cloud security standards and guidelines  Authorities are also beginning to react with governmental institutions actively looking into compliance issues  Examples are the European Commission undertaking research and setting up dedicated agencies such as ENISA (European Network and Information Security Agency), as well as the US FTC (Federal Trade Center)  Advances have been made: the US-EU Safe Harbor act provides protection for EU and international organizations for which data must be specifically managed in multiple jurisdictions  The current legislation governing cloud security in EU is the EU Data Protection Directive (Also known as Directive 95/46/EC) which is designed to protect the privacy and protection of all personal data collected for or about citizens of the EU, especially as it relates to processing, using, or exchanging such data Source: Privacy and Cloud Computing - “Data Protection and Cloud Computing under EU law”; Data Security, Ace Group, 2011; Cloud computing Market overview and perspective, Deloitte Report; Global Cloud Security Software Market- Technavio report 2012, CC India Analysis Copyright © 2013 Capgemini Consulting. All rights reserved. 24
  • 25. HCM Solutions vendors seek to offer broader sets of solutions by acquiring complementary capabilities across process categories Building strength across process categories through acquisition Taleo SuccessFactors Workscape Optilink Kenexa Softscape Edvantage Acquire Learn.com Plateau Systems The RightThing PDSI - Telestaff Outstart Cybershift MrTed Strategia Communicati ons Worldwide Compensation Jobs2web VirtualEdge SaaShr.com Salary.com Accero StepStone Jobpartners Infor SHPS Brassring Geolearning Cytiva Jambok CubeTree Recruitment management Workforce Management Vurv Core HR Talent Management Compensation & Benefits Learning Management Docent Pathlore Source: Consolidation And Innovation Transform The HRM Vendor Landscape, Forrester, 2012; CC India Analysis Copyright © 2013 Capgemini Consulting. All rights reserved. 25
  • 26. Contents Objective and approach Sneak Peek at HCM Cloud Market HCM Cloud Solution Footprint Market trends Vendor landscape Appendix Copyright © 2013 Capgemini Consulting. All rights reserved. 26
  • 27. HCM Solutions footprint HR Solution footprint Workforce Management Core HR 1 2 Employee Records Payroll 1 2 Time reporting Attendance Talent Management 1 2 3 Benefit Administration and Enrolment 3 4 Salary and wage structure 4 Absence Management 4 5 Workforce scheduling and assignments 5 5 6 7 8 Jobs and positions Employee Engagement 6 Compliance 7 Paid Time Off Productivity Analysis Labor Cost Distribution 3 6 7 Employee Performance Goal Management Career Planning Competency Management Succession Planning Talent Review Retention Management Organisational structures Learning Management Recruitment management Compensation & Benefits 1 Leadership Development 1 2 Learning Course Administration 2 3 Content Management 3 Sourcing and Social Recruitment 3 4 Candidate Engagement 4 Stock and Long-Term Incentives 5 Employee Recognition 4 5 6 Mobile Learning Mentoring Collaboration 5 6 7 Social and Informal Learning 7 8 Professional Certification 8 (Strategic) Workforce Planning 2 Requisitions Talent Pools Applicant Evaluation Diversity and Compliance Onboarding 1 6 Base Salary Administration Bonus Programs Commissions Wellness 7 Retirement and Savings 8 Market Pricing and Equity Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester 2012; CC India Analysis; Copyright © 2013 Capgemini Consulting. All rights reserved. 27
  • 28. Summary of profiles Summary of HR Solution Vendor profiles – 1/3 Applications Vendors Core HR Workforce Talent Learning Completeness / Strength of the offering; Office locations in Benelux region Recruitment Compensation & Benefits Office locations in Benelux Region CLOUD Source: Capgemini Consulting Analysis; Copyright © 2013 Capgemini Consulting. All rights reserved. 28
  • 29. Summary of profiles Summary of HR Solution Vendor profiles – 2/3 Applications Vendors Core HR Workforce Talent Learning Completeness / Strength of the offering; Office locations in Benelux region Recruitment Compensation & Benefits Office locations in Benelux Region Source: Capgemini Consulting Analysis; Copyright © 2013 Capgemini Consulting. All rights reserved. 29
  • 30. Summary of profiles Summary of HR Solution Vendor profiles – 3/3 Applications Vendors Core HR Workforce Talent Learning Completeness / Strength of the offering; Office locations in Benelux region Recruitment Compensation & Benefits Office locations in Benelux Region Source: Capgemini Consulting Analysis; Copyright © 2013 Capgemini Consulting. All rights reserved. 30
  • 31. Oracle Fusion Human Capital Management delivers a robust set of Talent Management modules, covering workforce development and workforce rewards Oracle Fusion HCM Company profile – 1/3 Company Oracle Corporation HCM Solutions Services Consulting, Implementation, maintenance and support Sector Focus Diversified customer segment Annual Revenue USD 37,121mn (2012) Employees 115,000 (2012) Benelux office locations Global office locations Company Overview  Oracle is an Enterprise software company which develops, manufactures,  News Clippings  markets, distributes and services enterprise software Oracle Fusion HCM delivers a complete suite of human resource and Talent Management applications, all available as Software as a Service Oracle Fusion HCM has a message about co-existence -implement Fusion modules that solve a business problem and use the delivered integration with existing Core HR system Key Wins  Oct 2013: American Career College and West Coast University use Oracle HCM Cloud to transform its HR and shift focus to talent management  Sept 2013: Beijing’s CAJ Senior Care Services Co. has adopted Oracle HCM Cloud and Talent Management Cloud to help establish innovative HR management platform New Products / Solutions  Sept 2013: Significant enhancements made to Oracle HCM Cloud and Oracle Talent Management Cloud by streamlining succession planning, extended mobile recruitment, centralize performance feedback, etc  Belgium, the Netherlands and  North America, EMEA and Asia- Luxembourg pacific Partner Ecosystem  Partners: Oracle partners with Capgemini, eVerge Group, The Hackett Group, HCL Axon, KBACE, KPMG LLP, PwC, Infosys, Wipro and Deloitte Acquisitions / Partners  Jun 2013: Partnership with Salesforce.com in which Oracle plans to integrate salesforce.com with Oracle’s Fusion HCM and Financial Cloud, and provide the core technology to power Salesforce.com's applications and platform  Mar 2013: Oracle acquired cloud infrastructure management software startup, Nimbula Awards  Sept 2013: Oracle Fusion HCM received Ventana Research Technology Innovation Award for business innovation in the category of HCM Source: Oracle Website; Oracle Fusion HCM and Talent Management Whitepaper, 2013; Factiva; http://www.oracle.com/us/corporate/press/2020966 Copyright © 2013 Capgemini Consulting. All rights reserved. 31
  • 32. Oracle Fusion HCM and Talent Management suites can be hosted and provided as a integrated managed service Oracle Fusion HCM Company profile – 2/3 Delivery Models To know more... Key Clients SaaS Mobile HR Hosted Managed    Pricing Models Strengths  Oracle Fusion Human Capital Management Challenges  Oracle is allowing for “upgrade protected” pricing are for each individual components. – For example Oracle Fusion Talent Review: License price USD 70, software update and license USD 15.4 for each employee  SaaS & Mobile Solutions Portfolio Workforce Management Core HR  Product is still new in the market  Functions are still evolving personalisation and extension of the application using the “Composer Tools” Can be used as a best of breed solution and is compatible with any of the Core HCM Solutions SaaS Talent Management Mobile Recruitment management Learning Management Compensation & Benefits 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8                          x x                    x x x x x x x x x x x  x x x   x x x x x x x x x x x x x x    x   x x x x x x x x x Source: Oracle Website; http://www.oracle.com/us/products/applications/taleo/enterprise/recruiting/features/index.html Copyright © 2013 Capgemini Consulting. All rights reserved. 32
  • 33. Oracle Fusion Human Capital Management solutions combine advanced security, tight integration, and best HR practices Oracle Fusion HCM Profile – 3/3 Strategies for future  Offer significant functional value with easy to   uptake applications releases Deliver Oracle Fusion HCM Applications Suite that can be adopted in a modular fashion Provide specialised line of business applications and transformative industry processes Available languages        Arabic Brazilian Portuguese Dutch English French German Implemented markets  Oracle Cloud HCM Services offer a global solution which has a global core and  Back       Security systems Italian Japanese Korean Spanish Simplified Chinese Traditional Chinese  The security approach consists of: Role-based access control (RBAC), Function security, Data security, Privacy, Access provisioning and identity management, Segregation of duties policies, Enforcement across tools, technologies, data transformations, and access methods, Enforcement across the information life cycle Implemented industries  Implemented in diversified customer segments additional country functionality Implemented in more than 40 countries Integration systems & platforms  Reduce implementation risk and cost by leveraging Oracle’s pre-built, sustainable integrations that enable rapid integration with existing business processes  Flexible integration platform for rapid integration with third-party applications and services Collaboration with payroll providers  ICS Computing together with Edenbrook, one of the UK’s leading implementation and support consultancies is an Oracle HCM partner where Oracle clients can immediately benefit from an efficient, cost-effective outsourced payroll service Source: Oracle company website Copyright © 2013 Capgemini Consulting. All rights reserved. 33
  • 34. SuccessFactors is a Talent Management focused solution provider which has gradually built solutions around the HR administration function SuccessFactors Company profile – 1/3 Benelux office locations Company HCM Solutions Services Consulting, Implementation and support Sector Focus Healthcare, Retail, Manufacturing, FS, LS, High Tech, Consumer Goods, Energy Annual Revenue Subsidiary of SAP Employees  SuccessFactors is a SaaS provider of a HCM suite of products  In Dec 2011, it was acquired by SAP, in an acquisition valued at USD 3.4bn News Clippings   North America, Europe & Asia Approx 1,200 Company Overview   SAP has an office in Netherlands Global office locations SuccessFactors Inc – A SAP Company – SAP saw the acquisition as an entry point into the cloud, as cloud was a small part of SAP’s revenue, about 2% of the SAP revenue SuccessFactors has a large and varied customer base, with more than 4,000 clients (most in EPM) and more than 15 million users Have customers in 168 countries and the solution can be used in 35 various languages Key Wins  Oct 2013: SSP, the leading provider of technology solutions to global insurance and financial services organisations, has implemented an integrated suite of SuccessFactors solutions, including Performance & Goals, Recruiting, and SAP Jam New Products / Solutions  May 2013: New functionalities have been added to the SuccessFactors Employee Central product with increased payroll to additional countries, advanced reporting, Employee referral capabilities, richer socialization capabilities, etc. Partner Ecosystem  Consulting Partners: Provides services including Strategy & Transformation,   Project Mgnt, Configuration & Implementation, Systems Integration etc – Strategic Partner Level: Capgemini, Accenture, Deloitte, IBM, McKinney Rogers, Northgate Arinso – Partner Level: Aasonn, Arago Consulting, Cromwell, Hentity, Keneos, Flexso etc. Sales Partners: Includes selling and supporting SuccessFactors products – Strategic Partner Level: Avanxo, Ceridian, Human Capital Consulting, NEC, PwC Solution partners: Includes Jobvite, Ceridian, Benefitfocus, VMWare, Dell etc Acquisitions / Partners  Nov 2013: Strategic partnership between SAP and China Telecom in cloud computing through which the SAP Cloud portfolio will be offered to small and large organizations in China by China Datacom Corporation Limited (CDC), a joint venture between SAP and China Communication Services (CCS), a subsidiary of China Telecom Group Awards  Oct 2013: SuccessFactors was named a "Leader" in 2013 IDC MarketScape Integrated Talent Management Report for Western Europe Source: SuccessFactors (http://www.successfactors.com/homepage.html); Channeleconomics.com; Factiva Copyright © 2013 Capgemini Consulting. All rights reserved. 34
  • 35. SuccessFactors is available through hosting and also through managed services model with the help of its implementation partners SuccessFactors Company profile – 2/3 Delivery Models To know more... Key Clients SaaS Mobile HR Hosted Managed    Pricing Models Strengths  Solution is available on a fixed-bid price  Challenges  SuccessCloud allows third-party applications and guarantee Fees are pre-negotiated and derived from a onetime implementation cost, which includes training, and an annual per-user subscription fee based on the module(s) purchased  SaaS & Mobile Solutions Portfolio Workforce Management Core HR  There is no support for commission based pay  Though they have analytics offering, the data from other business systems to connect and integrate with its BizXsuite Business workforce analytics and benchmarking allow for predictive modeling reporting using 2000+ built-in metrics SaaS Talent Management  integration of Inform(acquired) needs to be done carefully Not yet fully integrated with SAP’s offerings Mobile Recruitment management Learning Management Compensation & Benefits 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8    x          x x        x                    x x x x  x x x   x  x x x x  x x  x x x x x x x  x   x x x x   x x  x  x x x x x x x x Source: SuccessFactors (http://www.successfactors.com/homepage.html); Magic Quadrant for Talent Management 2013; Vendor Landscape: SaaSHRIS/HRMS, McLean & Company Copyright © 2013 Capgemini Consulting. All rights reserved. 35
  • 36. SuccessFactors supports its customer with 35 languages and has presence in more than 168 countries across the globe SuccessFactors Company profile – 3/3 Strategies for future  SuccessFactors Jam is offered both separately and  as part of the SuccessFactors Business Execution (BizX) Software suite that mainly targets HR buyers Jam freemium (a free social collaboration tool) is used for expertise tracking, recruitment and on boarding, informal learning and Employee Engagement Back Available languages Security systems  Available in 35 languages, mainly – – – – – English (US) English (UK) Dutch Spanish French – – – – – Swedish Portuguese Chinese Japanese Korean Asia Pacific Application security Data encryption / Cryptographic controls Anti-virus security Network protection Information security incident management Backup, failover and redundancy Access control and physical security Implemented industries Implemented markets  Have presence in 168 countries across North America, Latin America, Europe and             Consumer Goods Higher Education Life Sciences & healthcare Manufacturing Retail      Technology Non-Profit organisation Energy and Chemicals Financial Services Government Integration systems & platforms  SAP NetWeaver Process Integration (SAP PI) is SAP traditional enterprise application integration software used to facilitate the exchange of information among a company’s internal software and systems and external parties  SAP Cloud Integration technology offers the standard capabilities of an integration broker, mediating between entities with varying requirements in terms of connectivity, format, and protocols Collaboration with payroll providers  Partners with NorthgateArinso to enable SuccessFactors Employee Central customers to take advantage of NGA’s global payroll services  Partnership with Patersons to provide complementary global payroll services to SuccessFactors’ extensive multi-national customer base and help streamline the complex but extremely important payroll administrative processes across multi-national operations Source: SuccessFactors Homepage; http://www.clarkstonconsulting.com/wp-content/uploads/2013/05/ViewPoint_SuccessFactors.pdf Copyright © 2013 Capgemini Consulting. All rights reserved. 36
  • 37. Workday is a leader in enterprise cloud applications for human resources and finance Workday Company profile – 1/3 Benelux office locations Company HRMS Services Consulting, Implementation, education and support Sector Focus Financial services, healthcare & Life Sciences, manufacturing, services, retail & hospitality, Telco & Media Annual Revenue USD 274m (2013) Employees  Workday provides SaaS solutions for managing global businesses in the News Clippings    North America, Europe and Asia 2,300+ (As of Q3,2013) Company Overview   Netherlands Global office locations Workday Inc fields of Financial management and Human capital management Workday delivers Human Capital Management, Financial Management, Payroll, Time Tracking, Procurement, and Employee Expense Management applications It counts more than 450 customers many from the Fortune 50 The company has sales offices in US, UK, Hong Kong, Canada, Germany, Netherlands, France, Sweden and Ireland Key Wins  Oct 2013: Sanofi, a global integrated healthcare leader, has selected Workday HCM as Sanofi plans to consolidate several on-premise legacy software systems with one unified application in the cloud  Oct 2013: Metropolitan Museum of Art has selected Workday’s suite of enterprise cloud applications New Products / Solutions  Sept 2013: Introduced Workday day Big Data Analytics for HR and Finance that redefines how organizations unify multiple sources, sizes, and structures of data with Workday data to deliver insights business leaders need for critical workforce and financial decisions Partner Ecosystem  Consulting Partners: Provide consulting services and change management    offerings around Workday implementations – Capgemini, Accenture, Aon Hewitt, Appirio, Ataraxis, Cloudator, DayNine, Deloitte, Everbe, Kloud, Kainos, IBM, NGA, PwC, Wipro Application Partners: Application partners include ADP, salesforce.com, Oracle, Xactly, and Kronos, Lumesse, Cornerstone Outsourcing Partners: Partnerships with ADP, MasterTax, Equinix, Technology Partners: Provide pre-built integration to Workday solutions and include Okta, OneLogin Acquisitions / Partners  Sept 2013: Salesforce.com and Workday strengthen their strategic partnership as they plan to integrate the entire Salesforce and Workday product lines to enable their customers’ mutual success Awards  Ranked as a ‘leader’ in the Forrester Wave HRM Systems, Q1 2012 – It received top scores for technology, customer experience and a range of categories covering specific HRMS functionality Source: Workday Website; Dow Jones company profile, The Forrester Wave™: Human Resource Management Systems; Factiva Copyright © 2013 Capgemini Consulting. All rights reserved. 37
  • 38. Workday provides a multi-tenant hosted service with pricing based on metrics of client business and has implementation partners to deliver solutions Workday Company profile – 2/3 Delivery Models To know more... Key Clients SaaS Mobile HR Hosted Managed    Pricing Models Strengths  Workday prices its services based on metrics for Challenges  Strong in technology, customer experience and a the overall client business scope, complexity and requirements, not per-Workday-user   SaaS SaaS & Mobile Solutions Portfolio Workforce Management Core HR  Relies on Kronos integration partnership for range of categories covering specific HRMS functionality Robust mobile capabilities, including real-time business intelligence right to the user’s device Frequent product updates every six months Talent Management workforce management Mobile Recruitment management Learning Management Compensation & Benefits 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8                       x x x x x x x x x x x x x x x x        x                  x      x x x     x x x x x x x x     x x x  Source: Workday Website; Dow Jones company profile; Vendor Landscape: SaaSHRIS/HRMS, McLean & Company Copyright © 2013 Capgemini Consulting. All rights reserved. 38
  • 39. Workday provides an integration cloud platform for building, deploying, & managing integrations and adheres to some of the highest security standards in the industry Workday Company profile – 3/3 Strategies for future Available languages  English  Chinese  Workday is strategically targeting organisations with  dated ERP systems, and companies in need of a yetto-be deployed global HRMS The company has outlined strategies to deliver global financials in the cloud as well as big data analytics     (Simplified & traditional) Czech Dutch French German         Security systems Hungarian Indonesian Italian Japanese Korean Polish Portuguese Romanian Australia Canada Germany Hong Kong  Ireland  Netherlands  UK       Russian Spanish Thai Turkish Vietnamese French  Workday is certified to ISO 27001 standards and audited biannually against SSAE 16 SOC-1 controls and annually against SSAE 16 SOC-2 controls  Workday is Safe Harbor certified and is a corporate member of the Cloud Security Alliance  Further security safeguards include: Physical Security, Communications and Network-Level Security, ApplicationLevel Security, Data Security and Comprehensive Auditing. Implemented industries Implemented markets     Back     France Nordics US ...and others     Education and Government Financial Services Healthcare and Life Sciences Manufacturing  Retail and Hospitality  Services  Technology Integration systems & platforms  Workday’s Integration Cloud Platform is an enterprise-class Integration Platform-as-a–Service (iPaaS) for building, deploying, and managing integrations to and from Workday and all integrations are deployed to and run on Workday without the need for any on-premise middleware  Workday Integration Cloud Connect consists number of pre-built, packaged integrations and connectors to complementary applications that are 100% built, maintained, and supported by Workday Collaboration with payroll providers  Workday and NGA are partnering to provide Workday customers with access to payroll processing capabilities in 51 countries through NGA’s euHReka Inclusion Framework, as a part of the euHReka 2.09 release  Workday partnered with OneSource VHR to provide payroll co-sourcing services, including payroll settlement, tax administration, and garnishments administration  Also partners with Cloudpay and SafeGuard World International Source: Peoplefluent company website Copyright © 2013 Capgemini Consulting. All rights reserved. 39
  • 40. Technology Partners of Peoplefluent provide key technology requirements to enhance the performance of solutions Peoplefluent Company profile – 1/3 Company HCM Solutions Services Healthcare & Retail Annual Revenue USD 28.70mn (2012) Employees  Peoplefluent provides comprehensive suite of Talent Management  News Clippings   North America, Europe and Asia 210 (2012) Company Overview   Belgium Global office locations Implementation, Integration, support, Training Sector Focus Benelux office locations Peoplefluent application Peoplefluent is one of the few vendors that offers an integrated Talent Management suite that offers functionality across recruiting, performance, succession and compensation management The solutions currently support more than 5,000 global corporations to small and medium-sized businesses in more than 214 countries The company has offices in US, UK, Belgium and India Key Wins  March 2012: Goodlife, the largest fitness company in Canada, deployed Peoplefluent’s Recruitment Management Systems to improve the efficiency of its hiring process New Products / Solutions Partner Ecosystem  Service Partners: Includes American CyberSystems, Allegis Group Services,   Capita Resourcing, Elemense, Kelly Services, InterQuest Group, Lorien Resourcing, Manpower Inc, Spherion Corp etc., Solution Partners: For Assessment and Surveys – Assess Systems, Profiles International; Background Check & Screening – HireRight, Talx I-9 Management, Job Boards & Aggregators, etc., Technology Partners: Include Burning Glass, BusinessObjects, Development Dimensions International, Fast, Resume Mirror and Savvis Acquisitions / Partners  Dec 2013: Launched OrgPublisher 11.2,  Dec 2013: Entered into a joint marketing that help deliver advanced turnkey workforce visualization reports  Oct 2013: Launched Peoplefluent Colossus, a comprehensive data integration cloud platform and Peoplefluent Leadership Development Mirror, a powerful and collaborative engagement solution relationship with Professional Diversity Network (PDN), the leading online network of diversity recruitment sites, to establish a first of its kind resource-rich platform that equips diversity professionals with compliant candidate sourcing solutions Awards  Oct 2013: Recognized by Aragon Research, a technology research and advisory firm, as an Innovator in the first Aragon Research Globe for Enterprise Learning 2013: The March to Social and Mobile Source: Peoplefluent website; Dow Jones and Data monitor company profiles; Factiva Copyright © 2013 Capgemini Consulting. All rights reserved. 40
  • 41. Peoplefluent provides comprehensive suite of Talent Management application for more than 5,000 customers Peoplefluent Company profile – 2/3 Delivery Models To know more... Key Clients SaaS Mobile HR Hosted Managed    Pricing Models Strengths  No information available Challenges  Direct ownership of Aquire gives Peoplefluent an  SaaS & Mobile Solutions Portfolio Workforce Management Core HR  Support needed for more complex projects, advantage in delivering embedded workforce analytics Its partnership with Mercer provides an additional sales channel and HR executive visibility SaaS Talent Management document management, calendaring, usability, and rules-based categorisation Mobile Recruitment management Learning Management Compensation & Benefits 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8  x x  x   x x x x x  x x           x    x               x   x x x x x x x x x x x x x x     x   x x x x x x x x  x  x x       x  x x x Source: Peoplefluent website; Dow Jones and Data monitor company profiles; Magic Quadrant for Talent Management Suites 2013 Copyright © 2013 Capgemini Consulting. All rights reserved. 41
  • 42. Peoplefluent’s solutions supports more than 5,000 organisations and is used by more than 5 million users in 214 countries around the world Peoplefluent Company profile – 3/3 Strategies for future  Peoplefluent plans to focus on “shifting workforce  Back Available languages Security systems  Available in multiple languages  Security features such as single sign-on, strict password policies, forced time-outs, login attempts monitoring, site usage analytics, time stamps, HTTPS and PGP encryption, gives one the power to configure and control user access and visibility according to the organisation’s specific criteria landscape”, which increasingly manages full-time, part-time and contingent workers in a single employee population The company also plans to add new mobile applications Implemented industries Implemented markets  Used across 214 countries  Can be implemented across several industries  Supports more than 5,000 organisations ranging in size from large, global corporations to small and medium sized businesses Integration systems & platforms  Peoplefluent’s integration platform offers: – Both on-demand and batch integrations – Support for XML or delimited batch file structures – A portfolio of standard integration schemas – – – – Massive scalability and redundant infrastructure SOAP based web services WS-I standards (as appropriate) HR-XML standards Collaboration with payroll providers  Peoplefluent collaborates with payroll service partners such as American CyberSystems, Inc., Allegis Group Services’ (AGS), RGBSI and Total Technical Services, Inc. Source: Peoplefluent company website Copyright © 2013 Capgemini Consulting. All rights reserved. 42
  • 43. SumTotal is a learning and Talent Management focused solution provider with about 1,800 customers and 25 million users worldwide SumTotal Systems Company profile – 1/3 Benelux office locations Company SumTotal Systems Inc HCM Solutions Services Consulting, Training and Support Sector Focus Services, CPG, Healthcare, Hi-Tech, Education, FS, Manufacturing Annual Revenue USD 67mn (2012) Employees 1,009 (2012) Company Overview  SumTotal Systems is a complete suite of Talent Management applications,  News Clippings  with about 1,800 customers and 25 mn users worldwide It acquired Softscape, a Talent Management suite provider, GeoLearning for learning portfolio, CyberShift for Workforce Management and travel expense management, and Accero for Core HR The company has offices in US, Canada, China, Australia, India, Germany, France, Japan, Singapore and the UK Key Wins  Nov 2013: City of Danville, Va., has selected SumTotal Talent Compensation and Workforce Analytics and Planning cloud-based solutions  Oct 2013: Martin Engineering has selected SumTotal Talent Performance to expand its employee development program, improve retention and drive business growth New Products / Solutions  Aug 2013: SumTotal and Skillsoft introduced industry’s first intelligent talent solution that allows customers to deliver relevant, in-context learning and talent content to employees which will be available on the elixHR platform Global office locations  Belgium, Netherlands, Luxembourg through partners  North America, Europe & Asia Partner Ecosystem  Content Providers: Provide or develop course content that can be integrated with the Learning suite – ClearPoint, ELT, Human Soft, SkillSoft  Technology Partners: Provide complementary technology that adds value to SumTotal eLearning solutions – Adobe, WebEx, Mimeo.com  Solution Integrators and BPO services: Resell SumTotal software and / or services as part of their own value-added solutions – Accenture, IBM, HP, Raytheon, Sistemas Acquisitions / Partners  Oct 2013: Integration of SumTotal Talent Expansion Suite with Salesforce Identity to empower CIOs to enable single sign-on across SumTotal Talent Expansion Suite, Salesforce and web other web, mobile and on-premise apps – centrally managed through the Salesforce Platform Awards  Oct 2013: SumTotal elixHR Platform was selected as a Top HR Product for 2013 by the editors of Human Resource Executive magazine Source: SumTotal System company website; Factiva Copyright © 2013 Capgemini Consulting. All rights reserved. 43
  • 44. A strong partner eco-system with constant citing by analysts makes SumTotal systems a compelling player in the HCM solutions market SumTotal Systems Company profile – 2/3 Delivery Models To know more... Key Clients SaaS Mobile HR Hosted Managed    Pricing Models Strengths  The average yearly license across all SaaS Challenges  Strong Learning, performance & succession customers is USD100,000  SaaS & Mobile Solutions Portfolio Workforce Management Core HR  To face execution challenges in sales, marketing management functionality SumTotal is on a fast, successful integration track with acquisitions – Acquiring Accero & CyberShift to enable SumTotal offer a full HCM suite SaaS Talent Management  and support services in the highly competitive market Need to balance on-premise Softscape customers with its faster-growing SaaS customer base Mobile Recruitment management Learning Management Compensation & Benefits 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8                              x x      x   x  x x   x x x x x x x x x   x x x x x x x x x x x x        x x x x x x x x x x x x x x x x x Source: SumTotal System company website Copyright © 2013 Capgemini Consulting. All rights reserved. 44
  • 45. SumTotal offers two versions of its HCM solution i,e one for small and medium businesses and another one for global enterprises SumTotal Systems Company profile – 3/3 Strategies for future Available languages  SumTotal continues to expand its mobile platform,  Security systems  Available in multiple languages  No information available social components, and portal strategy to provide its trademark feature / functionality depth SumTotal has talent development in the center of its strategy and has developed products to ensure customers workforce is well managed Implemented industries Implemented markets     Back USA Canada UK France     Germany India China Australia  Singapore      Financial Services Business & consulting Healthcare Retail Government     Manufacturing Consumer packaged goods Life sciences Education Airlines Integration systems & platforms  SumTotal provides complete integration of its individual products with its comprehensive HCM suite Collaboration with payroll providers  No information available Source: SumTotal company website Copyright © 2013 Capgemini Consulting. All rights reserved. 45
  • 46. Kronos is a Workforce Management solution provider with additional capability in HR administration and recruitment function Kronos Company profile – 1/3 Benelux office locations Company Kronos Inc. HCM Solutions Services Consulting, education, implementation and support Sector Focus Services, Energy, Government, FS, Healthcare, Manufacturing, Retail Annual Revenue USD 870mn (2012) Employees Approx 3,000+ Company Overview  Kronos is a US based, privately held Workforce Management solutions  provider The company has offices in US, Canada, Mexico, China, India, Singapore, New Zealand, Germany, Belgium, France, Norway and the Netherlands  Americas, Asia-Pacific and Europe Partner Ecosystem  Service partners: Kronos partners with managed applications services and managed    News Clippings Global office locations  Belgium and Netherlands hosting solutions providers – Accenture, ACS, Axsium, Hackett group, Workforce insight Software partners: Leverages the most versatile applications to meet compatibility and functionality requirements of customers Technology partners: Kronos partners with Vmware, Cisco and Microsoft, to provide scalable platform to their clients Hiring solutions partners: Partners with leading organizations in areas such as assessments, sourcing, background screening etc to help streamline hiring process Key Wins New Products / Solutions  Sept 2013: The City of Tuscaloosa in  Nov 2013: Significant enhancements  Aug 2013: Acquired TimeLink to extend its  Nov 2013: The Boston Globe has made Kronos mobile and tablet applications in terms of easy access, notification alerts and geo-fencing capabilities  Nov 2013: Enhanced and integrated enterprise social networking and workforce management into its Kronos Workforce Central solution leadership in workforce management, particularly in the enterprise segment  May 2013: Partnered with SuccessFactors to allow global organisations manage their employees & deliver integrated Workforce Management, HR, payroll, and Talent Management offerings in the cloud named Kronos as a Top Place to Work in its annual ranking of Massachusetts organizations  Nov 2013: Kronos was again named Worldwide Leader in Workforce Management solutions by IHS Inc.  Sept 2013: Kronos was named a technology innovator in the Ventana Research Technology Innovation awards Alabama has selected workforce management solutions from Kronos Incorporated to standardize critical business processes across all departments Acquisitions / Partners Awards Source: Kronos website; Dowjones and Datamonitor company profiles; businesswire.com; Factiva Copyright © 2013 Capgemini Consulting. All rights reserved. 46
  • 47. Kronos solutions can be delivered through hosted as well as through managed services model by its service partners Kronos Company profile – 2/3 Delivery Models To know more... Key Clients SaaS Mobile HR Hosted Managed    Pricing Models Strengths  SaaS model is based on a monthly subscription Challenges  Strong Operational Capabilities  Global scalability, with great success in India  Expertise in all industry verticals, with an plan, allowing companies to pay per employee, per month  Though Kronos has Core HR functionalities, it is  excellent record in healthcare SaaS SaaS & Mobile Solutions Portfolio Workforce Management Core HR Talent Management mainly seen as a Workforce Management solution provider Despite considerable international presence, the HR and Payroll system is only available in English Mobile Recruitment management Learning Management Compensation & Benefits 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8                x x x x x x x x x x x x x x x       x  x x x x x x x x                x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x Source: Kronos website; Dowjones and Datamonitor company profiles; MarketScope for Workforce solutions and analytics, Gartner Research; Copyright © 2013 Capgemini Consulting. All rights reserved. 47
  • 48. Kronos Implementation Services cover all phases of the solution implementation from planning to deployment and support Kronos Company profile – 3/3 Strategies for future Available languages  Kronos plans to extend its reach in India so it is partnering with Indian companies and also focusing on delivering its products in India       Security systems  Kronos received SSAE SOC 1 / SOC 2 certifications Chinese English Dutch French Spanish German  Asia Pacific New Zealand Middle East South America in 2012 in which SSAE 16 is an enhancement to the SAS70 Safe Harbor — prohibits the transfer of personal data to non-European Union nations that do not meet the European “adequacy” standard for privacy protection Implemented industries Implemented markets     Back  Canada  Europe  Mexico and Central America     Business services Education Energy Financial     Government Healthcare Hospitality Logistics  Manufacturing  Retail Integration systems & platforms  Kronos and BlueTree have formed a partnership that leverages the BlueTree’s service delivery expertise in: – Kronos implementations, upgrades, integration, complex workflow development, Kronos SMS solution, custom reporting, training, Kronos online dashboard and support  Kronos partnered with IBM and supports AIX 5L platforms  Kronos provides integration through the use of portals, which helps provide key information for managers in portals such as SharePoint and Websphere and publish 500+ XML APIs that use SOAP (Simple Object Access Protocol) and WSDL (Web Description Language) to ease integration with 3 rd party apps and ERP systems like SAP, Oracle, etc. Collaboration with payroll providers  Partners with Global Cash Card, a proven specialist in customised paycard solutions in which Kronos Workforce Payroll Self-Service and Global Cash Card’s dynamic paycard solution offers a comprehensive paperless payroll strategy  Partners with M.M. Hayes to integrate Quickcharge, a cashless payment solution that allows employees to use their existing ID badges to make cash free purchases with Kronos Workforce Central suite Source: Kronos company website; Kronos lessons learnt from Fermilab implementation Copyright © 2013 Capgemini Consulting. All rights reserved. 48
  • 49. Cornerstone OnDemand is a global provider of a comprehensive learning and Talent Management solution delivered as SaaS Cornerstone OnDemand Inc Company profile – 1/3 Benelux office locations Company HCM Solutions Services Implementation, Support, Training Sector Focus Education, Retail & Travel, Energy, FS & Insurance, Manufacturing, Healthcare Annual Revenue USD 117.90mn (2012) Employees  Cornerstone OnDemand is a global provider of a comprehensive learning  News Clippings   Americas, EMEA and Asia-Pacific 750 (2012) Company Overview   Netherlands Global office locations Cornerstone OnDemand Inc and Talent Management solution delivered as SaaS Based on its pure cloud architecture, Cornerstone’s comprehensive solution helps organizations manage entire employee lifecycle, from hiring through retirement The company’s solution consists of five integrated platforms for Learning Management, enterprise social networking, performance management, Succession Planning and extended enterprise Cornerstone OnDemand has over 390 clients across the globe Key Wins New Products / Solutions  Cornerstone OnDemand expands its  June 2013: Introduced a series of new presence in public sector by serving contractors of the government, state and local government, as well as K-12 and higher education features to its talent management suite to address users’ mobility, social, and personalization needs such as bring your own device (BYOD) and bring your own application (BYOA) Partner Ecosystem  Global reseller partners: ADP, Ellucian and Xerox  Regional reseller partners: CDP, e-communications, Talent2, CGI,   GreenBullet, Infosys, ISQ e-Learning, Kalleo Learning, NeoSpheres, QA, TALENTECH, XpertLearning, etc. Consulting partners: Appiro, Bluewater Learning, Findley Davies, HRchitect, Intelladon and Intelladon Technology partners: Altus365, HireVue, Visier Inc. and Workday Acquisitions / Partners Awards  Feb 2013: Cornerstone OnDemand  Oct 2013: Cornerstone Recruiting Cloud partners with Cloud provider Appirio to help Appirio broaden its Talent Management portfolio  Dec 2012: Cornerstone OnDemand,, has implemented BMC End User Experience Management solution from BMC Software was named a Top HR Product of 2013 by Human Resource Executive  Aug 2013: Cornerstone OnDemand has been named a ‘Leader’ in IDC’s Integrated Talent Management and Performance and Learning 2013 MarketScape report  Aug 2013: Named a ‘Major Player’ in IDC's MarketScape reports for Recruiting and Compensation Source: Cornerstone OnDemand Inc website; Magic Quadrant for Employee Performance Management Software, 2011; The Forrester Wave™: Talent Management,2011; Factiva Copyright © 2013 Capgemini Consulting. All rights reserved. 49
  • 50. Cornerstone OnDemand’s talent management platform is delivered purely through SaaS based delivery Cornerstone OnDemand Inc Company profile – 2/3 Delivery Models To know more... Key Clients SaaS Mobile HR Hosted Managed    Pricing Models Strengths  No information available Challenges  Performance and succession management   SaaS SaaS & Mobile Solutions Portfolio Workforce Management Core HR  As Compensation management is new feature, its functionality is best in class Gained traction among both enterprises and SMBs Vision for integrating corporate social networking with Talent Management is strong Talent Management not quite easy to configure  Brand awareness has improved, but still lags behind when compared with other leading EPM vendors Mobile Recruitment management Learning Management Compensation & Benefits 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 x x x x x x x x x x x x x x x       x                  x x  x x x x x x x x x x x x x x x x x x x x  x x x x x x  x  x x  x x  x x  x x x x x x x x x x x Source: Cornerstone OnDemand Inc website; Factiva news search; http://www.cornerstoneondemand.com/news/press-releases/mobile Copyright © 2013 Capgemini Consulting. All rights reserved. 50
  • 51. Based on Cornerstone’s pure cloud architecture, Cornerstone’s comprehensive solution helps organisations manage entire employee lifecycle, from hiring through retirement Cornerstone OnDemand Inc Company profile – 3/3 Strategies for future Available languages  Has established an effective growth strategy by aggressively increasing sales head counts while leveraging key reseller agreements and alliances – Notable resellers include Appirio, ADP, and T2 Optimize PTY – Notable alliances include ADP, salesforce.com, and Workday Security systems  Available in 41 languages empowering over 12 Asia Pacific New Zealand Middle East South America  Use Secure Socket Layer (SSL) technology to million users across 190 countries protect information using both server authentication and data encryption Implemented industries Implemented markets     Back  Latin America & Brazil     Energy Financial services Healthcare Education     Manufacturing Retail Technology Government Integration systems & platforms  In Feb 2013, Cornerstone OnDemand launched ‘Cornerstone for Salesforce’, an integrated offering with salesforce.com CRM software that embeds learning management directly into the Salesforce Platform  Cornerstone OnDemand provides for easy and seamless integration by providing easy access to data across all systems  Enables data to be transmitted to and from multiple database environments, including ADP, SAP, Oracle, Ceridian and other legacy systems Collaboration with payroll providers  Cornerstone OnDemand partners with payroll providers such as ADP, Workday and SD Worx Source: Cornerstone OnDemand company website Copyright © 2013 Capgemini Consulting. All rights reserved. 51
  • 52. Kenexa offers a comprehensive suite of unified products and services that support the entire employee lifecycle from pre-hire to exit Kenexa Corporation Company profile – 1/3 Benelux office locations Company HCM Solutions Services Implementation, Training and Integration Sector Focus Financial Services, Healthcare, Retail, Hospitality, Manufacturing, Life Science Annual Revenue USD 103.10 mn (2012) Employees  Kenexa helps drive HR and business outcomes through its unique  News Clippings   Americas, EMEA and Asia-Pacific 2,744 (2012) Company Overview   Netherlands Global office locations Kenexa Corporation combination of technology, content and services, enabling organisations to optimise their workforces since 1987 Kenexa’s integrated talent acquisition and Talent Management solutions have touched the lives of more than 110 million people Its software applications provide proprietary content, outsourcing services and consulting services that help customers in addressing HR requirements It markets solutions primarily to organizations with more than 2,000 employees Key Wins  Oct 2012: Cargill has signed a threeyear agreement with Kenexa to administer an Employee Engagement survey New Products / Solutions  Oct 2012: Kenexa announced the  launch of 2x Assess, an assessment content solution Oct 2012: Kenexa unveiled its fall 2012 lineup of new HR technology products during the 15th annual HR Technology Conference & Exposition in Chicago Partner Ecosystem  Applications and Software Partners: Candex, First Advantage, HireRight, LexisNexis, Arurint, eScreen, Talent Wise, ADP, Hirevue ,Workday etc  Consulting and Advisory Partners: Astron Solutions, Buck Consulting, CJ   Francis, Compensation Works, Deloitte, BDO Seidman, Eisner Amper, Hudson Mann, IBIS Advisors, Innovations, ICAP Group, Marcus Buckingham and Sibson Consultants Strategic alliances: First Advantage, ADP and Skillsoft Technology partners: QlikTech, Boomi, LinkedIn, Collabor, BullseyeEvaluation, Hrchitect, Lexonis, Workitect, bambooHR, etc Acquisitions / Partners  Dec 2012: IBM completed the acquisition of Kenexa for $1.3b in cash Awards  2012: Named by trainingindustry.com  as a top Leadership Training Company 2012: Ranked second overall in the Enterprise category of HRO Today magazine’s annual RPO Baker’s Dozen customer satisfaction ratings Source: Kenexa Corporation website; Forrester Research; Magic Quadrant for Employee Performance Management Software, 2011 and Dow Jones company profiles; Factiva Copyright © 2013 Capgemini Consulting. All rights reserved. 52
  • 53. Kenexa Corporation does not rely on its partner eco-system for technology and applications on system integration services Kenexa Corporation Company profile – 2/3 Delivery Models To know more... Key Clients SaaS Mobile HR Hosted Managed    Pricing Models Strengths  No information available Challenges  Performance management functionality is very  SaaS SaaS & Mobile Solutions Portfolio Workforce Management Core HR  Though the Kenexa offers compensation and strong in its product, Career Tracker The acquisition of Salary.com provides Kenexa with a strong compensation management offering Talent Management benefits functionality, it needs to improve on the depth of this functionality Mobile Recruitment management Learning Management Compensation & Benefits 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 x x x x x x x x x x x x x x x    x   x        x x x        x x x x x x  x x x x x x x x x x x x x x x x x x x x x x x    x x x x x x x x x x x x x x x x x x x x Source: Kenexa Corporation website; Forrester Research Copyright © 2013 Capgemini Consulting. All rights reserved. 53
  • 54. Kenexa works with its various partners to provide implementation, integration and training services to customers across the globe Kenexa Corporation Company profile – 3/3 Strategies for future  Kenexa was taken over by IBM in 2012 in order to  Available languages Security systems  Global / Multi-Language enabled  Kenexa is a licensee of the TRUSTe Privacy Program and the TRUSTe EU Safe Harbor Program bolsters IBM’s leadership in helping clients embrace social business capabilities while gaining actionable insights from the enormous streams of information generated from social networks every day Continuously enhanced current generation Talent Management solutions  Encrypt the transmission of information using secure socket layer technology (SSL) Implemented industries Implemented markets     Back Asia Pacific EMEA Latin America North America  Financial services and   Banking Manufacturing Life sciences     Pharmaceuticals Retail Healthcare Hospitality  Call centers  Education  Biotechnology Integration systems & platforms  The company’s 2x Onboard leverages cutting-edge Web 2.0 technology to deliver a new hire portal and integrated workflow management that offers an improved employee experience while ensuring compliance with legal and corporate policies  Kenexa 2x BrassRing and Kenexa 2x Recruit solutions feature highly interactive dashboards, integrated workflow management across recruitment, assessment and onboarding, and real-time reports that facilitate robust analysis across critical business processes Collaboration with payroll providers  Kenexa has strategic alliance with ADP for compensation and payroll services  Kenexa’s acquired company Salary.com, Inc. (2010) is a compensation and HRM solutions company in the US human capital SaaS market – The company's services are used by compensation professionals for compensation planning Source: Kenexa company website Copyright © 2013 Capgemini Consulting. All rights reserved. 54
  • 55. Lumesse is a SaaS based solution provider specialising in Talent Management solutions with a globally focused operations Lumesse Company profile – 1/3 Benelux office locations Company HCM Solutions Services Implementation, Training, Integration Sector Focus Ranges from small local players to global corporations in all industry sectors Annual Revenue USD 0.28mn (2012) Employees  Lumesse is a global software company specialising in Talent Management News Clippings     Americas, EMEA and Asia-Pacific 550 (2012) Company Overview   Belgium and the Netherlands Global office locations Lumesse solutions It is owned by its management team and HgCapital, one of Europe’s largest technology investors It has around 550-1000 employees based in 28 offices across 18 countries Lumesse was previously known as StepStone Solutions The acquisition of Edvantage Group has strengthened its position in social learning programmes Key Wins  Oct 2012: Global Manufacturer Symrise chooses Lumesse Talent Management Partner Ecosystem  Distribution & Channel Sales partners: Avit System Sdn Bhd, Audalia, AXES    Pro, Bridge Human Capital Solutions, Business Consult Ltd, Emeritis, Human Perspectives International, HR-Focus Holdings, Humanica, Workday, Novotus, NegXT, Squareone Technologies, etc Value-Added Service partners: Assessio, Broadbean, Clickatell, eQuest, LinkedIn, NorthgateArinso, Papirfly, Talent Q, etc Technology partners: Aquire, Dell Boomi, BurningGlass, KJLink, SoftArtisans and Textkernel Consultancy partners: Deloitte and Penna New Products / Solutions Acquisitions / Partners Awards  Oct 2013: Launched TalentLink 13.2, a  May 2013: Lumesse’ products will be  Feb 2013: Lumesse was ranked No. 1 new release of its SaaS talent acquisition and talent management platform  Oct 2013: Launched Accelerator, a new package which combines the power of Onboarding, Learning and Social, on its TalentLink platform  Sept 2013: Introduced ETWeb Mobile as part of its ETWeb talent management platform available for the larger Mittelstand businesses, with the family company Brüder Schlau / Hammer Einrichtungsmärkte  Dec 2012: Lumesse and PT. SmartSoft Solusindo entered into partnership in Indonesia among the top providers of Talent Management software in HRO Today’s Baker’s Dozen Customer Satisfaction Ratings for the second consecutive year Source: Lumesse website; Magic Quadrant for Employee Performance Management Software, 2011; Factiva Copyright © 2013 Capgemini Consulting. All rights reserved. 55
  • 56. Lumesse through its partner network and hosted, managed services portfolio serves more 2,000 customers in over 70 countries Lumesse Company profile – 2/3 Delivery Models To know more... Key Clients SaaS Mobile HR Hosted Managed    Pricing Models Strengths  No information available Challenges  The company offers excellent global functionality,  Though Lumesse has increased its investment as well as strong global support and sales network SaaS SaaS & Mobile Solutions Portfolio Workforce Management Core HR Talent Management in the U.S, Lumesse’s presence in the U.S is relatively limited compared to its global competitors Mobile Recruitment management Learning Management Compensation & Benefits 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8     x         x x    x   x x       x  x          x x x x  x x x x x  x x x x x  x x x   x  x  x x    x x x x x x    x x  x  x x x x x x Source: Lumesse website; Magic Quadrant for Talent Management 2013 Copyright © 2013 Capgemini Consulting. All rights reserved. 56
  • 57. Lumesse operates and provides its solutions to customers from various industries present across 18 countries Lumesse Company profile – 3/3 Strategies for future  Lumesse focuses on customisation of its products as  Back Available languages Security systems  Available in 50 languages  Use a variety of methods, such as intrusion detection software and manual security procedures, to help ensuring IT security it strongly believes that one size doesn’t fit all Maintains customer as its core focus area and follows a set of promises made to the customer Implemented industries Implemented markets  Presence across 18 countries     Engineering Manufacturing Retail Technology  Transport & Logistics  Professional services Integration systems & platforms  Lumesse tailors the solution to the customers specific needs and processes and helps integrate the customer’s key business systems such as ERP or payroll  The company has secure, high performance datacenters around the globe, supporting companies operating in all possible time zones and regions  Lumesse TalentLink is a true SaaS offering with a single code base, no customisations and a multitenant architecture via its open integration capabilities Collaboration with payroll providers  Lumesse partners with Humanika, the biggest HR & Payroll Outsourcing provider in Thailand, providing full range of HR Outsourcing and system implementation services to leading global, national and local companies, to distribute Talent Management solutions and services from Lumesse in Thailand  Lumesse also partners with Workday, a leading payroll provider for distribution and sales Source: Lumesse website Copyright © 2013 Capgemini Consulting. All rights reserved. 57
  • 58. ADP offers a wide range of HR, payroll, tax & benefits administration solutions for more than 550,000 clients across globe ADP Company profile – 1/3 Benelux office locations Company HCM Solutions Services Implementation, Managing service and Support Sector Focus Education, Financial Services., Healthcare Manufacturing, Energy, Life Sciences Annual Revenue USD 10,665.20mn (2012) Employees  ADP with 6,00,000 clients, is one of the world’s largest providers of  News Clippings   Americas, EMEA and Asia-Pacific 57,000 (2012) Company Overview   Belgium and the Netherlands Global office locations Automatic Data Processing, Inc (ADP) business outsourcing solution ADP offers a wide range of HR, payroll, tax and benefits administration solutions from a single source ADP’s e-recruitment solution is best-suited to midsize-to-large U.S.-based organisations ADP is one of four U.S. companies to get a AAA credit rating from Standard & Poor's (S&P) and Moody's Key Wins New Products / Solutions Partner Ecosystem  Software / Technology Alliances: ADP partners with best-of-breed software  and technology organisations that bring value to their customers and the marketplace With its alliance partners, its workforce management solutions include: – HR Management – Payroll Management – Time & Labor Management – Expense & Travel Management – Screening and Selection Services Acquisitions / Partners Awards  June 2013: Marriott Vacations Worldwide  Dec 2013: Expanded its payroll capabilities  June 2013: ADP acquired Payroll S.A., a  Sept 2013: Named a Leader in the Everest has selected ADP’s large market Human Resources Business Process Outsourcing (HR BPO) offering  April 2013: The Jackson Companies, a family-owned enterprise of golf course and campground establishments in South Carolina, has selected the ADP Vitality wellness program of ADP Vantage HCM by integrating ADP Streamline global payroll services into the solution  Sept 2013: Launched ADP Recruiting Management, a unified next-generation platform that helps clients better manage the end-to-end talent acquisition process provider of human resource outsourcing, payroll and employee benefits services across Chile, Argentina and Peru  Dec 2012: Swiss Post Solutions, a premier provider of business process outsourcing and digitisation solutions, partnered with ADP to outsource non-core business functions Group PEAK Matrix, published in the 2013 Multi-Process Human Resources Outsourcing service Provider Landscape report  Sept 2013: ADP was named a leader in Multi-Process HR Outsourcing as well as Star Performer by the Everest Group Source: ADP website; Magic Quadrant for Employee Performance Management Software, 2011; The Forrester Wave™: Talent Management, 2011; (d) ttp://www.hoovers.com/company/Automatic_Data_Processing_Inc Copyright © 2013 Capgemini Consulting. All rights reserved. 58
  • 59. ADP provides extensive solutions in Core HR, workforce and Talent Management ADP Company profile – 2/3 Delivery Models To know more... Key Clients SaaS Mobile HR Hosted Managed    Pricing Models Strengths  No information available Challenges  ADP provides a depth of functionality, flexible  SaaS SaaS & Mobile Solutions Portfolio Workforce Management Core HR  Its vertical market strategy is not as strong as workflow and data support. Customers were impressed with the product’s configurability, quality and ease of use, especially for applicants and HR users Talent Management other vendors  ADP has not shown much innovation in emerging areas, such as social recruiting Mobile Recruitment management Learning Management Compensation & Benefits 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8               x           x x    x x x x x x x x    x x   x x   x x  x x      x x x x x x x x x x x x x x x x x x x x x x x x x    x x x  x Source: ADP website; Magic Quadrant for Employee Performance Management Software, 2011; The Forrester Wave™: Talent Management 2011 Copyright © 2013 Capgemini Consulting. All rights reserved. 59
  • 60. ADP's easy-to-use systems, platforms & solutions for employers provide superior value to companies of all types and sizes ADP Company profile – 3/3 Strategies for future Available languages  ADP’s strategies are based on 3 success factors     China France Japan Germany  ADP Critical Incident Response Center (CIRC)  monitors, collects alerts/incidents and initiates triage and forensic investigations, incident containment, recovery, depending on severity ADP models security program and security architecture in part, by adopting best practice guidance from the ISO 27001/27002 series Implemented industries Implemented markets USA Canada Australia Brazil Security systems  Available in multiple languages elements: – Product leadership – World class service – Be the employer of choice     Back     India Italy Netherlands Poland  Spain  Switzerland  UK  Government (with 1000+ employees)  Education (with 1000+ employees)  Healthcare Integration systems & platforms  ADP achieves a comprehensive, integrated experience through standard integrations, APIs, and an innovative data exchange utility  Standard integrations and toolkits / APIs are used to close integration seams with third–party solutions involved in the various processes, and as a result, help reduce duplicate data entry  ADP now serves more than 250,000 small business clients on its powerful, cloud-based HRM and payroll platform, RUN Powered by ADP® (Sep 2013) Collaboration with payroll providers  ADP maintains a strategic relationship with Cornerstone OnDemand, a leading Talent Management, that enhances ADP’s offerings, expertise and footprint in the Talent Management space  ADP has acquired Payroll S.A., a provider of human resource outsourcing, payroll and employee benefits services across Chile, Argentina and Peru Source: ADP Company website Copyright © 2013 Capgemini Consulting. All rights reserved. 60
  • 61. SilkRoad Technology offers wide range of solutions to manage the entire career cycle of employees SilkRoad Technology Company profile – 1/3 Benelux office locations Company SilkRoad Technology HCM Solutions Services Implementation, Training, Integration Sector Focus Healthcare, Manufacturing, Education, Govt., Retail, IT & Nonprofit organisations Annual Revenue USD 24mn (2012) Employees 348 (2012) Company Overview Global office locations  No information available  North America, Europe and Asia-Pacific Partner Ecosystem  SilkRoad technology is a privately held company based in Winston-Salem,  SilkRoad Technology has the expertise to develop and deliver world-class N.C., with offices around the globe The company began as a Content Management vendor, then grew into erecruiting (via an acquisition) which then expanded into Talent Management with the acquisition of Human Asset Technologies in 2005 SilkRoad also acquired an e-learning vendor, VTN Technologies, in 2008, which is now called Green Light and in 2009, it acquired the a bankrupt vendor (Emportal), became as its HR solution, HeartBeat solutions, while leveraging partnerships with established industry leaders to provide necessary components of a complete solution Trusted skilled partners take advantage of SilkRoad’s solutions to deliver products and services to their customers quickly and cost effectively, so that customers achieve a substantial return on investment – Acselco, Activar, ADSOTECH, easynet GmbH, Geoware, Prism, LLC, System Landscape, Vitech, Web-Economy  News Clippings  Key Wins  July 2013: The University of Auckland and The Radio Network’s in New Zealand have selected SilkRoad’s RedCarpet for its onboarding capabilities  TVNZ has selected WingSpan, SilkRoad’s performance management system, to better align employees’ individual goals with company objectives, improving overall business performance New Products / Solutions  Oct 2013: Enhancements made to the entire Life Suite of integrated HRMS, Talent Acquisition and Talent Development software  Acquisitions / Partners  Oct 2013: Partnered with Visier, a workforce analytics provider, to provide simple-to-use, pre-packaged analytics and dashboards  July 2013: Partnered with Recruit.net as its latest free job distribution partner for its OpenHire applicant tracking solution  July 2013: Expanded partnership with OpenSesame to offer 50 international courses from training provider, Cegos Awards  Oct 2013:Ranked an Innovator in the Aragon Research Globe for Real-time Collaboration, 2013  July 2013: Recognized by Aragon Research as one of the top five vendors of enterprise social solutions in its report “Hot Vendors in Social Business” Source: Silkroad Technology company website; Gartner Research; Dow Jones Company Profile; Factiva Copyright © 2013 Capgemini Consulting. All rights reserved. 61
  • 62. SilkRoad’s customers includes a diverse set of industry leaders such as Allianz, Priceline.com and Crate and Barrel SilkRoad Technology Company profile – 2/3 Delivery Models To know more... Key Clients SaaS Mobile HR Hosted Managed    Pricing Models Strengths  Prices are based on a subscription model that is  Challenges  Through its acquisitions, SilkRoad is now well- constructed around the number of FTEs a company has Being a SaaS product, support, maintenance, and updates are included within that subscription price  SaaS SaaS & Mobile Solutions Portfolio Workforce Management Core HR  Mobile device use and support is still evolving  Reporting dashboards are useful, but not positioned to take advantage of the growing use of Talent Management and HCM suite solutions SilkRoad’s RedCarpet on boarding module delivers best-in-class capabilities and often sold standalone Talent Management configurable (planned for next year) Mobile Recruitment management Learning Management Compensation & Benefits 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8    x    x x x x x x x x      x x     x            x x x x x x x x    x    x x x x x x x x      x x     x    x x x x x x x x x x x x x x x x Source: Silkroad Technology company website; Gartner Research; Magic Quadrant for Talent Management 2013; Vendor Landscape: SaaSHRIS/HRMS, McLean & Company; http://www.hrlab.com/silkroad-softwarereview.php Copyright © 2013 Capgemini Consulting. All rights reserved. 62
  • 63. SilkRoad began as a Content Management vendor and it has since expanded into the Talent Management space via acquisitions and organic development SilkRoad Technology Company profile – 3/3 Strategies for future Available languages  SilkRoad has invested considerably in expanding its overseas presence, with an increasing percentage of overall Talent Management suite revenue coming from the Asia / Pacific region, Central Europe and Eastern Europe     English French Canadian French German Security systems  Spanish  Simplified Chinese  Japanese USA Canada Mexico France  Silkroad provides physical and application security  Security based off of the C.I.A. Principles of  Information Security, SSAE 16 audit and attestation; and a host of compliance controls including Safe Harbor Additionally, provides AICPA and SOC 2 Report Implemented industries Implemented markets     Back  UK  Germany  Asia / Pacific region     Retail Healthcare Professional services Financial services  Manufacturing  Technology Integration systems & platforms  SilkRoad offers several integration packages varying in functionality and complexity and has engineered a flexible data exchange model that allows data to be imported into and exported out of the solution efficiently, simply, and reliably via our Web Service  All integrations are managed with SilkRoad service’s growing library of pre-defined templates Collaboration with payroll providers  Silkroad partners with the following payroll providers: – Fidelity HR / PR services, an American multinational financial services corporation in which Fidelity Payroll processes nearly 4 million paychecks annually on behalf of its clients – HRMS Solutions, a North American provider of human capital management solutions including HRIS, Recruitment and Talent Management, Payroll, Time & Attendance solutions Source: ADP Company website Copyright © 2013 Capgemini Consulting. All rights reserved. 63
  • 64. Saba Software is a focused learning management solution provider and also has evolving Talent Management functionalities Saba Company profile – 1/3 Benelux office locations Company HCM Solutions Services Implementation, Training, Integration Sector Focus Financial Services, Government, High Technology, Manufacturing & Telecom Annual Revenue USD 116.60mn (2011) Employees  Saba is the premier provider of people systems that enable today’s people- News Clippings   Americas, EMEA and Asia-Pacific 735(2011) Company Overview   No information available Global office locations Saba Software Inc. driven enterprises, by combining learning, people management and collaboration technologies Saba solutions are available in both on-premise and as a SaaS solution, and are underpinned by global services capabilities and partnerships Saba’s global customer base includes major global organisations and industry leaders with 51% of the Fortune 100 Key Wins  March 2013: Sberbank, the largest bank in Russia, is using Saba solution to transform people development across the country through a strategic program called the Virtual School of Sberbank New Products / Solutions  July 2013: Saba has built patent pending machine learning technology into its open, standards-based talent management platform  Mar 2013: Saba launched the latest update of Saba People Cloud, a cloudbased service featuring fully integrated learning and talent processes with social, mobile and collaboration capabilities Partner Ecosystem  Saba Technology Partners: By establishing alliances with many technology  providers, ensures customers receive a solution with existing enterprise applications with state-of-the-art technology – Apple, HCL, Cisco, Citrix, Microsoft, IBM, Oracle Saba Global Alliances: Industry leaders with global reach whose technologies, platforms and services are critical to Saba’s success Global alliance partners: HCL, HP, IBM and Convergys Acquisitions / Partners  Nov 2012: Saba extended its partnership with Workday with launch of New Connector to leverage key workforce data from Workday HCM to more effectively develop employees and track training effectiveness Awards  Oct 2013: Ranked a “Leader” in the 2013 Aragon Research Globe™ for Enterprise Learning  Sept 2013: Saba has been ranked as a “Leader” in the September 2013 report, “The Forrester Wave: Webconferencing, Q3 2013,” by Forrester Research, Inc Source: Saba company Website; The Forrester Wave™: Talent Management, 2011; Saba website; Gartner Research; Copyright © 2013 Capgemini Consulting. All rights reserved. 64
  • 65. Saba’s global customer base includes major organisations and industry leaders with the top 50 Fortune 100 companies Saba Company profile – 2/3 Delivery Models To know more... Key Clients SaaS Mobile HR Hosted Managed    Pricing Models Strengths  Pricing options include subscription and per-user Challenges  Strong competency mgmt, appraisal mgmt and fee   SaaS SaaS & Mobile Solutions Portfolio Workforce Management Core HR  Though Saba supports multi-rater feedback, but development planning Good global coverage, supporting 28 languages Increases geographic reach, most notably with its expansion into China Talent Management  could improve its rater controls for 360-degree assessments Saba is still known as a learning vendor and needs to improve market awareness as a Talent Management provider Mobile Recruitment management Learning Management Compensation & Benefits 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 x x x x x    x x x x x x x      x  x         X  x x x x  x   x x x x x x x x x x x x x x x x x x x x x x x x x x x x    x x x x x x x x x x x x x x x x x x x x Source: Saba company website; Gartner Research; Magic Quadrant for Talent Management 2013 Copyright © 2013 Capgemini Consulting. All rights reserved. 65
  • 66. Saba’s partnership agreements with IBM, Kronos and Workday provide additional visibility and exposure in the market Saba Company profile – 3/3 Strategies for future Back Available languages  Saba started in the learning market and has Security systems  Available in 36 languages  For its application and data security, Saba uses – Secure Socket Layer communication – End-user and Administrator access to the subscription services requires authentication, and is subject to preconfigured role-based access controls (RBAC) – Saba firewalls and Intrusion Detection Systems expanded into Talent Management suites, now offering learning, performance, succession, Workforce Planning, organisational planning, compensation and social collaboration Implemented industries Implemented markets     USA Asia-Pacific EMEA India  Japan  Mexico  Canada      Healthcare Financial Services Technology Utilities Retail     Government Telecommunications Education Manufacturing and Construction Integration systems & platforms  Saba Integration Studio is built on a services-oriented architecture (SOA) with an ESB  The platform’s integration capabilities are packaged together in a new environment that enables creation of bulk data imports and exports to speed initial implementations and use of the comprehensive set of REST-based Web services by Saba Services, partners, customers, and even third-party developers to create new integrations or extend Saba’s core functionality Collaboration with payroll providers  Saba partner with Kronos, a leading provider of time and attendance, scheduling, Absence Management, HR and payroll, hiring and labor analytics applications  Partnership with Workday that delivers unified Human Capital Management, Payroll, and Financial Management solutions Source: Saba company website; Saba People of Learning Development, Cloud Platform, Technology Evaluation; Copyright © 2013 Capgemini Consulting. All rights reserved. 66
  • 67. euHReka has flexible deployment options SaaS & OnPremise and has presence in more than 100 countries NorthgateArinso euHReka Company profile – 1/3 Company HCM Solutions Services No information available Annual Revenue USD 10.80mn (2012) Employees  Belgium, Netherlands and Global office locations Client service, Support and Training Sector Focus Benelux office locations NorthgateArinso – euHReka  Have presence in more than 50 8,500 (2012) Luxembourg countries across the globe Company Overview Partner Ecosystem  NorthgateArinso (NGA) is one of the market-leading global Human  euHReka has developed partnerships with leading solution providers   News Clippings  Resources services provider. NGA provides euHReka an HR Technology euHReka is an fully integrated cloud-based HR and payroll solution euHReka is a global HR & Talent Management solution enabling to organise, staff, reward and develop workforce, based on best-in-class SAP HCM technology, enriched with pre-configured templates and an intuitive Web2.0 user interface The company serves over 100 customers in 24 languages in 50+ countries Key Wins  Aug 2013: Signed a seven year contract with Selex ES, AgustaWestland and Finmeccanica UK for providing HRO and integrated HRP solution New Products / Solutions  Feb 2013: NGA launched Cloud Transformation Services Practice to better meet the technology and HR needs of global businesses – SAP- Human Resources / Business Process Outsourcing (HR / BPO) partner – BPO Powered by Oracle – BPO partnership – euHReka Inclusion Framework partners include Skillsoft, Workday and Datafrenzy Acquisitions / Partners Awards  Sept 2013: Entered into a joint venture  July 2013: NorthgateArinso has been with Business Connexion, an ICT services provider in Africa which will be branded NGA Africa and will market NGA’s portfolio of HR & payroll solutions in the Sub-Saharan African region  Aug 2013: Signed a 7 year contract with Selex ES, AgustaWestland and Finmeccanica UK for a HRO and integrated HRP solution named a Leader in the Magic Quadrant for Payroll BPO Services, published by Gartner Source: NorthgateArinso – euHReka company website Copyright © 2013 Capgemini Consulting. All rights reserved. 67
  • 68. euHReka is an end-to-end cloud-based HR platform, offering full suite of administrative, payroll and Talent Management processes in the cloud NorthgateArinso euHReka Company profile – 2/3 Delivery Models To know more... Key Clients Mobile HR1 SaaS Hosted Managed    Pricing Models Strengths Challenges  euHReka OnDemand feature subscription pricing  Has flexible deployment options such as SaaS and per employee per process per month, depending on the service level selected euHReka OnPremise features a license fee OnPremise euHReka as a collaborative model supports all HR stakeholders and supports end-to-end HR process Have presence in more than 100 countries    SaaS SaaS & Mobile Solutions Portfolio Workforce Management Core HR Talent Management  The acquisition of Convergys has negatively affected recognition and client appreciation due to its poor transition management for which brand awareness and innovation still remain issues that plague NGA Mobile Recruitment management Learning Management Compensation & Benefits 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8    x   x x    x  x x   x x  x x x  x x  x x x  x x x x x x  x  x  x   x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x x Note 1: euHReka 11 announced its plans to support the multi-platform standard HTML5 for mobile devices in October 2012, but this is not yet featured in the offerings on the company website Source: NorthgateArinso – euHReka company website; http://www.hrlab.com/hr-bpo.php; http://www.hr.com/en/communities/northgatearinso-unveils-euhreka-11_h8knqsa1.html Copyright © 2013 Capgemini Consulting. All rights reserved. 68
  • 69. SuccessFactors and Workday work together with NorthgateArinso as global payroll partners NorthgateArinso euHReka Company profile – 3/3 Strategies for future  NGA plans to address HR challenges of its customers Available languages Security systems  Available in multiple languages  NGA’s solutions have been approved by Symantec, in the following ways: – Help drive down cost – Improve deliver quality – Help create a more agile organisation one of the world’s leading IT security providers  NGA has ISO27001 certification – the international standard for information security and SAS 70 Type II, e-GIF, SOC 1 certifications Implemented industries Implemented markets  Americas  EMEA  APAC Back     Retail Legal & Consultancy Manufacturing Finance  Public Sector Integration systems & platforms  True integration, on a process and data level, with all HR data related to every process in a single global repository Collaboration with payroll providers  NGA partnership with SuccessFactors that will enable SuccessFactors Employee Central customers to take advantage of NGA’s global payroll services as this partnership will provide Employee Central customers with a pre-built integration to euHReka, NGA’s global HR & payroll platform  Workday is a global payroll partner of NGA Source: euHReka- NGA company website; http://www.inspectorjones.com/reviews/human-resources/full-hr-suite/euhreka/#.UjrXJdKmiSo Copyright © 2013 Capgemini Consulting. All rights reserved. 69
  • 70. Work.com, previously Rypple, is a social performance management platform which is marketed as a solution for sales performance, customer service, marketing Salesforce Work.com Company profile – 1/2 Salesforce Work.com HCM Solutions Services A solution for sales performance, customer service, marketing Sector Focus Diversified customer segment Annual Revenue USD 3,050mn (2012) (Salesforce.com) Employees  Work.com, previously Rypple, is a social performance management News Clippings   None  San Francisco  India  Tokyo  Switzerland 9,800(2012) (Salesforce.com) Company Overview  Benelux office locations Global office locations Company platform which is marketed as a solution for sales performance, customer service, marketing, and as a service that can be employed by human resource departments for broad use across an organisation Work.com service facilitates collaboration and shared contribution to individual, team, and organisational goals, and facilitates the exchange of feedback anonymously and publicly between peers and managers Rypple was acquired by salesforce.com in 2011 and was re-branded as Work.com in September 2012 Key Wins  No information available New Products / Solutions  Aug 2013: Launched the new Salesforce edition that will combine the CRM apps and platforms—Sales Cloud, Service Cloud and Salesforce Platform—together with targeted lead and customer data from Data.com, coaching and feedback tools from Work.com, trusted identity services from Salesforce Identity Partner Ecosystem  This vendors partner ecosystem consists of partnerships with the below listed companies – Workday – Amazon.com – PWC – Sability – Jobscience – Appirio Acquisitions / Partners  Sept 2013: Strategic partnership with Workday to integrate the entire Salesforce and Workday product lines  June 2013: Partnership with Oracle to integrate salesforce.com with Oracle’s Fusion HCM and Financial Cloud, and provide the core technology to power salesforce.com's applications and platform – – – – – Fairsail CyberU ProQuest Vana Workforce Xactly Awards  July 2013: Salesforce Sales Cloud has been positioned by Gartner, Inc. in the “Leaders” quadrant for Sales Force Automation Source: AFAS Company website Copyright © 2013 Capgemini Consulting. All rights reserved. 70
  • 71. Work.com combines social software with performance management and HR to help managers and teams learn faster and perform better Salesforce Work.com Company profile – 2/2 Delivery Models To know more... Key Clients SaaS Mobile HR Hosted Managed    Pricing Models Strengths  The ‘Motivate’ solution pack costs   Challenges  It promotes a vibrant user community as the $10/user/month The ‘Align’ solution pack costs $15/user/month The ‘Perform’ solution pack costs $20/user/month SaaS SaaS & Mobile Solutions Portfolio Workforce Management Core HR  The vendor largely focuses on SaaS sales and company uses its own solution to solicit community input, actively monitors social channels and provides online communities for customers to make themselves heard Talent Management marketing applications Mobile Recruitment management Learning Management Compensation & Benefits 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 1 2 3 4 5 6 7 8 x x x x x x  x x x x x x x x   x x x x x x x x x   x x x x x x x x x x x x  x  x x x x x x x x x x x x x x x x x x x  x x x x x x x x x x x x x x x x x x x x x x x x x  x x x Source: AFAS Company website Copyright © 2013 Capgemini Consulting. All rights reserved. 71
  • 72. Work.com is integrated with Chatter and Salesforce.com ensuring seamless and transparent flow of communication Salesforce Work.com Company profile – 3/3 Strategies for future  Salesforce.com is looking to gain universal  Back Available languages  English Security systems  No information available acceptance of cloud computing, especially in the public cloud arena Plans to launch a range of new products to enter the database market, go deeper into the application development market and even help with the assembly and development of applications Implemented markets  Canada  EMEA  Asia Pacific Implemented industries  Diversified industry segments Integration systems & platforms  Alignment is seamless and transparent with full Chatter integration  Sales, support, and marketing teams can stay aligned as they work within Work.com as it integrates directly with Salesforce and Chatter Collaboration with payroll providers  Partners with Workday, one of the leading HCM solutions provider Source: Work.com company website Copyright © 2013 Capgemini Consulting. All rights reserved. 72
  • 73. Contents Objective and approach Sneak Peek at HCM Cloud Market HCM Solutions application footprint Market trends Vendor landscape Appendix Copyright © 2013 Capgemini Consulting. All rights reserved. 73
  • 74. The chart below presents definitions of key processes in HRM solutions Definitions of key processes in HCM Solutions (1/7) Processes Details  Core functions include Employee Records, payroll, benefits, and organisation. The maintenance of information about Core HR employees (and off-payroll contingent workers), employee benefits, payroll, organisational structures, and compliance reporting are common functions performed in HR. These functions are typically at the heart of the human resource management system (HRMS) or may be outsourced to third-party service providers.  Workforce Management (WFM) is an integrated set of processes that an institution uses to optimise the productivity of its Workforce Management employees on the individual, departmental, and entity-wide levels  Aspects of a comprehensive WFM program, which operates within the broader framework of human resource management, include: Time and attendance tracking, employee scheduling, demand prediction, Payroll administration, etc HRM Solutions  Compensation and benefits focuses on employee compensation and benefits policy-making in which compensation processes are used to manage rewards programs Compensation & Benefits  A variety of compensation plans and processes determine the value of the total rewards package, including base salary and wages, bonuses, commissions, long-term incentives, stock-based compensation, retirement plans, and wellness and recognition programs  Recruitment management are a set of processes that could be handled by a multi-component software tool that is designed Recruitment Management to manage the entire recruitment processes of an organisation  Firms now use a variety of recruiting and hiring solutions, from applicant tracking and on boarding to specialised evaluation tools, social networks, background screening, and recruitment process outsourcing (RPO) services  Talent Management is the process of attracting highly skilled workers, of integrating new workers, and developing and Talent Management retaining current workers to meet current and future business objectives  Talent Management processes include performance management, goals, Succession Planning, Competency Management, Talent Review, Workforce Planning, and Career Planning  Learning systems deliver formal and informal learning and a Learning Management system (LMS) manages classroom-based Learning and Development Enrolment and course administration and online learning programs  Increasingly, companies are enriching content delivery with Mobile Learning options as well as social-network-based mentoring and collaborative informal learning Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester Research, 2012; Copyright © 2013 Capgemini Consulting. All rights reserved. 74
  • 75. The chart below presents definitions of key processes in HRM solutions Definitions of key processes in HCM Solutions (2/7) Processes Employee Records Details  Employee Records are defined to include the application for employment, and records which are used or have been used to determine an employee’s qualifications for promotion, compensation, termination, or disciplinary action  Payroll is the calculation of net pay from gross salary, wages, and other compensation, factoring in payroll taxes and Payroll deductions of various types  This process also encompasses tax filings and pay distribution Core HR Benefits administration and Enrolment  Software and outsourcing services for administration of employee benefits programs, including health, vision, dental, Salary and wage structures  Salary and wage structures refers to procedure of establishing and supervising wage levels and operations in an Jobs & Positions Employee Engagement Compliance Org. structures wealth accumulation, and retirement organisation  Jobs & positions refers to classification of jobs into a prearranged number of grades / positions, each having a class description and a specified pay range  Employee Engagement refers to a condition where the employees are fully engrossed in their work and are emotionally attached to their organisation  Compliance Management aims to efficiently create a compliant workforce and workplace based on regulators’ requirements  Organisational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organisational aims Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester Research, 2012; Copyright © 2013 Capgemini Consulting. All rights reserved. 75
  • 76. The chart below presents definitions of key processes in HRM solutions Definitions of key processes in HCM Solutions (3/7) Processes Time reporting Workforce Management Attendance Details  Time and attendance records the amount of time worked, as well as tracking absences and time off. The systems can calculate gross pay based on work rules, pay rates, and hours recorded  Attendance Management helps in keeping track of the attendance of employees based on various events like shift, late, overtime, permission, holiday working and on duty  Paid Time Off is any time not worked by an employee for which the regular rate, a fixed or a prorated amount of pay, is Paid Time Off accrued and paid to the employee  Companies grant time off to give employees down time and a chance to deal with non-work related issues Absence Management  Absence Management is used to administer Paid Time Off programs as well as support compliance related to long-term Workforce scheduling and assignments  Employee scheduling is an optimisation function designed to assign the right amount of personnel to the appropriate work Productivity analysis  Productivity Analysis is evaluating the quality of employees’ work through productivity measurements. Employee leaves of absence tasks based on customer service needs and other business requirements productivity tool tracks performance of the employees and identifies, who are either excelling or failing on the job  Labor Cost Distribution report is an accounting statement that details hours worked, wages earned, and benefits accrued by Labor cost distribution a company’s employees  Labor Cost Distribution reports also include information about what organisational funds were used to pay for that labor Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester Research, 2012; Copyright © 2013 Capgemini Consulting. All rights reserved. 76
  • 77. The chart below presents definitions of key processes in HRM solutions Definitions of key processes in HCM Solutions (4/7) Processes Details  Employee performance enables employees and employers to have a clear understanding of work expectations and how Employee performance effectively they meet those expectations  Performance management includes activities which ensure that goals are consistently being met in an effective and efficient manner  Goal Management consists of the process of recognising or inferring goals of individual team-members, abandoning no Talent Management Goal Management Career Planning Competency Management longer relevant goals, identifying and resolving conflicts among goals, and prioritising goals consistently for optimal teamcollaboration and effective operations  Career Planning involves establishing career objectives and determining appropriate educational and developmental programs to further develop the skills required to achieve short- or long-term career objectives  Competency Management involves tracking employees’ skills and competencies, and identifying gaps in order to drive continuous development to improve individual and organisational performance  Succession Planning and Management is defined as a purposeful and systematic effort made by an organisation to ensure Succession Planning Talent Review Retention Management leadership continuity, retain and develop knowledge and intellectual capital for the future, and encourage individual employee growth and development  Talent Review process drives the company’s global Succession Planning activities, which are focused on putting the right people in the right positions  Retention Management focuses on the effective system of measures that lead to retention of employees  It includes all activities that systematically influence the binding, performance and degree of loyalty of staff Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester Research, 2012; Copyright © 2013 Capgemini Consulting. All rights reserved. 77
  • 78. The chart below presents definitions of key processes in HRM solutions Definitions of key processes in HCM Solutions (5/7) Processes Details Leadership development  Leadership Development refers to any activity that enhances the quality of leadership within an individual or organisation  Learning Course Administration is the process of creating and administering learning course content for the benefit of the Learning Course Administration employees of the organisation  As one of the developments in this area, it includes creation of online course content and post it on the Web without having Learning and Development to handle HTML or other programming languages Content Management Mobile Learning  Learning Content Management uses a multi-user environment where learning developers may create, store, reuse, manage, and deliver digital learning content from a central object repository  Mobile Learning, encourages people to learn on the go and in a more informal setting, includes online learning  It also changes the face of knowledge presentation to knowledge distribution.  Mentoring refers to an employee training system under which a senior or more experienced individual (the mentor) is Mentoring Collaboration assigned to act as an advisor, counselor, or guide to a junior or trainee and the mentor is responsible for providing support to, and feedback on, the individual in his or her charge  Collaboration within the enterprise leverages a broad set of technologies that allow employees to interact with one another in real time and learn simultaneously  Social and Informal Learning is an online learning experience in which the instructor and learners are located in different Social and Informal Learning geographies but are connected in real time via telephone (or VoIP), a Web conference for viewing slides and other materials, and even video  Professional Certification is a process in which a employee proves that he or she has the knowledge, experience, and skills Professional Certification to perform a specific job  Many companies provides opportunities to earn Professional Certification Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester Research, 2012; Copyright © 2013 Capgemini Consulting. All rights reserved. 78
  • 79. The chart below presents definitions of key processes in HRM solutions Definitions of key processes in HCM Solutions (6/7) Processes Details  Systematic identification and analysis of what an organisation is going to need in terms of the size, type, (Strategic) Workforce Planning Recruitment Management Requisitions Sourcing and Social Recruitment and quality of workforce to achieve its objectives and determines the mix of experience, knowledge, and skills required to get the right number of right people in the right place at the right time  Requisition is the process, when a company needs to open a new or replacement position and the first recruitment process is requisition.  Sourcing refers to researching and searching for suitable candidates to fill vacant positions  Social recruiting incorporates social media technology like Facebook, Twitter, and LinkedIn into the recruiting process. Candidates may come from employees and their friends’ online social networks Candidate Engagement Talent Pools Applicant Evaluation Diversity and Compliance  Candidate Engagement is the process that a recruiter goes through to select and hire new candidates. An integral part of this process is gaining the candidate’s interest in the available position  Workforce Planning enables organisations to understand skills, competencies, and readiness of their talent through detailed employee profiles and use these to mitigate risk factors through succession by position and Talent Pools  Applicant Evaluation enables organisations to track data such as resumes / applications and internal job posting information  Diversity and Compliance management aims to efficiently create a diversified and compliant workforce and workplace based on regulators’ requirements  On boarding refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors On boarding to become effective organisational members and insiders  Assist the new employees to ramp up to full productivity via focused learning activities Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester Research, 2012; Copyright © 2013 Capgemini Consulting. All rights reserved. 79
  • 80. The chart below presents definitions of key processes in HRM solutions Definitions of key processes in HCM Solutions (7/7) Processes Details Base salary administration  Salary administration refers to procedure of establishing and supervising wage levels and operations in an organisation  Bonus Programs is a formal scheme used to promote or encourage specific actions or behavior by the employee during a Compensation and rewards Bonus Programs Commissions defined period of time  Bonus Programs are particularly used to motivate and retain employees  Incentive compensation management helps organisations to automate the calculation of commissions and other variable compensation that need to be paid to the employees  Stock-based compensation generally consists of either the transferring of stock or the issuance of stock options to an Stock and long-term incentives employee or independent contractor while deferred compensation refers to an amount of earned income that is payable at a later date  Employee Recognition refers to awarding employees for achieving planned objectives, encouraging repeat performance and Employee Recognition Wellness Retirement and Savings Market Pricing and Equity higher achievement by other employees  Management and employees in the workplace plan rewards for reaching specific goals and producing high quality results.  Workplace wellness management is about actively valuing and supporting the wellbeing of the workforce  Retirement and Savings are benefit plans that an employer offers for the benefit of his / her employees at no or a relatively low cost to the employees  Market pricing refers to analysing company’s market competitiveness to attract and retain top talent by benchmarking company’s average compensation against salaries of other companies in the sector Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester Research, 2012; Copyright © 2013 Capgemini Consulting. All rights reserved. 80
  • 81. Sources used for the Report Source Article        Magic Quadrant for Talent Management 2013 Magic Quadrant for Corporate Learning Systems, 2011 Magic Quadrant for Employee Performance Management Software, 2011 Hype Cycle for Human Capital Management Software, Gartner, 2011 IT Market Clock for HCM Software, 2011, Gartner Research, 2011 Hype Cycle for Human Capital Management Software, Gartner, 2011 The Talent Management Suite Market Emerges, Gartner Research, 2011  CedarCrestone 2012 – 2013 HR Systems Survey Results  Cloud Watch on HRMS applications Version Q3, 2013  Vendor websites  Traditional Models clash With Next-GenerationProcesses And Technology; Forrester 2012  Embrace Future Trends To Deliver HRM Business Impact, Forrester 2012  The Forrester Wave: HRMS, Q1 2012, Forrester Research  Consolidation And Innovation Transform The HRM Vendor    Landscape,2012 The Forrester Wave™: Talent Management, Q2 2011 The Forrester Wave: Talent Management: Learning, 2011 Recruitment Aligns with Talent Management, Forrester Research, 2011 Copyright © 2013 Capgemini Consulting. All rights reserved. 81

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