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Kristina Webb, HCM Solution Consultant, Human Capital Management, Solutions, A PAC

Seeing through the Clouds: A Guide to Software as a Service (Saas) for HR Execs

"THE FOLLOWING IS INTENDED TO OUTLINE OUR GENERAL PRODUCT DIRECTION. IT IS INTENDED FOR INFORMATION PURPOSES ONLY, AND MAY NOT BE INCORPORATED INTO ANY CONTRACT. IT IS NOT A COMMITMENT TO DELIVER ANY MATERIAL, CODE, OR FUNCTIONALITY, AND SHOULD NOT BE RELIED UPON IN MAKING PURCHASING DECISION. THE DEVELOPMENT, RELEASE, AND TIMING OF ANY FEATURES OR FUNCTIONALITY DESCRIBED FOR ORACLE'S PRODUCTS REMAINS AT THE SOLE DISCRETION OF ORACLE."

Q. Who has no absolutely no idea what Cloud Computing

means?

Q. Who has used one of these applications?

If you’ve been using these apps then…

You’ve been working in the Cloud

…and using Software as a Service (SaaS)

• What is Cloud Computing & SaaS? • SaaS Trends • Why should HR be looking at SaaS? • Things to be aware of with SaaS • Next-Generation HR in Cloud Technology • Wrap Up and Next Steps

Agenda

Oracle Infrastructure Powers

Public Clouds

Oracle Public Cloud Delivers Enterprise-strength

SaaS and PaaS

Inside the Cloud, Oracle Makes the Rain

Oracle Cloud Services Enable

Private Clouds

Software as a Service

Platform as a Service

Cloud Infrastructure is only one of our three cloud businesses

Management Services

Hosted Applications

Hosted Platform

Management Services

Oracle On Demand Cloud Services

Oracle Cloud Services Enable

Private Clouds

Hosted Platform

Hosted Applications

What is SaaS?

SaaS stands for “Software as a Service”

Definition (Gartner):

SaaS is software that is owned, delivered and managed remotely by one or more providers. The provider delivers the application based on a single set of common code and data definitions, which is consumed in a one-to-many model by all contracted customers anytime on a pay-for-use of as a subscription based on use metrics.

• What is Cloud Computing & SaaS? • SaaS Trends • Why should HR be looking at SaaS? • Things to be aware of with SaaS • Next-Generation HR in Cloud Technology • Wrap Up and Next Steps

Agenda

• Licensed software, on premise • Licensed software, hosted • SaaS, subscription hosted • Outsourced, process and software • Other, including in house/bespoke

Impromptu Poll

How is the largest portion of your HR applications portfolio currently deployed?

• Licensed software, on premise • Licensed software, hosted • SaaS, subscription hosted • Outsourced, process and software • Other, including in house/bespoke

Impromptu Poll

Any plans to move a large portion of your HR applications portfolio to a one of these

deployment models in the next 12 months?

SaaS Deployment Adoption: Faster than Forecast in 2009 and Will Continue Fast Growth

50%

Source: CedarCrestone 2010–2011 HR Systems Survey Highlights HR Technologies, Deployment Approaches, Value, and Metrics 13th Annual Edition

On Premise vs Saas Software HRMS perspective on SaaS Movement

Figure 2. Source: Forrester January 12, 2011 report “Which software markets will SaaS disrupt?”

Mos

tly O

n-P

rem

ise M

ostly Saas

Remember the bigger picture…

Performance Management

Perf

orm

ance

Mgm

t

HR processes don’t work effectively with siloed applications...

Worker changes Manager

Worker goes part-time

Worker achieves performance metrics

Triggers performance bonus

Short Term Incentives Paid

Core HR record

• What is Cloud Computing & SaaS? • SaaS Trends • Why should HR be looking at SaaS? • Things to be aware of with SaaS • Next-Generation HR in Cloud Technology • Wrap Up and Next Steps

Agenda

So what does this mean for HR?

“There are still some executives who are waiting for things to return to ‘normal.’ It's not going to happen. Constant change is the new normal…the era of optimisation, the era of disciplined expansion is dead. Success now requires not just doing it better, but mastering the ability to do it differently.” Scott Anthony, Harvard Business Review, October 2009

Times have changed…

Changing Workforce Virtual Mobile Global

Diverse

© 2010 Oracle Corporation – Proprietary and Confidential

Different

“We want integrated solutions. We want appliances. We want things that we can plug in and that work.”

– Mark Kamlet, EVP and Provost, Carnegie Mellon University

Complexity Undermines Productivity “ I just need the information now!”

“The Analytics just make it pop, you know? The charts, the graphing, the predictive analytics is really neat…. We just don’t have that today, so having that kind of capability is really exciting. ” - McKesson

Integrated User Experience

Cloud Computing Benefits Delivers Speed, Cost and Flexibility

Source: IDC eXchange, "IT Cloud Services User Survey, pt. 2: Top Benefits & Challenges," (http://blogs.idc.com/ie/?p=210), October 2, 2008

Cloud Computing Benefits (HR View) Delivers Speed, Cost and Flexibility

1.  Can deliver Business Critical Initiatives quickly •  No longer tied to IT timeframes – waiting lists •  Not reliant on ‘Upgrades’ first •  Up-to-date & regularly updated functionality •  Quickly test ‘pilot programs’

• 

2.  Greater solution than internally possible

3.  Empowering your users •  Increases worker & manager productivity •  Easy and Intuitive to use •  Available via Web on multiple devices •  Require minimal or no training •  Engaging look and feel

• What is Cloud Computing & SaaS? • SaaS Trends • Why should HR be looking at SaaS? • Things to be aware of with SaaS • Next-Generation HR in Cloud Technology • Wrap Up and Next Steps

Agenda

“SaaS is simply a deployment model. This delivery method is not one-size-fits all.

It’s important to take a pragmatic view of SaaS in your IT landscape and understand the potential trade-offs of SaaS versus on-premises solutions.”

Tom Malone, “The Top 5 Myths about SaaS”, HR Technology Magazine

Source: Malone, Tom, “The Top 5 Myths About SaaS – Software as a Service,” HR Technology, July 5, 2010

Take a Pragmatic Approach to SaaS

Due Diligence

Does the application meet your business

requirements?

How secure is your employee/compliance

data? Do you have access

to the right information?

Looked at long term costs of SaaS vs.

On Premise?

Are you equipped to handle rapid product

innovation?

Solution flexible enough to meet future

business needs?

Ask the difficult questions...

Performance Management

Perf

orm

ance

Mgm

t

People Departments

Goals Objectives

KPIs Competencies

Scorecard

Weightings

Evidence

Comments

Development Plans

Attachments

Readiness Potential

Final Score

X

You need to be able to get back out what you put in

Functionality •  How much of the solution is complete? •  Will the solution meet your business requirements without multiple partnerships for core functions? Access to Information •  Can you easily access your data for historical and predictive analysis? •  How many years of data are available for analysis?

Security •  What level of data security does the vendor offer at the application level? •  Are all customers’ data kept in one shared database? Change Management •  Do you have staff available to manage and monitor one or more SaaS vendor agreements? •  Can you manage the rapid upgrades from an IT, training, adoption, and cost perspective?

Key Considerations - SaaS Evaluation

Evaluate Costs •  Long term (5 year) costs of SaaS vs. On Premise •  Moving from SaaS to On Premise (or vice versa) in the future •  Training/adoption costs of regular upgrades to software and business processes Flexibility • How flexible is the technology? Can business processes be customized or personalized without IT involvement? • Can you request number and frequency of refreshes to meet your business needs? Vendor Capabilities • How viable is the cloud vendor – years in business, financial status, etc • Does the vendor have referenceable implementations? If so, do they match the scale of your planned deployment? • Does the cloud vendor use an open standards development platform? • Does the solution deliver integration or partnerships? • Can integration be supported by standard APIs?

Key Considerations - SaaS Evaluation

Ability to Move from SaaS to On Premise

• What is Cloud Computing & SaaS? • SaaS Trends • Why should HR be looking at SaaS? • Things to be aware of with SaaS • Next-Generation HR in Cloud Technology • Wrap Up and Next Steps

Agenda

}  In On Demand business since 1999

} More than 5.5 million users

} Second-largest SaaS provider

} Enterprise-grade availability, performance, and security

} More than 20,000 Oracle experts around the world

} Complete portfolio of cloud services

Oracle’s Rich History in Delivering Cloud Services

Wouldn’t It Be Great If… Your Applications Revolved Around You?

I’m a visual person, show me charts instead of text.

Show me my team, and give me relevant information without making me search.

We have “team members”, not “employees”. Can the system reflect that?

I’m looking at compensation differently this year. I need to change the process.

Help me make better decisions about my team members, to help their careers.

Oracle Fusion Human Capital Management

Do Things Your Way Know Your People Better Work as a Team

Complete, Role-centric, User Experience . . . With the Right Tools

What I Need to Know

Who Can Help

How to Get it Done

What I Need to Do

View performance & take action

Line of Business Role

The New Standard for Work Role-Based User Experience Manager Role

Contextual Actions

Contextual Action

The New Standard for Work Context-Driven Applications

Know your Team

Oracle Fusion Human Capital Management

Oracle Fusion Human Capital Management Solution Overview

ü  Complete and integrated human capital management solution ü  Best-in-class human capital management processes ü  World-class technology capabilities

Human Resources

Payroll & Benefits

Workforce Lifecycle Mgr

Workforce Predictions Talent Review

Network at Work

Performance & Goal Mgmt

Compensation Management

© 2010 Oracle Corporation – Proprietary and Confidential

Fusion Talent Management On Demand Co-existence with Applications Unlimited Human Resources

Oracle Fusion HCM Reality

“I’m excited about the ability to fast track providing Talent Management features which rival best of breed, without rushing the upgrade of our very stable and secure PS 8.9 HCMS and Payroll.”

-- HR Operations Manager Insurance

© 2010 Oracle Corporation – Proprietary and Confidential

Diversey Upgrades to 9.1 in 6 months with Oracle On Demand Hosting

Live on

HCM 9.1 PeopleSoft has transformed our HR operations in to a strategic, global HR function.” Lori Ridgeway, Sr. Director, Global HRIS and People Services Group

•  Upgrade from PeopleSoft HCM 8.9 in 6 months

•  Deployed in 60+ countries to over 10,000 employees

•  Footprint: PeopleSoft Portal, Core HR, Recruiting, and ELM, plus Oracle HR Analytics

•  Leveraging Oracle On-Demand Solution (Hosted)

Wrap Up

You Have Choice - Saas, On Premise, Hybrid •  Cloud technology is here and provides great benefits

Cloud Computing is Pragmatic Approach •  SaaS is simply a deployment model •  Not one-size-fits all

Oracle – Most Complete Cloud Solutions & Services •  Fusion HCM – Built for the Cloud

San Francisco 2011 October 2–6, 2011

Latin America 2011 December 6–8, 2011

Tokyo 2012 April 4–6, 2012

Visit oracle.com/hcm for collateral and regional events

Discover

Oracle Fusion Human Capital Management

New SaaS Applications from the Leader in HCM