Posts Tagged ‘HCM’

News Analysis: FinancialForce.com ERP Arrives To Signal The Era Of Best Of Breed Cloud Suites

FinancialForce Debuts Its Full ERP Suite


On February 19th, San Francisco headquartered, FinancialForce.com announced the launch of its full suite of ERP offerings built on the Salesforce1 platform.  Backed by investments from UNIT4 and Salesforce.com, the cloud based vendor began as a single ledger financial management system built on the Salesforce.com Force.com platform.  The announcement and product launch shows how FinancialForce:

  • Delivers a full ERP suite on the Salesforce1 platform. The platform brings together a series of organic products and recent acquisitions in HR, supply chain, and project management (see Figure 1).  The December 2010 acquisition of Appirio’s professional services automation assets form the Professional Services Automation offering.  The 2013 acquisitions of Vana Workforce and Less Software brought the human capital management (HCM) and supply chain management (SCM) capabilities.

    Point of View (POV):
    The management team at FinacialForce.com was smart to bring in acquisitions built on the original Force.com platform.  Post merger integration was greatly simplified as the products shared a common architectural base.  More importantly, the acquired solutions were easily upgraded to the Salesforce1 platform to create an end to end ERP cloud based ERP suite.  Customers gain the full advantages of the Salesforce 1 platform and integration with the core Salesforce CRM offerings.
  • Demonstrates focus on long term growth and viability .  FinancialForce.com showed 80% year over year growth in revenue run-rate compared to 2012.  Headcount grew 62% year over year with over 260 global employees.  Furthermore, customers represent a global base with 27 countries and users in 45 countries.

    (POV):
    Cloud has gone mainstream and customers now expect their cloud companies to demonstrate viability.  The mergers and acquisitions required to build a full cloud ERP suite signal a maturity by FinancialForce.com and the market.  Early customers of the full suite provide positive references on both the synergies of the ERP offering and the flexibility of the Salesforce1 platform for extensibility.

Figure 1. FinancialForce.com Launches A Full Integrated ERP Suite

More…

Event Report: Customers Very Happy At Ultimate Connections 2013 (#ulticonnect)

Partnership Announcements Enhance Ultimate Software’s Offerings


Amidst a crowd of 1500 customers, partners, and attendees, Ultimate Software held their annual gathering from March 12th to March 15th, 2013 in Las Vegas.  Geared towards the medium sized to enterprise markets, Ultimate Software has steadily taken market share from ADP for payroll and expanded out into operational and strategic human capital management (HCM) capabilities.  New mobile access, generation 4 cloud architecture, and timeline features for employee’s highlight Ultimate’s growing ambitions and customer requirements.

At the event, Ultimate announced two strategic partnerships that bode well for customers and prospects facing an increasing level of customer complexity and growing need for global capabilities:

  • Celergo partnership adds global payroll capabilities to internationalization efforts. Celergo’s founder and CEO, Michele Honomichl, and Adam Rogers announced on stage global payroll services support for 110 countries and the ability to process payroll in over 150 countries.  In addition, Ultimate’s Spring and Fall 2013 release of the flagship UltiPro includes support for 28 country specific localizations such as Australia, Brazil, China, France, Italy, Japan, Korea, Spain, and Thailand.  Other key features include, global compensation management, localized compliance for data and employee privacy rules, and additional language translations.

    Point of View (POV):
    Ultimate’s customers operate in 144 countries.  As organizations follow the growth overseas, the global payroll connector and Celergo partnership gives mid market and enterprise customers a competitive option as they expand their presence abroad and usage of UltiPro.  These proactive steps to address global capabilities now, provide a key differentiation among potential competitors and places Ultimate Software in a potential position of international expansion.
  • Informatica partnership paves the way for future cloud partnerships.  At the conference, Informatica announced a self-service solution for HCM data connections.  Built on top of UltiPro Carrier Network (UCN), customers have access to over 100 packaged connectors to benefits carriers and third party solutions.

    (POV):
    Customers and prospects do not want to worry about integration of their employee records or people management solutions with medical, dental, vision, and other benefits providers.  In the long term, customers seek worry free integration platforms to third party applications, cloud ecosystems, and mobile ecosystems.  The partnership with Informatica solves the needs of complex integration scenarios and Ultimate customers do not pay for the integration tool.  However, customers who are looking for a lower cost integration solution for non-UCN endpoints may want to consider more cost-effective offerings for more point to point integration scenarios.

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Executive Profiles: Disruptive Tech Leaders In Cloud Computing – Adam Rogers, Ultimate Software

Welcome to an on-going series of interviews with the people behind the technologies in Cloud Computing.  The interviews  provide insightful points of view from a customer, industry, and vendor perspective.  A full list of interviewees can be found here.

Adam Rogers – Senior Vice President and Chief Technology Officer, Ultimate Software


1. Tell me in 2 minutes or less why Cloud Computing is changing the world for your customers

Adam Rogers (AR): Ray, let’s call it like it is. Cloud isn’t really disruptive – it’s already  disrupted – and we’ve made that transition over the past 10 years.  The new frontier for enterprise software is building systems that conform and cater to the user and how they want to work.  Let’s use Amazon as an analogy. A core difference between Amazon and the dozens of other e-commerce sites that competed for mind share in the 2000′s is that they realized early on that doing great work on behalf of the PERSON was more important than the URL or the consumer product segment.

Our customers benefit from cloud computing by taking advantage of business solutions for managing their people, instead of dealing with the cost and expense of IT. Second, because we handle all upgrades, they gain access to the latest functionality and don’t get trapped in a legacy on-premise solution that is outdated. There’s no barrier to upgrading. However, you’ve heard this all before. Honestly, these are really table stakes in business software today.

What Cloud is transforming for our customers is their ability to tailor the solution to their specific needs. For example, Google wanted us to handle the administration of payroll and the system-of-record, but they wanted to maintain the user experience of their internally developed GHR system. By connecting Ultimate to GHR through the Cloud, they can deliver a familiar user experience for their people while taking advantage of our backbone.

Importantly, small businesses gain access to enterprise systems at an affordable price point because:

1. If done right, it allows smaller businesses access (via affordability) to what used to be very expensive enterprise applications.

⁃ up front through the economies of scale well-architected systems create, enterprise class software can be sold at much less expensive price points than previously.

⁃ ongoing costs are contained.. and running in world-class data centers that only fortune 1000 companies could previously afford.

2. It brings the benefits of consumer software (constantly improved, modern user interfaces and simple) to enterprise customers who demand secure, stable and reliable applications.

We moved to cloud computing and SaaS 10 years ago because we felt it was good for our customers but in the end it also opened up the market to smaller customers with much smaller IT budgets. This is obviously great for our business model but very rewarding to know we can offer a world-class solution to what used to be out of reach to many companies.

2. What makes cloud computing disruptive?

(AR): Disruption typically has two major components. The first is cost and the second is making products available to a new class of customers.

Cloud computing has not only reduced the cost of business software, it has also made sophisticated systems available to organizations that previously wouldn’t have been able to afford to purchase and maintain those products. I think that’s a fairly obvious outcome at this point as discussed already.

What is less obvious, but more important in the long term, is that Cloud computing means we can — for the first time, really — combine applications that are tailored to the person and the device (an iPad, for example) with a robust administrative system on the back end. Those applications can be really small, and highly tailored, while still connecting to the core. That means users don’t have to deal with a lot of complexity, they can just focus on the work at hand — while still participating in the company’s core system.

This is disruptive because as the end of the day, this is great for consumers and customers but to execute, it really flips all accepted thinking on it’s side.

- Now we have to update our software early and often – the consumers demand this kind of cadence to realize the value. Consumers are using consumer applications and consumer devices and demanding that same elegant experience from their Ent Apps. GenX/Y’s are taking over the executive offices and making decisions on business software.

- Think about what it takes to do that… it’s an agile/iterative development process with continuous integration and deployment. That’s a simple sentence that is a multi million dollar investment for development teams. It took us years to make this turn.

- Finally it’s disruptive because you have to be comfortable in the state of “blowing in the wind”. Typical enterprise companies built loyalty through ridiculously expensive upgrades and data that was so locked down you had to syphon your data out discretely if you were thinking about switching vendors. Now you MUST, absolutely MUST deliver a steady flow of functionality and make your data available and accessible via standard web protocols. That’s a scary situation for many established vendors. It’s disruptive because that’s what our customers want. That’s what we are giving them. But many won’t.

3. What is the next big thing in Cloud Computing?

(AR): The intersection of consumer applications (more than just social) into Enterprise data. SaaS and cloud moved your data to the [potentially] accessible cloud. Soon it will be about making sense of all that data in the cloud. So Enterprise SaaS vendors will be forced to make their data accessible. That’s uncomfortable position for many traditional enterprise software companies who always felt the “hoarding” of their data is what kept customers paying their maintenance bills. So now the data must be “freed” and accessible through standard formats. And not only that, just like Gen X/Yers started bringing iPhones and Skype into the Enterprise without “permission”, we will need to be able to mash our Enterprise data up with consumer applications (especially social). Why not allow identity management via Facebook?

For example, take Apple with iOS5 is delivering their notification center — one place for the person to direct all their important action items. It is our job to plug into that if the user wants us too. Same with social streams. People don’t want 10 different streams, they might want a couple… so how do we publish and subscribe into those places where a user already works. Instead of taking an application-centered view, it is time to take a person-centered view. Cloud lets us do that.

4. What are you doing that’s disruptive for Cloud Computing?

More…

News Analysis: SAP Buys SuccessFactors for $3.4B Signals SAP’s Commitment To Cloud, HCM, and Social

SuccessFactors Acquisition Puts SAP In Direct Competition With Workday And Taleo

SAP (NYSE:SAP) announced its $3.4B acquisition of SuccessFactors (NYSE: SFSF) as it seeks to bolster its position in the Cloud and more importantly in the rapidly growing strategic HCM market.  Based in San Mateo, CA, USA, SuccessFactors brings over 15 million subscription users from 3,500 customers in 168 countries.  The company has 1450 employees and has been one of the SaaS/Cloud darlings of the industry.  When completed, SuccessFactors will remain an independent entity renamed, SuccessFactors, an SAP company.  Lars Dalgaard, Founder and CEO, SuccessFactors will lead the cloud business for SAP.  A quick analysis of the news reveals:

  • SAP seeking a comprehensive and complementary HCM solution. SAP believes the combination of SuccessFactors and SAP will create a comprehensive HCM solution, marrying strength in enterprise applications with people-focused cloud applications. Today, SAP serves the market with a comprehensive and international Core HR and payroll.  Other on-premise offerings include talent management, workforce analytics, and shared services delivery. Key offerings from SuccessFactors include areas such as talent management, recruiting management, goal management, performance reviews, and business execution.  Further, SAP believes the core SFSF offerings will be an attractive to more than 500 million employees of SAP customers .  SAP has 15,000 HCM deployments (not customers) that could benefit from one-stop shopping.

    Point of View (POV):
    While the core offerings provided a solid approach, these applications remained in the systems of transaction world and lacked many of the newer requirements for systems of engagement.  In fact, many customers left SAP to go to SuccessFactors to accelerate innovation in the talent space. The rise of Taleo, Workday, and Ultimate Software comes from the lack of general innovation in the HCM space by legacy vendors such as Oracle, PeopleSoft, and SAP.  Cloud computing provided the opportunity to deliver rapid innovation to customers.  Consequently, existing customers will welcome the move while best of breed purists will have to overcome the surprise and determine how innovative they expect SAP to become in HCM.
  • SuccessFactors’ provides SAP with massive cross-sell opportunities. SAP believes the core SFSF offerings will be an attractive to more than 500 million employees of SAP customers .  SAP has 15,000 HCM deployments (not customers) that could potentially go for one-stop shopping from SAP.

    Point of View (POV):
    SAP sees the acquisition as a great cross-sell opportunity for other cloud apps and analytics.  Other opportunities include CRM, Collaboration, Travel, and Procurement in the cloud.  In the past two years, Success Factors has made the shift to focus on business performance execution and provides a real time decision making platform.  While customers can acquire a solution from one vendor, the integration of the various cloud platforms may prove to be a challenge.  However, from a financial play, Co-CEO, Bill McDermott sees this as an easy way to meet his 2015 target of €20billion and move towards the 35% margin he seeks to bring shareholders.

Research Summary: Introducing The 43 Use Cases For Social Business (Social Enterprise)

The Social Business (Social Enterprise) Moves Beyond The 18 Use Cases Of Social CRM

As social media adoption continues to move from mainstream to pervasive ubiquity, enterprises will begin to benefit from these advancements in the consumerization of IT (CoIT).  Just 18 months ago, early adopters identified 18 Use Cases for Social CRM (SCRM).  These ground breaking use cases showed enterprises how to bring social into existing CRM processes.

Consequently, the market has moved on beyond just marketing, service, and support use cases.  In the latest Software Insider “State of Social Business” survey, 103 respondents identified 25 additional use cases that spanned across key enterprise business processes that impact eight key functional areas, from external facing to internal facing (see Figure 1):

  1. Public relations/ marketing (PR/MA).  Key impacted business process: Campaign to lead
  2. Sales (SFA).  Key impacted business process: Lead to deal
  3. Service and support (CSS).  Key impacted business process: Incident to resolution
  4. Projects (PBS).  Key impacted business process: Kickoff to delivery
  5. Innovation/ product life cycle management (PLM). Key impacted business process: Concept to production
  6. Supply chain (SCM). Key impacted business process: Sourcing to acceptance
  7. Human capital management (HCM). Key impacted business process: Hire to retire
  8. Finance. Key impacted business process: Invoice to payment

Figure 1. Constellation Defines 43 Social Business/ Social Enterprise Use Cases and 24 Key Analytics

(Hint: right click to expand and view the full image)

Early Adopters Identify HCM And Projects As The Next Growth Area For Social Business

Survey respondents chose their top 3 internal collaboration and external engagement social business use cases (see Figure 2).  Not surprisingly, service/support use cases led the pack with Reactive support-External (68.9%) and Support escalation and resolution – External (64.1%).  Lead generation – External in the PR Marketing category rounded out the top 3 at (63.1%).  Meanwhile, Projects and HCM gain traction among the top 5 use cases. Respondents report an increase in adoption of Projects Workspaces- Internal (36.9%) such as wiki’s and similar internal collaboration tools.  Meanwhile, HCM Recruiting – External (34.0%) emerged as the fifth most utilized use case.

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Press Release: Strategic HCM Expert Amy Wilson Joins Constellation Research, Inc.

Cupertino, CA – January 24, 2011
9:00 AM (GMT -8:00) Pacific Standard Time

Constellation Research Inc, an emerging and disruptive technologies research and advisory firm, announces the addition of Amy Wilson as a VP & Principal Analyst in the research team.   Amy will focus on emerging and disruptive business models and technologies in the human capital management (HCM) arena.

Wilson is a software industry visionary with over 15 years of experience focused on the intersection of people, business, and technology.  Most recently, Amy drove product strategy for Oracle’s next generation Strategic HCM Fusion applications.  At PeopleSoft, Amy served roles in development and product strategy from financials to HCM during the shift from PeopleSoft 8.0 to PeopleSoft 9.0.  End user client work at Arthur Andersen and PeopleSoft brings a pragmatic buy-side point of view to disruptive business models and technologies.

Active in the HR blogging community, Amy shares her insight and opinions on the industry-leading group blog TalentedApps she co-founded in 2007.  TalentedApps has been recognized as a Top 25 Talent Management Blog by Fistful of Talent, an Alltop Best of the Best blog, and has been frequently highlighted in online aggregators such as HR Tech Central, HR Carnival, and Leadership Development Carnival.  In addition, Amy has appeared in leading publications such as Human Resource Executive Online and Workforce Management. She now blogs under the moniker Shiny & Useful on her site wilsoninsight.com.

Amy’s an experienced keynote speaker, presenting at notable industry conferences including The Conference Board, TED, Human Capital Institute, and Bersin IMPACT.  Wilson has drawn large crowds at PeopleSoft Connect, Oracle OpenWorld, and the Oracle HR User Group.  Amy’s audiences appreciate her creative and enthusiastic style as well as her ability to provoke a new way of thinking.

Wilson will expand Constellation’s coverage to include:

  • Next gen HR leadership
  • Strategic HCM
  • Social recruiting
  • Talent management
  • Social collaboration
  • Project based solutions
  • Legacy optimization of HR systems

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Press Release: HR Industry Veteran Naomi Bloom Joins Board of Advisors For Constellation Research

Fort Myers, Florida – January 11, 2011
1:00 PM (GMT -5:00) Eastern Standard Time

Constellation Research Inc, a next generation research analyst firm helping clients navigate emerging and disruptive technologies, announced today the addition of Naomi Lee Bloom of Bloom & Wallace to the Board of Advisors.

Constellation Research’s Board of Advisors play a key role in shaping the research agenda and providing advice and guidance to its members.  Board members bring significant industry experience, represent the leaders in their field, and serve in 6 to 12 month terms.  These esteemed individuals:

  • Guide research direction
  • Advise on business strategy
  • Maintain an outside-in perspective
  • Deliver mentorship from seasoned professionals
  • Garner input from clients and prospects
  • Grow the constellation of experts
  • Identify new talent
  • Maintain and exude the Constellation values in public

Board members do not have a commercial relationship with Constellation nor are they represented by Constellation.  Board members do not have fiduciary responsibility.

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Event Report: Oracle Open World 2010 – Beyond The Day 1 Hype

(Photo: Copyright © 2010 R Wang and Insider Associates, LLC. All rights reserved.)

Oracle Day 1 Focused On Showcasing Both Software And Hardware Prowess

The Day 1 keynote kick-off from Oracle’s CEO, Larry Ellison, touched on the wide spectrum of Oracle’s broad software and hardware portfolio.  Despite an over-emphasis on hardware and appliances, Oracle also pre-announced the launch of Fusion Applications.  A closer analysis of the announcements show:

  • Fusion Apps unveiled and announced for GA in Q1 2011. Joking about the length of time its taken since the halfway to fusion event on January 19, 2006, Larry Ellison finally announced the availability of Fusion Apps.  The seven products include Financial Management, Procurement and Sourcing, Human Capital Management (HCM), Customer Relationship Management (CRM), Supply Chain Management (SCM), Governance Risk and Compliance (GRC), and Project and Portfolio Management (PPM).  Oracle’s engineering team built 20,000 objects, 10,000 business processes, and 100 modules from scratch (see Figure 1).  Fusion Applications meet 8 of the 10 criteria for next generation social enterprise applications. Oracle intends to target the best of breed SaaS products such as Concur, Salesforce.com, Success Factors, Taleo, and Workday.  At this point, no pricing information has been provided but Oracle has promised like to like upgrade parity for existing customers.

    Point of View (POV):
    Fusion Apps highlight a new level of design.  The apps infuse Web 2.0 paradigms with enterprise class sensibilities.  Role based screens present relevant tasks, alerts, and analytics.  Adoption will depend on the customer’s existing landscape.  Oracle customers generally fall into 3 categories: Die Hard Red Stack Believers, Best of Breed Customers By Accident, and Net New Greenfield.  Expect Net New Greenfields to consider the full Fusion App suites as they compare existing Apps Unlimited products and SAP.  Best of Breed Customers By Accident will most likely be drawn to the 100 modules to be delivered on demand and on premises.  Die Hard Red Stackers most likely have upgraded to the latest Fusion Middleware and will consider product replacements and module adoption.  Fusion Apps remains fairly horizontal and those customers with rich and stable vertical capabilities will most likely hold off for future releases.  Customers should keep an eye on the middleware pricing associated with Fusion Apps.

Figure 1.  Scenes From Oracle Open World And Screen Shots Of Fusion Apps

(Photo: Copyright © 2010 R Wang and Insider Associates, LLC. All rights reserved.)

Research Report: How SaaS Adoption Trends Show New Shifts In Technology Purchasing Power

SaaS Adoption Surveys Often Overlook Audience Composition

Over the past year, analyst firms, tech media, and even mainstream business media have happily showcased positive news about SaaS adoption.  The common theme remains clear – SaaS adoption moves beyond the tipping point in 2010.  Cloud adoption will reach a tipping point in the next 12 months.  All this bodes well for customers and SaaS providers as organizations now embrace SaaS as an acceptable deployment option in their apps strategy.  Unfortunately, recent SaaS/Cloud adoption surveys continue to provide confusing and sometimes contradictory data about adoption.  Close examination of these surveys reveal that not all adoption surveys are equally created.  The unspoken question, who’s answering the surveys?

SaaS Decision Making Firmly In The Hands Of The Business Buyer

Anecdotally, business users drive SaaS decisions, while IT leaders remain skeptical.  To validate this hypothesis, Software Insider conducted a quick survey of 100 Global 2000 organizations.  Starting with the most senior IT leaders, the question was posed, “Are you using SaaS in your organization for major business processes?” (see Figure 1).  Of the 46 organizations who responded, the procurement leaders were then asked the same question (see Figure 2).  After comparing survey results, the following conclusions emerged:

  • IT leaders aware but hesitant on SaaS adoption. A little under a quarter of IT leaders (23.91% or 11/46) responded that they were using SaaS applications.  Key applications deployed include CRM, strategic HCM, expense management and project based solutions (PBS).  Delving deeper into these verbal and in-person interviews highlighted a desire to learn more about SaaS.  As one CIO at a major food and beverage concern stated, “The business heads keep showing up with these SaaS apps and then want us to integrate them.  We need to get a handle on all this!”  Key concerns included, “I don’t know if we can integrate all this in the future”, responded the CIO of a large Fortune 500 retailer and “I think we need better governance and security”, remarked the Director of Enterprise Apps for a Top 25 banking, financial services, and insurance (BFSI) entity.
  • Procurement leaders reveal surprising adoption by business leaders en masse for SaaS solutions. Conversations with the procurement managers highlight how business users have taken matters into their own hands.  Every one of the surveyed organizations (100% or 46/46) had an existing SaaS contract, contradicting the IT leaders who did not respond that they ran SaaS solutions.  In fact – these contracts ranged from five seat deals to 2000 seats at one organization.  As the procurement head at a large professional services firm indicated, “The teams will buy whatever they need now.  IT has no clue!”.  “Business has to go around IT because they are too busy keeping the lights on”, retorted a procurement manager at a global 10 pharma.  A procurement manager for a large multi-national manufacturer stated, “Our main issue with SaaS is finding enough solutions that will support our needs.”
  • Business leaders take charge but fail to communicate with IT leaders.  The key finding – lack of coordination among business, IT, and procurement.   Amazingly, the 35 IT leaders who stated they did not run SaaS apps for major business processes still may not know about the CRM, HCM, Project Based Solutions, and Finances deployments in their organization.  When some of them were shown the results, these leaders expressed amazement and surprise.  Organizations should be alarmed but not surprised by this lack of coordination between business and IT.

Figure 1.  IT Leader Responses Show Muted Adoption

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News Analysis: Lawson Puts Its Full ERP Suite In The Cloud

Lawson External Cloud Services Represents A Big Step In On Demand ERP Options

On March 31, 2010, Lawson Software (Nasdaq: LWSN) announced the Lawson External Cloud Services offering.  The venerable St. Paul, Minnesota vendor plans to deliver the full ERP Suite including Lawson S3, Lawson M3, and Lawson Talent Management via Amazon’s Elastic Compute Cloud (EC2) infrastructure by May 2010.  Key highlights of the announcement include:

  • Full feature ERP offering. Lawson will include its full suite of products from both M3 (i.e. Intentia heritage), S3 (Lawson heritage), and new offerings which includes strategic HCM, Finance, enterprise performance management (EPM), supply chain management (SCM), corporate social responsibility, equipment and service & rental, and enterprise asset management.

    Point of view (POV): Lawson makes a significant investment in providing a new deployment option for its solutions.  Customers will lower IT costs, reduce time to deployment, and maintain ownership of the software using Amazon EC2 in the back end.  The result is a single instance approach to cloud delivery focused on IaaS (see Figure 1).  Virtualization provides the key factor in cost savings.

  • Focus on mid-size companies looking to reduce time to market. Lawson specifically calls out how mid-market organizations can gain scale with security, computing capacity, and lower cost infrastructure.  Organizations pay for only the infrastructure they need.

    POV: Mid-size organizations gain the benefits of large enterprise solutions without the costly overhead of installation and deployment.  Prospects and customers can expect the hosted software to include centralized admin, faster installations, single technology stack, scalability, and faster time to value.   Mid-size customers can free up funds to focus on process design and business transformation.  However, there’s no reason why a large enterprise wouldn’t want the same advantages. More…

Friday’s Feature: Workday Release 10 Moves Users One Step Closer To ERP Replacement

Workday Continues To Pioneer SaaS Success In The Enterprise

Founded by Dave Duffield and Aneel Bhusri in March 2005, Workday has grown the company to over 135 customers with 80+ companies in production, 17 enterprise payroll companies, and over 400 employees in 50 countries worldwide.  Key industries include services, technology, financial services, manufacturing, healthcare, and others.  Unlike other ERP pure play True SaaS vendors (e.g. NetSuite, Intacct, and Ultimate Software), Workday uniquely serves the mid-size to very large enterprise clients.  Large production clients range from 26,000 employees at Chiquita to 200,000 employees at Flextronics.  Workday’s roots began with HR but Release 10 bolsters key financial and spend management capabilities, highlighting aspirations to be the SaaS option for Oracle, PeopleSoft, and SAP ERP replacements over the next 3 to 5 years.

Design Points Reflect The Principles Of Social Enterprise Apps

With the business user in mind, Workday incorporates 8 of the 10 essential elements for social enterprise apps.  These include (see Figure 1):

  1. Role-based design. Software designed around how users perform work including applicable security models.
  2. Consistent experience across channels & deployment options. Software that is agnostic to where or how that software is deployed and accessed.
  3. Contextual & relevant delivery of information. Software which understands what information to provide users at a point in time
  4. Configurable & adaptive. Software that can be modified to meet changing conditions.
  5. Outcome-focused & results-oriented. Software that tracks key metrics across an end to end process.
  6. Proactive, predictive, & actionable. Software that anticipates requests and supports decision making.
  7. Engaging for all stakeholders. Software that opens up the system to new types of users, collaborators, networks, and communities.
  8. Secure & safe. Software that meets security and disaster recovery thresholds.

Figure 1.  Workday’s Design Incorporates 8 Of The 10 Elements of Social Enterprise Apps

Software Insiders Point of View Photo Stream (click image for details)

(Source: Workday)

Release 10 Features Move Users Closer To An ERP Suite

  • HCM adds Succession Planning and expands geographic reach. HR managers gain new functionality with succession planning by candidate names and positions.  Succession profiles track potential, achievable levels, and retention risk.  Improved enhancements touch absence, benefits, compensation, performance management, and staffing.  Cuba and Guernsey are added as 2 new countries.   Global personal data already supports 297 countries and all UN member nations.   Employee contracts now support Chinese and EMEA requirements.
  • Financials expands horizontal capabilities. Key updates include improved customer contracts, scheduled billing, revenue recognition, and milestone recognition.  New financial reporting features allow cost center and regional managers to run reports.  Users receive new project billing, basic VAT, sales tax, and customer statement capability.
  • Payroll augments existing capability.  New features include new off cycle calculations, worker history enhancements, gross-up, and off cycle billing.  Payroll remains focused on primary processing.  Multiple job processing is not available yet but planned for future releases.
  • Spend management adds a supplier invoice workbench. Additional enhancements span procure to pay, contingent worker procurement, resource tracking, and purchase order review.
  • User experience focuses on role based designs. Worker and talent profiles receive new looks that build off of the design elements in the “All About Me” and “My Team” pages in Release 9.   Multi-currency display for compensation now displays local and preferred currencies.
  • Analytics and reporting simplify data creation and consumption. Simple enhancements such as default values for report inputs, report tags for categorizing and search, and data creation from any source accessible by the user improve the ability to turn data into information.  Export now supports CSV, XML, and GData formats.
  • Ecosystem integration expands to new partners. New linkages include MrTed TalentLink, 15 new providers to the Workday Benefits Network (WBN), and improved integration security in the Enterprise Interface Builder

The Bottom Line – Consider Workday In Shortlists For HCM Upgrade/Replacement And Two Tier ERP

With the bulk of most HCM solutions deployed prior to Y2K, many organizations now actively consider upgrade/replacement strategies.   Most users expect upgrades to result in expensive replacement scenarios.  Hence, organizations must determine whether or not to continue with incumbent vendors or pursue a two-tier ERP apps strategies using SaaS deployment.  For mid-sized to large enterprises, Workday provides a unique option to take a phased approach with HCM and grow into the full suite as the product matures.

Your POV

Are you considering an ERP replacement? Will Workday 10′s new features compel you to migrate from your existing apps?  If you are a Workday customer, how’s your experience been with the SaaS vendor?  Add your comments to the discussion or send on to rwang0 at gmail dot com or r at softwaresinsider dot org and we’ll keep your anonymity. Please let us know if you need help with your apps strategies.  Here’s how we can help:

  • SaaS/Cloud strategies
  • Crafting your next gen apps strategy
  • Short listing and vendor selection
  • Contract negotiations support
  • Market evaluation

Related resources and links

20100316 The Enterprise System Spectator – Frank Scavo “Workday pushing high-end SaaS for the enterprise”

20100324 InformationWeek – Doug Henschen “Workday 10 boosts HR capabilities”

Copyright © 2010 R Wang and Insider Associates, LLC. All rights reserved.

Speaking Engagement: Workday – 2009 Predictions for HR and SaaS

Event Information: 2009 Predictions for HR and SaaS

Event status: Not started (Register)
Date and time: Tuesday, February 3, 2009 10:00 am
Pacific Standard Time (GMT -08:00, San Francisco)
Change time zone
Tuesday, February 3, 2009 1:00 pm
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Tuesday, February 3, 2009 12:00 pm
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Tuesday, February 3, 2009 11:00 am
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Duration: 1 hour
Description: Predict and Prepare.
Are you ready for 2009?Doing business in 2009 is sure to be full of challenges, especially for HR organizations. But what are the most important issues facing HR professionals in the coming months? Join us as three leading analysts break down their top predictions for the rising importance of SaaS in 2009.

Topics include:

• Changing requirements for an HR system of record.
• Top five considerations for HRIS in the current economy.
• Where will HR be spending money in 2009.
• Evolution in technology and the move to SaaS as the core system for HR.

The roundtable discussion—featuring R “Ray” Wang (Forrester Research), Naomi Bloom (Bloom & Wallace), Jason Averbook (Knowledge Infusion)—will be followed by an open Q&A session. Bring all your questions for our experts to answer!