Cloud Watch on HCM Cloud Solutions

(1)

Cloud Watch on HCM

Cloud Solutions

CC India, Research

July 2014

(2)

Objective and approach

Sneak Peek at HCM Cloud

Market

HCM Cloud Solution

Footprint

Market trends

Vendor landscape

Appendix

(3)

Objectives, Approach and Context



Provide a single source of information on leading HR

solution providers across the globe



Identify leading players across HRM SaaS functionalities



The study uses publicly available information sources:

–

Company websites

–

Text line searches

–

Industry reports

–

Analysts reports



Cloud computing is the availability of hardware, software and

data via the internet and it represents the network of

connected computers



Software as a service (SaaS) is one of the service models

offered in cloud computing along with Infrastructure as a

service (IaaS), Platform as a service (PaaS) and Network as a

service (NaaS)



SaaS is a growing phenomenon in the market and has made a

successful penetration into mainstream Enterprise IT



Earlier, licensed on-premise software was the dominant

deployment model in production, but with time, on premise

vendors have also begun to offer SaaS based solutions



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



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

Version Status

Final

Authors

CC India,

Research services

Delivered in

Q2, 2014

(4)

Objective and approach

Sneak Peek at HCM Cloud

Market

HCM Cloud Solution

Footprint

Market trends

Vendor landscape

Appendix

(5)

A sneak peek at HCM Cloud Market(1/2)

June, Q2, 2014



Workday introduced its latest update, Workday 22, which includes recruitment management in the Workday’s HCM solution portfolio

>> Read More on Pg 37



PeopleFluent launched the PeopleFluent Mirror Suite™ and Talent Engagement Cloud

>> Read More on Pg 40



Cornerstone OnDemand introduced Cornerstone Onboarding which delivers the right resources, connections,

courses and experiences for new hires and employees

>> Read More on Pg 50



NGA Human Resources launched Payroll Exchange solution that reduces the complexity of global

payroll

>> Read More on Pg 68

VENDOR CORNER



Workday formed a new strategic partnership with HP to sell its HCM solutions via HR Enterprise Applications

>> Read More on Pg 37



Kronos signed an OEM agreement with Solix Technologies, a leading provider of Enterprise Data management

>> Read More on Pg 46



Cornerstone OnDemand formed a strategic alliance with Aon Hewitt, the global talent, retirement and health solutions business of Aon

>> Read More on Pg 50



Raet partnered with Dyad, one of the leading service providers in the field of business management in the education market

>> Read More on Pg 74

(6)

A sneak peek at HCM Cloud Market(2/2)

June, Q2, 2014



SuccessFactors was named a "Leader" in Gartner 2014 Magic Quadrant for

Talent Management Suites

>> Read More on Pg 34



Kronos was awarded with the NorthFace ScoreBoard AwardSM from the Omega Management Group Corp.

for excellence in customer satisfaction for 2013

>> Read More on Pg 46



Cornerstone OnDemand has been named as a leader in 2014 Gartner Magic Quadrant

for Talent Management Suites

>> Read More on Pg 49

ANALYSTS SPEAK



HR Technology, a Conference and exposition on HR technology to be held on 7

th

_-10

th

_{October, 2014 in Las Vegas}

_{>> Read More}



Human Resource Summit 2014 will be held from 8

th

_-10

th

_{October, 2014 in Barcelona}

_{>> Read More}



HR Tech Europe 2014 to be held on 23

rd

_{-22th October, 2014 in Amsterdam}

_{>> Read More}

EVENTS

(7)

Please get in touch with:

Want to know more?

Ronald van den Berg

Principal Consultant People & Performance

Mob: +31 6 1503 0294

Secretary: +31 30-6898844

Mail to:

ronberg@capgemini.com

Franjola Timmermans

Managing Consultant People & Performance

Mob: +31 6 1190 2267

Secretary: +31 30 6898844

Mail:

Franjola.Timmermans@capgemini.com

Erik Koningen

Managing Consultant People & Performance

Mob: +31 6 2954 1848

Secretary: +31 30 6898844

Mail to:

Erik.Koningen@capgemini.com

Peter Speleers

Practice Manager HCM Technology

Transformation Services

Mob: +3227081666

Mail to:

peter.speleers@capgemini.com

Hannele Koskenmäki

Managing Applications Consultant

Mob: +358405108973

Mail to:

hannele.koskenmaki@capgemini.com

Mårten Nilsson

Consultant

Mob: + 46 702925957

Mail to:

marten.nilsson@capgemini.com

Andreas Stålbäck

Consultant

Mob: + 46703395607

Mail to:

andreas.stalback@capgemini.com

Hugo Ruiz

Success Factors Leader

Mob: 0034-647746053

Mail to:

hruizlop@capgemini.com

Ronan How

UK HR Cloud Lead

Mob: +447891158643

Mail to:

ronan.how@capgemini.com

Agra Fernando

HCM Consultant

Mob: +49151402504 60

(8)

Objective and approach

Sneak Peek at HCM Cloud

Market

HCM Cloud Solution

Footprint

Market trends

Vendor landscape

Appendix

(9)

HCM SaaS solutions can be categorised into Core HR, Workforce, Talent, Learning,

Recruitment Management and Compensation & Benefits

HCM Cloud Solution Footprint

Learning

Management

HCM

Solutions

(Cloud &

Mobile)

Core HR

Workforce

Management

Talent

Management

Compensation

& Benefits

Recruitment

management

Employee Records Payroll Administration and Benefit Enrolment

Salary and wage structure

Jobs and positions Employee

Engagement Compliance

Organisational structures

Time reporting scheduling and Workforce assignments Attendance Productivity Analysis

Paid Time Off Labor Cost Distribution Absence Management Employee Performance Goal Management Career Planning Competency Management Succession Planning Talent Review Retention Management Leadership Development Learning Course Administration Content

Management Mobile Learning Mentoring Collaboration Social and Informal _Learning Professional _{Certification} Bonus Programs

Commissions Stock and Long Term

Incentives Employee Recognition Base Salary Administration Wellness Retirement and Savings Market Pricing and

Equity (Strategic) Workforce

Planning Requisitions Sourcing and Social

Recruitment Candidate Engagement

Applicant Evaluation

Diversity & Compliance

Onboarding

(10)

HCM

Solutions

(Cloud &

Mobile)

Core HR

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

Vendor Landscape

“Licensed on-premise software remains the dominant deployment

model in production with SaaS based solutions contributing only 18% of

Core HR segment’s revenues

1

_”

Description Vendor Example

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



Infor’s HCM app fosters collaboration by displaying social networking activities and documents from within the people tracking software

Focus on full technology integration



Companies need to move away from information silos to unified Core HR systems



Solutions must centralize the HR management throughout the life cycle of employees



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

Tr

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Completeness / Strength of the offering;

Employee Records Payroll Administration and Benefit Enrolment

Salary and wage structure Jobs and positions _EngagementEmployee Compliance Organisational _structures

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/

(11)

WFM solution providers are adopting collaborative and social interface to improvise the

end user experience

Workforce Management Solutions

HCM

Solutions

(Cloud &

Mobile)

Workforce

Management

Time reporting Workforce scheduling and assignments Attendance Productivity Analysis

Paid Time Off

Labor Cost Distribution Absence Management

Workforce

Management

“SaaS adoption has slowly started to evolve, as the leading vendors have

now begun to offer both on-premise and SaaS solutions”

Vendor Landscape

Completeness / Strength of the

offering;

Note: 1. Workforce Management

Source: Ceridian Expands Workforce Management to Human Capital Management; CC India Analysis; Factiva ;Kronos Workforce Ready, Hype Cycle for Human Capital Management Software, Gartner 2013

Adoption of collaborative and social interface



Workforce management solution

providers are adopting a social and collaborative user interfaces , which functions like popular social media applications



Ceridian’s Dayforce application functions

on a more socialized webpage



The main page functions like an activity

stream, much like a Facebook wall page, allowing users to post on relevant activities

Integration of time and attendance to payroll data



Organizations are focusing on

integrating the time and attendance information with payroll data, thereby minimizing the errors in data



Kronos Workforce Ready Suite for small

and midsize businesses integrates time and attendance with HR and payroll reporting system

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(12)

The need to provide integrated talent management solutions and enhanced charting and

visualization are the key trends in talent management

Talent Management Solutions

HCM

Solutions

(Cloud &

Mobile)

_Talent

Management

Employee

Performance Goal Management Career Planning

Competency

Management Succession Planning Talent Review Management Retention

Talent

Management

“The market for integrated talent management systems will reach nearly

$5 bn in 2014”

Vendor Landscape

offering;

Source: Global Human Capital Trends 2014,Deloitte University Press 2013; 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;

Integrated talent management systems is the new focus to solution providers



ERP providers like Oracle, SAP and Workday etc. are focusing on

incorporating analytics platforms, mobile interfaces in their HR solution offerings



Offering solutions that enable them to

configure integrations to third party HCM systems of record through the use of standards-based tools



Oracle Talent Management Cloud delivers end-to-end talent management with a single, integrated solution that enables organizations to recruit, nurture, and retain top talent

Enhancing charts and visualization capabilities



Talent management vendors will continue to enhance charting and visualization capabilities in their product



Workday's faceted search integration with n-Box and ‘active’ organization charts in multiple vendor offerings

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Over time, there have been rising need to provide mobile based learning and to integrate

the LMS with the talent management solutions

Learning Management Solutions

Learning

Management

HCM

Solutions

(Cloud &

Mobile)

Leadership

Development Learning Course Administration Management Content

Collaboration Social and Informal _Learning _{Certification}Professional Mobile Learning

Mentoring

Learning

Management

“In Learning Management, the SaaS model currently accounts for 45% of its

product revenues”

Vendor Landscape

offering;

Integration of LMS1_{into talent} management solutions



Talent Management identifies the

gaps in the skills and expertise in the employees and LMS can promote the job related skills required



Saba ‘s integrated Talent Management

Suite offers learning management solutions along with other services such as collaboration, succession planning etc

Mobile enabled Learning



LMS providers are implementing

mobile functionalities and are using HTML5 to make their websites mobile accessible



Successfactor LMS along with its suite

of mobile apps offers at-a-glance learning thereby allowing employees to complete the learning courses from a mobile device anytime

Tr

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Note:1. Learning Management Solutions

(14)

Recruiting technology is now gravitating toward mobile enabled recruiting, with social

media referrals to identify the right candidate from the entire pool

Recruitment Management Solutions

HCM

Solutions

(Cloud &

Mobile)

Recruitment

management

(Strategic) Workforce

Planning Requisitions Sourcing and Social Recruitment Engagement Candidate

Applicant Evaluation Diversity & Compliance Onboarding

Talent Pools

Recruitment

management

“83% of the product revenues of recruitment solutions market was

contributed by SaaS based solutions”

Vendor Landscape

offering;

Source: http://www.hrtechnews.com; Successfactor website; Hype Cycle for Human Capital Management Software, Gartner 2013; CC India analysis

Social media referrals



The solution providers are allowing

their employees to make referrals through social network accounts such as Facebook and Linkedin



SuccessFactors Bix Suite offers

social-media/employee referral tool as part of its recruiting product



The system suggests people known

to the employees using their Facebook and Linkedin contacts

Mobile enabled recruiting



The Mobile enabled recruitment

systems offers functionalities such as managing candidates contact, interview preparations, and approving requisitions



Successfactor Mobile recruiting

solutions brings essential recruiting capabilities such as sharing an offer, approving requisitions etc on mobile

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(15)

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

HCM

Solutions

(Cloud &

Mobile)

Compensation

& Benefits

Bonus Programs Commissions Stock and Long Term _Incentives

Employee Recognition Base Salary Administration

Wellness Retirement and _Savings Market Pricing and _Equity

Compensation &

Benefits

“SaaS penetration in the Compensation and benefits function has gained

momentum and contributes 52% of this segment’s product revenues”

Vendor Landscape

offering;

Note: 1 Includes product revenues (i.e., licenses, maintenance, and subscriptions

Source: HRM Solutions: Traditional Models clash With Next-Generation Processes And Technology; CC India Analysis

Compensation vendors leverage

pay-for-performance



Compensation specialists leverage the link between rewards and performance



Workscape added performance to its Compensation & Benefits capabilities

Mergers & Acquisitions



There have been significant mergers and acquisitions in the compensation market during the past few years



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

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(16)

Objective and approach

Sneak Peek at HCM Cloud

Market

HCM Cloud Solution

Footprint

Market trends

Vendor landscape

Appendix

(17)

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 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



One of the key factors contributing to this

market growth is the streamlining of human

resource operations

–

However, the fragmentation of the

market could pose a challenge to the

growth of this market



Interest and investment in human capital

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

$8,3 $8,9 $9,6 $10,3 $11,1 $0 $2 $4 $6 $8 $10 $12 2012 2013 2014 E 2015 E 2016 E

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

Administrative Application Deployment1

Global HCM Solutions market in USD bn

(2012 -2016)

CAGR 7.4%

(18)

HRM application SaaS adoption (n = 1,266 repondents)

Based on a survey estimate, administrative applications offered by HCM solution providers

is being widely adopted across various industry sectors

HCM SaaS adoption level by industry

Note: 1. Administrative applications: Core HRMS/ERP Foundation; (2) Service delivery applications: HR Help desk, knowledge management, onboarding, pay and benefits data, promotions, transfers, salary, approvals and notifications ; (3) Workforce Management applications: Time record management, Absence management, labor, scheduling , labour budgeting; (4) Talent Management: recruiting, performance,learning,compensation,sucession management, competency development;(5)BI: Reporting/visualization and BI tools;(6) Workforce analytics: workforce planning, workforce analytics and predictive analytics

Source: CedarCrestone 2013–2014 HR Systems Survey Results

Worldwide Average Agriculture Mining , Constructi on Financial Services Health Care Higher Education High-Tech Mftg Consumer / other Mftg Other Services Public administra tion Retail/ Wholesale Public Utilities Administrative 1 92% 87% 94% 93% 84% 94% 94% 94% 88% 92% 94% Service Delivery 2 44% 33% 49% 49% 42% 52% 45% 40% 35% 42% 45% Workforce management3 43% 26% 46% 52% 29% 48% 40% 41% 36% 57% 46% Talent Management4 57% 47% 59% 61% 47% 65% 61% 54% 46% 51% 61% BI (reporting/tools)5 _44% _29% _48% _47% _37% _52% _43% _48% _37% _35% _44% Workforce analytics6 14% 8% 15% 16% 6% 16% 11% 17% 15% 10% 13%

Social Media tools 33% 27% 34% 30% 32% 28% 34% 37% 20% 38% 40%

(19)

Estimates have identified that large organizations continue to be the biggest adopters of

HCM applications

HCM application adoption level and application deployment

HRM application SaaS adoption (n = 1,246 global organisations)

Administrative Application

Deployment1

Adoption level by Size Administrative Application

Deployment1

Adoption level by Region Administrative Application

Deployment1

HRMS Application Deployment

Source: CedarCrestone HR Systems Survey 2013-2014

52% 20% 17% 6% 3% 3% 0% 10% 20% 30% 40% 50% 60% Licensed Software-on premise SaaS- Subscription - based Licensed Software- hosted Combination In-house developed/ bespoke Outsourced 93% 58% 52% 73% 51% 20% 41% 95% 47% _43% 59% 45% 13% 31% 91% 35% 39% 45% 39% 10% 30% 92% 44% 43% 57% 44% 14% 33% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Large Medium Small Worldwide Average

79% 39% 31% 51% 43% 11% 36% 87% 38% 49% 40% 13% 32% 84% 48% _46% 65% 52% 10% 30% 94% 45% 44% 57% 44% 13% 33% 92% 44% _43% 57% 44% 14% 33% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Asia/Australia Canada

EMEA United States

Worldwide Average

Large organizations are the largest adopters of HRM SaaS solutions

Administrative applications are largely adopted across regions

The HRM solutions are trending towards SaaS wiith Licensed software On Premise

(20)

(n = 1,266 respondents)

The HCM Solutions vendors are increasingly adopting social, mobile enabled processes and

workforce analytics to their HCM solutions

Trends in HCM SaaS adoption processes

Source: CedarCrestone HR Systems Survey 2013-2014



The adoption of social-enabled

processes has increased from 6% in

2012 to 9% in 2013



Recruiting management has highly

adopted the social media tools when

compared to other HR processes

Social

enabled

processes

Mobile

enabled

processes

BI/

Workforce

analytics

5% 5% 6% 7% 9% 10% 12% 15% Compensation Succession planning BI/workforce analytics Time and attendance HR management Performance management Learning and Development Recruiting (workforce)



The adoption of mobile-enabled

processes has increased from 6% in

2012 to 10% in 2013



Payroll and recruiting management

(staffs) has highly adopted the

mobile when compared to other HR

processes



The adoption of Big Data has

increased significantly such that

most organization are able to extract

data for reporting

4% 5% 5% 7% 9% 10% 11% 12% 13% Sucession planning Compensation BI/ Workforce analytics HR management Tine and attendance Learning and Development Performance management Recruiting Payroll 6% 8% 14% 15% 15% 25% 26% 43% 44% 92% Predictive modeling Counsulting resources Presence of embedded … Data available to the manager

Data intregration Real time availabilty of data Used by HRIT analysts Data to compare with external …

Dasboards Data Extraction

(21)

The HCM Solutions vendor landscape is undergoing a transformation with a mix of organic

and non organic growth

HCM Solutions vendor options to build, buy or partner

Source: Consolidation And Innovation Transform The HRM Vendor Landscape, Forrester, 2012; CC India Analysis



Seamless integration of data and

processes



Consistent user experience



Leverage new technologies and

process paradigms



Fast time-to-market



Depth and maturity of solutions;

innovative differentiation



Management know-how



Minimal upfront investment



Fastest time-to-market



Ability to leverage best-in-class

capabilities

ADVANTAGE



Lengthy time-to-market



Difficult to match depth of

best-of-breed products



Higher risk of failure to deliver

results



Difficult to harmonize user

experience



Process and data integration not

seamless



Inherited architectural baggage



Integration and user interface (UI)

harmonisation difficult to achieve



Contracts and support channels

vary, often not seamless

POTENTIAL

PITFALLS



Workday (HCM Solutions and

Talent Management)



Ultimate Software (HCM Solutions

and Talent Management)



Cornerstone OnDemand (learning

and Talent Management)



SAP / SuccessFactors



SumTotal Systems / Softscape



Ceridian / Dayforce



ADP and Kronos (Workforce

Management)



Ultimate Software and Infor

(Workforce Management)

EXAMPLES

BUILD FROM SCRATCH

ACQUIRE

PARTNER

Building out the HRM suite is

high risk and high reward

Acquisitions are difficult

to integrate and harmonize

Partnering for complementary

HRM functionality is less costly

(22)

The NSA snooping has revealed several security vulnerabilities in companies which has not

only forced them to revamp its security infrastructure and revisit its strategies…

Trends in security for cloud solutions (1/2)



Managing who has access to what and de-provisioning employees when they leave the company

is becoming more essential and complicated



Identity thefts remain a serious concern for the adoption of public cloud platforms by buyers and this is

expected to prompt cloud users to adopt identity management and access control solutions



With the perimeter security failing for even internal IT environments, due to Advanced Persistent

Threat (APT) type attacks, security will continue to move closer to where-ever sensitive data is found



Focus of enterprises will shift from perimeter security to data-centric security

–

This will become a core practice for enterprises across all of their in-house assets and cloud implementations



Common internal standards based on sensitivity and classification of data will drive protections that

are consistent across all in-house data centers, service providers, virtualization and cloud environments

Identity security has

become the key priority

for vendors and buyers

Data-centric security

will become a core

practice for all

enterprises

– Salesforce Identity, also known as "Identity for the Connected World“, allows both customers and employees of a

Salesforce-powered company to use any number of common identity platforms for "any app, on any device"

Integration of security

infrastructure into cloud

infrastructure sets



Vmware, OpenStack, Eucalyptus and other cloud-stacks are increasingly including integration points for

security technologies to plug into their offerings, making it easy for enterprises to customize their cloud

security



Vendors are aiming to provide standard interfaces to write to for standard functions, and will definitely

find new ways to use those available interfaces to provide even better services

Source: CC India Analysis; http://www.infoworld.com/t/cloud-computing/9-trends-2014-and-beyond-230099?page=0,0; http://www.businessnewsdaily.com/5801-data-security-forecast-for-2014.html; http://blog.vormetric.com/2013/08/29/10-key-trends-in-cloud-security/;

(23)

… but also has slowed down the consolidation efforts of several companies

Trends in security for cloud solutions (2/2)

Source: Privacy and Cloud Computing - “Data Protection and Cloud Computing under EU law; http://www.cloudcomputing-news.net/news/2014/mar/06/outlook-privacy-and-data-protection-cloud-2014/, CC India Analysis

Emergence of strong

cloud security standards

and guidelines



The current legislations governing cloud security in the 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



A proposed EU Data Protection Regulation also contains various obligations on companies that will be

relevant for cloud providers, including

─

Appointment of data protection officers

─

Maintain detailed records of personal data collected

─

Perform privacy impact assessments



Non-compliance with the above proposed regulation can expose organizations to potentially significant

fines of up to 5% of their annual worldwide turnover or €100mn



In the US, the US-EU Safe Harbor act provides protection for EU and international organizations for which

data must be specifically managed in multiple jurisdictions



Security concerns are preventing businesses from unlocking the potential benefits of data

center consolidation and cloud services



Companies are realizing that strong security measures, including encryption and key management, are

prerequisites to move forward with data center consolidation initiatives



Losing control of cryptographic keys is the concern of more than half of the business



It was observed that less than half of the companies (49%) have no consolidation plans in place and only

a quarter have completed consolidation projects

Security concerns

holding back data

center consolidation

and cloud migration

(24)

Objective and approach

Sneak Peek at HCM Cloud

Market

HCM Cloud Solution

Footprint

Market trends

Vendor landscape

Appendix

(25)

HCM Solutions footprint

HR Solution footprint

Core HR

Workforce

Management

Talent

Management

Learning

Management

Recruitment

management

Compensation &

Benefits

Employee Records Payroll Benefit Administration and Enrolment Salary and wage

structure

Jobs and positions

Employee Engagement

Time reporting

Attendance

Paid Time Off

Employee Performance Goal Management Career Planning Competency Management Succession Planning Talent Review Leadership Development Learning Course Administration Content Management Mobile Learning (Strategic) Workforce Planning Requisitions

Sourcing and Social Recruitment Candidate Engagement Base Salary Administration Bonus Programs Commissions Stock and Long-Term Incentives Employee Recognition Wellness Compliance Talent Pools 1 2 3 1 2 3 1 2 3 4 5 6 1 2 3 4 5 6 1 2 3 4 5 6 1 2 3 4 4 7 5 Organisational structures 8 Absence Management 4 Workforce scheduling and assignments 5 Productivity Analysis 6 Labor Cost Distribution 7 _Retention Management 7 Mentoring 5 Collaboration 6

Social and Informal Learning 7 Professional Certification 8 Applicant Evaluation 6 Diversity and Compliance 7 Onboarding 8 Retirement and Savings 7 Market Pricing and Equity 8

(26)

Summary of profiles

Summary of HR Solution Vendor profiles – 1/3

Applications

Vendors

Core HR

Workforce

Talent

Learning

Recruitment

Compensation

& Benefits

Office

locations in

Benelux

Region

Completeness / Strength of the offering; Office locations in Benelux region

CLOUD

Source: CC India Analysis

(27)

Summary of profiles

Summary of HR Solution Vendor profiles – 2/3

Applications

Vendors

Core HR

Workforce

Talent

Learning

Recruitment

Compensation

& Benefits

Office

locations in

Benelux

Region

Completeness / Strength of the offering; Office locations in Benelux region

Source: Capgemini Analysis

(28)

Summary of profiles

Summary of HR Solution Vendor profiles – 3/3

Applications

Vendors

Core HR

Workforce

Talent

Learning

Recruitment

Compensation

& Benefits

Office

locations in

Benelux

Region

Source: CC India Analysis

(29)

 July 2014: Bombadier, a global manufacturer of planes and trains, has chosen Oracle Talent Management cloud to provide a single, global applicant tracking system (ATS)

 March 2014: Kamal Osman Jamjoom (KOJ) a leading retail groups in the Middle East has deployed Oracle Talent Management Cloud

 Feb 2014: Significant enhancements made to Oracle HCM Cloud, including an integrated time and attendance solution, workforce modeling, additional global support for payroll, new languages, new mobile functionality, additional global support and deeper analytics

 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

 May 2014: Oracle Fusion HCM received Ventana Research Technology Innovation Award for business innovation in the category of HCM

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

Benelux office locations



Belgium, the Netherlands and Luxembourg

Global office locations



North America, EMEA and Asia-pacific

Company Oracle Corporation

HCM Solutions

Services Consulting, Implementation, maintenance and support

Sector Focus Diversified customer segment

Annual Revenue USD 38,275mn (As of May 31, 2014)

Employees 122,000 (As of May 31, 2014)

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Key Wins

New Products / Solutions

Acquisitions / Partners

Awards



Oracle is an Enterprise software company which develops, manufactures,

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

Company Overview



Partners: Oracle partners with Capgemini, eVerge Group, The Hackett Group, HCL Axon, KBACE, KPMG LLP, PwC, Infosys, Wipro and Deloitte

Partner Ecosystem

(30)

SaaS & Mobile Solutions Portfolio

Delivery Models

Oracle Fusion HCM and Talent Management suites can be hosted and provided as an

integrated managed service

Oracle Fusion HCM Company profile – 2/3

Hosted Managed



SaaS

Mobile HR



1 2 3 4 5 6 7 8         x x x x x x x x

Core HR

Workforce

Management

Talent

Management

Learning

Management

Recruitment

management

Compensation

& Benefits

1 2 3 4 5 6 7        x x x  x x x 1 2 3 4 5 6 7          x x x x x 1 2 3 4 5 6 7 8    x x    x x x x x x x x 1 2 3 4 5 6 7 8         x    x   x 1 2 3 4 5 6 7 8         x x x x x x x x SaaS Mobile



Oracle Fusion Human Capital Management 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

Pricing Models



Oracle is allowing for “upgrade protected” 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

Strengths



Product is still new in the market



Functions are still evolving

Challenges

Key Clients



(31)



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

Integration systems & platforms



Oracle Cloud HCM Services offer a global solution which has a global core and additional country functionality



Implemented in more than 40 countries

Implemented markets



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

Strategies for future



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

Security systems



Implemented in diversified customer segments

Implemented industries



ICS Computing together with Edenbrook, one of the UK’s leading implementation and support consultancies is an Oracle HCM partner

─

Oracle clients can immediately benefit from an efficient, cost-effective outsourced payroll service

Collaboration with payroll providers



Arabic



Portuguese



Dutch



English



French



German



Czech



Danish



Finnish



Hebrew



Turkish



Hungarian



Norwegian



Italian



Japanese



Korean



Spanish



Chinese



Polish



Russian



Swedish

Available languages

Oracle Fusion Human Capital Management solutions combines advanced security, tight

integration, and best HR practices

Oracle Fusion HCM Profile – 3/3

(32)



Consulting Partners: Provides services including Strategy & Transformation, Project Mgnt, Configuration & Implementation, Systems Integration etc

– Strategic Partner Level: Cognizant, PwC, Human Capital Consulting, 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: Tata Communications, Avanxo, Ceridian, Human Capital Consulting, NEC, PwC and ADP



Solution partners: Includes Jobvite, Ceridian, Benefitfocus, VMWare, Dell etc

 May 2014: The Timken Company, a global industrial technological leader,

implemented HR Cloud Solutions from SuccessFactors for Payroll, Performance and Goals, Learning, Workforce Planning and Workforce Analytics

 Feb 2014: Introduced ‘SuccessFactors Presentations’, a tool which use presentations to automate and improve the quality of talent review process, while saving money and time

 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

 June 2014: SuccessFactors was named a "Leader" in Gartner 2014 Magic Quadrant for Talent Management Suites

SuccessFactors is a Talent Management focused solution provider which has gradually built

solutions around the HR administration function

SuccessFactors Company profile – 1/3



SAP office in Netherlands, Luxembourg and Belgium

Global office locations



SAP offices in North America, Europe & Asia

Company SuccessFactors Inc – A SAP Company

HCM Solutions

Services SaaS Provider, Implementation and support

Sector Focus All sectors

Annual Revenue Subsidiary of SAP

Employees Approx 1,600 when acquired by SAP in 2011

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Key Wins

New Products / Solutions

Acquisitions / Partners

Awards



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

– 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 6,000 clients and more than 25mn users



Have customers in 168 countries and the solution can be used in 37 various languages

Company Overview

Partner Ecosystem

Source: SuccessFactors (http://www.successfactors.com/homepage.html); Channeleconomics.com; Factiva; Timken Drives Global Workforce Efficiency and Productivity With Accenture and SAP; SAP Named a Leader in Gartner 2014 Magic Quadrant for Talent Management Suites;

(33)

Delivery Models

SuccessFactors is available through hosting and also through managed services model with

the help of its implementation partners

Hosted Managed

SaaS

Mobile HR

Key Clients

SaaS & Mobile Solutions Portfolio

SaaS Mobile

1 2 3 4 5 6 7 8          x x x x  x  1 2 3 4 5 6 7  x   x   x x   x  x 1 2 3 4 5 6 7          x x x x x 1 2 3 4 5 6 7 8    x     x x x  x   x 1 2 3 4 5 6 7 8         x    x  x  1 2 3 4 5 6 7 8      x x x x x x x x x x x

SuccessFactors Company profile – 2/3





The only pricing model is subscription based



Pricing is based on number of users, scope of

solutions and level of service



Contract duration is typically 3 or 5 years



Sales partners are allowed to sell subscriptions

Pricing Models



Deliver a flexible and extensible architecture to start anywhere and go everywhere



Enable more effective adoption by delivering content and building community and ecosystem



25 payrolls in the cloud (EC Payroll)



Supported with the experience and commitment of SAP

Strengths



Though SuccessFactors has analytics as an offering, the integration of Inform(acquired) needs to be done carefully



Not yet fully integrated with SAP’s offerings

Challenges

Core HR

Workforce

Management

Talent

Management

Learning

Management

Recruitment

management

Compensation

& Benefits

(34)

SuccessFactors supports its customer with 35 languages and has presence in more than

168 countries across the globe

SuccessFactors Company profile – 3/3



Have presence in 168 countries across North America, Latin America, Europe and Asia Pacific

Implemented markets



Deliver a flexible and extensible architecture to start anywhere, go everywhere



Enable more effective adoption by delivering Content and building Community and Ecosystem



Assemble complete, end-to-end, global solutions

across all HR functions



Supported with the experience and commitment of SAP

Strategies for future



Application security



Data encryption / Cryptographic controls



Anti-virus security



Network protection



Information security incident management



Backup, failover and redundancy



Access control and physical security

Security systems



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

Integration systems & platforms



Consumer Goods



Higher Education



Life Sciences & healthcare



Manufacturing



Retail

Implemented industries



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 its payroll administrative processes across multi-national operations



Partners with ADP (GlobalView) since 2013

Collaboration with payroll providers



Available in 35 languages, mainly

– English (US) – English (UK) – Dutch – Spanish – French

Available languages



Technology



Non-Profit organisation



Energy and Chemicals



Financial Services



Government – Swedish – Portuguese – Chinese – Japanese – Korean

(35)



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

 May 2014: IG, a leading financial trading company , has deployed Workday HCM with the help of Kainos, a leading digital solutions company

 May 2014: The State of Maryland has selected Workday HCM, Workday Time Tracking, and Workday Benefits to replace and consolidate its legacy, on-premise software with one unified system

 May 2014: Introduced latest update, Workday 22, which includes recruitment management in the Workday’s HCM solution portfolio

 June 2014: Workday formed a new strategic partnership with HP, where the latter will sell Workday’s HCM solution in the market

– The partnership is expected to boost the healthy demand for new HCM deployment solutions form Workday

 Ranked as a ‘leader’ in the Forrester Wave HRM Systems, Q1 2012

Workday is a leader in enterprise cloud applications for human resources and finance

Workday Company profile – 1/3

Benelux office locations  Netherlands Global office locations

 North America, Europe and Asia

Company Workday Inc

HRMS Services Consulting, Implementation, education and support

Sector Focus Financial services, healthcare & Life Sciences, manufacturing, services, retail &

hospitality, Telco & Media

Annual Revenue USD 468.9mn (As of January 31, 2014)

Employees 2,300+ (As of Q3,2013)



Workday provides SaaS solutions for managing global businesses in the 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

Company Overview

Partner Ecosystem

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Key Wins

New Products / Solutions

Acquisitions / Partners

Awards

Source: Workday Website; Dow Jones company profile, Workday 22; HP Introduces New Enterprise Applications Services for Workday; Kainos Deploys Workday Human Capital Management at Leading Financial Trading Company, IG; Maryland Moves HR to the Cloud With Workday

(36)

Delivery Models

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

Hosted Managed

SaaS

Mobile HR

Key Clients

SaaS Mobile

SaaS & Mobile Solutions Portfolio

1 2 3 4 5 6 7 8                 1 2 3 4 5 6 7               1 2 3 4 5 6 7          x     1 2 3 4 5 6 7 8 x x x x x x x x  x x x     1 2 3 4 5 6 7 8                 1 2 3 4 5 6 7 8        x     x x x 





Workday prices its services based on metrics for the overall client business scope, complexity and requirements, not per-Workday-user

Pricing Models



Strong in technology, customer experience and a 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

Strengths



Relies on Kronos integration partnership for workforce management

Challenges

Core HR

Workforce

Management

Talent

Management

Learning

Management

Recruitment

management

Compensation

& Benefits

(37)



Australia



Canada



Germany



Hong Kong



Ireland



Netherlands



UK



France



Nordics



US



...and others



English



Chinese (Simplified & traditional)



Czech



Dutch



French



German



Hungarian



Indonesian



Italian



Japanese



Korean



Polish



Portuguese



Romanian



Russian



Spanish



Thai



Turkish



Vietnamese



French

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

Implemented markets



Workday is strategically targeting organisations with dated ERP systems, and companies in need of a yet-to-be deployed global HRMS



The company has outlined strategies to deliver global financials in the cloud as well as big data analytics

Strategies for future



Certified to ISO 27001 standards and audited bi-annually against SSAE 16 1 and SSAE 16 SOC-2 controls



Safe Harbor certified and a corporate member of the Cloud Security Alliance



Other security safeguards include communications and network-level security, application security, data security and comprehensive auditing

Security systems

Integration systems & platforms



Education and Government



Financial Services



Healthcare and Life Sciences



Manufacturing

Implemented industries



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 Aon Hewitt, ADP, Activpayroll, Celergo, CDP, Cloudpay, i-Admin, Kayang, Intelligo and SafeGuard World International, Take5 People and Soreco AG

Collaboration with payroll providers

Available languages

Source: Peoplefluent company website



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 of a number of pre-built, packaged integrations and connectors to complementary applications that are 100% built, maintained, and supported by Workday



Retail and Hospitality



Services

(38)

Technology Partners of Peoplefluent provide key technology requirements to enhance the

performance of solutions

Peoplefluent Company profile – 1/3



Belgium Global office locations



North America, Europe and Asia

Company Peoplefluent

HCM Solutions

Services Implementation, Integration, support, Training

Sector Focus Healthcare & Retail

Annual Revenue USD 100mn (2014)

Employees 700 (2014)



Peoplefluent provides comprehensive suite of Talent Management 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

Company Overview



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 such as monster.com; Social Networking such as LinkedIn, etc,



Technology Partners: Include Burning Glass, BusinessObjects and Talemetry

Partner Ecosystem

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 March 2012: Goodlife, the largest fitness company in Canada, deployed Peoplefluent’s Recruitment Management Systems to improve the efficiency of its hiring process

Key Wins

 April 2014 : Introduced the PeopleFluent Mirror Suite™ and Talent Engagement Cloud

– For example, By infusing their software with innovative video and collaborative social technologies that deliver personalized and inspiring user experiences.

New Products / Solutions

 Dec 2013: Entered into a joint marketing 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

Acquisitions / Partners

 June 2014: Talent Board Announced PeopleFluent as Global Platinum Sponsor of 2014 Candidate Experience Awards

Awards

Source: Peoplefluent website; Dow Jones and Data monitor company profiles; Factiva; http://www.peoplefluent.com/about/news/press-releases/independent-research-firm-cites-peoplefluent-leader-vendor-management-syst; http://www.peoplefluent.com/about/news/press-releases/peoplefluent-infuses-next-generation-talent-management-suite-performance-a

Cloud Watch on HCM Cloud Solutions