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Software as a Service (SaaS) is something that we are working with organizations with on a daily basis. We have even created workshops to specifically READY organizations for deployment of SaaS HRMS, HCM and Talent Management solutions. See the link below to a great article from CIO Magazine in June that discusses SaaS in more detail. A few takeaways from the Infuser:
"So far, the SaaS phenomenon has been largely confined to smaller companies." - AMR Research; *WE ARE KNOWLEDGE INFUSION ARE CONTINUING TO SE ORGANIZATIONS 5000 EMPLOYEES (USERS OF THESE SYSTEMS) AND ABOVE LEVERAGING SaaS SOLUTIONS TO MEET THEIR NEEDS. WE SEE THIS CONCEPT OF SMALL COMPANY ONLY CHANGING VERY RAPIDLY.</str </p>
"Don't expect something unique" - Customer Quote; THIS IS NOT NECESSARILY A BAD THING. WE ARE WORKING WITH ORGANIZATIONS ON A DAILY BASIS TO ENCOURAGE THEM TO TRANSFORM THEIR BUSINESS PROCESSES TO MEET THE SaaS VENDOR REQUIREMENTS. IN MANY CASES, THE WORLD OF HR AND TALENT TECHNOLOGY NEEDS STREAMLINING AND SaaS SOLUTIONS ARE A GOOD ANTIDOTE TO THAT.*
"Some vendors are relabeling as SaaS more traditional application outsourcing approaches and that runs the risk of antagonizing and confusing buyers - Gartner; WE COULDNT AGREE WITH THIS MORE AND IT IS IMPORTANT TO UNDERSTAND WHAT IS A SaaS SOLUTION AND WHAT IS NOT. A SIMPLE CHECKLIST:
One code base for the software*** Used by all customers*** Multi-tenant architecture*** Software configurable by user*** Code is the same and NOT customizable*** Any enhancements for one customer become available to all customers*** Underlying data model not customizable** Where SaaS makes sense:
Faster deployment times*** Lack of upfront license and infrastructure costs*** Need the ability to address vanilla business processes to resources can be used to focus on organizational core competencies** Where SaaS DOESNT make sense:
If applications touch upon the core of the enterprise, SaaS should be approached cautiously.*** These processes usually differentiate one company from another and SaaS does not allow for that. WE WOULD ARGUE THAT SO FEW COMPANIES ARE DOING TALENT MANAGEMENT WELL TODAY THAT THIS IS NOT AS LARGE OF AN ISSUE, BUT WILL BE INTO THE FUTURE.*** If function that is being automated is SO mission critical that business will be shut down, SaaS might not make the most sense.*** If REAL-TIME integration is needed, SaaS might not be best fit.* Use this blog entry as a discussion point in your organization around the vendors you are considering. There are strengths and weaknesses to each approach and the next years (to 2010) will truly change the HR technology landscape forever.
SaaS isn't for everyone, but understand today what these applications can do to help MOVE THE HR STRATEGIC NEEDLE that you might not be able to do based on IT resources or funding. At the same time, YOU NEED A PLAN AND ROADMAP for deployment because without, the integration and deployment efforts will delay and possible block your ability to realize any efficiency and possibly move you backwards in creating the business buy in to important HR initiatives.
Link to CIO article
Another infusion of knowledge...
