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14 Posts tagged with the oracle tag
2

SAP Kills TomorrowNow

Posted by Jason Averbook Jul 21, 2008

oraclesap.png

 

Interesting post by Vinnie Mirchandani regarding SAP's latest move to kill TomorrowNow. This is a VERY IMPORTANT move to many Knowledge Infusion customers who are either TomorrowNow customers presently or were looking at these models.

 

Is third party support realisitic for ERP/HR applications?

Do you think it is needed?

What does this mean to Oracle/PeopleSoft/SAP?

 

Take a read and let us know your thoughts..

 

Another infusion of knowledge

 

Link to article

2 Comments Permalink Tags: tomorrownow, sap, oracle, third_party_support
2

Myself and others from Knowledge Infusion had the opportunity to attend the OHUG Talent Management Panel at the Oracle HCM Users Group in Las Vegas, NV

 

Moderated by Bill Kutik - HR Executive Magazine and The Bill Kutik Radio Show

 

Zach Thomas - Forrester

Lisa Rowen - IDC

Jason Corsello - Knowledge Infusion

Leighanne Levensaler - Bersin

 

Lisa Rowen - "What are benefits of integrated Talent Management platform either from ERP or Suite vendor?"

  • Definition of talent management - acquisition, development, rewards, retain (processes around talent mgmt)

  • Soapbox - integration from technology perspective, only as good as processes integrated (something we discuss continually with Knowledge Infusion clients)

  • Vendors bringing together different technology functions, still up to the processes

  • Beneftis of integration - provides better way to assess data against other data (ie. quality of hire, where did they work before, etc.

 

Zach Thomas - Talked about how organizations organize themselves to be prepared to support integrated talent management

  • Performance Management - great data in PM, few leverage to make great hires

  • Recruiting / Succession Planning - why not open up to internal and external successors

  • Should have a touch with the financial data within the organizations; ERP are better positioned to do this

  • Until we can integrate TM processes with financial data, just miss the financial impacts

 

 

Leighanne Levensaler - "What do you think about Oracle and PeopleSoft and how they compare?"

  • Research shows that Enterprise 9.0 and Oracle EBS 12.0 have reached parity with suites

  • Most havent had the opportunity to upgrade to take advantage of functionality

  • Vendors offer talent mangement suites are strong in their core products, heritage is where they are strong, (ie. strong in recruiting, weaker in other areas)

  • More revisions will allow the TM suites to continue to

  • Within EBS 12 - compensation capability is second to none; analytics is very strong built on Fusion middleware

  • Enterprise 9.0 - wonderful performance management capability, profile management helps identify job/employee what does success profile look like, etc

  • EBS still ties together with competency management, with Fusion - profile management will be a part of solution

  • Thrilled that Oracle is investing in Succession

  • One of gaps is thinking about processes and white space, Oracle continues to have to improve but Leighanne makes this about all versions

 

Jason Corsello - "How does an HR organization need to be organized to take advantage of integrated talent management?" and "Is separation from HR administration from strategic talent functions a good idea?"

  • HR departments - many HR departments still don't have business accumen; dont know how to read P&L, balance sheets

  • Build level of business accumen

  • Publically traded company; tap into earnings calls, understand strategies of CEO and leadership

  • As looking at TM solutions and building strategy, reach out to the business units themselves

  • Most organizations dont care about the technology, CAN THEY DO THEIR JOB BETTER

  • GET OUT into the field

  • Build governance structures, governance models - executive sponsorship, business models

  • What do roles look like? How are decisions made? What are responsibilities? How do you articulate value?

  • GET buy in from the business

  • Starting to see HR titles change; client in Las Vegas called Talent Center not HR Center - VP Talent

  • Director of Talent Mobility

 

Lisa - just published IDC survey

  • 27% of respondents said they had a talent function up from 18% a year ago (more focus)

 

Zach

  • New definition of HR business partner - seeing HR business analysts - business partner with business accumen and technology (tough person to find)

  • Couple steps down from leader of HR, but becoming a bigger part of overall HR organization

  • Business might own more of the talent processes, not HR

 

Leighanne

  • Case study with American Express - roughly 250k employees, really just manage talent for the top 3000. Built a center of excellence for talent planning, assessment

  • Yes, rebranding HR and becoming more business saavy

 

Zach - "How can we talk about major companies using tricky stuff in Web 2.0"

  • Job boards - failed

  • Company recruiting sites - failed

  • Methodology to look at usability of B to B and Workforce websites

  • Usage of Web 2.0 - get fundamentals down first

    • usable experience - foundation solidly in place

 

Question from audience - "City of Chicago"

  • never heard the term state/local government used

  • are state/local governments using these tools?

  • George Carlin - talent management vs. HR department - is that a negative on what the HR department is doing

    • Jason Corsello refers to a mail carrier

      • huge talent crisis; pain

      • realized over 60% retirement eligible over next 5 years

      • obviously pain in government (demographics); seeing lots of initiatives around talent acquisition

      • Succession Planning - as baby boomers enter into retirement

 

    • Lisa Rowen - naming of HR vs talent

      • talent management not a replacement name for HR

      • looking at parts of business you have to do drive business outcomes

      • nothing to do with HR, payroll, record keeping

      • talent management is different and is not HR by another name

 

Software as a Service (SaaS) - Leighanne - alternative delivery model

    • Only viable for small/mid organizations and what are barriers

    • SaaS - having solution provider host instance

    • Pure SaaS - one line of code, shared resources - lower costs

    • Some problems, but fading fast - data privacy, configuration, providers have worked hard to dispel rumors - SAS 70 certification - there environments are probably more secure then an enterprise client

    • Not just for small/midsize businesses anymore

    • SaaS has been used for years - ATS, Performance Management

    • Option to now think about it for all functions

    • If operate in highly regulated industry - validated environment is needed and in some cases, cannot take advantage of SaaS model

 

    • Bill Kutik - if you get Saas - HRIS (you don't get to screw with it like you have in the on-premise model)

 

    • Question - European privacy laws - SaaS providers are offering enormous amount of configuration to have specific rules/legs per regions

      • SaaS vendors have done a good job of opening up to global needs

      • Not just languages, global configurations

      • PeopleSoft solution, that is what it is made for

 

Jason Corsello - thoughts on SaaS?

    • SaaS is not hosted

    • SaaS is everything maintained by solution provider

    • Hosted - still have to work with hosting provider and solution provider

    • SaaS is not easy to do - SAP has been trying to do with Business By Design and have not been that successful

 

Statement about SaaS

I have had indepth conversations with 20+ CIO's in the last few weeks. Most CIO's are saying "I cant believe I am saying this, last year wouldnt have said this." "SaaS has tremendous value and interest to CIO's and continuing to shift on an ongoing basis."

    • It is real

    • HRIT must shift to do things differently

 

Do you know anything more about Fusion today? - Jason Corsello

    • Strategy for Fusion has been brilliant for Oracle

    • Not that good for the industry

    • Many folks not doing much, waiting for Fusion

    • Lots of hope and anticipation, until we see something - hope it is significant

 

Leighanne

    • Greater integration

    • More enterprise integrations

    • Cant be more excited about middleware

    • Will carryover 9.1 and 12.1 - middleware and architecture will make difference

    • Will make talent management relevant to a business user

    • Fusion middleware means openness, not strapped to application

 

Early audience feedback from people sitting around me

    • Were they paid by Oracle not to say anything

    • Very insightful about talent management

    • Not very good, not at all what expected, leaving without any more knowledge

    • Doesn't help us go back and sell organization on why stay with Oracle like we want to

    • If we need to do something today because our CEO says so, what do we say, wait for Fusion?

    • Great endorsement for Fusion that we are looking for more information on

    • Could Oracle offer its talent management products in a SaaS model?

 

Interesting feedback. Your thoughts if you were at event. Great job by Oracle and OHUG providing insight into industry. A huge positive of this event is to offer this to the community. Oracle continues to lead the pack when it comes to providing industry value about HCM and talent management.

 

Another infusion of knowledge...

 

2 Comments Permalink Tags: ohug_2008, industry_analyst_panel, oracle
1

 

Mark Bennett at Oracle and one of the contributors to the TalentedApps blog, recently published a great piece on employee engagement and how one organization, Zappos.com uses engagement to drive its business model. How does Zappos test employee engagement, Mark writes


*Zappos offers new employees in their call center the pay that they are owed + $1000 to quit. Why? Zappos wants to really know if the employee is truly engaged and this provides a relatively inexpensive way to find out sooner rather than later. In addition, the $1000 option can be (and has been) adjusted as needed (it has grown from $100 to $500 to $1000). This offers a clear, tangible demonstration of the level (and value) of employee engagement (which is typically thought of as very intangible) and how it can be arrived at through measurements like this vs. relying solely on surveys, etc.*

This is a great story to share in your organization as a true test of engagement. It is a small example, but a great one to think about and expand the horizons of how the business can truly understand the engagement of its talent today and how HR can "come to the table" with new, unique and transformative ideas around driving true business results. Knowledge Infusion works daily with organizations around the world helping solve business issues that engagement is often a key leverage point. There MUST be a way to measure engagement and do something about it, and Zappos has done just that.

 

In Mark's post, he also mentions how Zappos is using Web 2.0 technologies or Digital HR as we call it at Knowledge Infusion, to assist with employee engagement as well. A very good read.

 

 

 

Thanks Mark for sharing this great example.

 

 

 

 

 

 

 

Another infusion of knowledge....

 

 

 

 

 

 

 

Link to Mark's post

 

 

1 Comments Permalink Tags: oracle, talentedapps, zappos, mark_bennett, employee_engagement, engagement
2

 

 

 

 

Click below for a great post and VIDEO from CNET demonstrating Oracle's use of Web 2.0 with business applications. I have to give Oracle a ton of credit for continuing to push the envelope and developing integrated uses of Web 2.0 with functions that businesses perform daily. This is also being done by SAP, Lawson and many others in the space; but Oracle seems to really get it and this demonstration continues to prove that. While not a HR example, fun to think about the possibilities.

 

 

From a Knowldege Infusion standpoint, the response to our Digital HR launch and services has been tremendous. It is more clear to me than ever that Digital HR will change HR and talent management technology forever and organizations will need a clear strategy around the future of online interactions with the entire workforce.

 

 

What do you think the possibilities are? If you had to develop a Web 2.0 application for HR, what would it do?

 

 

Another infusion of knowledge...

 

 

Link to CNET blog post and video

2 Comments Permalink Tags: web_2.0, enterprise_2.0, oracle, digital_hr
0

One of the core values of Knowledge Infusion is giving. I received this note from one of our partners at Oracle and felt the need to make sure all 2500+ readers of the Infuser had a chance to see and participate. This type of work is truly what makes our community a special place and hopefully the note below will encourage you to contribute or begin your own initiative like this. To my friend at Oracle, congratulations and thank you for making the world and the HR community a special place.

 

Note below..

 

 

This is not a note I ever thought I would get to write, but I applied to volunteer to build a school in Kenya, Africa and on May 11th I am taking time off work to do just that.

 

 

Given that my manual skills to date have consisted of ordering a package from IKEA and then paying someone to put it together, I expect to be tested in many ways. Needless to say, my idea of roughing it is when I don't get a hotel room upgrade. However, when I read about these children and the work the school does, there was no choice: there is a crisis here. Many of the Masai tribe kids (located in the Africa bush) are in very bad shape. Aside from the obvious dangers of poverty, malnutrition, and HIV infection; sexual and physical abuse by forced childhood marriage and female circumcision are common.

I don't know much about parenting but I do know that none of the things above should be a factor in a child's life and a great education can make a big difference. I'm determined to at least make that happen for them.

 

 

Kenya is currently going through a period of civil unrest. This school, Sekenani, is a form of sanctuary as well as education for the children, and I need your help to rebuild it.

 

 

As well as the labor, I am committed to raising $4,000. This money will go directly to funding not only the building work but training the local people to ensure the school becomes self maintaining.

 

 

To help me reach my goal, please donate here. <[http://www.virginunite.com/Templates/fundraiser.aspx?nid=96e9b78a-cc3b-4c6e-b4e4 -bc0ba18184c1&id=71597969-0284-49d5-99be-bc624db43740]>

 

 

The currency shown is UK pounds which is roughly twice the value of the US dollar.

 

To learn more about Sekenani school and the amazing kids check out the Sekenani School site here. <[http://sekenanischool.org/]>

 

 

 

Thank you for reading, I hope you can find time in your day to join me in this effort.

 

 

Another infusion of knowledge...

0 Comments 0 References Permalink Tags: oracle, giving
0

 

 

 

I wanted to do a quick callout to the talented folks at Oracle and welcome them to the blogosphere of HR, Human Capital and Talent Management. Knowledge Infusion believes that these types of tools will help change the HR space forever and it is great to see Oracle as part of this change movement.

 

 

 

Oracle continues to innovate using the latest technologies to provide tools to help HR and enterprises drive value from their worldwide talent. Stay tuned to this blog for many ideas and opinions as to how Oracle will continue to be a leader in this space for years to come.

 

 

 

Another infusion of knowledge..

 

 

 

Link to TalentedApps

 

 

0 Comments 0 References Permalink Tags: oracle, blog, talentedapps
0

 

Once again, as part of blogging from the Strategic e-HR Conference in San Diego. As part of the luncheon at the event, I had the opportunity to sit with customers who are thinking about automating and transforming the talent management process in their organizations. It was quite an interesting conversation and wanted to remind our customer base and other readers about a few key things:

 

  • Oracle as part of their EBS suite and PeopleSoft as part of the Enterprise suite had and still have good solutions for talent management that work for many organizations in the marketplace today.

  • Integration with the core HRMS solution offered by Oracle / PeopleSoft is very important and is very hard to duplicate if only using third party solutions.

  • Oracle / PeopleSoft continue to spend a great amount of time and resource listening to their customers and enhancing the functionality of these products.

  • Talent Management is still in its infancy and if you are a customer of Oracle/PeopleSoft, you more than owe a look at these vendors; do not eliminate them from a process based on what you might have heard in the past. Their products continue to evolve and come along. I state this based on customers thoughts that I heard about what was in releases of Oracle or PeopleSoft 3-5 years ago, which is not a valid comparison to other vendors in the marketplace.

 

Once again, Knowledge Infusion believes in having a strategy for talent management and then enabling that with whatever technology makes the most sense at the right time in an organization. These are the types of conversations happen at these events that can prove very valuable for all.

 

 

 

 

 

0 Comments 0 References Permalink Tags: oracle, peoplesoft, talent_management
0

 

 

 

In a recent research note linked to below, Gartner made an interesting prediction that has caught the eye of the folks at Knowledge Infusion. At KI, we are involved in many software evaluations and selections where price is an issue, not the only issue, but still an issue. The latest research note from Gartner states that seven major things will drive costs down. A few of the biggies include Software as a Service (SaaS) and Service Oriented Architecture (SOA). Some things to note about this and how it will effect the HR and talent management software space

 

  • More and more HR organizations are looking to Software as a Service solutions to drive their workforce facing solutions. The problem with this is that few HR organizations or vendors in the space are executing the deployment to acceptable customer service levels. This has to change during 2008 for SaaS solutions to continue to gain traction.

  • The ERP vendors such as Oracle and SAP are racing to change their software deployment models and architectures; the question remains, will they be able to do it in time.

  • Vendors such as Workday and Lawson have already invested heavily in the SOA model giving them a huge head start on the future of the core HR and foundation layers.

 

 

This topic will continue to gain attention over the next 12 to 18 months as the face of HR software changes forever (again). Stay tuned as the acronyms SaaS and SOA continue to replace the term ERP; and no, this doesn't mean Oracle and SAP are dead; just reinventing themselves.

 

 

Another infusion of knowledge...

 

 

Link to article

 

 

0 Comments 0 References Permalink Tags: soa, saas, lawson, workday, gartner, erp_vendors, oracle, sap
0

 

 

 

Knowledge Infusion had the opportunity to take part in a number of events at Oracle OpenWorld last week. I didnt have the opportunity to attend any presentation where Larry Ellison or the application team was presenting. We had many clients that had asked us to bring back information from OpenWorld; both existing Oracle clients and organizations looking to license a net-new HR solution.

 

 

While reading up on comments over the weekend, I found a post by Vinnie Merchandani that was quite interesting. Attached is a link to the blog post. We will continue to add links as more comes out from the event from last week.

 

 

What is important to remember is that not EVERYONE is waiting for Fusion. There are many happy PeopleSoft and Oracle customers using HRMS today. What IS important is that Oracle needs to think about when and how to clearly communicate what is Fusion HR. The clock is ticking on this one and customers are beginning to get antsy based on the number of inquiries we are getting.

 

 

Another infusion of knowledge...

 

 

Link to Vinnie's post

 

 

0 Comments 0 References Permalink Tags: oracle, fusion
3

 

Knowledge Infusion had the opportunity to take part in many activities at Oracle OpenWorld 2007 this year including a panel that I was on today moderated by Row Henson. I have to commend Oracle on a conference well done and the panel that I was part of on the future of the workforce got some great reviews from the audience.

 

 

 

As Josh Bersin from Bersin & Associates and Lisa Rowen from IDC and myself spoke, many questions came up around the workforce, how education is effecting kids entering the workforce these days and how technology might play a role.

 

 

 

A few highlights:

 

 

 

  • Josh Bersin made some great comments surrounding recruiting techniques organizations are using around hiring family members; parents bringing their kids to work and visa versa

  • Lisa Rowen reminded us that the first Baby Boomer turned 62 this year and chose to collect Social Security - hmm.. I thought the workforce was working longer? What are you doing to keep them?

  • I talked about one of the Knowledge Infusion initiatives next year around the formulation of a foundation to help high school students understand the value that technology and specifically the impact that by understanding the world of business while in high school they can be prepared 1000x better to enter the workforce. Stay tuned for much more about this Knowledge Infusion foundation in 2008.

 

The conversation was great and I appreciate Oracle inviting Knowledge Infusion to participate and thank my fellow panelists for a great event.

 

I had the opportunity to take my son to his first movie last week, The Bee Movie. The whole panel reminded me of this video clip and thought I would share it. Has anyone in your life had the same job their whole life? Is it still possible? Let me know.

 

 

 

Another infusion of knowledge...

 

 

 

Here is the video clip

 

 

 

 

 

3 Comments 0 References Permalink Tags: workforce, oracle, bersin, idc, row_henson
0

 

 

 

Knowledge Infusion will be participating in a number of sessions at Oracle OpenWorld 2007 next week in San Francisco. On the heels of OpenWorld is a great BusinessWeek article discussing the concepts of Oracle Fusion and the new leader of the pack at Oracle responsible for driving Fusion home (and helping all understand what it is). Next week could be a very big directional week for the future of HR and Talent Management technologies.

 

 

 

This is a good article for all attending the conference next week. We very much look forward to the message. What are your thoughts on what will be announced? Let us know..

 

 

 

Link to article...Read today

 

 

 

Another infusion of knowledge...

 

 

0 Comments 0 References Permalink Tags: oracle, fusion
3

Knowledge Infusion works with many enterprise clients and vendors in the talent management space. The one thing that this space needs is controlled innovation. As we continue to see consolidation, it is very concerning that this innovation will come to a grinding halt. The need for innovation in talent management will make or break this space forever.

 

Gina Ruiz has done a great job recapping the acquisition in Workforce Magazine yesterday. Link can be seen below. This opens the door even further for organizations like Vurv , Taleo , Stepstone and PeopleClick to move in and make a serious play in this space. Also, the ERP vendors such as Oracle and SAP are making significant investments in this crucial space to the future of business. It is NOT an easy space, but one with huge brands and huge financial rewards if done to match the demographic of the hourly worker today.

 

 

 

Stay tuned for more as we continue to look at the impact of acquisition on innovation. Lets not move this space backwards!

 

 

 

Click here for article!

 

 

3 Comments 0 References Permalink Tags: workforce_magazine, hourly_recruiting, vurv, taleo, stepstone, peopleclick, oracle, sap, gina_ruiz
1

Computerworld does a great job of talking with a Software as a Service (SaaS) expert from Saugatuck Technology Inc and the things that all enterprises need to be thinking about when looking and deploying SaaS solutions.

 

On a daily basis, Knowledge Infusion is working with clients to help them understand this evolving market and what organizations need to be thinking about before entering and during deployment of these types of solutions. The nine things that this article highlights and some Knowledge Infusion comments are:

  1. What is Saas? - Read this carefully and do not let vendors try to confuse OnDemand or ASP with Software as a Service. Organizations such as Workday and SuccessFactors to name a few are doing this right today in the human capital management and talent management markets.

  2. What about security? - Take time to really understand how secure your data is. The vendors in this space make your data much more secure in their world then it would be stored at your site.

  3. How do SaaS vendors charge?- This is very important to take time to understand, especially in the HR space. Many people have said to us, "The software would be more than what we paid for PeopleSoft or SAP!!". The thing they are forgetting is how much they have paid in the past for support. You have to look at this as a TCO argument.

  4. What kinds of services do SaaS vendors provide? - Once again, very important to understand in this space. If you are used to x level support from your ERP provider, you are going to get Y level support from the SaaS vendor. Not necessarily good or bad, just different. You are also not implementing, but deploying which changes the types of support and services you need as well.

  5. Is SaaS only for small and medium businesses or will it work in our enterprise? - SaaS solutions are proving with the right planning upfront to work in any size enterprise. The PLANNING piece is critical. You have to look at your processes and understand how the SaaS vendors solution fits into your enterprise process flow.

  6. How mature are SaaS services? - Not very mature and rapidly growing up. Depends on the vendor and talk to references.

  7. How mature is the SaaS market? - See response to number 6

  8. Is SaaS more than a flash in the pan? - We believe this is the right solution for many organizations, not all, but many and depending on factors such as, may be the future for your organization with PLANNING.

    1. What is your ERP?

    2. What is your BI strategy?

    3. What is your global strategy?

  9. What involvement should the service users have with the vendor once contract is signed? - ALOT. This market is in constant BETA mode and things that you need in your solution are being added daily. Your feedback is so important and it is important to give it early and often.

It is a very exciting time in this space as vendors continue to shift towards this model. We will continue to see talent management vendors such as Taleo, Vurv, Authoria, Plateau, Saba, SumTotal, Halogen, Cornerstone OnDemand, Workscape and others continue to enhance or deploy their SaaS solutions over the next 12 months. Also, dont be suprised to see Oracle, SAP and Lawson continue to get MUCH better in this space. Learn about the market now, stay tuned - much more to come!!

 

Another infusion of knowledge...

 

Link to Computerworld Article

 

 

 

 

 

 

PLEASE COMMENT BELOW!!

 

 

 

 

 

1 Comments 0 References Permalink Tags: software_as_a_service, saas, workday, taleo, vurv, workscape, successfactors, halogen, cornerstoneondemand, plateau, oracle, sap
0

Knowledge Infusion Center of Excellence has been brining you updates from key sessions at HR Technology 2007 in Chicago, Illinois. A great event this year showcasing leaders, technologies and futures in the HR, HCM and Talent Management space.

 

The HCM Battle is between Workday, Lawson and Oracle - VERY INTERESTING TITLE

 

Bill Kutik opens session with lots of vendors, these arent the only three and not necessarily the best. Important to understand that there are many vendors out there.

 

  • Bill Kutik written scenario is #1

  • Vendor written scenario is #2

  • Best Cool Stuff by each vendor is #3

 

No SCORING will be done at this event

 

Segment #1

 

Lawson

Theme is space - What is your technology space

"You want to do your work where you work" - outlook, facebook, applications

VP of HR - lives in MS Outlook

HR Generalist - lives in Lawson User Experience

  • Within Outlook, the MS Outlook Plugin has added My Direct Reports - very cool future technology

  • VP using Outlook to Create Job Req - all with real-time integration to Lawson job tables

  • Lawson Smart Client - nice dashboard

  • User Interface of Smart Client - very text based

  • Tabs at top similar to Firefox, nice working model

  • Once again, UI not sexy but very workable

  • Very cool use of free-form text search

  • Spider diagram mapping comptencies to profile - very nice use of new graphical approach

  • Great group selection tool - puts people into groups

  • Synchronized Outlook and then now in Outlook, the VP can review candidates

  • VERY NICE APPROACH TO USING one business tool for the VP and one tool for the HR individual

  • VP actual operating within Outlook and automatically sends off request to HR generalist

  • VERY COOL to see information in both Outlook and Smart Client depending on role and preference of UI

  • Good use of Org Charting - dynamic changes based on what was done in Outlook

  • Very good use of SPACE - best place to do certain task based on the person performing the task

 

Oracle

  • Showing Oracle EBS Release 12

  • Good use of Portal - email, calendar - mention of RSS feeds

  • Conolidated worklist from all enterprise systems - nice to have in one place

  • iRecruitment - clean interface, very text based

  • Graphical review of embedded decision support

  • Nice ability to pull up performance data, resume all from one place, easy to access

  • Very little menu navigation - meeting todays new standards around taxonomy

  • Nice ability to store policy, procedures, forms within application

  • Good use of automatic workflow and processes without need for manual intervention

  • User interface overall very non-web 2.0 based, but very sound tactical

 

Workday

  • Role based homepage

  • Cool search capability to find "how to do a function" - create a team

  • Lots of use of Search - VERY VERY good search capability and ability to use search info

  • Nice use of windows allowing for good use of desktop - comparing side by side windows

  • Tab view again - Firefox like - Easy to navigate and use

  • Compare feature of qualified workers - could use graphical view vs. text view to make comparison easier

  • Create role on the fly based on eligibility - VERY powerful based on grouping capabilities needed today

  • No menus again making deployment easier - Not navigation based but task based - very web 2.0 looking

  • Nice organizational chart - creation of team and org view

 

Scenario #2

 

Oracle

  • Configuration Workbench - powerful tool for creating org structures and applying data

    • Interview based wizard

    • Powerful tool for guiance in the application

    • System recommended best practices - much needed in todays fragmented world

    • Import data from spreadsheets - well needed based on people using Micosoft in most cases

    • Very easy for end users

  • Great use of analytics and metrics in Daily Business Intelligence

  • Compensation Workbench

    • Very powerful tool to find all data in one place to drive compensation decisions

    • Visual indicators and budgeting - MUCH NEEDED today

  • Checklists

 

Workday

  • Great organizational charting and visualization

  • Ability to take actions right from charting

  • Cool sliding Inbox - Adobe FLEX

  • Dynamic currency conversion - big feature

  • Business Event Configuration - apply own rules based on business rules without hard coding - VERY POWERFUL

  • UI very clean even when much text on screen

  • Related Tasks - powerful - helpful with training / deployment in cutting costs

  • PDF, Excel, RSS feeds - powerful

  • Expose reports as web services - quite powerful for corporate directories, etc

  • Decent looking HR graphs and charts

 

Lawson

  • Desktop nice interface and broken up in easy to understand ways

  • Embedded filterning is powerful without needing to run reports

  • Very powerful talent functionality - similar to best of breed vendors

  • Smart Client allows for everything to be done within one form - nice selling point around deployment

  • Very dynamic form - stretch fields, columns

  • Succession SPACE - all in one place

  • Create PDF easily like Workday

  • One SPACE for transactions, content, metrics/analytics, and delivery

  • VERY GOOD DEMO - IMPRESSIVE

 

Scenario #3

 

Workday

  • Workday demos reorgs alot, clearly learned from PeopleSoft days - very impressive

  • Not only reorganized people, but the people that support them

  • Business Process framework - everything is an event allowing for tailoring

  • NO IT Involved, NO customization involved, configuration

  • Extend Workday - adding data elements

    • Looks very easy, not IT

    • SaaS yet very configurable, IMPRESSIVE

  • Very sound SaaS HCM tool with great future

 

Lawson

  • Showing FACEBOOK and using web services to put Lawson Recruiting on a person on Facebook page

    • Very Web 2.0* Very important in todays world of Millenials

    • Great looking interface from Lawson Recruiting from Facebook

    • Integration nice back into Facebook Community

    • Lawson gets where the market is needing to go by providing these Web Services

 

Oracle

  • Gretchen Alarcon starts with impressive Web 2.0 dashboard

  • Demonstrates ability to integrate RSS feeds, Instant Messaging, Tagging, Blogging

  • Oracle Labs doing a good job of staying up on Web 2.0 standards and looking for ways to embed into solutions

  • Certainly hope Oracle can take these technologies and embed into products without major upgrades

  • The power that Oracle might be able to provide combining enterprise data with Web 2.0 technology is staggering

  • Gretchen does a great job summarizing and does the great job showing how they may use Web 2.0 into the future

 

To vote on who won the Battle if you were in attendance, go to the KI Center of Excellence Community

 

Another infusion of knowledge...

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