Tuesday, April 21, 2015
Thursday, October 16, 2014
Las Vegas, NV
Monday, October 6, 2014
Sunday, September 21, 2014
WALLDORF and BELLEVUE, SAP News
Friday, September 12, 2014
4 hours ago
#Erie2015 While looking for a parking spot and waiting for elevator, great chats with a number of players from Argentina @SoftbolARG
6 hours ago
#Erie2015 Bradley Ezekiel ended the game with a 3 run home run for @HUchiefs 10-2 final over Twins
6 hours ago
#Erie2015 pitching changes. Don Scott replaced Paterson in 5th and Schofield replaced French. 7-2 for @HUchiefs
6 hours ago
Thanks for the recent follow @Thrifty4nsicgal @online_money2 Happy to connect :) have a great Sunday. (insight by http://t.co/iAuW8jhrZI)
6 hours ago
#Erie2015 T5 and @HUchiefs leading Twins 6-2. Patterson vs French. Good crowd for final game of day on D1
Put Your HR Transformation on the Fast Track With SaaS
Wednesday, June 1, 2011
enabled HR transformations can help HR to accelerate the value to talent strategies & revenue growth http://bit.ly/m1iPQJ
RT 1 June 2011 @AlsFastball
Some think Software-as-a-Service (SaaS) is the next big disruptive technology. Others argue it’s simply the natural evolution of distributed computing capabilities. Regardless of the answer, it’s a complex topic and is changing how businesses purchase, deploy and support Human Resources-related technologies and IT services.
Who hasn’t considered the impact that Software-as-a-Service (SaaS) solutions can have on their businesses? In some form or another, many businesses are taking advantage of the scalability and flexibility of SaaS solutions, using either an on-demand or subscription-based pay-as-you-go model. It’s an approach that’s already transforming traditional IT organizations and structures into more nimble, flexible and affordable architectures.
While SaaS technology is evolutionary, its business implications could potentially be revolutionary. That’s why the real demand for SaaS is being driven by the business, where there are heightened expectations — requirements, in some cases — for agility and flexibility in business operations. SaaS can create the possibility of rapid business model innovation, improved service levels and new ways of controlling costs — powerful stuff for companies responding to the aftereffects of the economic downturn and pent-up business demand of Human Resources (HR).
But there’s even more at stake than potentially being able to do current things faster, better and cheaper. SaaS solutions, like cloud computing, can also enable organizations to do entirely new things like helping small to large HR organizations compete and operate on a global scale.
New business environment, new trends
There are a number of trends shaping the course of HR transformation initiatives underway today. Here are a few to look out for.
Intensified focus on results
Organizations are at different places in their HR Transformation journeys and have different needs depending on what they have accomplished. However, the market has also seen many organizations make massive investments — often with mixed results. For this reason, organizations have limited tolerance for continuing to spend money related to HR transformation without tangible results for efficiency and effectiveness of the HR organization.
In fact, a 2009 survey conducted by Deloitte found that 84 percent of responding clients are either transforming or planning to transform HR. Of that, 85 percent cited cost savings as a key driver and 75 percent cited building more effective services as key. Thus, efficiency and effectiveness are still critical for driving the case for HR transformation.
While some organizations have taken great efforts to streamline and optimize processes and technology, those efforts often have not bled over into the other areas of the HR Service Delivery organization. While business and HR leaders appreciate the long-term value of HR transformation, the planning can be daunting and the journey to value seems long. Is there a more efficient way to accelerate the transformation of HR to capture value faster?
An approach to HR transformation that is built on SaaS can help. The evolution of HR, business needs and technology maturity are converging to create a unique moment in the history of HR Transformation. Business leaders need improved HR delivery models to enable business decisions and growth. The timing couldn’t be better. Because at the same time, SaaS HR technology capabilities are continuing to mature. All of which can result in new opportunities to implement a different technology-enabled HR transformation.
More off-the-shelf options
While software sales in general have trailed off over the past couple years due to the economic conditions, according to a 2010 Gartner report, “HCM software as a service (SaaS) continues to grow at two to three times the pace of on-premises solutions.”1 This is good news as it means there are now a variety of options for organizations looking for a more tailored approach to their HR transformation challenge.
As HR transformation continues to evolve, an increasing number of customers are leveraging SaaS as a key enabler. Not surprisingly, a number of these products are focused on getting talent and analytics capabilities into the hands of customers as simply and quickly as possible. The entrance of SaaS-enabled human capital management technologies to the market also now enables organizations to get the full depth of functionality, reducing the need for point-solutions that put pressure on traditional solutions.
Accelerate the value of HR transformation
Speed is the key to realizing value through HR transformations these days. That’s why SaaS can be such a compelling option for companies struggling to realize how to show their organizations the value of transformation now — not just a year or two in the future. Here are some of the ways SaaS can help:
- Enable rapid deployment of the technology and service delivery solution to reduce costs
- Leverage cost savings from accelerated technology implementation to invest in other components critical to a successful HR transformation
- Address the typical integration challenges by ‘connecting’ the various initiatives and technology in the spirit of solution integration
- Focus the transformation at the most critical point of change — the end user interaction with HR services (self-service, business partners, operations, etc.)
- Accelerate the HR transformation efforts by addressing the key components of success in a comprehensive way: strategy, technology, service delivery, HR organization design, portal, etc.
Highlights of SaaS-enabled HR Transformation
As a shift in the numbers of companies selecting SaaS-based solutions continues, HR leaders may continue to see the increased value of SaaS and increased levels of integration. The highlights of SaaS-enabled HR transformation include:
- Immediately usable
- Less dependence on IT
- Configure, not customize
- Improved service levels
- Reduced implementation costs
- Lower ongoing costs (TCO)
- Cash flow (subscribe vs. buy)
- Faster realization of transformation benefits
- Accelerate deployment timeline
- Quicker value by shifting focus to COEs, HR Business Partners, Employees, Manager and HR organization faster in the HR Transformation
- Ease of integration
- Rapid delivery of new functionality
- Updates, not upgrades
- Faster deployment of improved, flexible and more intuitive tools to the end users
- Faster timeframe to deploy talent functionality
When considering making the transition to a SaaS-enabled HR solution, don’t forget the big picture — economics, technical feasibility and risk. Looking at economic return, pay attention to economic fit, transition cost, benefit analysis and on-going operations. For technical feasibility, it’s important to clearly understand architecture readiness, vendor capability, migration complexity and integration complexity before initiating the transformation. When assessing risk, look at data control governance, vendor compliance, security and data privacy.
A SaaS strategy can help provide significant value in a relatively short duration of time by changing the traditional IT procurement model for the enterprise and offering alternatives to existing vendor channels.
Enterprises should recognize emerging capabilities and take advantage of new service offerings — more nimble, flexible and affordable architectures. Investigate the SaaS alternatives and select service offerings which are aligned with operational environments and risk profiles. Navigating the options, assessing the opportunities and risks and migrating to the appropriate SaaS environment can enable organizations to position themselves for future adoption of additional HR capabilities.
The real power of HR-focused SaaS is in the potential to re-think and re-design HR delivery and IT architecture at a fundamental level. SaaS-enabled HR transformations can help HR to accelerate the value to talent strategies (workforce planning, performance, succession management, etc.), revenue growth (M&A, business transformation, globalization, etc.) and operational excellence (workforce intelligence, HR policy, culture and communications) — making SaaS a truly disruptive and advantageous technology for any organization looking to take HR to the next level.
This publication contains general information only and is based on the experiences and research of Deloitte practitioners. Deloitte is not, by means of this publication, rendering business, financial, investment or other professional advice or services. This publication is not a substitute for such professional advice or services, nor should it be used as a basis for any decision or action that may affect your business. Before making any decision or taking any action that may affect your business, you should consult a qualified professional advisor. Deloitte, its affiliates and related entities shall not be responsible for any loss sustained by any person who relies on this publication.
As used in this document, “Deloitte” means Deloitte Services LP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries.
1 Source: “Key Issues for Human Capital Management Software, 2010,” Holincheck and Otter, Gartner Research, 24 March 2010.