SuccessFactors vs Taleo/Kenexa/Workday/Ultimate/Cornerstone…

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The HCM is a key area of growth in the economy going forward. Talent Acquisition, Talent Management, Performance Management, Career Succession, Competency Management are becoming more n more strategic now.

With acquisition of SuccessFactors by SAP, Taleo by Oracle or Kenexa by IBM big players are consolidating their positions in the light of growing competition from relatively new players like Workday, Ultimate Software, Cornerstone OnDemand and likes.

The “cloud” is a buzz-word that refers to the new way applications are being delivered: over the Internet. And with this acquisition of SuccessFactors SAP has taken a leap to embrace the cloud . This is a huge cloud play, stealing the initiative over the other full-stack providers. Acquiring at $3.4b, whopping 49 percent premium over SuccessFactors’ market value, the deal has given SAP advantages many-fold. One SAP was way behind the cloud movement, and this purchase will help it catch up with the competition in cloud space. Forrester rated the Plateau Systems, talent management software which was acquired by SuccessFactors. the best in its sector, Effectively SuccessFactors fills a big hole in SAP’s own offering and at the same time it is free from the chains of SAP’s enterprise software sale legacy. This could herald a bigger break at SAP in the future.

Another advantage is that SAP and SuccessFactors have complementary customer bases, allowing for cross-sell. With seamless integration with SAP’s back-end could make SuccessFactors more compelling
SAP says it is going to let SuccessFactors run independently, with a software-as-a-service (SaaS) subscription model. It’s a nice complement to SAP’s analytics and mobile strategies.

SAP has kicked off two key initiatives lately, namely the building of an in-memory database computing technology (called HANA), to speed up analytics within applications, and a move to allow software to work wirelessly on any device.

However there are a lot of questions that still need to be addressed regarding the integration of SuccessFactors overall, not to mention other challenges integrating the social business assets of SuccessFactors, which includes CubeTree, a collaborative software that includes things like wikis, blogs, polls and filesharing. But for sure the battle for HR space is intensifying.

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Big Data and Race to Zero

The phase of Big Data is here. Recently three separate announcements illustrated the trend. SAP said it is putting a rich version of its real-time analysis software online. SAP is also opening up the product, called HANA, to independent online developers.
SPLUNK makers of corporate software to look at things like a web shopper’s online clicks and a company’s network performance, announced an alliance with Tableau Software, an analytics and data visualization company. and now, the newest version of Tableau’s product will directly connect to Splunk.
Good Data which offers data analysis of business performance as an online service, is creating an analytics system to attract more businesses to use GoodData, and more independent developers to write new products that use the company’s data-crunching capabilities.
The early bets and stand-alone products seem to be moving rapidly into more sophisticated uses and broader corporate alliances.
Data inside companies is growing fast, big data capabilities are growing, and the product choices are increasing. There is a growing demand for Big data with real-time processing.
GoodData with 30,000 user companies has built its own so-called analytics engine from a combination of open source, in-house and partner technology. With arrangement on royalty GoodData’s some of the analytics aee using Hewlett-Packard’s Vertica product,
New companies like ClearStory Data has combined external and corporate data for decision making on things like marketing and financial activity, and Wise .io is running fast machine learning algorithms for very large data sets, use a newer open-source data management system called Spark, claims it recently did in 20 minutes work that currently takes four months on conventional systems.
Quoting Joshua Bloom, chief executive of Wise.io and a professor of astrophysics at the University of California, Berkeley “Everything is in a race to zero,”

Workday vs PeopleSoft / Oracle / SAP

Workday is making serious inroads into the Enterprise HR space at the expense of the legacy providers offering 100% replacement business for Oracle HR, PeopleSoft HR and SAP HR, offering a more modern feature set at a better price and a lower total cost because businesses can buy into it as a service rather than having to maintain ownership over it. Still, Workday is a long way off from displacing Oracle and SAP’s competing HR services both, still serving over 10,000 clients each. The larger companies are doing their best to catch up, which includes heavy acquisitions. Last December, SAP announced it would spend $3.4 billion on the human capital management software company SuccessFactors. Meanwhile, Oracle bought Taleo, which develops employee recruitment software, for $1.9 billion. Surely PeopleSoft’s leading position in HR space is at stake and it will be interesting to see the fight between the three getting more intensified in the coming time.

Workforce Analytics: Data to Lead

Data –> Information –> Plan & Strategize –> Innovate & Improve –> Lead
Right focus at the right time is the key to organizations’ success. With data becoming widely available and more easily accessible, industries are quick to realize the value of insights that analytics can uncover. More and more organizations are now looking to success using HR/Workforce Analytics to show business impact and predict future performance. With the automation of HR functions, from resource requirement to retirement along with the need to perform strategically, workforce analytics has become all the more important than ever.
Unfortunately, HR analytics has gotten off to rough start because it hasn’t been well-defined and understood. Also the approach has to be different as per the nature and size of the organizations and their IT infrastructure and systems. HR analytics is a lot more than head counting–it’s about the total amount and the quality of talent, knowledge, and expertise. Its not just integrating all the systems (i.e. HRIS) in one place so that they can talk to each other. It’s about measuring the return on Human Capital investment and measuring the impact and how HR is driving performance, productivity, and profitability.
As of now HR seems to be lagging in this era of analytics and big data.  Workforce analytics can drive the business and show a real return-on-investment by linking HR data, using cause-effect statistics, to actual business outcomes.