Cloud Watch on HCM
Cloud Solutions
CC India, Research
July 2014
Copyright © 2014 Capgemini Consulting. All rights reserved.
Contents
Objective and approach
Sneak Peek at HCM Cloud
Market
HCM Cloud Solution
Footprint
Market trends
Vendor landscape
Appendix
Copyright © 2014 Capgemini Consulting. All rights reserved.
2
Objectives, Approach and Context
Objectives and Approach
Context
 Provide a single source of information on leading HR
 Cloud computing is the availability of hardware, software and
solution providers across the globe
 Identify leading players across HRM SaaS functionalities
 The study uses publicly available information sources:
data via the internet and it represents the network of
connected computers
 Software as a service (SaaS) is one of the service models
– Text line searches
offered in cloud computing along with Infrastructure as a
service (IaaS), Platform as a service (PaaS) and Network as a
service (NaaS)
– Industry reports
 SaaS is a growing phenomenon in the market and has made a
– Company websites
successful penetration into mainstream Enterprise IT
– Analysts reports
 Earlier, licensed on-premise software was the dominant
Authors
deployment model in production, but with time, on premise
vendors have also begun to offer SaaS based solutions
CC India,
Research services
Version Status
Final
 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
Delivered in
Q2, 2014
 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
Copyright © 2014 Capgemini Consulting. All rights reserved.
3
Contents
Objective and approach
Sneak Peek at HCM Cloud
Market
HCM Cloud Solution
Footprint
Market trends
Vendor landscape
Appendix
Copyright © 2014 Capgemini Consulting. All rights reserved.
4
June, Q2, 2014
A sneak peek at HCM Cloud Market(1/2)
VENDOR CORNER
 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
PARTNERSHIPS, ALLIANCES AND M&A’S
 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
Copyright © 2014 Capgemini Consulting. All rights reserved.
5
June, Q2, 2014
A sneak peek at HCM Cloud Market(2/2)
ANALYSTS SPEAK
 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
EVENTS
 HR Technology, a Conference and exposition on HR technology to be held on 7th-10th October, 2014 in Las Vegas
 Human Resource Summit 2014 will be held from 8th-10th October, 2014 in Barcelona
 HR Tech Europe 2014 to be held on 23rd-22th October, 2014 in Amsterdam
>> Read More
>> Read More
>> Read More
Copyright © 2014 Capgemini Consulting. All rights reserved.
6
Want to know more?
Please get in touch with:
Ronald van den Berg
Peter Speleers
Andreas Stålbäck
Principal Consultant People & Performance
Mob: +31 6 1503 0294
Secretary: +31 30-6898844
Mail to: ronberg@capgemini.com
Practice Manager HCM Technology
Transformation Services
Consultant
Franjola Timmermans
Hannele Koskenmäki
Mårten Nilsson
Managing Consultant People & Performance
Mob: +31 6 1190 2267
Secretary: +31 30 6898844
Mail: Franjola.Timmermans@capgemini.com
Managing Applications Consultant
Consultant
Mob: +358405108973
Mail to:
hannele.koskenmaki@capgemini.com
Mob: + 46 702925957
Mail to: marten.nilsson@capgemini.com
Erik Koningen
Hugo Ruiz
Ronan How
Managing Consultant People & Performance
Mob: +31 6 2954 1848
Secretary: +31 30 6898844
Mail to: Erik.Koningen@capgemini.com
Success Factors Leader
UK HR Cloud Lead
Mob: 0034-647746053
Mail to: hruizlop@capgemini.com
Mob: +447891158643
Mail to: ronan.how@capgemini.com
Mob: +3227081666
Mail to: peter.speleers@capgemini.com
Mob: + 46703395607
Mail to: andreas.stalback@capgemini.com
Agra Fernando
HCM Consultant
Mob: +49151402504 60
Mail to: agra.fernando@capgemini.com
Copyright © 2014 Capgemini Consulting. All rights reserved.
7
Contents
Objective and approach
Sneak Peek at HCM Cloud
Market
HCM Cloud Solution
Footprint
Market trends
Vendor landscape
Appendix
Copyright © 2014 Capgemini Consulting. All rights reserved.
8
HCM SaaS solutions can be categorised into Core HR, Workforce, Talent, Learning,
Recruitment Management and Compensation & Benefits
HCM Cloud Solution Footprint
Base Salary
Administration
Bonus Programs
Commissions
Employee Records
Payroll
Benefit
Administration and
Enrolment
Salary and wage
structure
Jobs and positions
Employee
Engagement
Compliance
Organisational
structures
Wellness
Absence
Management
Time reporting
Workforce
scheduling and
assignments
Attendance
Productivity Analysis
Paid Time Off
Labor Cost
Distribution
Employee
Performance
Competency
Management
Goal Management
Succession Planning
Career Planning
Talent Review
Core HR
Stock and Long Term
Incentives
Retirement and
Savings
Employee
Recognition
Market Pricing and
Equity
(Strategic) Workforce
Planning
Applicant Evaluation
Requisitions
Diversity & Compliance
Sourcing and Social
Recruitment
Candidate
Engagement
Compensation
& Benefits
Recruitment
management
HCM
Solutions
(Cloud &
Mobile)
Workforce
Management
Talent
Management
Learning
Management
Onboarding
Leadership
Development
Learning Course
Administration
Content
Management
Mobile Learning
Mentoring
Collaboration
Social and Informal
Learning
Professional
Certification
Retention
Management
Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester 2014; CC India Analysis
Copyright © 2014 Capgemini Consulting. All rights reserved.
9
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
“Licensed on-premise software remains the dominant deployment
model in production with SaaS based solutions contributing only 18% of
Core HR segment’s revenues1”
Employee Records
Payroll
Benefit
Administration and
Enrolment
Salary and wage
structure
Jobs and positions
Employee
Engagement
Compliance
Organisational
structures
Trends
Description
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
 Companies need to move away
Focus on full
technology
integration
Completeness /
Strength of the
offering;

from information silos to unified
Core HR systems
Solutions must centralize the HR
management throughout the life
cycle of employees
Vendor Example
 Infor’s HCM app fosters collaboration
by displaying social networking
activities and documents from within
the people tracking software
Core HR
HCM
Solutions
(Cloud &
Mobile)
 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
Vendor Landscape
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/
Copyright © 2014 Capgemini Consulting. All rights reserved.
10
WFM solution providers are adopting collaborative and social interface to improvise the
end user experience
Workforce Management Solutions
Workforce
Management
“SaaS adoption has slowly started to evolve, as the leading vendors have
now begun to offer both on-premise and SaaS solutions”
Time reporting
Absence
Management
Attendance
Workforce scheduling
and assignments
Productivity Analysis
Description
Trends
 Workforce management solution
Adoption of
collaborative
and social
interface
Integration of
time and
attendance to
payroll data
Completeness /
Strength of the
offering;
Paid Time Off
providers are adopting a social and
collaborative user interfaces ,
which functions like popular social
media applications
 Organizations are focusing on
integrating the time and
attendance information with
payroll data, thereby minimizing
the errors in data
Labor Cost
Distribution
Vendor Example
 Ceridian’s Dayforce application functions
HCM
Solutions
(Cloud &
Mobile)
Workforce
Management
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
 Kronos Workforce Ready Suite for small
and midsize businesses integrates time
and attendance with HR and payroll
reporting system
Vendor Landscape
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
Copyright © 2014 Capgemini Consulting. All rights reserved.
11
The need to provide integrated talent management solutions and enhanced charting and
visualization are the key trends in talent management
Talent Management Solutions
Talent
Management
“The market for integrated talent management systems will reach nearly
$5 bn in 2014”
Employee
Performance
Competency
Management
Goal Management
Succession Planning
Talent Review
Description
Trends
 ERP providers like Oracle, SAP and
Integrated talent
management
systems is the new
focus to solution
providers
Enhancing charts
and visualization
capabilities
Completeness /
Strength of the
offering;

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
 Talent management vendors will
continue to enhance charting and
visualization capabilities in their product
Career Planning
Retention
Management
HCM
Solutions
(Cloud &
Mobile)
Vendor Example
 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
Talent
Management
 Workday's faceted search
integration with n-Box and
‘active’ organization charts in
multiple vendor offerings
Vendor Landscape
Note: 1 Includes product revenues (i.e., licenses, maintenance, and subscriptions)
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;
Copyright © 2014 Capgemini Consulting. All rights reserved.
12
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
“In Learning Management, the SaaS model currently accounts for 45% of its
product revenues”
Leadership
Development
Learning Course
Administration
Content
Management
Mobile Learning
Mentoring
Collaboration
Social and Informal
Learning
Professional
Certification
Trends
Description
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
 LMS providers are implementing
Mobile enabled
Learning
Completeness /
Strength of the
offering;
mobile functionalities and are using
HTML5 to make their websites
mobile accessible
Vendor Example
 Saba ‘s integrated Talent Management
Suite offers learning management
solutions along with other services
such as collaboration, succession
planning etc
 Successfactor LMS along with its suite
HCM
Solutions
(Cloud &
Mobile)
Learning
Management
of mobile apps offers at-a-glance
learning thereby allowing employees
to complete the learning courses from
a mobile device anytime
Vendor Landscape
Note:1. Learning Management Solutions
Source: Successfactor website; Top 14 Learning Management System Trends for 2014; Saba’s website ;IDC: Worlwide Learning Management in Intregrated Talent Management 2013 Vendor Analysis; CC India Analysis
Copyright © 2014 Capgemini Consulting. All rights reserved.
13
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
Recruitment
management
“83% of the product revenues of recruitment solutions market was
contributed by SaaS based solutions”
(Strategic) Workforce
Planning
Requisitions
Sourcing and Social
Recruitment
Talent Pools
Applicant Evaluation
Diversity & Compliance
Description
 The solution providers are allowing
Trends
Social media
referrals
their employees to make referrals
through social network accounts such
as Facebook and Linkedin
 The Mobile enabled recruitment
Mobile enabled
recruiting
Completeness /
Strength of the
offering;
systems offers functionalities such as
managing candidates contact,
interview preparations, and
approving requisitions
Candidate
Engagement
Onboarding
Vendor Example
 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
HCM
Solutions
(Cloud &
Recruitment Mobile)
management
 Successfactor Mobile recruiting
solutions brings essential recruiting
capabilities such as sharing an offer,
approving requisitions etc on mobile
Vendor Landscape
Note: 1 Includes product revenues (i.e., licenses, maintenance, and subscriptions)
Source: http://www.hrtechnews.com; Successfactor website; Hype Cycle for Human Capital Management Software, Gartner 2013; CC India analysis
Copyright © 2014 Capgemini Consulting. All rights reserved.
14
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
Compensation &
Benefits
“SaaS penetration in the Compensation and benefits function has gained
momentum and contributes 52% of this segment’s product revenues”
Base Salary
Administration
Bonus Programs
Commissions
Stock and Long Term
Incentives
Employee Recognition
Wellness
Retirement and
Savings
Market Pricing and
Equity
Description
Trends
Compensation
vendors leverage
pay-forperformance
 Compensation specialists leverage
the link between rewards and
performance
 There have been significant
Mergers &
Acquisitions
Completeness /
Strength of the
offering;
mergers and acquisitions in the
compensation market during the
past few years
Vendor Example
 Workscape added performance to its
Compensation & Benefits capabilities
Compensation
& Benefits
HCM
Solutions
(Cloud &
Mobile)
 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
Vendor Landscape
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
Copyright © 2014 Capgemini Consulting. All rights reserved.
15
Contents
Objective and approach
Sneak Peek at HCM Cloud
Market
HCM Cloud Solution
Footprint
Market trends
Vendor landscape
Appendix
Copyright © 2014 Capgemini Consulting. All rights reserved.
16
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 Solutions market in USD bn 1
Administrative Application Deployment
(2012 -2016)
 Global HCM market is expected to grow at a
CAGR
7.4%
$12
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
$10
market growth is the streamlining of human
resource operations
$8
– However, the fragmentation of the
$6
$4
$8,3
$8,9
$9,6
$10,3
$11,1
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
$2
– The HCM applications market has been
$0
2012
2013
2014 E
2015 E
2016 E
the focus of a number of acquisitions in
the past year including SAP's acquisition
of SuccessFactors and Oracle's
acquisition of Taleo
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
Copyright © 2014 Capgemini Consulting. All rights reserved.
17
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
HRM application SaaS adoption (n = 1,266 repondents)
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%
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
-5% below average
Moderate
+5% above average
Copyright © 2014 Capgemini Consulting. All rights reserved.
18
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
Adoption
level by Size
1
Administrative Application
Adoption
level by Region
1
Deployment
Large organizations are the largest adopters
of HRM SaaS solutions
Large
100%
Medium
Small
Administrative Application
HRMS Application
Deployment
1
Deployment
Deployment
The HRM solutions are trending towards
SaaS wiith Licensed software On Premise
leading the wave
Administrative applications are largely
adopted across regions
Worldwide Average
92%
Asia/Australia
Canada
EMEA
United States
60%
Worldwide Average
90%
100%
80%
0%
20%
44%
14%
20%
17%
33%
36%
33%
32%
30%
40%
52%
43%
57%
51%
49%
65%
46%
44%
45%
31%
44%
13%
10%
13%
10%
38%
48%
20%
39%
31%
30%
41%
30%
43%
10%
6%
3%
11%
0%
14%
20%
13%
10%
45%
39%
40%
51%
59%
45%
73%
43%
39%
52%
47%
35%
58%
10%
93%
20%
30%
44%
50%
87%
84%
95%
91%
33%
40%
30%
57%
60%
44%
43%
40%
79%
70%
44%
94%
80%
57%
60%
50%
50%
90%
70%
52%
92%
3%
0%
Licensed
Software-on
premise
SaaSLicensed
Subscription Softwarehosted
based
Combination In-house
Outsourced
developed/
bespoke
Source: CedarCrestone HR Systems Survey 2013-2014
Copyright © 2014 Capgemini Consulting. All rights reserved.
19
The HCM Solutions vendors are increasingly adopting social, mobile enabled processes and
workforce analytics to their HCM solutions
Trends in HCM SaaS adoption processes
(n = 1,266 respondents)
 The adoption of social-enabled
Social
enabled
processes
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
 The adoption of mobile-enabled
Mobile
enabled
processes
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
BI/
Workforce
analytics
increased significantly such that
most organization are able to extract
data for reporting
Recruiting (workforce)
15%
Learning and Development
Performance management
12%
10%
HR management
Time and attendance
9%
7%
BI/workforce analytics
Succession planning
5%
Compensation
5%
6%
Payroll
Recruiting
Performance management
Learning and Development
Tine and attendance
HR management
BI/ Workforce analytics
Compensation
Sucession planning
Data Extraction
Dasboards
Data to compare with external …
Used by HRIT analysts
Real time availabilty of data
Data intregration
Data available to the manager
Presence of embedded …
Counsulting resources
Predictive modeling
13%
12%
11%
10%
9%
7%
5%
5%
4%
92%
44%
43%
26%
25%
15%
15%
14%
8%
6%
Source: CedarCrestone HR Systems Survey 2013-2014
Copyright © 2014 Capgemini Consulting. All rights reserved.
20
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
BUILD FROM SCRATCH
 Seamless integration of data and
ADVANTAGE
POTENTIAL
PITFALLS
processes
 Consistent user experience
 Leverage new technologies and
process paradigms
 Lengthy time-to-market
 Difficult to match depth of bestof-breed products
 Higher risk of failure to deliver
results
 Workday (HCM Solutions and
EXAMPLES
Talent Management)
 Ultimate Software (HCM Solutions
and Talent Management)
 Cornerstone OnDemand (learning
and Talent Management)
Building out the HRM suite is
high risk and high reward
Source: Consolidation And Innovation Transform The HRM Vendor Landscape, Forrester, 2012; CC India Analysis
ACQUIRE
PARTNER
 Fast time-to-market
 Depth and maturity of solutions;
 Minimal upfront investment
 Fastest time-to-market
 Ability to leverage best-in-class
innovative differentiation
 Management know-how
capabilities
 Difficult to harmonize user
 Integration and user interface (UI)
experience
 Process and data integration not
seamless
 Inherited architectural baggage
harmonisation difficult to achieve
 Contracts and support channels
vary, often not seamless
 SAP / SuccessFactors
 SumTotal Systems / Softscape
 Ceridian / Dayforce
 ADP and Kronos (Workforce
Acquisitions are difficult
to integrate and harmonize
Management)
 Ultimate Software and Infor
(Workforce Management)
Partnering for complementary
HRM functionality is less costly
but may not deliver value
Copyright © 2014 Capgemini Consulting. All rights reserved.
21
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)
Identity security has
become the key priority
for vendors and buyers
 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
–
Data-centric security
will become a core
practice for all
enterprises
Integration of security
infrastructure into cloud
infrastructure sets
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"
 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
 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/;
Copyright © 2014 Capgemini Consulting. All rights reserved.
22
… but also has slowed down the consolidation efforts of several companies
Trends in security for cloud solutions (2/2)
Security concerns
holding back data
center consolidation
and cloud migration
Emergence of strong
cloud security standards
and guidelines
 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
 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
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
Copyright © 2014 Capgemini Consulting. All rights reserved.
23
Contents
Objective and approach
Sneak Peek at HCM Cloud
Market
HCM Cloud Solution
Footprint
Market trends
Vendor landscape
Appendix
Copyright © 2014 Capgemini Consulting. All rights reserved.
24
HCM Solutions footprint
HR Solution footprint
Workforce
Management
Core HR
1
2
Employee Records
Payroll
1
2
Time reporting
Attendance
Talent
Management
1
2
3
Benefit
Administration and
Enrolment
3
4
Salary and wage
structure
4
Absence
Management
4
5
Workforce scheduling
and assignments
5
5
6
7
8
Jobs and positions
Employee
Engagement
6
Compliance
7
Paid Time Off
Productivity Analysis
Labor Cost
Distribution
3
6
7
Employee
Performance
Goal Management
Career Planning
Competency
Management
Succession Planning
Talent Review
Retention
Management
Organisational
structures
Learning
Management
Recruitment
management
Compensation &
Benefits
1
Leadership
Development
1
2
Learning Course
Administration
2
3
Content
Management
3
Sourcing and Social
Recruitment
3
4
Candidate
Engagement
4
Stock and
Long-Term Incentives
5
Employee
Recognition
4
5
6
Mobile Learning
Mentoring
Collaboration
5
6
7
Social and Informal
Learning
7
8
Professional
Certification
8
(Strategic)
Workforce Planning
2
Requisitions
Talent Pools
Applicant Evaluation
Diversity and
Compliance
Onboarding
1
6
Base Salary
Administration
Bonus Programs
Commissions
Wellness
7
Retirement and
Savings
8
Market Pricing
and Equity
Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester 2012; CC India Analysis;
Copyright © 2014 Capgemini Consulting. All rights reserved.
25
Summary of profiles
Summary of HR Solution Vendor profiles – 1/3
uccess factors
Applications
Vendors
Core HR
Workforce
Talent
Learning
Completeness / Strength of the offering;
Office locations in Benelux region
Recruitment
Compensation
& Benefits
Office
locations in
Benelux
Region
CLOUD
Source: CC India Analysis
Copyright © 2014 Capgemini Consulting. All rights reserved.
26
Summary of profiles
workday if needed
Applications
Vendors
Summary of HR Solution Vendor profiles – 2/3
Core HR
Workforce
Talent
Learning
Completeness / Strength of the offering;
Office locations in Benelux region
Recruitment
Compensation
& Benefits
Office
locations in
Benelux
Region
Source: Capgemini Analysis
Copyright © 2014 Capgemini Consulting. All rights reserved.
27
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
Copyright © 2014 Capgemini Consulting. All rights reserved.
28
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
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)
Company Overview
 Oracle is an Enterprise software company which develops, manufactures,
markets, distributes and services enterprise software
Benelux
office
locations
 Belgium, the Netherlands and
Global
office
locations
 North America, EMEA and Asia-
Luxembourg
pacific
Partner Ecosystem
 Partners: Oracle partners with Capgemini, eVerge Group, The Hackett
Group, HCL Axon, KBACE, KPMG LLP, PwC, Infosys, Wipro and Deloitte
 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
News Clippings
modules that solve a business problem and use the delivered integration
with existing Core HR system
Key Wins
 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
New Products / Solutions
 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
Acquisitions / Partners
 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
Awards
 May 2014: Oracle Fusion HCM received
Ventana Research Technology Innovation
Award for business innovation in the
category of HCM
Source: Oracle Website; Oracle Fusion HCM and Talent Management Whitepaper, 2013; Factiva; http://www.oracle.com/us/corporate/press/2132580; http://www.oracle.com/us/corporate/press/2111595?rssid=rss_ocom_pr
Copyright © 2014 Capgemini Consulting. All rights reserved.
29
Oracle Fusion HCM and Talent Management suites can be hosted and provided as an
integrated managed service
Oracle Fusion HCM Company profile – 2/3
Delivery Models
Key Clients
SaaS
Mobile HR
Hosted
Managed



Pricing Models
Strengths
 Oracle Fusion Human Capital Management
Challenges
 Oracle is allowing for “upgrade protected”
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

SaaS & Mobile Solutions Portfolio
Workforce
Management
Core HR
 Product is still new in the market
 Functions are still evolving
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
SaaS
Talent
Management
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8

























x
x



















x
x
x
x
x
x
x
x
x
x
x

x
x
x


x
x
x
x
x
x
x
x
x
x
x
x
x
x



x


x
x
x
x
x
x
x
x
x
Source: Oracle Website; http://www.oracle.com/us/products/applications/taleo/enterprise/recruiting/features/index.html
Copyright © 2014 Capgemini Consulting. All rights reserved.
30
Oracle Fusion Human Capital Management solutions combines advanced security, tight
integration, and best HR practices
Oracle Fusion HCM Profile – 3/3
Strategies for future
 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
Available languages







Arabic
Portuguese
Dutch
English
French
German
Czech







Implemented markets
 Oracle Cloud HCM Services offer a global solution which has a global core and

Security systems
Danish
Finnish
Hebrew
Turkish
Hungarian
Norwegian
Italian







Japanese
Korean
Spanish
Chinese
Polish
Russian
Swedish
 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
Implemented industries
 Implemented in diversified customer segments
additional country functionality
Implemented in more than 40 countries
Integration systems & platforms
 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
Collaboration with payroll providers
 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
Source: Oracle company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
31
SuccessFactors is a Talent Management focused solution provider which has gradually built
solutions around the HR administration function
SuccessFactors Company profile – 1/3
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
Company Overview
 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
News Clippings
 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
New Products / Solutions
 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
 SAP office in Netherlands,
Global
office
locations
 SAP offices in North America,
Luxembourg and Belgium
Europe & Asia
Partner Ecosystem
 Consulting Partners: Provides services including Strategy & Transformation,


Key Wins
Benelux
office
locations
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
Acquisitions / Partners
 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
Awards
 June 2014: SuccessFactors was named a
"Leader" in Gartner 2014 Magic Quadrant
for Talent Management Suites
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;
Copyright © 2014 Capgemini Consulting. All rights reserved.
32
SuccessFactors is available through hosting and also through managed services model with
the help of its implementation partners
SuccessFactors Company profile – 2/3
Delivery Models
Key Clients
SaaS
Mobile HR
Hosted
Managed



Pricing Models
Strengths
 Deliver a flexible and extensible architecture to
 The only pricing model is subscription based
 Pricing is based on number of users, scope of


Challenges

solutions and level of service
Contract duration is typically 3 or 5 years
Sales partners are allowed to sell subscriptions


SaaS & Mobile Solutions Portfolio
Workforce
Management
Core HR
 Though SuccessFactors has analytics as an
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
SaaS
Talent
Management

offering, the integration of Inform(acquired)
needs to be done carefully
Not yet fully integrated with SAP’s offerings
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8









x


x












x

















x
x
x

x
x
x
x

x

x
x


x

x


x
x
x
x
x
x
x
x

x


x
x



x

x

x
x
x
x
x
x
x
x
Source: SuccessFactors (http://www.successfactors.com/homepage.html); Magic Quadrant for Talent Management 2013; Vendor Landscape: SaaSHRIS/HRMS, McLean & Company
Copyright © 2014 Capgemini Consulting. All rights reserved.
33
SuccessFactors supports its customer with 35 languages and has presence in more than
168 countries across the globe
SuccessFactors Company profile – 3/3
Strategies for future
 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
Available languages
Security systems
 Available in 35 languages, mainly
–
–
–
–
–
English (US)
English (UK)
Dutch
Spanish
French
–
–
–
–
–
Swedish
Portuguese
Chinese
Japanese
Korean
Asia Pacific
Application security
Data encryption / Cryptographic controls
Anti-virus security
Network protection
Information security incident management
Backup, failover and redundancy
Access control and physical security
Implemented industries
Implemented markets
 Have presence in 168 countries across North America, Latin America, Europe and












Consumer Goods
Higher Education
Life Sciences & healthcare
Manufacturing
Retail





Technology
Non-Profit organisation
Energy and Chemicals
Financial Services
Government
Integration systems & platforms
 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
Collaboration with payroll providers
 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
Source: SuccessFactors Homepage; http://www.clarkstonconsulting.com/wp-content/uploads/2013/05/ViewPoint_SuccessFactors.pdf
Copyright © 2014 Capgemini Consulting. All rights reserved.
34
Workday is a leader in enterprise cloud applications for human resources and finance
Workday Company profile – 1/3
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)
Company Overview
 Workday provides SaaS solutions for managing global businesses in the

News Clippings


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
Key Wins
 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
 Netherlands
Global
office
locations
 North America, Europe and Asia
Partner Ecosystem
 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
New Products / Solutions
Acquisitions / Partners
 May 2014: Introduced latest update,
 June 2014: Workday formed a new
Workday 22, which includes recruitment
management in the Workday’s HCM
solution portfolio
Benelux
office
locations
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
Awards
 Ranked as a ‘leader’ in the Forrester Wave
HRM Systems, Q1 2012
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
Copyright © 2014 Capgemini Consulting. All rights reserved.
35
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
Delivery Models
Key Clients
SaaS
Mobile HR
Hosted
Managed



Pricing Models
Strengths
 Workday prices its services based on metrics for
Challenges
 Strong in technology, customer experience and a
the overall client business scope, complexity and
requirements, not per-Workday-user


SaaS
SaaS & Mobile Solutions Portfolio
Workforce
Management
Core HR
 Relies on Kronos integration partnership for
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
Talent
Management
workforce management
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8






















x
x
x
x
x
x
x
x















x

















x





x
x
x
















x
x
x

Source: Workday Website; Dow Jones company profile; Vendor Landscape: SaaSHRIS/HRMS, McLean & Company; Workday Recruiting
Copyright © 2014 Capgemini Consulting. All rights reserved.
36
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
Strategies for future
Available languages
 English
 Chinese
 Workday is strategically targeting organisations with

dated ERP systems, and companies in need of a yetto-be deployed global HRMS
The company has outlined strategies to deliver
global financials in the cloud as well as big data
analytics




(Simplified &
traditional)
Czech
Dutch
French
German








Security systems
Hungarian
Indonesian
Italian
Japanese
Korean
Polish
Portuguese
Romanian
Australia
Canada
Germany
Hong Kong
 Ireland
 Netherlands
 UK
Russian
Spanish
Thai
Turkish
Vietnamese
French
 Certified to ISO 27001 standards and audited bi

annually against SSAE 16 SOC-1 and SSAE 16 SOC2 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
Implemented industries
Implemented markets














France
Nordics
US
...and others




Education and Government
Financial Services
Healthcare and Life Sciences
Manufacturing
 Retail and Hospitality
 Services
 Technology
Integration systems & platforms
 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
Collaboration with payroll providers
 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
Source: Peoplefluent company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
37
Technology Partners of Peoplefluent provide key technology requirements to enhance the
performance of solutions
Peoplefluent Company profile – 1/3
Company
Peoplefluent
HCM Solutions
Services
Implementation, Integration, support, Training
Sector Focus
Healthcare & Retail
Annual Revenue
USD 100mn (2014)
Employees
700 (2014)
Company Overview
 Peoplefluent provides comprehensive suite of Talent Management


News Clippings

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
Key Wins
 March 2012: Goodlife, the largest fitness
company in Canada, deployed
Peoplefluent’s Recruitment Management
Systems to improve the efficiency of its
hiring process
New Products / Solutions
 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.
Benelux
office
locations
 Belgium
Global
office
locations
 North America, Europe and Asia
Partner Ecosystem
 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
Acquisitions / Partners
 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
Awards
 June 2014: Talent Board Announced
PeopleFluent as Global Platinum Sponsor
of 2014 Candidate Experience 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-managementsyst; http://www.peoplefluent.com/about/news/press-releases/peoplefluent-infuses-next-generation-talent-management-suite-performance-a
Copyright © 2014 Capgemini Consulting. All rights reserved.
38
Peoplefluent provides comprehensive suite of Talent Management application for more
than 5,000 customers
Peoplefluent Company profile – 2/3
Delivery Models
Key Clients
SaaS
Mobile HR
Hosted
Managed



Pricing Models
Strengths
 No information available
Challenges
 Direct ownership of Aquire gives Peoplefluent an

SaaS & Mobile Solutions Portfolio
Workforce
Management
Core HR
 Support needed for more complex projects,
advantage in delivering embedded workforce
analytics
Its partnership with Mercer provides an
additional sales channel and HR executive
visibility
SaaS
Talent
Management
document management, calendaring, usability,
and rules-based categorisation
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8

x
x

x


x
x
x
x
x

x
x










x



x














x


x
x
x
x
x
x
x
x
x
x
x
x
x
x




x


x
x
x
x
x
x
x
x

x

x
x






x

x
x
x
Source: Peoplefluent website; Dow Jones and Data monitor company profiles; Magic Quadrant for Talent Management Suites 2013
Copyright © 2014 Capgemini Consulting. All rights reserved.
39
Peoplefluent’s solutions supports more than 5,000 organisations and is used by more than
5 million users in 214 countries around the world
Peoplefluent Company profile – 3/3
Strategies for future
 Peoplefluent plans to focus on “shifting workforce

Available languages
Security systems
 Available in multiple languages
 Security features such as single sign-on, strict
password policies, forced time-outs, login
attempts monitoring, site usage analytics, time
stamps, HTTPS and PGP encryption, gives one the
power to configure and control user access and
visibility according to the organisation’s specific
criteria
landscape”, which increasingly manages full-time,
part-time and contingent workers in a single
employee population
The company also plans to add new mobile
applications
Implemented industries
Implemented markets
 Used across 214 countries
 Can be implemented across several industries
 Supports more than 5,000 organisations ranging in size from large, global
corporations to small and medium sized businesses
Integration systems & platforms
 Peoplefluent’s integration platform offers:
– Both on-demand and batch integrations
– Support for XML or delimited batch file structures
– A portfolio of standard integration schemas
–
–
–
–
Massive scalability and redundant infrastructure
SOAP based web services
WS-I standards (as appropriate)
HR-XML standards
Collaboration with payroll providers
 Peoplefluent collaborates with payroll service partners such as American CyberSystems, Inc., Allegis Group Services’ (AGS), RGBSI and Total Technical Services, Inc.
Source: Peoplefluent company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
40
SumTotal is a learning and Talent Management focused solution provider with about 1,800
customers and 25 million users worldwide
SumTotal Systems Company profile – 1/3
SumTotal Systems Inc
HCM Solutions
Services
Consulting, Training and Support
Sector Focus
Services, CPG, Healthcare, Hi-Tech, Education, FS, Manufacturing
Annual Revenue
USD 250mn (2013)
Employees
1,009 (2012)
Company Overview
 SumTotal Systems is a complete suite of Talent Management applications,

News Clippings

Benelux
office
locations
Company
with about 1,800 customers and 25 mn users worldwide
It acquired Softscape, a Talent Management suite provider, GeoLearning
for learning portfolio, CyberShift for Workforce Management and travel
expense management, and Accero for Core HR
The company has offices in US, Canada, China, Australia, India, Germany,
France, Japan, Singapore and the UK
Key Wins
 Feb 2014: Bluegreen Corporation, private
vacation ownership company, deployed
SumTotal Social and Mobile talent
Expansion Applications to increase
associate engagement, improve customer
satisfaction and drive business success
New Products / Solutions
 Aug 2013: SumTotal and Skillsoft
introduced industry’s first intelligent
talent solution that allows customers to
deliver relevant, in-context learning and
talent content to employees which will be
available on the elixHR platform
Global
office
locations
 Belgium, Netherlands,
Luxembourg through partners
 North America, Europe & Asia
Partner Ecosystem
 Content Providers: Provide or develop course content that can be
integrated with the Learning suite – ClearPoint, ELT, Human Soft, SkillSoft
 Technology Partners: Provide complementary technology that adds value
to SumTotal eLearning solutions – Adobe, WebEx, Mimeo.com
 Solution Integrators and BPO services: Resell SumTotal software and / or
services as part of their own value-added solutions – Accenture, IBM, HP,
Raytheon, Sistemas
Acquisitions / Partners
 Oct 2013: Integration of SumTotal Talent
Expansion Suite with Salesforce Identity to
empower CIOs to enable single sign-on
across SumTotal Talent Expansion Suite,
Salesforce and web other web, mobile
and on-premise apps – centrally managed
through the Salesforce Platform
Awards
 Feb 2014: SumTotal system has earned
first place in the bsoco “Learning
Management System 2014” category for
the second year
 Feb 2014: The company’s elixHR Platform
was awarded a Gold Brandon Hall Group
Excellence Award for ‘Best Advance in
Creating a Fully Integrated Talent
Management Platform’
Source: SumTotal System company website; Factiva; The Talent Expansion Revolution, SumTotal, 2013; http://www.sumtotalsystems.com/connect/press-releases/bluegreen-corporation-associates-get-connected-sumtotalsocial-mobile-talent-expansion-applications/; http://www.sumtotalsystems.com/connect/press-releases/sumtotal-elixhr-platform-takes-gold/;
Copyright © 2014 Capgemini Consulting. All rights reserved.
41
A strong partner eco-system with constant citing by analysts makes SumTotal systems a
compelling player in the HCM solutions market
SumTotal Systems Company profile – 2/3
Delivery Models
Key Clients
SaaS
Mobile HR
Hosted
Managed



Pricing Models
Strengths
 The average yearly license across all SaaS
Challenges
 Strong Learning, performance & succession
customers is USD100,000

SaaS & Mobile Solutions Portfolio
Workforce
Management
Core HR
 To face execution challenges in sales, marketing
management functionality
SumTotal is on a fast, successful integration track
with acquisitions – Acquiring Accero & CyberShift
to enable SumTotal offer a full HCM suite
SaaS
Talent
Management

and support services in the highly competitive
market
Need to balance on-premise Softscape customers
with its faster-growing SaaS customer base
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8





























x
x





x


x

x
x


x
x
x
x
x
x
x
x
x


x
x
x
x
x
x
x
x
x
x
x
x







x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
Source: SumTotal System company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
42
SumTotal offers two versions of its HCM solution, that is one for small and medium
businesses and another one for global enterprises
SumTotal Systems Company profile – 3/3
Strategies for future
 SumTotal continues to expand its mobile platform,

Available languages
Security systems
 Available in 29 languages
 No information available
social components, and portal strategy to provide
its trademark feature / functionality depth
SumTotal has talent development in the center of
its strategy and has developed products to ensure
customers workforce is well managed
Implemented industries
Implemented markets
 Deployed in 160
countries including
─ USA
─ Canada
─ India
─ UK
─ France
─ Germany
─ China
─ Australia
─ Singapore





Financial Services
Business & consulting
Healthcare
Retail
Government




Manufacturing
Consumer packaged goods
Life sciences Education
Airlines
Integration systems & platforms
 SumTotal provides complete integration of its individual products with its comprehensive HCM suite
Collaboration with payroll providers
 No information available
Source: SumTotal company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
43
Kronos is a Workforce Management solution provider with additional capability in HR
administration and recruitment function
Kronos Company profile – 1/3
Benelux
office
locations
Company
Kronos Inc.
HCM Solutions
Services
Consulting, education, implementation and support
Sector Focus
Services, Energy, Government, FS, Healthcare, Manufacturing, Retail
Annual Revenue
USD 975mn (2013)
Employees
2,450 ( as of 31 Dec 2013)
Company Overview
 Kronos is a US based, privately held Workforce Management solutions

provider
The company has offices in US, Canada, Mexico, China, India, Singapore,
New Zealand, Germany, Belgium, France, Norway and the Netherlands
News Clippings
 March 2014: Salford Royal NHS
Foundation Trust , an award winning
hospital, has implemented Kronos SMART
solution across all its wards
 June 2014: Kronos added a cloud based
travel-expense management solution,
Certify, to its Workforce Ready suite
Europe
 Service partners: Kronos partners with managed applications services and managed


New Products / Solutions
 Americas, Asia-Pacific and
Partner Ecosystem

Key Wins
Global
office
locations
 Belgium and Netherlands
hosting solutions providers
– Accenture, ACS, Axsium, Hackett group, Workforce insight
Software partners: Leverages the most versatile applications to meet compatibility
and functionality requirements of customers
Technology partners: Kronos partners with Vmware, Cisco and Microsoft, to
provide scalable platform to their clients
Hiring solutions partners: Partners with leading organizations in areas such as
assessments, sourcing, background screening etc to help streamline hiring process
Acquisitions / Partners
 June 2014: Solix Technologies, a leading
Awards
 June 2014: Kronos retains its leadership
provider of Enterprise Data management
signed an OEM agreement with Kronos,
where Solix's database archiving
technology will be embedded into the
Kronos Workforce Central suite of
workforce management applications
position in the global workforce
management market in the latest study of
workforce management solutions
 April 2014: Kronos, introduced Workforce
published by IHS Technology ,
HOME, a cloud based solution designed to

May 2014: Kronos received the NorthFace
simplify the planning and execution of
ScoreBoard AwardSM from the Omega
household tasks
Management Group Corp. for excellence
in customer satisfaction for 2013
Source: Kronos website; Dowjones and Datamonitor company profiles; Kronos Adds Travel and Expense Management Solution to Workforce Ready Marketplace ; Kronos Continues to Outpace Workforce Management Market;
Only Leading Vendor to See Market Share Gains; Kronos Recognized for Excellence in Customer Satisfaction for 14th Consecutive Year; Solix Website; Salford Royal NHS Foundation Trust Implements Kronos SMART For
Improved Efficiencies
Copyright © 2014 Capgemini Consulting. All rights reserved.
44
Kronos solutions can be delivered through hosted as well as through managed services
model by its service partners
Kronos Company profile – 2/3
Delivery Models
Key Clients
SaaS
Mobile HR
Hosted
Managed



Pricing Models
Strengths
 SaaS model is based on a monthly subscription
Challenges
 Strong Operational Capabilities
 Global scalability, with great success in India
 Expertise in all industry verticals, with an
plan, allowing companies to pay per employee,
per month
 Though Kronos has Core HR functionalities, it is

excellent record in healthcare
SaaS
SaaS & Mobile Solutions Portfolio
Workforce
Management
Core HR
Talent
Management
mainly seen as a Workforce Management
solution provider
Despite considerable international presence, the
HR and Payroll system is only available in English
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8















x
x
x
x
x
x
x
x
x
x
x
x
x
x
x






x

x
x
x
x
x
x
x
x















x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
Source: Kronos website; Dowjones and Datamonitor company profiles; MarketScope for Workforce solutions and analytics, Gartner Research;
Copyright © 2014 Capgemini Consulting. All rights reserved.
45
Kronos Implementation Services cover all phases of the solution implementation from
planning to deployment and support
Kronos Company profile – 3/3
Strategies for future
Available languages
 Kronos plans to extend its reach in India so it is
partnering with Indian companies and also focusing
on delivering its products in India






Security systems
 Kronos received SSAE SOC 1 / SOC 2 certifications
Chinese
English
Dutch
French
Spanish
German

Implemented industries
Implemented markets




Asia Pacific
New Zealand
Middle East
South America
in 2012 in which SSAE 16 is an enhancement to
the SAS70
Safe Harbor — prohibits the transfer of personal
data to non-European Union nations that do not
meet the European “adequacy” standard for
privacy protection
 Canada
 Europe
 Mexico and Central America




Business services
Education
Energy
Financial




Government
Healthcare
Hospitality
Logistics
 Manufacturing
 Retail
Integration systems & platforms
 Kronos and BlueTree have formed a partnership that leverages the BlueTree’s service delivery expertise in:
– Kronos implementations, upgrades, integration, complex workflow development, Kronos SMS solution, custom reporting, training, Kronos online dashboard and support
 Kronos partnered with IBM and supports AIX 5L platforms
 Kronos provides integration through the use of portals, which helps provide key information for managers in portals such as SharePoint and Websphere and publish 500+
XML APIs that use SOAP (Simple Object Access Protocol) and WSDL (Web Description Language) to ease integration with 3 rd party apps and ERP systems like SAP, Oracle, etc.
Collaboration with payroll providers
 Partners with Global Cash Card, a proven specialist in customised paycard solutions in which Kronos Workforce Payroll Self-Service and Global Cash Card’s dynamic paycard
solution offers a comprehensive paperless payroll strategy
 Partners with M.M. Hayes to integrate Quickcharge, a cashless payment solution that allows employees to use their existing ID badges to make cash free purchases with
Kronos Workforce Central suite
Source: Kronos company website; Kronos lessons learnt from Fermilab implementation
Copyright © 2014 Capgemini Consulting. All rights reserved.
46
Cornerstone OnDemand is a global provider of a comprehensive learning and Talent
Management solution delivered as SaaS
Cornerstone OnDemand Inc Company profile – 1/3
Company
Cornerstone OnDemand Inc
HCM Solutions
Services
Implementation, Support, Training
Sector Focus
Education, Retail & Travel, Energy, FS & Insurance, Manufacturing, Healthcare
Annual Revenue
USD 185.1mn (2013)
Employees
750 (2012)
Company Overview
 Cornerstone OnDemand is a global provider of a comprehensive learning


News Clippings

and Talent Management solution delivered as SaaS
Based on its pure cloud architecture, Cornerstone’s comprehensive
solution helps organizations manage entire employee lifecycle, from hiring
through retirement
The company’s solution consists of five integrated platforms for Learning
Management, enterprise social networking, performance management,
Succession Planning and extended enterprise
Cornerstone OnDemand has over 1600 clients across the globe
Key Wins
 Mar 2014: Cornerstone OnDemand is
selected by Grant Thornton UK LLP, to
provide learning and development
applications to its UK workforce of almost
4,500 people, forming a key part of the
firm’s strategy to develop people and
skills
 Jan 2014: New Belgium Brewing is using
Cornerstone’s unified, cloud-based talent
management software
New Products / Solutions
 June 2014: Introduced Cornerstone
Onboarding which delivers the right
resources, connections, courses and
experiences for new hires and employees
Benelux
office
locations
 Netherlands
Global
office
locations
 Americas, EMEA and Asia-Pacific
Partner Ecosystem
 Global reseller partners: ADP, Ellucian and Xerox
 Regional reseller partners: CDP, e-communications, Talent2, CGI,
GreenBullet, Infosys, ISQ e-Learning, Kalleo Learning, NeoSpheres, QA,
TALENTECH, XpertLearning, etc.
 Consulting partners: Appiro, Bluewater Learning, Findley Davies, HRchitect,
Intelladon and Intelladon
 Technology partners: Altus365, HireVue, Visier Inc. and Workday
Acquisitions / Partners
 May 2014: Aon Hewitt, the global talent,
retirement and health solutions business
of Aon, entered into a strategic alliance
with Cornerstone OnDemand, to offer
global organizations an end-to-end
resource for implementing and operating
talent management software
Awards
 June 2014: Cornerstone OnDemand has
been named as a leader in 2014 Gartner
Magic Quadrant for Talent Management
Suites
Source: Cornerstone OnDemand Inc website; Magic Quadrant for Talent Management 2013; Cornerstone OnDemand press releases; Aon Hewitt Website
Copyright © 2014 Capgemini Consulting. All rights reserved.
47
Cornerstone OnDemand’s talent management platform is delivered purely through SaaS
based delivery
Cornerstone OnDemand Inc Company profile – 2/3
Delivery Models
Key Clients
SaaS
Mobile HR
Hosted
Managed



Pricing Models
Strengths
 No information available
Challenges
 Performance and succession management


SaaS
SaaS & Mobile Solutions Portfolio
Workforce
Management
Core HR
 Lack of products that larger competitors such as
functionality is best in class
Gained traction among both enterprises and
SMBs
Vision for integrating corporate social networking
with Talent Management is strong
Talent
Management
Oracle, SAP and SumTotal Systems have – namely
workforce management, payroll and an HR
system included within the platform
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x






x

















x
x

x
x
x
x

x
x
x
x
x
x
x
x
x
x
x
x
x
x


x
x
x
x
x
x
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x
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x
x

x
x

x
x

x
x
x
x
x
x
x
x
x
x
x
Source: Cornerstone OnDemand Inc website; http://www.cornerstoneondemand.com/news/press-releases/mobile; http://stephanmillard.ventanaresearch.com/tag/cornerstone-ondemand/;
Copyright © 2014 Capgemini Consulting. All rights reserved.
48
Based on Cornerstone’s pure cloud architecture, Cornerstone’s comprehensive solution
helps organisations manage entire employee lifecycle, from hiring through retirement
Cornerstone OnDemand Inc Company profile – 3/3
Strategies for future
Available languages
 Has established an effective growth strategy by
aggressively increasing sales head counts while
leveraging key reseller agreements and alliances
– Resellers include Appirio, ADP, and T2 Optimize
PTY
– Alliances include ADP, salesforce.com, and
Workday
Security systems
 Available in 41 languages empowering over 12
Asia Pacific
New Zealand
Middle East
South America
protect information using both server
authentication and data encryption
Implemented industries
Implemented markets




 Use Secure Socket Layer (SSL) technology to
million users across 190 countries
 Latin America & Brazil




Energy
Financial services
Healthcare
Education




Manufacturing
Retail
Technology
Government
Integration systems & platforms
 In Feb 2013, Cornerstone OnDemand launched ‘Cornerstone for Salesforce’, an integrated offering with salesforce.com CRM software that embeds learning management
directly into the Salesforce Platform
 Cornerstone OnDemand provides for easy and seamless integration by providing easy access to data across all systems
 Enables data to be transmitted to and from multiple database environments, including ADP, SAP, Oracle, Ceridian and other legacy systems
Collaboration with payroll providers
 Cornerstone OnDemand partners with payroll providers such as ADP, Workday and SD Worx
Source: Cornerstone OnDemand company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
49
Kenexa offers a comprehensive suite of unified products and services that support the
entire employee lifecycle from pre-hire to exit
Kenexa Corporation Company profile – 1/3
Company
Kenexa Corporation
HCM Solutions
Services
Implementation, Training and Integration
Sector Focus
Financial Services, Healthcare, Retail, Hospitality, Manufacturing, Life Science
Annual Revenue
Subsidiary of IBM
Employees
Approx 2,744 when acquired by IBM in 2012
Company Overview
 Kenexa helps drive HR and business outcomes through its unique


News Clippings

combination of technology, content and services, enabling organisations to
optimise their workforces since 1987
Kenexa’s integrated talent acquisition and Talent Management solutions
have touched the lives of more than 110 million people
Its software applications provide proprietary content, outsourcing services
and consulting services that help customers in addressing HR requirements
It markets solutions primarily to organizations with more than 2,000
employees
Key Wins
 Oct 2012: Cargill has signed a threeyear agreement with Kenexa to
administer an Employee Engagement
survey
New Products / Solutions
 Jan 2014: SaaS based IBM Kenexa
Talent Suite will tap big data and
combine social business capabilities,
Watson Foundations and Workforce
Science to modernize HCM
Benelux
office
locations
 Netherlands
Global
office
locations
 Americas, EMEA and Asia-Pacific
Partner Ecosystem
 Applications and Software Partners: Candex, First Advantage, HireRight,
LexisNexis, Arurint, eScreen, Talent Wise, ADP, Hirevue ,Workday etc
 Consulting and Advisory Partners: Astron Solutions, Buck Consulting, CJ


Francis, Compensation Works, Deloitte, BDO Seidman, Eisner Amper,
Hudson Mann, IBIS Advisors, Innovations, ICAP Group, Marcus Buckingham
and Sibson Consultants
Strategic alliances: First Advantage, ADP and Skillsoft
Technology partners: QlikTech, Boomi, LinkedIn, Collabor,
BullseyeEvaluation, Hrchitect, Lexonis, Workitect, bambooHR, etc
Acquisitions / Partners
 Dec 2012: IBM completed the
acquisition of Kenexa for $1.3b in
cash
Awards
 Aug 2013: Kenexa won the Best of
Elearning! and Learning! 100 award
that honors the top performing
learning organizations
Source: Kenexa Corporation website; Forrester Research; Dow Jones company profiles; http://www.prweb.com/releases/2013/8/prweb11076242.htm;
Copyright © 2014 Capgemini Consulting. All rights reserved.
50
Kenexa Corporation does not rely on its partner eco-system for technology and
applications on system integration services
Kenexa Corporation Company profile – 2/3
Delivery Models
Key Clients
SaaS
Mobile HR
Hosted
Managed



Pricing Models
Strengths
 No information available
Challenges
 Performance management functionality is very

SaaS
SaaS & Mobile Solutions Portfolio
Workforce
Management
Core HR
 Though the Kenexa offers compensation and
strong in its product, Career Tracker
The acquisition of Salary.com provides Kenexa
with a strong compensation management
offering
Talent
Management
benefits functionality, it needs to improve on the
depth of this functionality
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x



x


x







x
x
x






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x
x
x
x
x
x

x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x


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x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
Source: Kenexa Corporation website; Forrester Research
Copyright © 2014 Capgemini Consulting. All rights reserved.
51
Kenexa works with its various partners to provide implementation, integration and training
services to customers across the globe
Kenexa Corporation Company profile – 3/3
Strategies for future
 Kenexa was taken over by IBM in 2012 in order to

Available languages
Security systems
 Global / Multi-Language enabled
Program and the TRUSTe EU Safe Harbor Program
 Encrypt the transmission of information using
secure socket layer technology (SSL)
Implemented industries
Implemented markets




 Kenexa is a licensee of the TRUSTe Privacy
bolsters IBM’s leadership in helping clients embrace
social business capabilities while gaining actionable
insights from the enormous streams of information
generated from social networks every day
Continuously enhanced current generation Talent
Management solutions
Asia Pacific
EMEA
Latin America
North America
 Financial services and


Banking
Manufacturing
Life sciences




Pharmaceuticals
Retail
Healthcare
Hospitality
 Call centers
 Education
 Biotechnology
Integration systems & platforms
 The company’s 2x Onboard leverages cutting-edge Web 2.0 technology to deliver a new hire portal and integrated workflow management that offers an improved employee
experience while ensuring compliance with legal and corporate policies
 Kenexa 2x BrassRing and Kenexa 2x Recruit solutions feature highly interactive dashboards, integrated workflow management across recruitment, assessment and onboarding, and real-time reports that facilitate robust analysis across critical business processes
Collaboration with payroll providers
 Kenexa has strategic alliance with ADP for compensation and payroll services
 Kenexa’s acquired company Salary.com, Inc. (2010) is a compensation and HRM solutions company in the US human capital SaaS market
– The company's services are used by compensation professionals for compensation planning
Source: Kenexa company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
52
Lumesse is a SaaS based solution provider specialising in Talent Management solutions
with a globally focused operations
Lumesse Company profile – 1/3
Company
Lumesse
HCM Solutions
Services
Implementation, Training, Integration
Sector Focus
Ranges from small local players to global corporations in all industry sectors
Annual Revenue
USD 0.28mn (2012)
Employees
550 (2012)
Company Overview
 Lumesse is a global software company specialising in Talent Management

News Clippings



solutions
It is owned by its management team and HgCapital, one of Europe’s largest
technology investors
It has around 550-1000 employees based in 28 offices across 18 countries
Lumesse was previously known as StepStone Solutions
The acquisition of Edvantage Group has strengthened its position in social
learning programmes
Key Wins
 April 2014: The London Borough of
Southwark chose Lumesse to enable their
mobile enabled career site., which
provides job information to their
communities anytime
Benelux
office
locations
 Belgium and the Netherlands
Global
office
locations
 Americas, EMEA and Asia-Pacific
Partner Ecosystem
 Distribution & Channel Sales partners: Avit System Sdn Bhd, Audalia, AXES



Pro, Bridge Human Capital Solutions, Business Consult Ltd, Emeritis,
Human Perspectives International, HR-Focus Holdings, Humanica,
Workday, Novotus, NegXT, Squareone Technologies, etc
Value-Added Service partners: Assessio, Broadbean, Clickatell, eQuest,
LinkedIn, NorthgateArinso, Papirfly, Talent Q, HireVue, etc
Technology partners: Aquire, Dell Boomi, BurningGlass, KJLink, SoftArtisans
and Textkernel
Consultancy partners: Deloitte and Penna
New Products / Solutions
Acquisitions / Partners
 Oct 2013: Launched TalentLink 13.2, a
 Feb 2014: Lumesse and HireVue, the
new release of its SaaS talent acquisition
and talent management platform
 Oct 2013: Launched Accelerator, a new
package which combines the power
of Onboarding, Learning and Social, on
its TalentLink platform
 Sept 2013: Introduced ETWeb Mobile as
part of its ETWeb talent management
platform
leading talent interaction and digital
recruiting provider, entered into a global
partnership to expand the talent
acquisition reach and functionality of
Lumesse TalentLink
Awards
 June 2014: Lumesse has been named as a
Visionary in 2014 Gartner Magic Quadrant
for Talent Management Suites
Source: Lumesse website; Lumesse Positioned as a Visionary in Gartner’s 2014 Magic Quadrant for Talent Management Suites; Factiva
Copyright © 2014 Capgemini Consulting. All rights reserved.
53
Lumesse through its partner network and hosted, managed services portfolio serves more
2,000 customers in over 70 countries
Lumesse Company profile – 2/3
Delivery Models
Key Clients
SaaS
Mobile HR
Hosted
Managed



Pricing Models
Strengths
 Both subscription pricing and licensing options

Challenges
 The company offers excellent global functionality,
are available for the on-premises or fully hosted
solution
Lumesse TalentLink subscriptions start from
£12,000 per year for organisations or 1000 FTEs –
there is no limit to the number of users within
this pricing
SaaS
SaaS & Mobile Solutions Portfolio
Workforce
Management
Core HR
 Though Lumesse has increased its investment
as well as strong global support and sales
network
Talent
Management
in the U.S, its presence in the U.S is relatively
limited compared to its global competitors
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
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x
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x
x
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x
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
x
x
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

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x
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x
x
x
x
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x
x
x
x
x
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x
x
x
x
x

x
x
x


x

x

x
x



x
x
x
x
x
x



x
x

x

x
x
x
x
x
x
Source: Lumesse website; Magic Quadrant for Talent Management 2013
Copyright © 2014 Capgemini Consulting. All rights reserved.
54
Lumesse operates and provides its solutions to customers from various industries present
across 18 countries
Lumesse Company profile – 3/3
Strategies for future
 Lumesse focuses on customisation of its products as

Available languages
Security systems
 Available in 50 languages
 Use a variety of methods, such as intrusion
detection software and manual security
procedures, to help ensuring IT security
it strongly believes that one size doesn’t fit all
Maintains customer as its core focus area and
follows a set of promises made to the customer
Implemented industries
Implemented markets
 Presence across 18 countries




Engineering
Manufacturing
Retail
Technology
 Transport & Logistics
 Professional services
Integration systems & platforms
 Lumesse tailors the solution to the customers specific needs and processes and helps integrate the customer’s key business systems such as ERP or payroll
 The company has secure, high performance datacenters around the globe, supporting companies operating in all possible time zones and regions
 Lumesse TalentLink is a true SaaS offering with a single code base, no customisations and a multitenant architecture via its open integration capabilities
Collaboration with payroll providers
 Lumesse partners with Humanika, the biggest HR & Payroll Outsourcing provider in Thailand, providing full range of HR Outsourcing and system implementation services to
leading global, national and local companies, to distribute Talent Management solutions and services from Lumesse in Thailand
 Lumesse also partners with Workday, a leading payroll provider for distribution and sales
Source: Lumesse website
Copyright © 2014 Capgemini Consulting. All rights reserved.
55
ADP offers a wide range of HR, payroll, tax & benefits administration solutions for more
than 550,000 clients across globe
ADP Company profile – 1/3
Company
Automatic Data Processing, Inc (ADP)
HCM Solutions
Services
Implementation, Managing service and Support
Sector Focus
Education, Financial Services, Healthcare Manufacturing, Energy, Life Sciences
Annual Revenue
USD 11,310mn (as of July 2013)
Employees
60,000 (as of July 2013)
Company Overview
 ADP with 6,00,000 clients, is one of the world’s largest providers of


News Clippings

business outsourcing solution
ADP offers a wide range of HR, payroll, tax and benefits administration
solutions from a single source
ADP’s e-recruitment solution is best-suited to midsize-to-large U.S.-based
organisations
ADP is one of four U.S. companies to get a AAA credit rating from Standard
& Poor's (S&P) and Moody's
Key Wins
 Mar 2014: Seattle-based Diamond Parking
Service implemented its ADP Workforce
Now platform to simplify payroll and
other HR processes for the company’s
nearly 1,000 employees
 Mar 2014: ADP became the exclusively
endorsed payroll provider for the
California Society of Certified Public
Accountants (CalCPA)
New Products / Solutions
 Jan 2014: ADP introduced New Affordable
Care Act (ACA) FTE calculator and Health
Care Tax credit tools to its RUN Powered
by ADP human resource and payroll
platform, to help simplify compliance
Benelux
office
locations
 Belgium and Netherlands
Global
office
locations
 Americas, EMEA and Asia-Pacific
Partner Ecosystem
 Software / Technology Alliances: ADP partners with best-of-breed software

and technology organisations that bring value to their customers and the
marketplace
With its alliance partners, its workforce management solutions include:
– HR Management
– Payroll Management
– Time & Labor Management
– Expense & Travel Management
– Screening and Selection Services
Acquisitions / Partners
Awards
 June 2013: ADP acquired Payroll S.A., a
 June 2014: ADP has been named as a
provider of human resource outsourcing,
payroll and employee benefits services
across Chile, Argentina and Peru
Leader in IDC’s 2014 HR BPO MarketScape
report that assesses vendors’ Business
Process Outsourcing (BPO) capabilities
 April 2014: ADP Ranked #24 on the 2014
DiversityInc Top 50 Companies for
Diversity
Source: ADP website; ADP named the leader in IDC; ADP press releases
Copyright © 2014 Capgemini Consulting. All rights reserved.
56
ADP provides extensive solutions in Core HR, workforce and Talent Management
ADP Company profile – 2/3
Delivery Models
Key Clients
SaaS
Mobile HR
Hosted
Managed



Pricing Models
Strengths
 No information available
Challenges
 ADP provides a depth of functionality, flexible

SaaS
SaaS & Mobile Solutions Portfolio
Workforce
Management
Core HR
 Its vertical market strategy is not as strong as
workflow and data support.
Customers were impressed with the product’s
configurability, quality and ease of use, especially
for applicants and HR users
Talent
Management
other vendors
 ADP has not shown much innovation in emerging
areas, such as social recruiting
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8














x










x
x



x
x
x
x
x
x
x
x



x
x


x
x


x
x

x
x





x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x



x
x
x

x
Source: ADP website; Magic Quadrant for Talent Management 2013; The Forrester Wave™: Learning And Talent Development, Q1 2013
Copyright © 2014 Capgemini Consulting. All rights reserved.
57
ADP's easy-to-use systems, platforms & solutions for employers provide superior value to
companies of all types and sizes
ADP Company profile – 3/3
Strategies for future
Available languages
 ADP’s strategies are based on 3 success factors
 Available in multiple languages
elements:
– Product leadership
– World class service
– Be the employer of choice
USA
Canada
Australia
Brazil




China
France
Japan
Germany
 ADP Critical Incident Response Center (CIRC)

monitors, collects alerts/incidents and initiates
triage and forensic investigations, incident
containment, recovery, depending on severity
ADP models security program and security
architecture in part, by adopting best practice
guidance from the ISO 27001/27002 series
Implemented industries
Implemented markets




Security systems




India
Italy
Netherlands
Poland
 Spain
 Switzerland
 UK
 Government (with 1000+ employees)
 Education (with 1000+ employees)
 Healthcare
Integration systems & platforms
 ADP achieves a comprehensive, integrated experience through standard integrations, APIs, and an innovative data exchange utility
 Standard integrations and toolkits / APIs are used to close integration seams with third–party solutions involved in the various processes, and as a result, help reduce
duplicate data entry
 ADP now serves more than 250,000 small business clients on its powerful, cloud-based HRM and payroll platform, RUN Powered by ADP® (Sep 2013)
Collaboration with payroll providers
 ADP maintains a strategic relationship with Cornerstone OnDemand, a leading Talent Management, that enhances ADP’s offerings, expertise and footprint in the Talent
Management space
 ADP has acquired Payroll S.A., a provider of human resource outsourcing, payroll and employee benefits services across Chile, Argentina and Peru
Source: ADP Company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
58
SilkRoad Technology offers wide range of solutions to manage the entire career cycle of
employees
SilkRoad Technology Company profile – 1/3
SilkRoad Technology
HCM Solutions
Services
Implementation, Training, Integration
Sector Focus
Healthcare, Manufacturing, Education, Govt., Retail, IT & Nonprofit organisations
Annual Revenue
USD 41.1mn (2013)
Employees
520 (2013)
Company Overview
 SilkRoad technology is a privately held company based in Winston-Salem,
N.C., with offices around the globe
 The company began as a Content Management vendor, then grew into erecruiting (via an acquisition) which then expanded into Talent
Management with the acquisition of Human Asset Technologies in 2005
 SilkRoad also acquired an e-learning vendor, VTN Technologies, in 2008,
which is now called Green Light and in 2009, it acquired the a bankrupt
vendor (Emportal), became as its HR solution, HeartBeat
News Clippings
Benelux
office
locations
Company
Key Wins
 April 2014: Rust-Oleum, global leader in
manufacturing innovative coatings, has
deployed Silkroad OpenHire and
Redcarpet, via HRMS solutions
New Products / Solutions
 April 2014: SilkRoad announced the
rollout of Indeed Apply to customers of
SilkRoad OpenHire® applicant tracking
system(ATS), which allows the job seekers
to easily apply from all mobile devices
Global
office
locations
 None
 North America, Europe and
Asia-Pacific
Partner Ecosystem
 SilkRoad Technology has the expertise to develop and deliver world-class
solutions, while leveraging partnerships with established industry leaders
to provide necessary components of a complete solution
 Trusted skilled partners take advantage of SilkRoad’s solutions to deliver
products and services to their customers quickly and cost effectively, so
that customers achieve a substantial return on investment
– Acselco, Activar, ADSOTECH, easynet GmbH, Geoware, Prism, LLC,
System Landscape, Vitech, Web-Economy
Acquisitions / Partners
 Oct 2013: Partnered with Visier, a
workforce analytics provider, to provide
simple-to-use, pre-packaged analytics and
dashboards
 July 2013: Partnered with Recruit.net as
its latest free job distribution partner for
its OpenHire applicant tracking solution
 July 2013: Expanded partnership with
OpenSesame to offer 50 international
courses from training provider, Cegos
Awards
 Feb 2014:Honored as one of the “Best
Medium-Sized Companies to Work For” in
2014 in the Glassdoor Employees’ Choice
Award
Source: Silkroad Technology company website; Gartner Research; Dow Jones Company Profile; Factiva; https://my.insideview.com/iv/companyinfo.do?methodToCall=overview&id=30203;
Copyright © 2014 Capgemini Consulting. All rights reserved.
59
SilkRoad’s customers includes a diverse set of industry leaders such as Allianz,
Priceline.com and Crate and Barrel
SilkRoad Technology Company profile – 2/3
Delivery Models
Key Clients
SaaS
Mobile HR
Hosted
Managed



Pricing Models
Strengths
 Prices are based on a subscription model that is

Challenges
 Through its acquisitions, SilkRoad is now well-
constructed around the number of FTEs a
company has
Being a SaaS product, support, maintenance, and
updates are included within that subscription
price

SaaS
SaaS & Mobile Solutions Portfolio
Workforce
Management
Core HR
 Mobile device use and support is still evolving
 Reporting dashboards are useful, but not
positioned to take advantage of the growing use
of Talent Management and HCM suite solutions
SilkRoad’s RedCarpet on boarding module
delivers best-in-class capabilities and often sold
standalone
Talent
Management
configurable (planned for next year)
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
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x



x
x
x

x
x
x
x





x
x




x











x
x
x
x
x
x
x
x



x



x
x
x
x
x
x
x
x





x
x




x



x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
Source: Silkroad Technology company website; Gartner Research; Magic Quadrant for Talent Management 2013; Vendor Landscape: SaaSHRIS/HRMS, McLean & Company; http://www.hrlab.com/silkroad-softwarereview.php
Copyright © 2014 Capgemini Consulting. All rights reserved.
60
SilkRoad began as a Content Management vendor and it has since expanded into the
Talent Management space via acquisitions and organic development
SilkRoad Technology Company profile – 3/3
Strategies for future
Available languages
 SilkRoad has invested considerably in expanding its
overseas presence, with an increasing percentage of
overall Talent Management suite revenue coming
from the Asia / Pacific region, Central Europe and
Eastern Europe




English
French Canadian
French
German
Security systems
 Spanish
 Simplified Chinese
 Japanese

USA
Canada
Mexico
France
Information Security, SSAE 16 audit and
attestation; and a host of compliance controls
including Safe Harbor
Additionally, provides AICPA and SOC 2 Report
Implemented industries
Implemented markets




 Silkroad provides physical and application security
 Security based off of the C.I.A. Principles of
 UK
 Germany
 Asia / Pacific region




Retail
Healthcare
Professional services
Financial services
 Manufacturing
 Technology
Integration systems & platforms
 SilkRoad offers several integration packages varying in functionality and complexity and has engineered a flexible data exchange model that allows data to be imported into
and exported out of the solution efficiently, simply, and reliably via our Web Service
 All integrations are managed with SilkRoad service’s growing library of pre-defined templates
Collaboration with payroll providers
 Fidelity HR / PR services, an American multinational financial services corporation in which Fidelity Payroll processes nearly 4 million paychecks annually on behalf
of its clients
 HRMS Solutions, a North American provider of human capital management solutions including HRIS, Recruitment and Talent Management, Payroll, Time & Attendance
solutions
 Pay scale , a North American database provider of compensation profiles that helps acquire, analyze and aggregate compensation information
Source: ADP Company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
61
Saba Software is a focused learning management solution provider and also has evolving
Talent Management functionalities
Saba Company profile – 1/3
Company
Saba Software Inc.
HCM Solutions
Services
Implementation, Training, Integration
Sector Focus
Financial Services, Government, High Tech, Retail, Manufacturing & Life Sciences
Annual Revenue
USD 116.60mn (2011)
Employees
735(2011)
Company Overview
 Saba is the premier provider of people systems that enable today’s people
News Clippings

driven enterprises, by combining learning, people management and
collaboration technologies
Saba solutions are available in both on-premise and as a SaaS solution, and
are underpinned by global services capabilities and partnerships
Saba’s global customer base includes major global organisations and
industry leaders with 51% of the Fortune 100
Key Wins
 June 2014: Virgin Atlantic, one of world’s
leading airlines, has chosen Saba Cloud to
manage the learning and performance
needs of employees and partners globally
New Products / Solutions
 April 2014: Saba launched its Saba Cloud
Spring 2014 release with a series of new
innovations that are designed to help
organizations enhance employee
engagement, accelerate decision-making
and improve productivity
Benelux
office
locations
 None
Global
office
locations
 Americas, EMEA and Asia-Pacific
Partner Ecosystem
 Saba Technology Partners: By establishing alliances with many technology

providers, ensures customers receive a solution with existing enterprise
applications with state-of-the-art technology
– Apple, HCL, Cisco, Citrix, Microsoft, IBM, Oracle
Saba Global Alliances: Industry leaders with global reach whose
technologies, platforms and services are critical to Saba’s success Global
alliance partners: HCL, HP, IBM and Convergys
Acquisitions / Partners
 Dec 2013: Saba joined the Cloud Security
Alliance (CSA)
─ CSA is a not-for-profit organization with
a mission to promote the use of best
practices for providing security
assurance within cloud computing
Awards
 May 2014: Saba has been named as a
Finalist in 2014 (12th Annual) American
Business Awards’ New Product or Service
of the Year category for Software Collaboration/ Social Networking Solution
Source: Saba company Website; Saba website; Gartner Research;
Copyright © 2014 Capgemini Consulting. All rights reserved.
62
Saba’s global customer base includes major organisations and industry leaders with the
top 50 Fortune 100 companies
Saba Company profile – 2/3
Delivery Models
Key Clients
SaaS
Mobile HR
Hosted
Managed



Pricing Models
Strengths
 Pricing options include subscription and per-user
Challenges
 Strong competency mgmt, appraisal mgmt and
fee


SaaS
SaaS & Mobile Solutions Portfolio
Workforce
Management
Core HR
 Though Saba supports multi-rater feedback, but
development planning
Good global coverage, supporting 36 languages
Increases geographic reach, most notably with its
expansion into China
Talent
Management

could improve its rater controls for 360-degree
assessments
Saba is still known as a learning vendor and needs
to improve market awareness as a Talent
Management provider
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
x
x
x
x
x



x
x
x
x
x
x
x





x

x








X

x
x

x

x


x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x



x


x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
Source: Saba company website; Gartner Research; Magic Quadrant for Talent Management 2013
Copyright © 2014 Capgemini Consulting. All rights reserved.
63
Saba’s partnership agreements with IBM, Kronos and Workday provide additional visibility
and exposure in the market
Saba Company profile – 3/3
Strategies for future
Available languages
 Saba started in the learning market and has
Security systems
 Available in 36 languages
 For its application and data security, Saba uses
– Secure Socket Layer communication
– End-user and Administrator access to the
subscription services requires authentication,
and is subject to preconfigured role-based
access controls (RBAC)
– Saba firewalls and Intrusion Detection Systems
expanded into Talent Management suites, now
offering learning, performance, succession,
Workforce Planning, organisational planning,
compensation and social collaboration
Implemented industries
Implemented markets




USA
Asia-Pacific
EMEA
India
 Japan
 Mexico
 Canada





Healthcare
Financial Services
Technology
Utilities
Retail




Government
Telecommunications
Education
Manufacturing and Construction
Integration systems & platforms
 Saba Integration Studio is built on a services-oriented architecture (SOA) with an ESB
 The platform’s integration capabilities are packaged together in a new environment that enables creation of bulk data imports and exports to speed initial implementations
and use of the comprehensive set of REST-based Web services by Saba Services, partners, customers, and even third-party developers to create new integrations or extend
Saba’s core functionality
Collaboration with payroll providers
 Saba partner with Kronos, a leading provider of time and attendance, scheduling, Absence Management, HR and payroll, hiring and labor analytics applications
 Partnership with Workday that delivers unified Human Capital Management, Payroll, and Financial Management solutions
Source: Saba company website; http://blog.technologyevaluation.com/blog/2013/04/17/saba-people-2013%E2%80%94of-learning-development-cloud-platform/
Copyright © 2014 Capgemini Consulting. All rights reserved.
64
euHReka has flexible deployment options SaaS & OnPremise and has presence in more
than 100 countries
NorthgateArinso euHReka Company profile – 1/3
Company
NorthgateArinso – euHReka
HCM Solutions
Services
Client service, Support and Training
Sector Focus
Automotive, Engineering, Financial Services, Insurance, Legal and Public sector
1264.6mn1
Annual Revenue
USD
(For NGA group as on April 2013)
Employees
25,000 (For NGA group as on April 2013)
Benelux
office
locations
 Belgium, Netherlands and
Global
office
locations
 Have presence in more than 50
Luxembourg
countries across the globe
Company Overview
Partner Ecosystem
 NorthgateArinso (NGA) is one of the market-leading global Human
 euHReka has developed partnerships with leading solution providers
Resources services provider. NGA provides euHReka an HR Technology
 euHReka is an fully integrated cloud-based HR and payroll solution
 euHReka is a global HR & Talent Management solution enabling to
organise, staff, reward and develop workforce, based on best-in-class SAP
HCM technology, enriched with pre-configured templates and an intuitive
Web2.0 user interface
– SAP- Human Resources / Business Process Outsourcing (HR / BPO)
partner
– BPO Powered by Oracle – BPO partnership
– euHReka Inclusion Framework partners include Skillsoft, Workday and
Datafrenzy
News Clippings
 The company serves over 100 customers in 24 languages in 50+ countries
Key Wins
 June 2014: Bristol-Myers Squibb, a global
biopharmaceutical company, has selected
NGA Human Resources to provide Payroll
and related Workforce Administration
Services for its employees in North
America
New Products / Solutions
 July 2014: NGA Human Resources
launched Payroll Exchange solution that
reduces the complexity of global payroll
by seamlessly connecting cloud-based HR
Management Systems such as Workday
and SuccessFactors with NGA’s network of
payroll solutions in 145 countries
Acquisitions / Partners
 Mar 2014: HR services provider Securex
and NGA Human Resources are
collaborating in Belgium, Luxembourg and
France and have now extended their
partnership to the Netherlands
─ The collaboration between Securex and
NGA is built around the HR services
platform, HRonline
Awards
 April 2014: NGA Human Resources has
been positioned in the Winners Circle in
the HfS Blueprint Report, “Multi-tower
Human Resources Outsourcing (HRO):
Rewards, Remuneration, and Recognition
– The Foundation of Workforce Support
Services,” published by HfS Research
Note: Revenues calculated at GBP exchange rate of 1.5768 for the period 1st April 2012 to 31st March 2013
Source: NorthgateArinso – euHReka company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
65
euHReka is an end-to-end cloud-based HR platform, offering full suite of administrative,
payroll and Talent Management processes in the cloud
NorthgateArinso euHReka Company profile – 2/3
Delivery Models
Key Clients
Mobile HR1
SaaS
Hosted
Managed



Pricing Models
Strengths
Challenges
 euHReka OnDemand feature subscription pricing
 Has flexible deployment options such as SaaS and
per employee per process per month, depending
on the service level selected
euHReka OnPremise features a license fee
OnPremise
euHReka as a collaborative model supports all HR
stakeholders and supports end-to-end HR process
Have presence in more than 100 countries



SaaS
SaaS & Mobile Solutions Portfolio
Workforce
Management
Core HR
Talent
Management
 The acquisition of Convergys has negatively
affected recognition and client appreciation due
to its poor transition management for which
brand awareness and innovation still remain
issues that plague NGA
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8



x


x
x



x

x
x


x
x

x
x
x

x
x

x
x
x

x
x
x
x
x
x

x

x

x


x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
Note 1: euHReka 11 announced its plans to support the multi-platform standard HTML5 for mobile devices in October 2012, but this is not yet featured in the offerings on the company website
Source: NorthgateArinso – euHReka company website; http://www.hrlab.com/hr-bpo.php; http://www.hr.com/en/communities/northgatearinso-unveils-euhreka-11_h8knqsa1.html
Copyright © 2014 Capgemini Consulting. All rights reserved.
66
SuccessFactors and Workday work together with NorthgateArinso as global payroll
partners
NorthgateArinso euHReka Company profile – 3/3
Strategies for future
 NGA plans to address HR challenges of its customers
Available languages
Security systems
 Available in multiple languages
 NGA’s solutions have been approved by Symantec,
in the following ways:
– Help drive down cost
– Improve deliver quality
– Help create a more agile organisation
one of the world’s leading IT security providers
 NGA has ISO27001 certification – the international
standard for information security and SAS 70 Type
II, e-GIF, SOC 1 certifications
Implemented industries
Implemented markets
 Americas
 EMEA
 APAC




Automotive
Engineering
Insurance
Retail




Legal & Consultancy
Manufacturing
Financial Services
Public Sector
Integration systems & platforms
 True integration, on a process and data level, with all HR data related to every process in a single global repository
Collaboration with payroll providers
 NGA partnership with SuccessFactors that will enable SuccessFactors Employee Central customers to take advantage of NGA’s global payroll services as this partnership will
provide Employee Central customers with a pre-built integration to euHReka, NGA’s global HR & payroll platform
 Workday is a global payroll partner of NGA
Source: euHReka- NGA company website; http://www.inspectorjones.com/reviews/human-resources/full-hr-suite/euhreka/#.UjrXJdKmiSo; http://human-resource-management.findthebest.com/l/104/euHReka;
Copyright © 2014 Capgemini Consulting. All rights reserved.
67
Work.com, previously Rypple, is a social performance management platform which is
marketed as a solution for sales performance, customer service, marketing
Salesforce Work.com Company profile – 1/2
Company
Salesforce Work.com
HCM Solutions
Services
A solution for sales performance, customer service, marketing
Sector Focus
Diversified customer segment
31st
Annual Revenue
USD 4,071 mn (as of
Jan 2014) (Salesforce.com)
Employees
13,000 (as of 31st Jan 2014) (Salesforce.com)
Company Overview
 Work.com, previously Rypple, is a social performance management

News Clippings

platform which is marketed as a solution for sales performance, customer
service, marketing, and as a service that can be employed by human
resource departments for broad use across an organisation
Work.com service facilitates collaboration and shared contribution to
individual, team, and organisational goals, and facilitates the exchange of
feedback anonymously and publicly between peers and managers
Rypple was acquired by salesforce.com in 2011 and was re-branded as
Work.com in September 2012
Benelux
office
locations
 Belgium and Netherlands
Global
office
locations
 San Francisco  India
 Tokyo
 Switzerland
Partner Ecosystem
 This vendors partner ecosystem consists of partnerships with the below
listed companies
– Workday
– Amazon.com
– PWC
– Sability
– Jobscience
– Appirio
Key Wins
New Products / Solutions
Acquisitions / Partners
 No information available
 Nov 2013: Salesforce.com introduced
 July 2014: Saleforce.com enters into a
Salesforce1, a new social, mobile and
cloud customer platform, built to
transform sales, service and marketing
apps
strategic partnership with Deutsche
Telekom
–
–
–
–
–
Fairsail
CyberU
ProQuest
Vana Workforce
Xactly
Awards
 2014: Awarded Fortune's #7 on the list of
the “100 Best Companies to Work For” for
the sixth consecutive year
Source: Salesforce.com Company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
68
Work.com combines social software with performance management and HR to help
managers and teams learn faster and perform better
Salesforce Work.com Company profile – 2/2
Delivery Models
Key Clients
SaaS
Mobile HR
Hosted
Managed



Pricing Models
Strengths
 Contact management for up to 5 users is


Challenges
 It promotes a vibrant user community as the
$5/user/month
Basic sales & marketing for up to 5 users is
$25/user/month
CRM for entire business costs $125 or
$300/user/month
SaaS
SaaS & Mobile Solutions Portfolio
Workforce
Management
Core HR
 The vendor largely focuses on SaaS sales and
company uses its own solution to solicit
community input, actively monitors social
channels and provides online communities for
customers to make themselves heard
Talent
Management
marketing applications
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
x
x
x
x
x
x

x
x
x
x
x
x
x
x


x
x
x
x
x
x
x
x
x


x
x
x
x
x
x
x
x
x
x
x
x

x

x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x

x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x

x
x
x
Source: Salesforce.com Company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
69
Work.com is integrated with Chatter and Salesforce.com ensuring seamless and
transparent flow of communication
Salesforce Work.com Company profile – 3/3
Strategies for future
 Salesforce.com is looking to gain universal

acceptance of cloud computing, especially in the
public cloud arena
Plans to launch a range of new products to enter
the database market, go deeper into the application
development market and even help with the
assembly and development of applications
Available languages
 Chinese




(Simplified and
Traditional
Danish
Dutch
English
Finnish







Security systems
French
German
Italian
Japanese
Korean
Portuguese
Russian
 No information available
Implemented industries
Implemented markets
 Canada
 EMEA
 Asia Pacific
 Spanish
 Swedish
 Thai




High Tech
Financial Services
Media
Communications




Manufacturing
Retail
Government
Nonprofit & Higher Education
Integration systems & platforms
 Alignment is seamless and transparent with full Chatter integration
 Sales, support, and marketing teams can stay aligned as they work within Work.com as it integrates directly with Salesforce and Chatter
Collaboration with payroll providers
 Partners with Workday, one of the leading HCM solutions provider
Source: Salesforce.com Company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
70
Raet is a Dutch based HR and payroll solutions and service provider with over 6000 clients
Raet Company profile – 1/3
Company
Raet Nederland BV
HCM Solutions
Services
Payroll outsourcing and consulting
Sector Focus
Business, Healthcare, Government , Care and welfare, Pension and benefits
Annual Revenue
USD 115mn (2011)
Employees
1000 (2013)
Company Overview
 Raet is a Dutch based HR and payroll solutions and services provider
 Raet provides solutions on organisation’s HR and payroll processes, ranging
from administrative process assistance to reassessment, redesigning and
managing of these processes
 They employ about 800 people and serve 6000 organisations across
News Clippings
sectors
Key Wins
Benelux
office
locations
 The Netherlands
Global
office
locations
 Youforce in UK
Partner Ecosystem
 Raet has a broad partnership with organizations HR products and HR
services that complement its solutions that include administration offices,
integrated software, interface, knowledge and other service providers
 Partners include Lumesse, Microsoft, HR Access, Cognos, Aenova, PwC, etc.
 Raet selected Ordina as a preferred supplier to support the further
development of its e-HRM portal
New Products / Solutions
 Dec 2013: KPN has chosen Raet’s HR
 May 2014: Raet launched new design for
outsourcing solution
 Oct 2013: Oases, a water company, has
chosen Rate’s integrated e-HRM solution
to deploy a modern HR portal such as
Youforce to make its HR processes more
efficient and to reduce costs
its performance and training management
solutions
 Jan 2014: Raet added HCM Grid, which
provides the managers the ability to share
staff a matrix on the axes potential and
performance, to its HCM suite
Acquisitions / Partners
 April 2014: Raet has partnered with Dyad,
one of the leading service providers in the
field of business management in the
education market
Awards
 April 2014: Raet has been nominated as
software of the year by ICT vaktitel
Computable
Source: Raet company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
71
Raet relies on administrative agencies to deliver managed service offering to their clients
Raet Company profile – 2/3
Delivery Models
Key Clients
SaaS
Mobile HR
Hosted
Managed



Pricing Models
Strengths
 No information available
Challenges
 Built strong strategic alliances to improve services


SaaS
SaaS & Mobile Solutions Portfolio
Workforce
Management
Core HR
 Pricing pressure on the payroll services offering
to customers
Full spectrum player in the field of Payroll
Aggressively pursuing inorganic growth
Talent
Management
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8





x
x
x



x
x
x
x


x
x
x
x
x
x

x
x
x
x
x
x



x
x
x



x
x
x
x


x


x
x
x
x
x
x


x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
Source: Raet company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
72
Raet opened expanded its horizon of offerings in 2005 when it strategically chose the web
technology, Software as a Service (SaaS)
Raet Company profile – 3/3
Strategies for future
 Raet now plans for international growth and has
Available languages
Security systems
 No information available
 Provide secure access from anywhere and anytime
 Youforce allows for Extended Single Sign On
opened its first international office in Britain
(XSSO)
Implemented industries
Implemented markets
 Netherlands
 UK




Business
Government
Education
Care and welfare
Integration systems & platforms
 Raet partners with integrated software companies to complement the portfolio and provide support for issues such as e-signing, strategic personnel but also for industryspecific solutions that are fully integrated
Collaboration with payroll providers
 Raet partners with HR Access and Lumesse who offers integrated HCM software with payroll solutions, and has integrated its Youforce product with Lumesse and HR Access
Source: Raet company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
73
AFAS provides ‘Payroll Profit’ & ‘Profit in Payroll service’ as part of the integrated solution
of AFAS Profit in Netherlands and Belgium
AFAS Company profile – 1/2
Company
AFAS Holding BV
HCM Solutions
Services
Consulting, implementation and support center services
Sector Focus
Diversified customer segment
91.5mn1 (2013)
Annual Revenue
USD
Employees
290 (2012)
Company Overview
 AFAS ERP Software BV is a software company with 300 employees and
provides a software package – AFAS Profit
 AFAS Profit provides solution to the various departments of more than
10,000 companies in the Netherlands, Belgium, Luxembourg
 AFAS Profit automates all the areas in the organisation from administration
News Clippings
and sales to production and payroll and uses the software to create realtime insight into operational information
Key Wins
 Sep 2013: EXA Holdings that provides its
“Global Truck Concept”, Transport and
Logistics DSV Specialist, Ipse Bridges, an
organization for the disabled, BrabantZorg
care institution, has chosen AFAS HRM /
Payroll services
New Products / Solutions
 May 2013: Introduced AFAS Pocket in
which users with Android devices can use
the free mobile app of AFAS software as it
regulates HR-related issues
 May 2013: Introduced a simplified version
of the traditional payslip, the salary
pointer which shows salary data in an
entirely new way
Benelux
office
locations
 The Netherlands, Belgium
Global
office
locations
 Caribbean
Partner Ecosystem
 Certified Partners are 4net intractive, Actemium Supply Chain Execution,
Ayton Ltd, Because Ltd, Casewire Netherlands
 Other partners include Delta payroll Ltd, Dynamic retail solutions, Focus 4U
Ltd, Free Beans Ltd, L & M Software Ltd, Manus Software Europe BV,
Monaco Ltd, Navara, OTYS recruiting technology, Planning IT Ltd, Prodist
Business solutions, Protime, Salvesen HR & payroll Services Ltd, Support
Plus HR & Payroll Services Ltd, Xelion BV
Acquisitions / Partners
 May 2014: AFAS Software and Driessen
HRM renewed their partnership
Awards
 Nov 2013: AFAS was one of the top 10
most innovative ICT companies as per the
Computable 100, a list of the most
powerful ICT companies in the
Netherlands
Note: Revenues calculated at Euro exchange rate of 1.2890 for the period 1st April 2012 to 31st March 2013
Source: AFAS Company website
Copyright © 2014 Capgemini Consulting. All rights reserved.
74
AFAS provides payroll service for EUR 1.08 per employee / per month to more than 10,000
companies in the region
AFAS Company profile – 2/2
Delivery Models
Key Clients
SaaS
Mobile HR
Hosted
Managed



Pricing Models
Strengths
 AFAS provides payroll services for EUR 1.08 per
Challenges
 Efficient and cost effective
 Strong capability, backed by larger number of
employee / per month

Workforce
Management
implementation, this may not allow AFAS to
leverage the capabilities of partners
clients in the Netherlands
Increasing presence in healthcare and education
vertical
SaaS
SaaS & Mobile Solutions Portfolio
Core HR
 As AFAS does not rely on partners for
Talent
Management
Mobile
Recruitment
management
Learning
Management
Compensation
& Benefits
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
1
2
3
4
5
6
7
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8


x
x
x
x
x
x



x

x
x
x
x
x
x
x
x
x
x

x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x


x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
Source: AFAS Company website; http://www.afas.nl/landingspage/afas-pocket-app
Copyright © 2014 Capgemini Consulting. All rights reserved.
75
Contents
Objective and approach
Sneak Peek at HCM Cloud
Market
HCM Solutions application
footprint
Market trends
Vendor landscape
Appendix
Copyright © 2014 Capgemini Consulting. All rights reserved.
76
The chart below presents definitions of key processes in HCM solutions
Definitions of key processes in HCM Solutions (1/7)
Processes
Details
 Core functions include Employee Records, payroll, benefits, and organisation. The maintenance of information about
Core HR
employees (and off-payroll contingent workers), employee benefits, payroll, organisational structures, and compliance
reporting are common functions performed in HR. These functions are typically at the heart of the human resource
management system (HRMS) or may be outsourced to third-party service providers.
 Workforce Management (WFM) is an integrated set of processes that an institution uses to optimise the productivity of its
Workforce Management
employees on the individual, departmental, and entity-wide levels
 Aspects of a comprehensive WFM program, which operates within the broader framework of human resource
management, include: Time and attendance tracking, employee scheduling, demand prediction, Payroll administration, etc
HRM Solutions
 Compensation and benefits focuses on employee compensation and benefits policy-making in which compensation
processes are used to manage rewards programs
Compensation & Benefits
 A variety of compensation plans and processes determine the value of the total rewards package, including base salary and
wages, bonuses, commissions, long-term incentives, stock-based compensation, retirement plans, and wellness and
recognition programs
 Recruitment management are a set of processes that could be handled by a multi-component software tool that is designed
Recruitment Management
to manage the entire recruitment processes of an organisation
 Firms now use a variety of recruiting and hiring solutions, from applicant tracking and on boarding to specialised evaluation
tools, social networks, background screening, and recruitment process outsourcing (RPO) services
 Talent Management is the process of attracting highly skilled workers, of integrating new workers, and developing and
Talent Management
retaining current workers to meet current and future business objectives
 Talent Management processes include performance management, goals, Succession Planning, Competency Management,
Talent Review, Workforce Planning, and Career Planning
 Learning systems deliver formal and informal learning and a Learning Management system (LMS) manages classroom-based
Learning and Development
Enrolment and course administration and online learning programs
 Increasingly, companies are enriching content delivery with Mobile Learning options as well as social-network-based
mentoring and collaborative informal learning
Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester Research, 2014
Copyright © 2014 Capgemini Consulting. All rights reserved.
77
The chart below presents definitions of key processes in HCM solutions
Definitions of key processes in HCM Solutions (2/7)
Processes
Employee Records
Details
 Employee Records are defined to include the application for employment, and records which are used or have been used to
determine an employee’s qualifications for promotion, compensation, termination, or disciplinary action
 Payroll is the calculation of net pay from gross salary, wages, and other compensation, factoring in payroll taxes and
Core HR
Payroll
deductions of various types
 This process also encompasses tax filings and pay distribution
Benefits administration and
Enrolment
 Software and outsourcing services for administration of employee benefits programs, including health, vision, dental,
Salary and
wage structures
 Salary and wage structures refers to procedure of establishing and supervising wage levels and operations in an
Jobs & Positions
Employee
Engagement
Compliance
Org. structures
wealth accumulation, and retirement
organisation
 Jobs & positions refers to classification of jobs into a prearranged number of grades / positions, each having a class
description and a specified pay range
 Employee Engagement refers to a condition where the employees are fully engrossed in their work and are emotionally
attached to their organisation
 Compliance Management aims to efficiently create a compliant workforce and workplace based on regulators’
requirements
 Organisational structure consists of activities such as task allocation, coordination and supervision, which are directed
towards the achievement of organisational aims
Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester Research, 2014
Copyright © 2014 Capgemini Consulting. All rights reserved.
78
The chart below presents definitions of key processes in HCM solutions
Definitions of key processes in HCM Solutions (3/7)
Processes
Time reporting
Workforce Management
Attendance
Details
 Time and attendance records the amount of time worked, as well as tracking absences and time off. The systems can
calculate gross pay based on work rules, pay rates, and hours recorded
 Attendance Management helps in keeping track of the attendance of employees based on various events like shift, late,
overtime, permission, holiday working and on duty
 Paid Time Off is any time not worked by an employee for which the regular rate, a fixed or a prorated amount of pay, is
Paid Time Off
accrued and paid to the employee
 Companies grant time off to give employees down time and a chance to deal with non-work related issues
Absence
Management
 Absence Management is used to administer Paid Time Off programs as well as support compliance related to long-term
Workforce
scheduling and assignments
 Employee scheduling is an optimisation function designed to assign the right amount of personnel to the appropriate work
Productivity
analysis
 Productivity Analysis is evaluating the quality of employees’ work through productivity measurements. Employee
leaves of absence
tasks based on customer service needs and other business requirements
productivity tool tracks performance of the employees and identifies, who are either excelling or failing on the job
 Labor Cost Distribution report is an accounting statement that details hours worked, wages earned, and benefits accrued by
Labor cost distribution
a company’s employees
 Labor Cost Distribution reports also include information about what organisational funds were used to pay for that labor
Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester Research, 2014
Copyright © 2014 Capgemini Consulting. All rights reserved.
79
The chart below presents definitions of key processes in HCM solutions
Definitions of key processes in HCM Solutions (4/7)
Processes
Details
 Employee performance enables employees and employers to have a clear understanding of work expectations and how
Employee
performance
effectively they meet those expectations
 Performance management includes activities which ensure that goals are consistently being met in an effective and efficient
manner
 Goal Management consists of the process of recognising or inferring goals of individual team-members, abandoning no
Talent Management
Goal Management
Career Planning
Competency Management
longer relevant goals, identifying and resolving conflicts among goals, and prioritising goals consistently for optimal teamcollaboration and effective operations
 Career Planning involves establishing career objectives and determining appropriate educational and developmental
programs to further develop the skills required to achieve short- or long-term career objectives
 Competency Management involves tracking employees’ skills and competencies, and identifying gaps in order to drive
continuous development to improve individual and organisational performance
 Succession Planning and Management is defined as a purposeful and systematic effort made by an organisation to ensure
Succession Planning
Talent Review
Retention Management
leadership continuity, retain and develop knowledge and intellectual capital for the future, and encourage individual
employee growth and development
 Talent Review process drives the company’s global Succession Planning activities, which are focused on putting the right
people in the right positions
 Retention Management focuses on the effective system of measures that lead to retention of employees
 It includes all activities that systematically influence the binding, performance and degree of loyalty of staff
Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester Research, 2014
Copyright © 2014 Capgemini Consulting. All rights reserved.
80
The chart below presents definitions of key processes in HCM solutions
Definitions of key processes in HCM Solutions (5/7)
Processes
Details
Leadership
development
 Leadership Development refers to any activity that enhances the quality of leadership within an individual or organisation
 Learning Course Administration is the process of creating and administering learning course content for the benefit of the
Learning Course Administration
employees of the organisation
 As one of the developments in this area, it includes creation of online course content and post it on the Web without having
Learning and Development
to handle HTML or other programming languages
Content Management
Mobile Learning
 Learning Content Management uses a multi-user environment where learning developers may create, store, reuse,
manage, and deliver digital learning content from a central object repository
 Mobile Learning, encourages people to learn on the go and in a more informal setting, includes online learning
 It also changes the face of knowledge presentation to knowledge distribution.
 Mentoring refers to an employee training system under which a senior or more experienced individual (the mentor) is
Mentoring
Collaboration
assigned to act as an advisor, counselor, or guide to a junior or trainee and the mentor is responsible for providing support
to, and feedback on, the individual in his or her charge
 Collaboration within the enterprise leverages a broad set of technologies that allow employees to interact with one another
in real time and learn simultaneously
 Social and Informal Learning is an online learning experience in which the instructor and learners are located in different
Social and Informal Learning
geographies but are connected in real time via telephone (or VoIP), a Web conference for viewing slides and other
materials, and even video
 Professional Certification is a process in which a employee proves that he or she has the knowledge, experience, and skills
Professional Certification
to perform a specific job
 Many companies provides opportunities to earn Professional Certification
Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester Research, 2014
Copyright © 2014 Capgemini Consulting. All rights reserved.
81
The chart below presents definitions of key processes in HCM solutions
Definitions of key processes in HCM Solutions (6/7)
Processes
Details
 Systematic identification and analysis of what an organisation is going to need in terms of the size, type,
(Strategic) Workforce Planning
Recruitment Management
Requisitions
Sourcing and Social Recruitment
and quality of workforce to achieve its objectives and determines the mix of experience, knowledge, and skills required
to get the right number of right people in the right place at the right time
 Requisition is the process, when a company needs to open a new or replacement position and the first recruitment process
is requisition.
 Sourcing refers to researching and searching for suitable candidates to fill vacant positions
 Social recruiting incorporates social media technology like Facebook, Twitter, and LinkedIn into the recruiting process.
Candidates may come from employees and their friends’ online social networks
Candidate
Engagement
Talent Pools
Applicant Evaluation
Diversity and Compliance
 Candidate Engagement is the process that a recruiter goes through to select and hire new candidates. An integral part of
this process is gaining the candidate’s interest in the available position
 Workforce Planning enables organisations to understand skills, competencies, and readiness of their talent through detailed
employee profiles and use these to mitigate risk factors through succession by position and Talent Pools
 Applicant Evaluation enables organisations to track data such as resumes / applications and internal job posting information
 Diversity and Compliance management aims to efficiently create a diversified and compliant workforce and workplace
based on regulators’ requirements
 On boarding refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors
On boarding
to become effective organisational members and insiders
 Assist the new employees to ramp up to full productivity via focused learning activities
Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester Research, 2014
Copyright © 2014 Capgemini Consulting. All rights reserved.
82
The chart below presents definitions of key processes in HCM solutions
Definitions of key processes in HCM Solutions (7/7)
Processes
Details
Base salary
administration
 Salary administration refers to procedure of establishing and supervising wage levels and operations in an organisation
 Bonus Programs is a formal scheme used to promote or encourage specific actions or behavior by the employee during a
Compensation and rewards
Bonus Programs
Commissions
defined period of time
 Bonus Programs are particularly used to motivate and retain employees
 Incentive compensation management helps organisations to automate the calculation of commissions and other variable
compensation that need to be paid to the employees
 Stock-based compensation generally consists of either the transferring of stock or the issuance of stock options to an
Stock and long-term incentives
employee or independent contractor while deferred compensation refers to an amount of earned income that is payable at
a later date
 Employee Recognition refers to awarding employees for achieving planned objectives, encouraging repeat performance and
Employee Recognition
Wellness
Retirement and Savings
Market Pricing and Equity
higher achievement by other employees
 Management and employees in the workplace plan rewards for reaching specific goals and producing high quality results.
 Workplace wellness management is about actively valuing and supporting the wellbeing of the workforce
 Retirement and Savings are benefit plans that an employer offers for the benefit of his / her employees at no or a relatively
low cost to the employees
 Market pricing refers to analysing company’s market competitiveness to attract and retain top talent by benchmarking
company’s average compensation against salaries of other companies in the sector
Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester Research, 2014
Copyright © 2014 Capgemini Consulting. All rights reserved.
83
Sources used for the Report
Source
Article
 Agenda Overview for ERP and Enterprise Suites, Human Capital




Management, 2014
Hype Cycle for Human Capital Management Software, Gartner 2013
Magic Quadrant for Talent Management 2013
IT Market Clock for Human Capital Management Software, 2013 Magic
The Top Three Impacts of Cloud Computing on Human Capital
Management Business Applications, 2013
 CedarCrestone 2013 – 2014 HR Systems Survey Results
 Cloud Watch on HRMS applications Version Q1, 2014
 Vendor websites







Select The Best HRM Solutions Using An Accelerated Approach, 2014
TechRadar™: Customer-Centric HRM Technology, Q2 2014
Embrace Future Trends To Deliver HRM Business Impact, 2014
Application Adoption Trends: The Rise Of SaaS, 2014
The Forrester Wave™: Learning And Talent Development, Q1 2013
Embrace The Talent Acquisition Phenomenon, 2013
Recruitment Aligns With Talent Management, Forrester, 2011
Copyright © 2014 Capgemini Consulting. All rights reserved.
84