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This document discusses Human Capital Management (HCM) software solutions. It provides an overview of what HCM is, the HCM market landscape, and Oracle's HCM applications. Key points include:
- HCM is a business strategy that treats workers as competitive assets through improved HR programs, processes, and technologies.
- The HCM market is growing at a CAGR of 7.5-16.7% annually and includes solutions for core HR, talent management, performance management, and more.
- Oracle is a leading HCM vendor with over 8,500 customers, 70 million people managed, and deployments in over 170 countries. Their applications include Oracle HRMS, PeopleSoft HCM
This document discusses Human Capital Management (HCM) software solutions. It provides an overview of what HCM is, the HCM market landscape, and Oracle's HCM applications. Key points include:
- HCM is a business strategy that treats workers as competitive assets through improved HR programs, processes, and technologies.
- The HCM market is growing at a CAGR of 7.5-16.7% annually and includes solutions for core HR, talent management, performance management, and more.
- Oracle is a leading HCM vendor with over 8,500 customers, 70 million people managed, and deployments in over 170 countries. Their applications include Oracle HRMS, PeopleSoft HCM
This document discusses Human Capital Management (HCM) software solutions. It provides an overview of what HCM is, the HCM market landscape, and Oracle's HCM applications. Key points include:
- HCM is a business strategy that treats workers as competitive assets through improved HR programs, processes, and technologies.
- The HCM market is growing at a CAGR of 7.5-16.7% annually and includes solutions for core HR, talent management, performance management, and more.
- Oracle is a leading HCM vendor with over 8,500 customers, 70 million people managed, and deployments in over 170 countries. Their applications include Oracle HRMS, PeopleSoft HCM
Global Spotlight: Human Capital Management 3 Ron Hanscome Vice President, HCM Product Marketing ron.hanscome@oracle.com
Kim OConnor Director, HCM Business Development kimberly.oconnor@oracle.com
Speakers 4 Agenda What is Human Capital Management? Market Overview Selling Oracle HCM Applications HCM Competition HCM Demand Generation and Resources Questions and Answers
5 What is HCM? A business strategy that makes every worker a competitive asset More than HR administration Focuses on HR Programs to improve workforce efficiency, effectiveness, and productivity Requires new processes, supported by leading HR technologies
Helps put into ACTION Our people are our most important asset Comply Automate Align 6 Recruiting Point Solutions Training Point Solutions Home Grown Application Home Grown Application Recruiting Point Solutions Legacy Systems Legacy Systems Legacy Systems Multip le Payro lls Multiple Payrolls Multiple Payrolls Multiple Payrolls Multiple Payrolls Recruiting Point Solutions Training Point Solutions Home Grown Application Home Grown Application Recruiting Point Solutions Legacy Systems Legacy Systems Legacy Systems Multip le Payro lls Multiple Payrolls Multiple Payrolls Multiple Payrolls Multiple Payrolls Legacy Systems Training Point Solutions Home Grown Application Multiple Payrolls Recruiting Point Solutions Training Point Solutions Home Grown Application Recruiting Point Solutions Legacy Systems Legacy Systems Multiple Payrolls Multiple Payrolls Multip le Payro lls Multiple Payrolls Multiple Payrolls Legacy Systems ? ? ? ? ? Home Grown Application Multiple disconnected systems
Inaccurate reporting, regulatory risk Unavailable to users Recruiting Point Solutions Training Point Solutions Home Grown Application Recruiting Point Solutions Legacy Systems Legacy Systems Legacy Systems Multiple Payrolls Multip le Payro lls Home Grown Application Legacy Systems Training Point Solutions Home Grown Application email email email email email email email email Multiple Payrolls Multiple Payrolls Multiple Payrolls Multiple Payrolls Todays Reality: For the HR Department 7 Salary Changes Transfers Performance Reviews Todays Reality: For Managers
Manual transactions
8 Salary Changes Transfers Performance Reviews Todays Reality: For Managers
Manual transactions
Inadequate tools for managing people 9 Salary Changes Transfers Performance Reviews Todays Reality: For Managers
Manual transactions
Inadequate tools for managing people Cant respond quickly to new initiatives 10 Human Capital Management: The Difference Traditional HR Reactive Administrative Confined to HR Staff Transactional Just-in-time Promises soft-dollar benefits Adds paperwork Counts employees Downplays its drag on the bottom line
Human Capital Management Proactive Strategic Everyones responsibility Collaborative All-the-time Delivers hard-dollar benefits Adds value Empowers employees Adds to the bottom line
11 Suitable for the work Engaged/Committed Flexible/Adaptive Productive
HRs manifesto: Develop and deliver programs that enhance these characteristics
The Bottom Line: Workforce excellence will drive business results
The Key: Executing a comprehensive human capital management (HCM) strategy HCM Goal: Achieve an Excellent Workforce Workers that are: 12 CEO Priorities? HCM is Key! Top Management succession Customer retention
Developing & retaining potential leaders
Engaging employees in the companys visions, values, goals Improving product innovations
to achieve Workforce Excellence!! Comply Automate Align 14 Comply: Do the Basics!
Do The Basics Core Data Management Payroll, Benefits, Comp Regulatory Compliance Workforce Governance Risk Management
Benefits: Avoid penalties Avoid litigation Support HR processes Compliance awareness Comply Automate Measure Align 15 Automate: Save Cost and Time! Save Cost & Time Employee self-service Manager self-service Move to shared services Discrete outsourcing
Benefits: Extends HR to the enterprise Reduces cost/time Improves satisfaction Comply Automate Measure Align 16 Measure: Information-Driven HCM Information-Driven HCM Information distribution Metrics Delivery Contextual analytics Correlated analytics Predictive modeling
Benefits: Deliver Role-based info Build Metrics that matter Determine value of HR investments Leverage HCM info enterprise-wide Comply Automate Measure Align 17 Align: Increase Workforce Value! Increase Value Goal Communication Worker selection Performance mgmt Worker development Rewards Delivery
Workforce is more: Suitable Engaged / Committed Flexible / Adaptive Productive Comply Automate Measure Align 18 HCM Business Process in Action 19 Oracle HCM Applications
20 What does the HCM Market look like?
21 Market Overview Analyst Forecast New License Revenue Source: Gartner Dataquest, 2005 2007 Forecast Revenue by Region - HCM NAS 51% EMEA 39% Japan 3% APAC 5% LAD 2% NAS EMEA Japan APAC LAD 05-09 CAGR: 7.5% 7.0% 7.3% 10.8% 8.1% 2007 Forecast Revenue by Region - LMS NAS 68% EMEA 23% APAC 4% LAD 2% Japan 3% NAS EMEA Japan APAC LAD 05-09 CAGR: 16.1% 17.8% 17.4% 21.4% 16.0% 0.0 500.0 1,000.0 1,500.0 2,000.0 2,500.0 3,000.0 2005 2006 2007 2008 2009 HCM LMS Combined HCM/LMS Market Forecast 05-09 CAGR: 7.5% 16.7% 22 Market Overview Analyst Forecast Total HCM Revenue HCM Revenue Segments, 2004 Segment Description Growth Core HR HR Admin, Benefits, Payroll, Reporting, Analytics Flat Performance Mgmt Performance and appraisals, goal setting High (23%) Incentive Mgmt Comp planning, incentives Fastest (26%) Talent Acq/recruiting Recruiting, workforce acquisition, contingent labor Lower (5%) Workforce Dev E-learning, succession planning, career planning Moderate (15%) Workforce Mgmt Scheduling & optimization, T&A, Leave admin Average (10%) Prof Svcs Automation (PSA) Forecasting, project management, billing High (24%) HCM Revenue Segments - 2004 Other 6% Incentive Mgmt 14% Talent Acq/recruiting 11% Workforce Dev 9% PSA 6% Workforce Mgmt 4% Performance Mgmt 15% Core HR 35% Source: AMR Research, 2005 23 Trends 2006: HR/HCM Applications Focus Shifts from Efficiency to Performance Strategic human capital management (HCM) applications have moved to the forefront of application priorities, replacing the prior focus on core transactional systems and employee self-service. The recognition of the need to align business and individual performance goals, along with better tools to accomplish this, is driving HCM investments in many companies. Paul Hamerman - Forrester Jan. 6, 2006 Link to Report
24 The Proven Market Leader #1 HCM Applications Vendor Worldwide Chosen by 9 of the top 10 Fortune 50 Chosen by 65 of the top Fortune 100 40+ Years of Human Capital Management Experience Mature functionality Deployed by: Large, small, midsize customers Local, Multinational, Multidivisional organizations In Many industries, In Many countries Unmatched Viability 25 The HCM Applications at Oracle 0% 5% 10% 15% 20% 25% 30% Asset Intensive Financial Services Mfg & Distribution Project & Service Industries Educ, Govt, Healthcare Customers by Industry 8500+ Customers Worldwide 70M+ People Managed Deployed in 170+ Countries Robust Product Offering/Portfolio Customers by Region 69% 19% 12% America's EMEA JAPAC 26 Oracle HCM Applications Target Profile Who to go after Cross-sell Approach: Core HR, Time & Labor, Payroll and Self-Service HR to Oracle Financials, CRM installed base Recruiting Solutions and Learning Management to any Up-sell Approach: Low-hanging fruit = Recruiting Solutions, Learning Management, ePerformance, Time & Labor, HR Intelligence/Analytics to Core HR installed base Tougher sell = Compensation solutions to Core HR installed base Titles: VP HR, VP IT, Director HR, Director IT, Learning titles
27 Oracle HCM Applications Competitive Landscape
Tier 1 ERPs SAP: Strong in EMEA and APAC Lawson: Vertically focused in healthcare, retail and some public sector Tier 2 core HR vendors Ultimate Software: Robust functionality, lower price point Best Abra: Strong in the small mid-market Microsoft: Fragmented product set, new version pushed off Employease: Hosted only model Outsourcers ADP Ceridian BPO providers (Hewitt, Fidelity, Accenture, ACS) Niche providers compete in specific functional areas
28 Oracle HCM Applications Competitive Conclusions Versus Tier 1 ERPs: SAP: Oracle HCM has competitive functionality and global capabilities; SAP delivers more country localizations; Oracle HCM is more extensible and upgradeable application; Oracle HCM has deeper functionality with recruiting, performance and learning Versus Tier 2: Highlight benefits of integration, global capability for larger prospects For mid-market, Oracle HCM has deeper functionality (i.e., talent management, self service) and more configuration options for growing firms Versus Outsourcers: Play on functionality limitations, loss of control of data and processes, and nickle & dime pricing Versus Niche Providers play the integration & viability cards 29
Insurance: Life and Health Securities Diversified Financials Specialty Retailers General Merchandisers Food Services Aerospace & Defense Computer & Data Services Computers, Office Equip Medical Products & Equip Telecommunications Network Communications Utilities Motor Vehicles & Parts (9 of Top 10) (5 of Top 7) (9 of Top 10) (9 of Top 10) (6 of Top 9) (5 of Top 6) (5 of Top 8) (8 of Top 10) (8 of Top 8) (5 of Top 9) (5 of Top 7) (6 of Top 8) (4 of Top 5) (6 of Top 10) (6 of Top 7) Fortune 500 HCM Customers 30 Oracle HCM Internal Resources
HCM Sales Resources: Global HCM Professional Community Main Website HCM Calendar 60+ NA Events in FY06 Q3/Q4! Fusion HCM Presentation PeopleSoft HCM 8.9 Sales Presentation Join this community to stay updated on Oracle HCM!
HCM References Reference System to request or refer an HCM reference Recorded Reference Calls Upcoming LIVE Reference Calls
31 HCM Customer Resources
HCM Applications Product Information - Main HCM External Site Oracle HRMS PeopleSoft HCM JD Edwards HCM
33 Key Take-Aways Human Capital Management is PRIORITY to the CEOs you sell to Oracle HCM Applications are #1 in the HCM Marketplace You have a strong opportunity to sell the strategic applications to existing customers: recruiting, performance management and learning There are Marketing resources for YOU: Global HCM Professional Community see the latest HCM assets, sales presentations, marketing calendar, etc. Join the HCM Community to stay up-to-date on HCM trends, resources, win stories, etc.
34 HCM Global Spotlight Upcoming Webcasts Next 2 Wednesdays at 10:00 a.m. Pacific 22 Feb: How does Talent Management fit into the HCM Picture? 1 Mar: Fusion HCM: What you should tell your customers Link to Register and Listen to Replays: http://ouweb.us.oracle.com/custom/global/scm_spotlight. html#1 PeopleSoft HCM 8.9 A Smart Upgrade RECORDING HCM 101 Todays RECORDING Available in Next Few Days
35 Q&A 36 Top Questions Q: Do we compete effectively with our HCM applications in the Small-Medium Business market? A: Yes Its important to understand that our HCM applications are used by customers of all sizes and industries. Example: FILA (500 ees) Oracle HRMS Q: Why would a customer take PeopleSoft HCM 8.9 / 9.0 now instead of waiting for Fusion? A: Early Fusion Apps to be released in 2008 most customers will want to stay current with maintenance and take advantage of fundamental business processes. Few customers will be early adopters.