Transforming HR service delivery: Next steps on the journey

Once you’ve made the leap to the cloud, leveraging existing technology can further propel you toward true High-Impact HR.


Posted by Derek Polzien and Shira Bortniker on September 20, 2018.

Transitioning HR’s system of record from legacy, on-premises technology to a cloud solution is a giant leap forward in transforming HR to better serve the business and employees. But why stop there if you can keep the momentum going and unlock more value? Let’s look at some ways to increase HR effectiveness and build on previous transformation efforts—without undoing or redoing what’s been accomplished so far.

Continue reading “Transforming HR service delivery: Next steps on the journey”

Could an HCM cloud solution be a hidden value driver in divestitures?


Posted by Tom Joseph, David Futterman, and Andrew Kuhn on August 30, 2018.

As robust M&A (mergers & acquisitions) activity continues in the market, many business leaders in the process of completing a divestiture or acquisition find themselves operating organizations through states of high disruption and ambiguity. During these times, emphasis on speed and the day-to-day activity needed to complete a divestiture or acquisition often hides opportunities to unlock value and position an organization for strategic growth. One example of these potential value drivers: implementing an HCM (human capital management) cloud solution.

Continue reading “Could an HCM cloud solution be a hidden value driver in divestitures?”

The impact of platform as a service (PaaS) on HCM cloud solutions

Posted by Gary Cole on August 2, 2018.

One aspect of HCM cloud solutions that attracted early adopters was the promise of a “controlled” environment that forced organizations to adopt standardized business processes and data. This standardization certainly is a benefit to moving to a software as a service (SaaS) model; however, one reason for touting the benefits of a controlled environment was because that’s what the solutions were initially. Over time, these systems have evolved and now give customers the ability to extend functionality through platform as a service (PaaS) capabilities. Oracle and SAP SuccessFactors already offer PaaS options to their HCM customers, and Workday is in the process of releasing its PaaS solution to the market. Here’s what you should know.

Continue reading “The impact of platform as a service (PaaS) on HCM cloud solutions”

SaaS sustainability starts with a solid business case

Posted by Gary Cole, Tauna Jecmen, Christa Manning, and Marty Marchetti on May 25, 2018.

Moving from on-premises solutions to SaaS in the cloud is supposed to remove much of the burden of keeping up with the latest technological advancements, while benefiting from continuous innovation. The business case for moving to SaaS has typically been that organizations save money, time, and headcount because the SaaS provider does the heavy lifting of managing the infrastructure and upgrades. But is that how it actually pans out in practice? The answer could depend on how thoroughly the business case was prepared before making the SaaS decision.

Continue reading “SaaS sustainability starts with a solid business case”

Payroll should demand a voice in the HR SaaS conversation


Posted by Michael Gretczko, and Brian Proctor on January 25, 2016.

Moving to a global HR SaaS platform can be a truly transformational event for an organization, yet payroll executives are increasingly recognizing that their voices are essential to realize the true value of the HR SaaS investment. While many of these leaders have developed global payroll strategies, they are now insisting that payroll impact assessments be conducted to confirm that the new HR SaaS will result in a globally integrated payroll solution that meets organization and employee expectations for usability and data quality.

Continue reading “Payroll should demand a voice in the HR SaaS conversation”

Rising expectations

How the cloud is helping to elevate talent needs in HR Shared Services

How the cloud is helping to elevate talent needs in HR Shared Services

Posted by Gautam Shah on September 9, 2015.

Are you a leader in an HR Shared Services organization?
Are you a member of an HR Shared Services organization?
Are you evaluating or implementing a Cloud/SaaS solution for HR?
Are you transforming your HR function?
Are you setting up a new HR Shared Services organization?
Are you insourcing your HR service delivery?
Are you responsible for managing talent in your HR organization?

If you answered “yes” to any of these questions, you might find some useful nuggets here.

Over the past 5+ years, we’ve seen a tremendous surge in the number of organizations moving to the cloud. Cloud or Software-as-a-Service (SaaS) technology has disrupted the HR function across multiple dimensions—organization, process, people, and technology—including the HR Shared Services (HRSS) organization and its people. This disruption, coupled with the changing perception of the shared services organization from a traditional back-office administrative function to a strategic value-added operational function, has resulted in the need for different talent and skills to support this elevated position.

Continue reading “Rising expectations”

Today at Workday Rising: A Look at Application Management Services

Workday Rising

Posted by Greg Viola on September 11, 2013

On tap today at Workday Rising 2013 is a session I’m co-presenting with a client from Sony Electronics. About a year into its Workday implementation, Sony Electronics chose to use Deloitte Application Management Services (AMS) to help enhance the efficiency, cost-effectiveness, and overall value of its investment in Workday Human Capital Management. Our presentation today talks about the what’s and why’s of AMS in general, and Sony Electronics’ experiences specifically.

I imagine many of you may be asking why you’d even need a third-party AMS provider. One of the drivers for selecting Workday, or another SaaS solution, is to lower total cost of ownership, a significant part of which includes ease of configuration and ongoing maintenance. So if you have to hire an external third-party provider to help support your cloud solution, is it really worth it?

Continue reading “Today at Workday Rising: A Look at Application Management Services”

Meeting the Globalization Challenge

Insights from the HR Shared Services Executive Retreat

Superman Myth

Posted by Art Mazor

Recently at the HR Shared Services Executive Retreat, we discussed globalizing HR service delivery and how companies are approaching the challenges inherent to delivering HR services globally. A natural tendency is to begin by thinking that globalization is about trying to decrease or minimize differences in how services are delivered. The initial idea is often that the only way to deliver shared services in HR is to have everyone operating from common policies, technology, and data. Eventually, however, particularly in large, global organizations, it becomes clear that achieving so much standardization is not only hard, but also not necessary or even desirable. We also discussed how to deploy different types of HR shared services capabilities to support and enable the way organizations need to work globally.

Continue reading “Meeting the Globalization Challenge”

New Rules for New Tools

Live from the HR Shared Services Executive Retreat

New Rules for New Tools

Posted by Marc Solow on July 30, 2013

In many organizations, HR has been one of the earliest adopters of cloud and Software as a Service (SaaS) solutions as an alternative to traditional ERP or home-grown on-premises systems. Our first panel discussion today at the HR Shared Services Executive Retreat, New Rules for New Tools, features perspectives from both users and a provider of SaaS technology.

Continue reading “New Rules for New Tools”

Shared Services: A Look Before You Leap (or Step)

Shared Services
Posted by Jim Scully on July 1, 2013

We’re about 18 years into the use of shared services to streamline and add efficiency and cost-effectiveness to the delivery of HR services. Back then, shared services organizations (SSOs) were made possible by the technological leap from real-time mainframe computing to the now-familiar client-server environment, as the new technology enabled efficient centralization of information processes. Now, in the next giant leap, client-server technology is being uprooted by cloud solutions and the software-as-a-service (SaaS) phenomenon. This latest disruption presents some interesting implications for shared services.

Continue reading “Shared Services: A Look Before You Leap (or Step)”