HR in the Cloud: Bringing Clarity to SaaS Myths and Manifestos
January 5th, 2012Cloud Computing, SaaS 0 CommentsApril 2011 from Oracle – “Organizations face a number of challenges when moving their HR applications into the cloud. Companies seeking solutions like talent management and compensation must ensure that Software-as-a-Service (SaaS) offerings in these areas can integrate seamlessly and cost-effectively with their existing infrastructures, and provide a unified view into employee data and the workforce lifecycle. Global employers require cloud solutions that not only support compliance with employee and data privacy regulations in foreign countries, but also deliver multicurrency functionality for processes such as performance and compensation management. And cost-conscious organizations everywhere need to thoroughly evaluate the total cost of owning a SaaS solution versus a hosted or on-premise application, to determine what deployment models will reduce costs and risks not just one year from now, but throughout the entire application lifecycle…”
180 View – The article is clearly biased as Oracle is pushing its own Oracle Fusion Human Capital Management system. But the article also contains some good definition of terms and discusses what Oracle considers myths and reality. For example – “One of the most controversial policies with a SaaS-only model is the forced upgrade policy. Niche SaaS providers tout their ability to deliver frequent ―vendor-managed upgrades that deliver innovation. In reality, forcing customers to upgrade to the next version of the application on the vendor’s time frame can have negative downstream effects, resulting in additional costs and complexity.”

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