Electronic Business: Concepts, Methodologies, Tools, and Applications (4-Volumes) P103 pot

954 A Survey of Competency Management Software Information Systems Oracle Evaluation Criteria Considerations COMPANY Oracle is the world’s second-largest independent SW company. The combined Oracle + PeopleSoft + JDEdwards (previously acquired by PeopleSoft) has made Oracle the world’s second-largest business application vendor (behind SAP) with an estimated annual revenue ¿VFDO\HDULQWKLVEXVLQHVVRI0¼DQG¿UVWYHQGRULQ+&DQGFRPSHWHQF\ PDQDJHPHQWUHODWHGVROXWLRQVODUJHO\EHFDXVHRI3HRSOH6RIWHQWHUSULVHPDUNHWVKDUH Extensive global partner support and country-assigned services in most locations. MARKET PRESENCE 2UDFOH¶V+&06KDVSOXVLQVWDOODWLRQVLQPRUHWKDQFRXQWULHV FUNCTIONALITY )XOO+&06SURFHVVVXSSRUWDVSDUWRIHEXVLQHVVVXLWHLQWHJUDWHGVXLWHLQFOXGHVDOOUHTXLUHG functionality to deploy CM-related strategies. Its Daily Business Intelligence supports H[FHOOHQW+&DQDO\WLFDOVHUYLFH3HUIRUPDQFHFRPSHQVDWLRQDQGHOHDUQLQJPDQDJHPHQWDUH H[FHOOHQWDQGHI¿FLHQW&0UHODWHGPRGXOHV 352'8&77(&+12/2*< 2UDFOHKDVQRZWKUHHLQGHSHQGHQWVXLWHVWRPDQDJHLWVRULJLQDO(533HRSOH6RIW(QWHUSULVH and JD Edwards’ Enterprise One/World. The biggest challenge for Oracle is to ensure a SURGXFWVWUDWHJ\WKDWFRPELQHVVWUHQJWKVIURPDOOGLIIHUHQWSURGXFWVGHOLYHULQJFXVWRPHUVD reliable and affordable evolutionary roadmap from its current products’ diversity. During the QH[WWZRWRWKUHH\HDUVLWLVH[SHFWHGWKDW)XVLRQ2UDFOH¶VDSSOLFDWLRQVZLOOLQFRUSRUDWHPDQ\ of the current features from PeopleSoft Enterprise. Table 12. Continued 955 A Survey of Competency Management Software Information Systems Lawson Software Evaluation Criteria Considerations COMPANY Started operations in the U.S. in 1975 in the corporate analytics and management applications market to become a global ERP solution provider, with particular focus RQ¿QDQFLDOV+5DQGSURFXUHPHQW,WVEXVLQHVVJURZWKVWUDWHJ\KDVEHHQEDVHGRQ best-of-breed product acquisitions (Account4, ijob, Armature, etc.) and most recently -XQH,QWHQWLD6ZHGLVKOHDGLQJ6:FRPSDQ\VPDOOVL]HRUJDQL]DWLRQV(53 vendor), to create a 3,500-employee company, with 4,000 customers distributed in 40 countries. Large U.S. technology partners list but lacks international, long-term local support and consulting partners outside U.S. /DZVRQVRIWZDUHVDOHVLQ+&DQG&0UHODWHGEXVLQHVVUHDFKHG0¼LQZLWK ¿QDQFLDOJURZWKGLI¿FXOWLHVLQODVWWKUHH\HDUV MARKET PRESENCE Until recently, business was focused in the United States, Canada, and the U.K. PDUNHWV2QFHPHUJLQJZLWK,QWHQWLDFRQFOXGHVVRPHWLPHQH[W\HDUPRUH(XURSHDQ WHFKQLFDOVXSSRUWPD\EHH[SHFWHG3URGXFWVWDELOLW\DQGURDGPDSHYROXWLRQQHHGVWR be ensured in following years. )81&7,21$/,7< 2IIHUV+5VXLWHDVSDUWRI/DZVRQ,QVLJKWVHULHVDSSOLFDWLRQLQFOXGHVVRPH&0W\SH functionality within its personnel administration module but lacks a comprehensive CM functionality (poor performance management, no e-learning part). Strong ZRUNIRUFHDQDO\WLFVWKDWFRPSDUHLQWHUQDOPHWULFVZLWKH[WHUQDOVRXUFHVSURYLGHGE\ 6DUDWRJDLQDUHDVVXFKDVFRPSHQVDWLRQVWDI¿QJDQGRUJDQL]DWLRQDOHIIHFWLYHQHVV PRODUCT 7(&+12/2*< (EXVLQHVVFRPSOLDQW:HEEDVHGDUFKLWHFWXUHZLWKLQWHUHVWLQJVRIWZDUHH[WHQVLRQ tools to facilitate integration with other applications (business component integrator). Table 12. Continued 956 A Survey of Competency Management Software Information Systems Table 13. SME-integrated suites Northgate Information Solutions Evaluation Criteria Considerations COMPANY U.K based software applications and outsourcing services vendor. Created in 1969, has become leading U.K. HR and payroll supplier in the U.K. trough, small and leading state- of-the-art companies (Prolog, PWA, CaraPeople, Rebus HR Group). Apart from HR, LQFOXGHV60(GULYHQ(53W\SHVROXWLRQVIRU¿QDQFLDOVDQG&50&XUUHQWO\HPSOR\V SHRSOHKDYLQJSOXV60(FOLHQWV0¼UHYHQXHLQ+&PDQDJHPHQW mainly in the U.K.; presence in the U.S., Australia, and New Zealand. MARKET PRESENCE In the U.K., long history of success in SME organizations, offering comprehensive product licence sales, engineering, and outsourcing services. FUNCTIONALITY It offers wide functionality in HR, starting with basic processes and product-based DXWRPDWLRQ8VXDOO\UHTXLUHVH[WHQVLYHVSHFL¿FVRIWZDUHGHYHORSPHQWSDUWLFXODUO\LQ DUHDVDVZRUNIRUFHPDQDJHPHQW,QFOXGHVUHFUXLWPHQWWUDLQLQJEHQH¿WVDQG(66W\SH access. Most CM implementation requires product made to measure changes integration with external applications. PRODUCT TECHNOLOGY Open, scalable, Web-based, non-integrated, standard ERP-type of architecture. 957 A Survey of Competency Management Software Information Systems Microsoft Business Solutions Evaluation Criteria Considerations COMPANY Microsoft is the world’s largest SW company, providing products and services to individuals and organizations around the globe. Its business solutions division (Microsoft Dynamics) is an international provider of integrated solutions for most SME functional areas. Microsoft entered the ERP market through acquisition of small leading market vendors (Great Plains, Solomon $SSOLFDWLRQV1DYLVLRQHWF7KHPRVWVLJQL¿FDQWRQHVLQ+506DUH1DYLVLRQDQG$[DSWDWKH latest one incorporating an advanced competency management solution for SME. MARKET PRESENCE 0LFURVRIW¶VPDUNHWVKDUHLQ+&06LVORZ0¼UHSUHVHQWLQJMXVWDPHUHRIWKH ZRUOG¶VPDUNHWLQUHODWLRQWRFRPSDQ\SUR¿OHDQGEXVLQHVVPDUNHWVL]HPDLQO\EHFDXVHRI current SME-driven strategy, until now. In this segment, implementations history is consistent ZLWKJRRGFXVWRPHUUHIHUHQFHVDOWKRXJKHDFKSURGXFWZLWKLQWKHIDPLO\$[DSWD1DYLVLRQ Great Plains) follows individual development road maps. FUNCTIONALITY 0LFURVRIW$[DSWDLVHDV\WRLPSOHPHQWDQGRSHUDWHZLWKLQWHJUDWHG+&06SOXV¿QDQFLDOV &50SURMHFWPDQDJHPHQWHWFLQ60(W\SHRUJDQL]DWLRQV([FHOOHQW&0IXQFWLRQDOLW\ driven to detect training requirements among individual employees, as well as career plans and organizations’ re-structuring functions. 352'8&77(&+12/2*< Open, scalable Web-based architecture .NET and Java, e-business-compliant solutions. Table 13. Continued 958 A Survey of Competency Management Software Information Systems Table 14. Standalone HRMS products Kronos Evaluation Criteria Considerations COMPANY Kronos incorporated began operations in 1977 as a hardware time-clock vendor and has successfully evolved into an HR payroll and management company, reaching $519 M in sales LQ¿VFDO\HDU. It’s the world’s third-largest vendor in HC management ¿UVWQRQ JOREDO(53SURYLGHUMXVWEHKLQG6$3DQG2UDFOHZLWKWRWDOVDOHVRI0¼$ERXW HPSOR\HHVRIIHULQJFRPSUHKHQVLYHOLFHQFHVVDOHVFRQVXOWLQJLPSOHPHQWDWLRQDQG OHDUQLQJVHUYLFHVDURXQGWKHFRPSDQ\¶V+5SURGXFWV,QFOXGHGLQ)RUEHV¶³%HVW6PDOO &RPSDQLHV´ MARKET PRESENCE An excellent record of customer retention through service satisfaction, combined with visionary product evolution from a hardware to the most dynamic software HC management EXVLQHVVVRPHWLPHVE\DFTXLVLWLRQVLH$G2SWH[FHOOHQWZRUNIRUFHSODQQLQJPRGXOH %XVLQHVVIRFXVLVGULYHQSULPDULO\WRWKH86DQGVRPHFXVWRPHUVDUHLQ&DQDGDDQG8. )81&7,21$/,7< Kronos offers a comprehensive HR administration and management solution for SME and VRPHODUJHVL]HRUJDQL]DWLRQVLQFOXGLQJPRVWUHOHYDQW&0UHODWHGSURFHVVHV3UREDEO\WKH PRVWVXFFHVVIXO:)PDQDJHPHQWVROXWLRQLQWKH86PDUNHW,WVZRUNIRUFHFHQWUDOVXLWH LQFOXGHVFRUH&0IXQFWLRQDOLW\)RFXVLQDOLJQLQJVNLOOVDQGFRPSHWHQFLHVWRFRUSRUDWH REMHFWLYHVWUDFNLQJVNLOOVDQGFHUWL¿FDWLRQVDQGFRPSHWHQF\HQKDQFHPHQWVWURXJKWUDLQLQJ LQLWLDWLYHV 352'8&77(&+12/2*< 2SHQVFDODEOH:HEEDVHGDUFKLWHFWXUH'HSOR\-DYDDSSOHWVWRIDFLOLWDWHG\QDPLFXVHU LQWHUIDFHVDVZHOODV+70/DFFHVV 959 A Survey of Competency Management Software Information Systems Table 14. Continued Meta4 Evaluation Criteria Considerations COMPANY Spanish-based company, founded in 1991, acquired by Adonix in November 2004, VWUHQJWKHQLQJSUHYLRXVFRPSDQ\¶V¿QDQFLDOVLWXDWLRQDQGFOHDULQJIXWXUHPDUNHWGHYHORSPHQW In November 2005, the Sage Group Plc announced the acquisition of Adonix under an operation that explicitly excludes the business of Meta4 (leaving control of French HQWUHSUHQHXU(PLOH+DPRX MARKET PRESENCE /DUJHDQGPHGLXPVL]HH[WHQVLYHFXVWRPHUOLVWSOXVLQFRXQWULHV/HDGLQJ+& &0PDUNHWSURGXFWLQ6SDLQZLWKDVWURQJFRPSHWLWLYHSRVLWLRQLQRWKHU(XURSHDQPDUNHWV )UDQFH3RUWXJDO8.DQG6RXWK$PHULFDZLWKLPSOHPHQWDWLRQVLQODUJHDVZHOODVPLGVL]H RUJDQL]DWLRQV,Q2FWREHU0HWDUHRSHQHGRSHUDWLRQVLQWKH86VXSSRUWLQJLWVQHZ RSHUDWLRQVIRUWKH$PHULFDVLQ0LDPLWKURXJKSDUWQHUVKLSZLWKLQGHSHQGHQW+5FRQVXOWDQW 9LVLRQ([WHQVLYHWHFKQRORJ\FRQVXOWDQF\DQGVHUYLFHRXWVRXUFLQJSURYLGHUVLQRSHUDWLRQDO 0DUNHWV FUNCTIONALITY Meta4 PeopleNet/MindSet suite has an excellent administrative process functionality, except LQEHQH¿WVDGPLQLVWUDWLRQDQGDSRZHUIXOFRPSHWHQF\PDQDJHPHQWVWUDWHJ\DQGVHWRI WRROVSDUWLFXODUO\FRPSHWHQF\DVVHVVPHQWDQGSHUIRUPDQFHPDQDJHPHQW)XOO&0UHODWHG processes automation, including employee/manager self-service and comprehensive integrated NQRZOHGJHPDQDJHPHQWHQYLURQPHQW PRODUCT TECHNOLOGY 6WDWHRIWKHDUWHEXVLQHVVWHFKQRORJ\GHVLJQDQGLPSOHPHQWDWLRQ7HDUVFRPSRQHQWV EDVHGDUFKLWHFWXUH6XSSRUWVSXUH+70/-DYDDSSOHWVDQG:LQGRZV$FWLYH;&OLHQWV DSSOLFDWLRQVHUYHUDQG'%6HUYHU 960 A Survey of Competency Management Software Information Systems Ultimate Software Evaluation Criteria Considerations COMPANY Ultimate Software is a successful payroll and HCMS dedicated company, expanding its business from a mere licence sales vendor to an outsourcing service provider, UHDFKLQJ0¼LQ¿VFDO\HDULQ+&PDQDJHPHQWVDOHV&XUUHQWO\HPSOR\V SURIHVVLRQDOVDQGKDVDERXWFXVWRPHUVPDLQO\LQWKH86+52$+XPDQ 5HVRXUFHV2XWVRXUFLQJ$VVRFLDWLRQ3URYLGHURIWKH<HDU 0$5.(7 35(6(1&( An excellent record of customer satisfaction, combined with visionary product to VHUYLFHEXVLQHVVRULHQWDWLRQ%XVLQHVVIRFXVLVGULYHQSULPDULO\WRWKH86DQG VRPHFXVWRPHUVDUHIURP&DQDGDDQG8. )81&7,21$/,7< ,WV8OWLSUR:RUNIRUFH0DQDJHPHQW6XLWHLQFRUSRUDWHVPRVWUHTXLUHG&0UHTXLUHG SURFHVVDXWRPDWLRQIXQFWLRQV 352'8&7 7(&+12/2*< 2SHQVFDODEOH:HEEDVHGDUFKLWHFWXUH(DUQHGFHUWL¿FDWLRQIURP+5;0/ &RQVRUWLXPLQFUHDWLQJ+5VSHFL¿F;0/YRFDEXODULHV Table 14. Continued 961 A Survey of Competency Management Software Information Systems Table 15. Standalone CM products Mindsolve Evaluation Criteria Considerations COMPANY Fast-growing company created in 1994, exclusively dedicated to the employee performance management business, licensing its Mind Solve Visual Product and providing associated UHTXLUHGFRQVXOWDQF\VHUYLFHV/DVW\HDUEXVLQHVVUHYHQXHHVWLPDWHGDW0¼ MARKET PRESENCE Niche player, with consolidated HR expertise support to deploy PM functionality in heterogeneous U.S based (some outside US) medium- and large-size organizations. Product licence sales and MVP Express suite, tailored for outsourcing, easy to deploy Web-based solution. FUNCTIONALITY Includes end-to-end performance appraisals, 360-degree performance assessment, competency alignment and accountability, and talent and development planning. Skills and competency management support, requires interfaces with other external tools for full CM strategy deployment (e-learning, workforce management, etc.). PRODUCT TECHNOLOGY Open, scalable Web-based architecture. It uses proprietary technology (MindSolve’s Visual 3UR¿OHURIXQLTXHdrag-and-drop system to deliver accurate, trustable information. Visual 3UR¿OHU¶VDELOLW\WRFRPSDUDWLYHO\GLVSOD\PXOWLSOHHPSOR\HHVRQDVLQJOHVFUHHQSURGXFHV ratings that better differentiate superior, good, and unacceptable performers. 962 A Survey of Competency Management Software Information Systems Geo Learning Evaluation Criteria Considerations COMPANY Geo Learning is an SME-type company, U.S. based, dedicated to e-learning and associated educational activities. It sells learning products (LMS, authoring tools, etc.) and other stand-alone SW products, as its competency plus CM tool. Started business in 2000; last 3 years, annual growth rate of 125%; has more than 300 60(W\SHFOLHQWVPDLQO\LQJRYHUQPHQWDQG¿QDQFLDOVHUYLFHV MARKET PRESENCE Good record of customer base. Works with small reseller and systems integrators partners. FUNCTIONALITY Exxceed competency plus is a stand-alone CM product that includes competency PRGHOLQJXVLQJSUR¿OHVPDWFKLQJMREVSURMHFWVHWFFDUHHUPDQDJHPHQWMRE SUR¿OHVPDWFKLQJHPSOR\HH¶VFRPSHWHQFLHVLQGLYLGXDOGHYHORSPHQWSODQQLQJ EDVHGRQFRPSHWHQF\JDSVDVVLJQLQJOHDUQLQJREMHFWVLPSRUWHGIURPH[WHUQDO LMS), and comprehensive 360 competency assessment process. The foundation of Exxceed functionality is based upon a competency dictionary wherein individual competencies are stored and organized in the form of families, identifying assessable behaviours linked to competencies. Typically records and employee information is obtained using crystal reports or other Web-based reporting tools. PRODUCT TECHNOLOGY Microsoft, PC, SQL-type application, thin client Web-based architecture. Low FRVWDQGPDLQWHQDQFH'HOLYHUHGZLWKSUHFRQ¿JXUHGFRPSHWHQF\'% competencies in areas such as business, management, engineering, etc, and 400- SOXVLQGXVWU\SUHGH¿QHGMRESUR¿OHV Table 15. Standalone CM products 963 A Survey of Competency Management Software Information Systems automate individual employee competencies and organizational goals and objectives. • In this context, IT managers estimate that the integration value provided by global (53VXLWHVIDUH[FHHGVWKHEHQH¿WRIXVLQJ best-of-breed solutions for each HC busi- ness function. The e-business technological transformation and the processes model depicted in this survey clearly show the inter processes and software dependencies required in CM deployment strategies. • And again, the fact that the trend has been ZLGHO\DGRSWHGFUHDWHVDGGLWLRQDOFRQ¿- dence in large vendors’ ability to deliver HC-proven process automation. This loop affects CM implementations, where process automation is critical. In some particular CM tasks (like competency assessment), process HI ¿FLHQF\ZKHQDGRSWL QJDVW DQGDORQHRS- tion, increases fairly moderately compared to the asset they replace. This situation also increases pressure in IT managers to adopt the comprehensive, integrated ERP suite way. • Large, multinational companies require comprehensive multi-region, often cen- tralized, HC deployment solutions. Global processes and local country localizations makes the three large ERP solutions analysed in this survey the strongest CM option in the future for this type of organization, thus displacing fragmented solutions. • Small and mid-size organizations (less than 4,000 employees) and large, single-country type installations have many more options. According to required functionality, together with associated licence and engineering costs, they may select in the high-end or mid-market type of products, thus accessing a wider menu of options. • Hosting and outsourcing HRMS services keep growing at a fast pace, particularly in small- to medium-size market companies. This trend represents an intelligent busi- ness option for small best-of-breed vendors, having experienced competency assessment experts and staff (apart from being acquired or just disappearing). Som e product vendors, apart from the traditional, large-size HRMS service providers (i.e., ADP), are success- fully, adopting this delivery model(i.e., Ultimate Software, Ceridian, etc.). REFERENCES Alle, V. (1997). The knowledge evolution: Ex- panding organizational intelligence. Boston: Butterworth-Heinemann. Benson, S., & Standing, C. (2001). Effective knowledge management: Knowledge, thinking and the personal corporate knowledge nexus problem. Information Systems Frontiers, 3(2), 227-238. Blain, J., & Dodd, B. (ASAP Internacional Group) (1999). Administering SAP R/3: The HR-human resources module, QUE. Indiana. Boxall, P., & Purcell, J. (2003). Strategy and hu- man resource management. New York: Palgrave Macmillan. &XUWLV%+HÀH\:(0LOOHU6$ People capability maturity model (P-CMM), (Version 2.0) (Tech. Rep. No. CMU/SEI-2001- MM-01). Pittsburgh, Carnegie Mellon University, The Software Engineering Institute. Friss de Kereki, I., Azpiazu, J., & Silva, A. (2004). Knowledge management in learning environmen- tal design. In Proceedings of the 34 th ASEE/IEEE Frontiers in Education Conference, Savannah. Hardless, C. (2005). Designing competence de- velopment systems. Unpublished doctoral thesis, University of Göteborg, Göteborg, Sweden. . Considerations COMPANY U.K based software applications and outsourcing services vendor. Created in 1969, has become leading U.K. HR and payroll supplier in the U.K. trough, small and leading state- of-the-art. appraisals, 360-degree performance assessment, competency alignment and accountability, and talent and development planning. Skills and competency management support, requires interfaces with other. company, U.S. based, dedicated to e-learning and associated educational activities. It sells learning products (LMS, authoring tools, etc.) and other stand-alone SW products, as its competency