What Web 2.0 and SaaS Software offer that Legacy ERPs do not provide?

By: Gireesh Sharma
Date: October 27th, 2009

In the last few years, Web 2.0 and SaaS have captured a significant portion of the market led by legacy ERP systems. Even large enterprises (which only showered their love on ERPs) are now accepting the value of SaaS application over legacy ERPs.

A survey about SaaS conducted in August 2009 by Business Week Research Services found that four out of five managers and senior executives in North America are either interested in, or in the process of, adopting the Software as a Service approach to information technology. In fact, roughly a third of the 326 respondents’ companies have already fully or partially adopted the SaaS approach for at least one application. Read more … Read the rest of this entry »

Posted in: HR Best Practices, HR Technology, HRMS (HRIS) | 7 Comments »

Post-Recession Challenges of Talent Management

By: Gireesh Sharma
Date: October 12th, 2009

Recovering Economies

After a year or so the news on recession is taking a U-turn (not a V-turn though). Officially, analysts are reporting that recession is over, including Google CEO. While it will take some time for recession to pave the way for prosperity and growth for business in general, the prosperity is already on its way to certain economies such as BRIC (Brazil, Russia, India and China).

HR May be Caught Off Guard

Although this is good news for business operations, including marketing and sales, it poses new challenges for human capital. Businesses would no longer run on the old rules, but new out-of-the-box solutions, more comprehensive efforts, innovative thinking, and new skills and competencies would be required to grow and prosper. Needless to say, the demand for both the quantity and the quality of talented employees will grow worldwide. Companies that have fired employees in the past are already feeling the pinch, as they do not have enough bandwidth to execute.

Bloggers like Jon Ingham, who champion the cause of Human Capital Management, are being invited to speak on performance management. The need for performance management is pressing. Read the rest of this entry »

Posted in: Compensation Planning, Economy, Employee Appraisals, Employee Rewards, Performance Management | 11 Comments »

Difference between the SaaS and Perpetual License Structure

By: Talent Junction
Date: October 7th, 2009

HR Managers and CTOs often ask us the benefits of SaaS over Perpetual license of EmpXtrack.

Here is a comparison chart:

	SAAS (Hosted) Licensing Structure	Perpetual Licensing Structure
Cost of Software	Lower Cost	Can go as high as 4 times the SAAS license cost
Payment Frequency	Annually	One time
Annual Maintenance Cost	Nil	To be incurred by the Client (can vary between 30% -50% of the cost of the software)
Hardware Costs	Nil	To be incurred by the client
Implementation Cost	Nil	To be incurred by the client (Can be 15% upwards of the total cost of the software)
Data Back Up	Data backup managed by us	To be managed by the client
Personnel Cost & requirement	We would maintain it for you.	To be managed by the client
Security	Our responsibility	Client has to manage data security, access etc.
Upgrades	Upgrades to servers, software, databases, application managed by us and provided automatically	Client has to manage all upgrades
Infrastructure	We manage the servers,networks, provide scalability and access, performance tuning and application management	Client has to manage the infrastructure, servers, networks, performance tuning etc.
Access	Clients can access the application on-demand from anywhere. Note this can be managed based on specific needs.	Typically access is limited to client intranet.