Category Archives: Cloud HCM

HCM Big Data in action

In my previous blog “Big Data for HCM?” I started to define Big Data and how it differs from traditional Business Intelligence (BI) tools.Here is the 4 pillars you should look for when choosing a Big Data solution:

Big data componentsI also gave some examples about what Big Data technologies could bring to HCM and which kind of new reports becomes available when using Internal & External Data.

But it is always easier to understand with some live demos and videos.

That’s the purpose of this blog: bringing you the most relevant and interesting demos & videos I could find online.

HCM Big Data in action

What is Big Data and how does it work?

This first video is very generic about Big Data. It explains the concept and necessary analytic tools to manipulate data.

Workforce Analytics Delivers Immediate Insights

Demo from Equifax about Workforce analytics.


SAP Lumira for Your HR data — Big and Small

SAP Lumira SP14 – Human Resources

IBM SPSS Predictive analysis for HR

Oracle Endeca Information Discovery (OEID) 3.1 Workforce End-User Demo

Workforce Planning Overview

KRONOS Workforce Analytics – Data Visualization & Exploration

WORKDAY HCM: From Data to Decision. Analyzing Your Global Labor Costs

Cloud Application Vendors

Cloud Applications

Apps Run The Cloud is an internet site where almost all (if not all) Cloud Applications are referenced. They provide frequent surveys such as Cloud Application Vendors revenues and ranking.

This is the link to the home page:

The top 500 Cloud Applications Vendors ranking

This is the link to the survey:

Functional Markets

What applications are provided on the Cloud?500 Cloud Applications by functional area

The Top 10 Cloud Application Vendors

Salesforce, Microsoft and SAP are the top 3 vendors.

Top 10 Cloud Applications

The TOP HCM Application Vendors

Workday is the 1st HCM Cloud Vendor with highest market share within HCM market and second best YoY Growth.


Fieldglass: Contingent workers management now on SuccessFactors

What is Fieldglass?

Fieldglass is a solution on the Cloud to help companies and recruiters to manage the entire sourcing process of contingent workers such as independent contractors or more generally Talent Pool.

SAP acquired this solution which will be integrated into SuccessFactors suite.

 Link to Fieldglass official site

Link to SAP acquisition announcement (Forbes)

Fieldglass solution

I have very few information about how the Fieldglass solution is working but found some basic statements on their site. Fieldglass seems to be a marketplace where companies can have access to contingent workers and reverse. Recruiters can manage the selection process and define a Statement of Work (SoW) and source candidates for new projects.

This is the high level process suggested by Fieldglass and visible here:

Vendor Management System (VMS) Fieldglass is also providing some best practices to define whether or not a worker is an independent contractors. You can find the link to the original page here.

Is worker independent contractor

 Why Fieldglass?

Obviously contingent workers are very important for companies as they need temporary resources for new project and very specific skills for a short period of time.

Fieldglass allows to get in contact with contingent workers and reduce risk by selecting the right skills with relevant work experiences.

Fielglass is also providing information about hourly / daily rates.

 Fielglass integration

Fieldglass announces common integrations with the 3 major HCM Cloud based solutions and have function-specific integration capabilities with various 3rd systems:

Fieldglass integrationHere is the link to Fieldglass integration information.

Request additional information

Please don’t hesitate to share any information on Fieldglass especially if you are using this tool. Tell us about the benefits for your company.


Big Data for HCM?

If you are interested in HR innovative solutions especially on the Cloud or currently trying to select a new Cloud HCM solution such as Workday HCM, SuccessFactors or Oracle Fusion, you have surely seen and heard about Big Data. What does it mean? What are the differences with Business Intelligence (BI) solutions? What are the benefits and the usage for Human Capital Management?

I will try in this post to explain in simple words my own understanding and share some relevant links I have found.

What is Big Data?

I have seen many definitions for Big Data and will try to summarize by listing the 7 most important features:

  1. Big Data solutions allow to store and / or access massive amount of data, more then just your own HCM data
  2. You can mix internal HCM data with external sources
  3. External data sources can be structured or unstructured (1)
  4. Data manipulation and reporting is faster then traditional BI solutions (2)
  5. Big Data solutions are always provided with very powerful analytic tools
  6. Big Data solutions on the Cloud don’t need extra infrastructure (3)
  7. Big Data solutions on the Cloud are delivered with many ready-to-use templates and reports

(1) : Structured data usually means that you import external data and map the data model with your own data definition. Unstructured data means that you access external data by using ready-to-use connectors.

(2) : Big Data use innovative solutions to speed access to data and reporting. I have seen 2 technologies being used:

  • In-Memory
  • Hadoop

In-Memory is notably used by SuccessFactors (SAP) thanks to their solution named HANA (“High-Performance Analytic Appliance). More information available on Wikipedia.

Hadoop is an open-source technology used by Workday HCM. More information available on Wikipedia.

(3) : HCM solutions delivered on the Cloud such as SuccessFactors, Workday or Oracle Fusion are hosted by the providers themselves and don’t require any internal (on premise) infrastructure. These solutions are provided in SaaS mode (Software as a Service). Learn more about SaaS on Wikipedia.

Big Data components

Big data components

What are the differences with Business Intelligence (BI) solutions?

Big Data are different from the traditional BI solutions because Big Data are faster (see 4. above), they don’t need traditional ETL (Extract, Transform and Load) tools, they can access unstructured external data thanks to connectors (see 3. above). Usually BI tools do not contain ready-to-use HCM templates and reports (see 7. above).

What are the benefits and the usage for Human Capital Management?

I think that the first benefit of Big Data solutions is the capacity of mixing your own internal data with external sources such as:

  • Internal or external Financial data
  • Salary and compensation market data
  • CVs and recruitment data (Job boards and requisitions from competitors…)
  • Social media feeds
  • Economic or business trends (inflation, GDP growth, cost of living by country or town…)

The second benefit is certainly how fast the results can be accessed and rendered. Its allows real time complex data evaluation and even simulation.

The third benefit is surely the huge number of ready-to-use templates and reports provided by the Cloud HCM solutions.

Usage of Big Data for HCM

Here are some ideas about what kind of new reporting you could perform:

  • Market Compensation Comparison
  • Global Payroll Cost Analysis
  • Headcount Analysis (Combine staffing data with
    data from an external recruiting solution to get a clear
    picture of current and planned staffing)
  • Retention Risk and Impact Analysis (Combine Performance data with Social external sites)
  • High Performer Analysis (Combine Performance data with Market Compensation data)…

More information:

Workday Big Data datasheet

SuccessFactors Big data

Oracle Fusion Big Data

Workday HCM update 23: What’s new?

Date: Update 23 of Workday HCM was applied on August 2014 for all clients.


This update brings many improvements for the user interface and new features. I do like the Announcement feature now allowing embedded video, File attachment with simple drag & drop, Improvement in chart rendering and new Analytic options, Committee as new organization type, Additional 50 custom domains to maintain custom data, Enhancements to audit reports to easily track what changes have been to any object in the system, made by whom and when.

Here are some improvement examples

Presenting a video into the announcement worklet

The announcement worklet allows you to distribute specific messages to groups or individuals from the Home Page by activating this button: Message centerBefore WD23 only text messages with images were allowed. Now you can add links to videos which will be played outside Workday. You can specify a given picture for the display page, if none Workday will use a generic image.

This is where you edit the announcements worklet:Edit announcement

Now when you click on the Message center you get the new announcement in the list:Announcement list

When clicking on the new announcement you will see the announcement message and the link to the video will be displayed:Announcement show video


 File attachment

You can know easily attach files of any type by simply drag & drop files to a media container.

Here is how you will attach files (Expense invoices) to a Travel Expense form (Attachment container at the right of the form):

Attachment Expense reportSelect files and drag & drop:

Att drag_dropFiles are attached in the form:

Att download

Chart options

There are many new options to display data in graphs. Options can be combined and it is quite difficult to present an exhaustive list of all options and their combinations. Below are some of the best new options available.

Top n values

The “Top n values” option will help you to narrow results and to remove none relevant data when the number of categories are too important to read the chart easily. The “Top n Values” is using the horizontal axis here the age group:

Chart TOP n valuesThis is an example when reducing the Top n values from 11 to 3.

Chart with the 11 geography combined to gender categories:

Chart top n values 11Now the same chart with the Top 3 values

Chart Top n values 3The bubble chart

The bubble chart allows you to represent data with 3 “axis”. Horizontal and Vertical as usual + the size of the bubble. Color can be used to represent categories.

Chart bubble optionsChart BubbleWhen selecting one category you can highlight only the bubbles from this category:

Chart bubble highlightCommittee as new Organization type

Committees are new Organization types allowing to manage memberships of “committees” such as: unions, expert board or any employee groups. Committees can be categorized with type, subtypes and categories. Regular security features can be used to manage and access to these committees. Memberships are assigned thru a business process: Committee new memberOnce an employee has been assigned to a committee it is displayed like below:

Committee employee info

Big data & Analytics

Big data in HR solutions must always be analyzed with Analytics features. In Workday WD23 this features allows you to analyze large amount of data very quickly. One of the objective of Big data & Analytics is to facilitate audit for data quality and accuracy.

Let’s take an example. When you convert and import your data from your legacy system before going live with Workday you would like to understand if your data are consistent and where data quality may be an issue. Workday provides such analaytics that are easy to run with graphical displays. Here we have 5 fields that we can compare (Employee Id, First_name, Last_name, Start_date…)

5 rows are displayed to help understand the data:

  • Distribution of he data
  • Count
  • Unique values
  • Min
  • Max

BigData FlipsideMin and Max can be useful if you don’t expect negative values or values exceeding a certain level.

Big data is accepting external data source to be mixed with your Workday data:

BigData Additionl data sourceWhen data can be joined an “Inner join” is providing you with the possible relationships between data:

BigData innerjoin from multiple sourceMany functions have been added to analyze your data:

BigData Additionl Calculation Features

Audit report

Workday 23 has improved audit reports. You can narrow to certain transaction or business processes

Audit trail report optionsHere we would like to restrict to all changes made to the transaction “Create Service Center Representative”:

Audit trail report transactionThe audit trail report looks like the following:

Audit trail report












OpenERP : Human Resources in SaaS and Open source like

What is OpenERP?

OpenERP is a SaaS tool with multiple applications including CRM, Accounting, Project Management, Web site management, eCommerce but also Human Resources. Human Resources application contains employee administration, Recruitment, Appraisal, Leave Management and also  Payroll calculation.

How does it work?

You create your company with a 15 days trial period and start installing application you need to manage your company. Installation is purely done in background, there is no need to download programs and install on your computer or server. Everything is directly managed by OpenERP.

Once your applications are installed (requires 1-2 minutes depending on the number of applications you choose) you can start to customize your company and applications. It is easy and you don’t need much explanations, except for Payroll rules setting.

Below are some screenshots about application installation and configuration.

Application installationCompany creation all applicationYou chose the applications you need for your company.

Once you have chosen the Human Resources application you can start creating employees. A first employee is created automatically for Administration of the company.Human ressources creation


Creation of a new employee

This page allow you to enter data for your new employee.

3_Employee Creation

If any of your picklist is empty when using the first time your application you can directly edit and create new items as shown below for the Tag field:

4_Create picklistHere is how you create new items in your picklist:

5_Create entry picklistAs well when you need to assign a company in your employee file you can add these object directly when editing the employee file:

6_Company creationWhen the employee is created you can add a picture. This is your employee listing:

7_Employee Rob Taylor created


Other basic configurations

Human resources basic configuration requires 2 tables: Departments and Job Positions.

Departments are defined hierarchically, each department can me attached to a parent department as shown below:

8_Department creation9_Department Structure

Job positions can be assigned to departments and number of expected recruitment can be defined:

10_Job Position creation

General settings for HR Management11_HR setting

12_Accounting setting13_Accounting setting screen 214_General setting



Working Schedule configuration

You can create working schedule very precisely with a start and end time for every days and chose a company in which this schedule is available and the starting date of your configuration:

15_create work schedule

Contracts Configuration

16_Create new contract

Employee details

17_Employee HR setting

Leave management

You can create Leave request with approval scenarios

18_Create leave request

Here is the calendar view with all Leave requests

19_Team Leave requestYou can create time sheets and assign work done on new customers:

20_Create new client

And add accounts to your customers:

21_Create account

Here is the new time sheet created for an employee:

22_New timesheet

And the summary of your time sheet

23_Timesheet edit

Expenses management

You can manage expenses related to a project

24_Expense creation

Payroll Management

Payroll rules can be configured in Salary structures tables

25_Salary structureHere is a basic salary rule

26_Salary rules 1

Each rule can have Child rules allowing cascading computation27_Salary rules 2 Children rules

Inputs can be added to a salary rule in order to add employee based variables. These inputs can be used in the salary rule configuration

28_Salary rules 3 Inputs

This is the basic Gross Salary rule. The computation can be a written in Python code. OpenERP offers multiple standard variables to simplify your payroll rules configuration.

29_Salary rules Gross

Here is the way to define how a contribution is calculated based on a tax grid:

30_Withholding tax with tax gridOne child rule with specific conditions to compute the salary rule

31_Withholding tax child rule

This is a range based on Gross pay for which a specific contribution is computed

32_Withholding tax range

Payroll process

Before the payslip can be calculated you need to review the number of worked days

33_Payslip Detail Worked days

Then you can review the salary computation

34_Payslip Detail Salary ComputationAnd review the details by Salary rule category

35_Payslip Detail Salary rulesThis is the details of the computation

36_Payslip Computation details

Once you agree with the calculation you can approve and then print the payslip in PDF format:

37_Payslip print