Deloitte continues to ramp up its software-as-a-service (SaaS) consulting practice, both through organic growth as well as acquisition. Today, Deloitte announced plans to acquire Workday implementation specialist Aggressor. Aggressor has been one of a very small set of Workday integrators (along with Deloitte), which means Deloitte now further boosts its already-impressive Workday practice.
This move furthers Deloitte’s Workday practice, as well as Deloitte’s overall practice in SaaS implementation and integration work. Deloitte also has strategic partnerships with other leading SaaS vendors, most notably salesforce.com.
For buyers, this means a stronger and deeper bench of consultants at Deloitte. But, on the downside, it removes a boutique/specialist option from the market, which appealed to some because of its laser focus, smaller size, and (perceived or real) ability to be more nimble, flexible, and price competitive.
Are you an Aggressor or Deloitte client or prospect? We would love to hear your thoughts!
Cloud, technology populism, video, and integrated solutions were in evidence throughout the show. Here is what I learned or conformed at Enterprise Connect 2012:
Cloud is happening. Buyer interest is and has been up, service providers are investing, and OEMs are enabling. At the show, SPs from 8x8 and M5 (now part of ShoreTel) to AT&T and Verizon were demoing capabilities. SIs, including well-known names from BlacBox to Presidio to HP, were talking about cloud too. Many OEM vendors did not discuss the channel implications made obvious by SI and SP discussion of cloud services — although NEC made ease of doing business for the channel one of the tenets of its cloud discussion. If I were a solution vendor, I would spend more time discussing where my solutions could be purchased and the role for my sales force, since buyers who attend Enterprise Connect in droves want to know where and how they can buy cloud solutions.
The real story here is consumerization or technology populism. Personal cloud services have enabled information workers to be a decision AND buying center for all types of communications and collaboration. Although we talk about smartphones and tablets in discussing technology populism, unified communications and fixed mobile convergence were the examples on display at this show. Buyers (including information workers and traditional technology managers) today need to know how to integrate Box, Google Docs, SalesForce, and other services into their business processes that depend on communications.
There has been a lot of buzz around using the cloud for disaster recovery lately, and with good reason -- it's a new and compelling approach to fast recovery. However, along with any hype comes a certain amount of confusion, so I set out to get some clarity on what cloud-based disaster recovery really is. The core feature of any cloud-based recovery is that ability to actually recover at the providers' location using their cloud assets. Just copying data there is not true recovery. I also realized that the term "cloud-based disaster recovery" was too broad, and that actually solutions fall into one of three categories:
Do-it-yourself (DIY): Using the public cloud to architect a custom failover solution leveraging the agility and speed of the cloud.
DR-as-a-service (DRaaS): Prepackaged services that provide a standard DR failover to a cloud environment that you can buy on a pay-per-use basis with varying rates based upon your recovery point objective (RPO) and recovery time objective (RTO). Data is either sent using backups or replication.
Cloud-to-cloud disaster recovery (C2C DR): The ability to failover infrastructure from one cloud data center to another, either within a single vendor's environment or across multiple vendors.
Today we see two basic flavors of cloud IAM. One archetype is the model offered by Covisint, VMware Horizon, Symplified, Okta, OneLogin, etc.: these vendors provide relatively tight integration, but less capable identity services based on their respective firm's own intellectual property. Because of the above, these offerings clearly have a short implementation time. The other camp of vendors believes in providing hosted services of "legacy" IAM products: CA Technologies coming out with CloudMinder, Lighthouse adding their own IP to IBM TIM/TAM, Simeio Solutions blending OpenAM and Oracle's identity stack with their own secret sauce, and Verizon Business using NetIQ'sIDM stack as a basis for their hosted offering solution.
On Monday, February 13, HP announced its next turn of the great wheel for servers with the announcement of its Gen8 family of servers. Interestingly, since the announcement was ahead of Intel’s official announcement of the supporting E5 server CPUs, HP had absolutely nothing to say about the CPUs or performance of these systems. But even if the CPU information had been available, it would have been a sideshow to the main thrust of the Gen8 launch — improving the overall TCO (particularly Opex) of servers by making them more automated, more manageable, and easier to remediate when there is a problem, along with enhancements to storage, data center infrastructure management (DCIM) capabilities, and a fundamental change in the way that services and support are delivered.
With a little more granularity, the major components of the Gen8 server technology announcement included:
Onboard Automation – A suite of capabilities and tools that provide improved agentless local intelligence to allow quicker and lower labor cost provisioning, including faster boot cycles, “one click” firmware updates of single or multiple systems, intelligent and greatly improved boot-time diagnostics, and run-time diagnostics. This is apparently implemented by more powerful onboard management controllers and pre-provisioning a lot of software on built-in flash memory, which is used by the onboard controller. HP claims that the combination of these tools can increase operator productivity by up to 65%. One of the eye-catching features is an iPhone app that will scan a code printed on the server and go back through the Insight Management Environment stack and trigger the appropriate script to provision the server.[i]Possibly a bit of a gimmick, but a cool-looking one.
My colleagues and I have just completed yet another engagement with a large client — one of dozens recently — who was facing a to be or not to be decision: whether to move its BI platform and applications to the cloud. It’s a very typical question that our clients are asking these days, mainly for the following two reasons:
In many cases, their current on-premises BI solutions are too inflexible to support the business now, much less in the future.
The relative success of cloud-based CRM (SFDC and others) solutions may indicate that cloud offers a better alternative.
These clients put these two statements together and make the reasonable assumption that cloud BI will solve many of the current BI challenges that cloud-based CRM solved. Reasonable? Yes. Correct? Not so fast — the only correct answer is “It depends.”
Let’s take a couple of steps back. First, let’s define applications or packaged solutions vs. platforms (because BI requires both).
Subscribe to a solution-like CRM
Provide standard business functions to all customers (which makes it different from “hosting;” see below)
Difficult to tailor to specific needs
Usually are used synonymously (but incorrectly, see below) with software-as-a-service (SaaS)
Platforms for building solutions
Subscribe to tools and resources to build solutions like CRM
Provide standard technical functions to developers
Contain limited, if any, business application functionality
Usually labeled either as platform-as-a-service (PaaS) or infrastructure-as-a-service (IaaS).
Oracle Corporation announced its purchase of Taleo for $1.9 billion on Feb. 9, 2012, signaling a major shift in its stance on software-as-a-service (SaaS) and talent management applications. The transaction is expected to close midyear 2012, subject to regulatory and stockholder approvals.
Oracle has long held a “we can build it better” position on talent management, learning, and recruitment applications but struggled to compete with best-of-breed talent management vendors like SuccessFactors (recently acquired by rival SAP), Taleo, Kenexa, Cornerstone, and SumTotal Systems. Oracle has been reticent to offer these (or any other) applications via SaaS, preferring a licensed/on-premises business model that provides early revenue recognition versus the deferred revenue model of SaaS.
In fact, Oracle CEO Larry Ellison has been outspoken in his anti-SaaS stance in recent years, changing his posture somewhat with the Oracle Public Cloud announcement at last October’s Oracle OpenWorld conference. Meanwhile, the HR apps market shifted overwhelmingly to the SaaS (subscription-based) deployment model, which has become virtually ubiquitous in recruitment, learning, and talent management and is also growing in core HRMS via ADP, Ultimate Software, and Workday.
By acquiring Taleo, Oracle puts itself back in the game for SaaS recruiting and talent management. Taleo is a market leader in recruitment automation and has a competitive portfolio of products across performance, compensation, and learning management. The $1.9 billion deal price is more than six times Taleo’s 2011 annual revenues of $309 million, a high premium but substantially less than the $3.4 billion and 11-times revenues that SAP recently paid for SuccessFactors.
Cloud is the latest buzz in the IT market, and we at Forrester have covered this quite extensively. As I reflect on 2011, this is a theme that has also played prominently in many collaboration vendor discussions — because it is a fundamentally better business model to deliver collaboration technology to users. Faster version cycle times, simplified management of deployed software, reduced TCO of a shared pool of cloud resources, and serving information workers directly are just some of the varied benefits for users, buyers, and vendors. The direct connection to end users is a key to accelerating adoption in the collaboration and growing social markets.
At their Collaboration Summit, Cisco affirmed their commitment to delivering cloud services. They described Cisco WebEx (web conferencing and meeting) and Cisco CallWay (video conferencing) as part of the Cisco Collaboration Cloud — and having used both of these, I can say with certainty that they are usable, simple, and appealing.
I believe that Cisco’s secret to success will be their robust channels approach. Richard McLeod, senior director handling worldwide channels for collaboration sales, runs programs for traditional channel partners helping to install and run collaboration solutions on premise. Others at Cisco, such as Amanda Jobbins, VP global partner marketing, spend a lot of their time thinking about service providers as channels and how Cisco can help them succeed. These leaders look for products Cisco has designed to deliver collaboration capable clouds — and is working to advance the adoption of them — for example:
Cisco VideoScape — a new video networking solution allowing combinations of video and collaboration content from multiple sources and to be delivered to multiple endpoints.
As much as the cloud computing model makes sense to me, my security sensibilities cry out about information risk every time I start to consider actual implementation for data of value across an enterprise.
A model which has always made sense has been to place only encrypted data in the cloud, holding the keys locally. This solution gives you control over data access, bypassing any Patriot Act concerns, but allows realization of the benefits of a shared, cloud infrastructure. It has always been recognized, however, that this solution has a number of drawbacks, such as:
The immense corporate sensitivity of the encryption keys utilised. These keys become essential to doing business. If they are corrupted, lost or held hostage by hacktivists, for example, then the organization stops dead in the water.
The difficulty of creating indexes, searching and applying transactions across encrypted data stores. If the concept is to keep the keys away from the cloud environment then actions such as indexing, searching or running database functions become very challenging.
ERP vendors are showing strong interest in the HRM SaaS market. They are either attempting to build a solution (as Oracle is doing with Fusion) or looking to acquire HRM functionality (as SAP is about to do with SuccessFactors). Talent applications — including offerings like performance, succession, and learning — are not easy to build. The niche players have been laser-focused for years on building these solutions or integrating acquisitions, and generally they have done a good job. Now we see other vendors that want this functionality buying up these niche players to offer a complete end-to-end HRM solution. The HRM market is hot! My colleague Paul Hamerman and I have authored research that shows performance growing faster — at 16.5% — than any other HRM segment (HRM Solutions: Traditional Models Clash With Next Generation Processes And Technology). Executives know that having highly skilled employees who know the business and can execute well on strategy is critical to business growth.