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.
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.
Some Reflections On The Deal For Competitors, Partners, and Customers
On December 3, SAP announced the acquisition of SuccessFactors, a leading vendor for human capital management (HCM) cloud solutions. SAP will pay $3.5 billion (a 52% premium over the Dec 2 closing price) out of its full battle chest and take a $1 billion loan. SuccessFactors brings about 1,500 employees, more than 3,500 customers, and about 15 million users to the table. In 2010, the company reported revenues of $206 million and a net loss of $12.5 million. A price of $3.5 billion is certainly a big premium, but the acquisition catapults SAP into the ranks of leading software-as-a-service (SaaS) solution providers — a business that will grow from $21.3 billion in 2011 to $78.4 billion by 2015 (for more information, check out our report “Sizing The Cloud”). The deal will certainly help SAP to achieve its 2015 target of $20 billion revenue and 1 billion users as it mainly targets the 500,000 employees that SAP’s already existing customers have. The deal is expected to close in Q1 next year. However, because most of the stocks are widely spread, stakeholders might hold back for now, waiting for possible counter bids from competition.
SAP is a paying a substantial premium to acquire SuccessFactors, a leading SaaS performance and talent management vendor. The press release of December 3, 2011 states that the deal price of $40 per share is a 52% premium over the Dec. 2 closing stock price. Even more startling is that SuccessFactors has a revenue run rate of roughly $300 to $330 million for 2011, and the acquisition price of $3.4 billion is more than 10 times revenue! Why then did SAP make this move?
SAP’s cloud strategy has been struggling with time-to-market issues, and its core on-premises HR management software has been at a competitive disadvantage with best-of-breed solutions in areas such as employee performance, succession planning, and learning management. By acquiring SuccessFactors, SAP puts itself into a much stronger competitive position in human resources applications and reaffirms its commitment to software-as-a-service as a key business model.
In my recent research for a soon-to-be-published Forrester Wave™ on human resource management systems (HRMS), I noted that SAP has more than 13,000 customers using its HCM suite. Yet the adoption of SAP’s learning and talent management products is much less (a few thousand, perhaps), which is noted in my colleague Claire Schooley’s “The Forrester Wave™: Talent Management, Q2 2011.” The talent management Forrester Wave also clearly shows that SAP’s embedded talent management offerings lag well behind the best-of-breed specialists in learning and performance management. The bottom line here is that SAP HCM customers predominantly run best-of-breed talent management solutions alongside their SAP core HRMS (i.e., the transactional employee system of record).
This week AMD finally released their AMD 6200 and 4200 series CPUs. These are the long-awaited server-oriented Interlagos and Valencia CPUs, based on their new “Bulldozer” core, offering up to 16 x86 cores in a single socket. The announcement was targeted at (drum roll, one guess per customer only) … “The Cloud.” AMD appears to be positioning its new architectures as the platform of choice for cloud-oriented workloads, focusing on highly threaded throughput oriented benchmarks that take full advantage of its high core count and unique floating point architecture, along with what look like excellent throughput per Watt metrics.
At the same time it is pushing the now seemingly mandatory “cloud” message, AMD is not ignoring the meat-and-potatoes enterprise workloads that have been the mainstay of server CPUs sales –virtualization, database, and HPC, where the combination of many cores, excellent memory bandwidth and large memory configurations should yield excellent results. In its competitive comparisons, AMD targets Intel’s 5640 CPU, which it claims represents Intel’s most widely used Xeon CPU, and shows very favorable comparisons in regards to performance, price and power consumption. Among the features that AMD cites as contributing to these results are:
Advanced power and thermal management, including the ability to power off inactive cores contributing to an idle power of less than 4.4W per core. Interlagos offers a unique capability called TDP, which allows I&O groups to set the total power threshold of the CPU in 1W increments to allow fine-grained tailoring of power in the server racks.
Turbo CORE, which allows boosting the clock speed of cores by up to 1 GHz for half the cores or 500 MHz for all the cores, depending on workload.
Emerging ARM server Calxeda has been hinting for some time that they had a significant partnership announcement in the works, and while we didn’t necessarily not believe them, we hear a lot of claims from startups telling us to “stay tuned” for something big. Sometimes they pan out, sometimes they simply go away. But this morning Calxeda surpassed our expectations by unveiling just one major systems partner – but it just happens to be Hewlett Packard, which dominates the WW market for x86 servers.
At its core (unintended but not bad pun), the HP Hyperscale business unit Project Moonshot and Calxeda’s server technology are about improving the efficiency of web and cloud workloads, and promises improvements in excess of 90% in power efficiency and similar improvements in physical density compared with current x86 solutions. As I noted in my first post on ARM servers and other documents, even if these estimates turn out to be exaggerated, there is still a generous window within which to do much, much, better than current technologies. And workloads (such as memcache, Hadoop, static web servers) will be selected for their fit to this new platform, so the workloads that run on these new platforms will potentially come close to the cases quoted by HP and Calxeda.
“… and they lived happily ever after.” This is the typical ending of most Hollywood movies, which is why I am not a big fan. I much prefer European or independent movies that leave it up to the viewer to draw their own conclusions. It’s just so much more realistic. Keep this in mind, please, as you read this blog, because its only purpose is to present my point of view on what’s happening in the cloud BI market, not to predict where it’s going. I’ll leave that up to your comments — just like your own thoughts and feelings after a good, thoughtful European or indie movie.
First of all, let’s define the market. Unfortunately, the terms SaaS and cloud are often used synonymously and therefore, alas, incorrectly.
SaaS is just a licensing structure. Many vendors (open source, for example) offer SaaS software subscription models, which has nothing to do with cloud-based hosting.
Cloud, in my humble opinion, is all about multitenant software hosted on public or private clouds. It’s not about cloud hosting of traditional software innately architected for single tenancy.
It’s interesting how many threads there are on the Internet that still debate the difference between these two words: “responsible” and “accountable.” Oddly enough, today I stumbled across two definitions, from seemingly respectable sources, that hold diametrically opposite views! To me, the answer is simple – you can delegate responsibility, but accountability remains fixed.
This is a key point in the extended enterprises in which we now function. Firms are now made up of a myriad of offshore and outsourced services, running on systems that are similarly fragmented and distributed across vendors. This complex tangle of people and data represents a huge challenge to the CISO, who remains accountable for the security, and often the compliance, of his employer yet is no longer responsible for their provision.
With a methodical and comprehensive process and a surfeit of resource (please stop laughing at the back!), the CISO does, however, have the ability to follow the data trails and manage risk down in this regard. Unfortunately, with the advent of cloud, things are taking a turn for the worse. Cloud vendors are reluctant to be scrutinized, and the security and compliance demands of the CISO can often go unanswered. If cloud really is to be a mainstay of computing in the future, something has to give – we need to find a balance where compliance and security assurance requirements are met without fatally undermining the cloud model. This is a key topic for 2012 and something we’ll be following with interest.
As security professionals, we remain accountable for resolving these issues, no matter how much responsibility has been pushed to third parties and cloud vendors. So, how do you minimize the workload involved in managing the third parties that make up your extended enterprise, and how do you gain assurance around cloud vendors?