1. Retain Talent and Increase Employee Satisfaction
Speaker: Mark Smith
President and Chief Research Officer
Ventana Research
Spencer Hyde
Director, Multimedia and Business Development
SkyWest Airlines
Hardeep Gulati
Executive Vice President, Products and Customer Support
SumTotal Systems
Moderator: Mike Prokopeak
Vice President, Editorial Director
Talent Management magazine
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5. Retain Talent and Increase Employee Satisfaction
Mike Prokopeak
Vice President, Editorial Director
Talent Management magazine
#TMwebinar
6. Retain Talent & Increase Employee
Satisfaction
Leverage the Latest Cloud-based HR Technology to Drive Engagement
Speakers: Mark Smith
CEO & Chief Research Officer
Spencer Hyde
Director Multimedia & Business Development
Hardeep Gulati
EVP Products & Customer Support
7. Today’s Agenda
Cloud Computing & Software as a Service
• Mark Smith – CEO & Chief Research Officer, Ventana Research
SkyWest Airlines: A Case Study in Going to the
Cloud
• Spencer Hyde – Director of Multimedia & Business Development, SkyWest
Airlines
SumTotal Strategic HCM Cloud Solution
• Hardeep Gulati – EVP Products and Customer Support, SumTotal
Systems
21. SkyWest Airlines: A Case
Study in Going to the Cloud
Spence Hyde – SkyWest Airlines
Director of Multimedia & Business
Development
22. SkyWest Airlines – HCM In the Cloud
Leading air carrier offering global access to millions of people each month
§ 11,000+ employees § 10,000+ employees
§ 1,671 Daily Departures § 2,091 Daily Departures
§ 318 Aircraft § 404 Aircraft
Page 22 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
23. Training is Critical to Efficient Operation
Highly Regulated Industry
Dispersed Workforce
Airlines are
required to meet Central to Operations
complex SkyWest has
employees Efficiency Matters
regulatory Failure to meet
requirements stationed across
the country and requirements
related to can directly Training has to
training centralized be very cost
training is not affect airline
operations and effective to
always viable ensure the
impact revenue
highest possible
return
Page 23 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
24. SkyWest Airlines – Flying in the Cloud
Currently on
Migrated to SumTotal
Cloud Cloud / SaaS
October Solution
Decision Made 2011
June 2011 to
Move to the
Cloud
SumTotal
Enterprise
Premise
Learning for
11+ years
Page 24 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
25. Benefits & Costs of Cloud HCM
Cloud Benefits Cloud Costs
Seamless Upgrades No Customizations
Lower IT Costs Upgrades / Schedule
Improved Accessibility for
Data is Not On-Premise
Off-Network Employees
Harder to Load Custom
More Streamlined Support
Content
Page 25 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
26. Lesson’s Learned Moving to the Cloud
Measure Twice, Cut Once
Evaluate Your Current HCM Application Architecture
• Seek to understand the full impact of the transition to the cloud
• SkyWest consolidated two learning implementations into one
Invest Time in Planning Phase – You Will Be Rewarded
• Solid plans will help you execute the change more effectively and with
fewer issues
• Don’t make assumptions – validate all that you can
• Be sure to document everything possible
• Think about network architecture – Cloud means accessing from outside
the network
Page 26 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
28. SumTotal At-a-Glance
Market Leader in Strategic HCM with 15 Million Cloud Users
SumTotal
Worldwide Leader in
Strategic HCM
3,500+
Customers
Market Share (users)
Over 43+ Million
End-Users
Over 15+ Million End-
Users on Cloud
1000+ Employees,
Deep Domain Expertise
Enterprise and SMB
Global Scalability
Page 28 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
29. Key Challenges For HR Today
Company and Business
Executive
Do we have the right talent and strategy that will
support our growth objectives?
Am I effectively utilizing my resources and running
lean operations? Employee or
HR Executive/ Do I have the right tools to communicate and train
Manager Contractor
with my extended enterprise?
Do we have the right How do I find training
talent strategy to support that will help me be
Manual Succession
company growth? effective at job?
Custom Planning
How do I make sure Warehouse Am I performing to my
everyone is in LMS manager ‘s
compliance? expectations?
Disconnected
Are we accurately & Manual Paper How do I get recognized
tracking workforce Core Appraisals for my work? How do I
HR
schedules, expenses ? continue to grow ?
How do I maintain low cost of ownership and
leverage cloud technology?
How do I integrate the data and processes across
all these siloed solutions?
How do I leverage new technology like mobile,
social to improve employee productivity?
Information Technology
Page 29 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
30. SumTotal Making HR More Strategic
Company and Business Executive
Right talent strategies to meet my
business objectives
Enable actionable insight and align
Global visibility of Talent workforce strategy with company
Pool and Gaps
objectives
Employee or Contractor
Driving Engagement and
Retention
HR Executive/Manager
Making HR more
strategic
Scale to the needs of global
Enforce compliance across
growing organization
employees, partners, and contractors
Information Technology
Low TCO; Scalable for global
diverse organization
Page 30 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
31. SumTotal Strategic HCM Solution
Comprehensive, unified, industry specific
support for all strategic HCM functions
Integrated and engineered to work
together with common UI and
seamless business processes
Modular – Deploy full platform or
individual components and coexist with
existing HR IT investments
Scalable from SMB to Global
enterprises across different industries
Flexible options for On-Premise or
SumTotal Cloud – Public or Private
Page 31 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
32. Flexible Delivery Model to Suit Your Business
Needs
Pure SaaS Cloud Services On-Premise
• Enterprise-class • Private or Shared • Localized
• Multi-tenant Options Deployment
• Rapid Upgrades & • Massively Scalable
Advancements Infrastructure
• Compliance
Management
• Extensibility
Page 32 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
33. Comprehensive Strategic HCM Solution
Best In Class and Complete Coverage for All HR Processes
#1 Leader in Learning* Market Leader in Talent* Market Leader in WFM* Market Pioneer in Payroll*
Learning Mgmt Talent Mgmt and Workforce Mgmt Core HR & Payroll
Acquisition
Most Comprehensive Most Comprehensive Most Comprehensive Comprehensive Payroll
Learning Management Talent Management Workforce Management • Ability to provide complex
• Support for all types of • Performance Management • Time and Attendance Payroll solution for global
learning – eLearning, OJT, • 360 Feedback Tracking organization
Virtual learning, Trainings, • Competency Management • Absence Management • Integrated benefits
Extended enterprise • Career Development • Vacation Rules – FLSA, management
• Manage different global • Integrated Learning FMLA and Others Core HR
divisional learning and • Succession Planning • Scheduling – Manual and • Self Service HR Transaction
training rules and policies • Compensation Management Optimizations Management
Specialized SMB Maestro • Recruiting and Onboarding • Full integrated Data Expense Management
Learning Solution Complete Talent Profile Acquisition Devices with • Expense Tracking and
different access controls Reimbursement
*Forrester, Ventanna Research and Gartner
Page 33 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
34. Integrated and Engineered to Work Together
End to End HR data, business process and UI integrations
Common
Industry examples of critical need for
Mobile Workforce Analytics
Portal Delivery integrated processes
Talent Portal
Common UI
All – Talent development for key
strategic competency focus for company
Talent Learning Workforce Core HR and
Management Management Management Payroll
Services – Managing variable pays
Ø Learning development suggestions and based on contract assignments
assignments based on competencies gaps
Retail – Demand driven hiring of
Integrated employees and contingent labor based
HR Ø Incentive compensation based on Performance on optimized schedules
Business
Processes
and schedule adherence
Manufacturing, Healthcare – Validating
certification to operate a machinery
Ø Demand driven talent succession, hiring and before assigning resource to schedule
development plans based on gaps
Airlines – Automating tracking training
compliance that require certain time at
Ø Schedule based on employee compliance, tasks ex: flying time
certifications and/or performance
Healthcare - Managing performance
based on time spend with patients and
critical shifts
Common
Interface Core HCM Hub
Page 34 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
35. Modular Integrations For Internal and Cloud
Robust Integration Hub Enables Coexistence & Integrations
Internal Systems External Systems and Data
Job boards/
Social Networks
HR 1 Integration to other
internal and external
systems enabled via rich
HR 2 hub services
3rd
SumTotal
Party HCM Hub ..and 2000 other job sites through
Rich Integrated
partners
■ SumTotal HCM Hub is a
Integration Talent Payroll Providers ‘System of Record’ for all
Services Profile HCM information
Legacy US Federal Regulatory Bodies
Application Cloud ■ Integration services provide
Connectors Connectors comprehensive ‘SoA’ APIs
US Regional Payroll & Tax
Bodies
Outsource to enable data and process
Providers
ERP1 integrations
..and others
across the 50
■ HCM hub enables phased
states
consolidation strategy
Global Payroll Regulations
Content and Benchmark
Providers
SSO / LDAP/ AD
Page 35 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
36. Scalable for Global Diverse Workforce
Global Access for Diverse Multi-Faceted Workforce
Global
Access
Social Global Access
Collaboration Translations and Localization for
different countries and regions
Divisional Configurations
Deploy single solution across divisions
while still providing variations and
Pervasive User desired processes
Access
Device
Independent
Social learning Mobile Learning
Leverage native application usability and offline mode to enable
Leverage collective intelligence
the best experience and productivity anytime, anywhere
of global talent pool
Secure Collaboration Analytics
Enable interactions and Enable executive and mobile reach of rich analytics that provides
engagement in different insight into HR data and processes
communities and groups
Mobile Workforce Management
Ability to meet the requirements of untethered workforce - field
service, manufacturing sites, remote workers
Page 36 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
37. Scalable Cloud For Extended Enterprise
Secure Access for Expanded Reach in Extended enterprise
Extended Enterprise Cloud
Expand Reach
■ Seamless way to deliver training,
knowledge, and information to an
external audience
■ Enable compliance, training and
Value Creation communication with partner
training, external sales channels,
distributors, suppliers and agents
■ Support for pricing and processing
payments (eCommerce) for P&L
divisions and initiatives
■ Private labeled, easy configurations
and self service user account
creation enables scale
Page 37 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
38. Scalable Cloud Infrastructure
Reliable, Secure and Highly Available
Highly Available Architecture
■ All data centers rated Tier III or Tier IV – highest ratings with maximum redundancy
■ Redundant / Fault Tolerance equipment throughout
■ Global operations team, multi-tiered response mode
Reliability
■ 24x7x365 NOC staffed by SUMT employees
■ Comprehensive Monitoring Framework
■ From end user experience to individual hardware component
■ Application Response times, component load thresholds, log analysis, trend analysis
Secure
■ Multi-tiered physical and logical security
■ SAS 70 Type II/SSAE-16 certified, ISO 27002 focused
■ Multiple layers of physical access controls, including Biometric scans, video surveillance
■ Intrusion Detection / Intrusion Prevention Systems
■ All servers are “hardened” to reduce vulnerability
Performance - Intelligent Route Optimization
■ State of the art ‘route optimization’ technology to constantly pick the fastest path from
multiple Tier One providers
■ The core routers are scouring the full Internet path to every active application and the
core is actively moving the customer's live route and traffic REAL TIME to the "Best
Path" at that moment.
Page 38 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
39. Customer Base Leveraging our Cloud
services
■ Multiple Primary / Standby world class data centers in North
America and Europe
■ Regional data center in Australia
■ SumTotal hosts over 1,700 customers operating globally
Page 39 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
40. Case Study: Experian
■ Experian is the leading global information services company
■ Provides data and analytical tools to clients in more than 80 countries.
■ Provides training for 6,000+ learners
■ Progressed from premised, to private cloud, to SaaS to meet
business needs
■ Premised: Originally deployed Enterprise Learning on premise
■ Became a challenge as acquired companies were not on the same
network
■ Hosted: Migrated to hosted to provide access to all learners
■ Upgrades became taxing in effort and cost
■ SaaS: Migrated to Cloud to gain automatic upgrades
Page 40 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
41. SumTotal Cloud Offers Many Customer
Benefits
Ø No investment in expensive hardware
Ø Reduced implementation costs
Low upfront costs Ø Avoid need to train IT on how to support a
large enterprise application
Ø Predictable budgeting
Ø One invoice & one vendor to manage
Predictable
Ø SaaS deployments can be done in days or
weeks compared to multi-months for premise
deployments
Rapid Deployment
Ø Strong roadmap with regularly scheduled
releases
Ø SaaS automatically upgraded
Rapid Access to Innovation Ø Avoid getting cornered with only support for
older browsers/technology
Ø Always be on the latest and greatest!
More Robust Ø Proactive patching often before you experience
the issue
Ø Tight collaboration between teams and
environments speed up resolutions
Page 41 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
42. Page 42 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
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