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The beauty of the cloud is that you can Get up and Running fast.
oracle Fusion HCM cloud Applications offer many powerful
features and capabilities to accelerateyour time to value. The
oracle Fusion HCM Cloud Servicedelivers a complete HCM
Solution which Includes the following:
• GlobalHR
•Payroll
•Workforce Predictions
•Workforce Life Cycle Manager
•Compensation
•Benefits
•Goal Management
•Succession and Talent Review
•Performance Management
•Taleo Recruiting
•Taleo Learn
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Oracle Cloud Environment Maintenance
•Mandatory Monthly Application Patching cycle
• Patch bundlesareapplied on 1st Friday on Stage and 3rd Friday on Production
•Technology stack fixes are applied on 2nd and 4th Friday of the month
• Optional weekly as needed one-off patching
• Optional weekly accumulated one-off patching
• 4-6 month application upgradecycle
• 1 year technology stack or infrastructureupgradecycle
• Most maintenanceis applied Friday Eveningthrough Saturday Morning
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Fusion Application Deployment Options
The deployment option how the customer wants to implement the Fusion application. Is
it going to be on premise, or on demand, or a SaaS?
•In an on premise model, the Fusion application will be installed and implemented, managed by
the customer themselves. So the hardware, software, everything will be procured by the
customer. They'll be managing it in house. And then all of the maintenance will be handled by
the customer themselves. This will be the most expensive option.
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•In on demand model, then the hardware and software will be hosted in an Oracle environment,
whereas customer will be able to access the application and also the environment from remote.
In Oracle on demand, the hardware and software will be managed and also hosted by the Oracle
team.
• The third approach is Oracle on demand hosted and managed, Oracle will be responsible
for even maintaining the hardware and software. And any maintenance, like applying the
patches, bundles, everything will be handled by Oracle. With this option, the customer
purchases the product licenses, but Oracle (or an Oracle Partner) is responsible for the software
and infrastructure installation, configuration, and management at a remote datacenter.
•The fourth way of deployment option is SaaS, Software As a Service, wherein customer would
be accessing the Fusion application in a subscription model based upon the models they have
subscribed, and also based upon the timelines. Oracle retains the product licenses and is
responsible for software and infrastructure delivery and management. Customers subscribe to
the services and support plans they want.
•So in a pure SaaS model, the Fusion applications are available in a subscription basis, based
upon the modules that are opted for, based upon the timeline of subscription, and also based
upon the employee data managed.
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•In a SaaS deployment, all the modules are multi-tenant enabled, in the sense more than one
customer data will be available in the same application, but it will be separated, and security
will be enforced on that in such a way that one customer will not be able to view the data of
other customers.
• The Fusion applications can be deployed in a variety of ways. And these are all the
options available for a customer.
Option 1 - A customer can continue on the current path. Like for example, if a customer
is using EBS 12.1.3, they can continue to go with the same application with the next
version, 12.2 1 or 12.2.2.
Option 2 - The next way of looking at it is Fusion can coexist with the other core HR
application. Like the customer can take a few models of Fusion, and they can use it. And
then they can also integrate Fusion with an existing core HR system. So that's what we
call it as a coexistence opportunity. So in this way, customer will still be using the core
HR system for the day to day transactions and operations, whereas the new features of
Fusion will also be leveraged for other functionalities like talent management,
compensation management, which has embedded analytics feature.
Option 3 - The other way of looking at the deployment option is, customer is planning
to move away from an existing core HR system to the Fusion application suite that
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covers various pillars, like Human Capital Management, Customer Relationship
Management, and Supply Chain Management. And also other features like
procurement, financials.
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Fusion HCM – Co-Existence Opportunity
Solution
• A full-featured application suite, leveraging the latest
technologies and industry thought leadership
Why?
• Enables organizations to gain immediate business value
while minimizing upgrade costs
• Out-of-the-box integration both within the suite and with
existing HR systems
Who?
• PS/EBS HR Customer looking to replace niche
vendor/homegrown
talent system, with an Oracle offering
• PS/EBS Talent Customer looking to move to latest talent
technology without having to upgrade whole
HR/Payroll system
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Required employee data is synchronized
with Fusion
Fusion is utilized for the Talent
Management, compensation analysis,
planning, and allocation purposes
Work and compensation changes (Bonus,
Promotions etc.) at the end of the
compensation review cycle are
synchronized back to the source
application