Sponsors

Google Search

  • Google Search
    Google

    WWW
    softwaresafari.typepad.com
My Photo
Blog powered by TypePad

Bloglines Feedblitz

  • Technorati
  • FeedBlitz - Would You Like to Get These Posts Via Email?

    Enter your Email


    Powered by FeedBlitz

  • Bloglines

Decelerating ByDesign

                          The Caution Behind Business ByDesign

Coming into SAP's Sapphire conference this week, a number of bloggers, tech analysts and Wall Street researchers were looking for answers around recent decisions on SAP's Business ByDesign product line. Business ByDesign is a relatively new offering from SAP and represents a huge investment by SAP in the Software as a Service (SaaS) space. During a recent earnings call, SAP executives indicated a more cautious approach to the continuing rollout of this product line.

After three meetings today with senior SAP executives, there is now more clarity around SAP's recent moves. We spoke with Henning Kagermann (outgoing CEO), Leo Apotheker (incoming CEO) and others. What we learned was:

  • The product is not performing to the cost expectations the company had set for it and, as such, was not operating at the level of TCO (total cost of ownership) that the firm needed for it to be a profitable solution. A high TCO is not something investors or Wall Street would appreciate.
  • The root cause of the higher than expected TCO was apparently related to two major items. First, the version of NetWeaver (SAP's development and execution software stack) being used by the Business ByDesign solutions is out of date and needs to be updated to version 7.1 once it's completed. When that's accomplished, the solution should run more cost effectively.  Second, the upgrade process (e.g., the upgrade from Version 1.0 to 1.1) turns out to need more automation so that fewer errors are made and human intervention is reduced. Human intervention triggers added costs and introduces potential errors. This creates quality and cost problems.

SAP executives admitted that their new on-demand solution encountered challenges the company had previously never encountered. First, SaaS was an entirely new space. Second, the company couldn't fully 'leverage their 35 year experience' in application software as these customers were not the typical SAP customer and the solution would be used differently than its prior on-premise solutions. One SAP executive said they "thought they knew this market" but that wasn't exactly true. Lastly, their development staff was caught by surprise as the they did not have the same level of control with this product as they have had with other product lines.

Business ByDesign has been an expensive development exercise for SAP. One source indicated some 2000 persons were involved in the creation of the product. While further development efforts are being scaled back, this has more to do with a planned development deceleration and a need to wait for the NetWeaver architecture to be implemented. In creating the product, one executive commented that the company made hundreds or thousands of assumptions (e.g., how quickly customer deals would occur, what response rate is needed for acceptable performance, the targeted TCO, etc.) and some of these assumptions now require a rethink.

Bottom line for Business ByDemand is that:

  • sales will continue in six countries: France, US, UK, China, Germany and India but not beyond these for now
  • the company will continue to focus its TCO reduction efforts on cutting the cost of hot-patching, hosting, upgrading and on-going operations. Moving their hosting centers to low-cost countries (for a labor arbitrage) is not being considered for now.
  • the $149/user cost figure is being held. TCO will be reduced while customer cost will not be increased.
  • adjustments by SAP should take 12-18 months to complete

Deadweight Tax - A New ERP Term

A Descriptive Way to Describe How Out of Touch ERP Has Become

I liked this post on Sandhill.com http://www.sandhill.com/opinion/daily_blog.php?id=18&post=405 as it describes the concept of a 'deadweight tax' that companies pay as a result of using inflexible, hard to adapt ERP products.

I'm no fan of the lack of business (not technical) innovation behind some of the major ERP vendors. The products are out of touch with the way business works today. This article by Helene Abrams of eprentise (www.eprentise.com) is worth a read. It's provocative and makes you think.

Some Pruning of the SAP Product Line

                            SAP Rationalizes Its BI Products

Users of Business Objects, OutlookSoft, SAP, Crystal and many other products should definitely read InfoWorld's recap of SAP's product retirement announcements.  (see: http://www.infoworld.com/article/08/03/28/SAP-retires-overlapping-BI-products_1.html?source=NLC-TB&cgd=2008-03-28 )

I want to applaud SAP on this move. Instead of taking the approach some its large competitors have taken with their acquisitions, SAP is offering three years of support and is picking the best of the acquired lines that it will continue to enhance. I like this as it shows courage and it offers the best value long-term to the supported products. R&D, in this case, will not get diluted across many redundant products. Instead, it will be focused on a few products and will give those products and the companies that use them, a great deal of enhancements over time.

Other vendors like to promise eternal support for acquired products but end up offering only token upgrades. The SAP approach should yield more material upgrades and a better, stronger product line.

(Users of Pilot, Cartesis, SRC, ALG, Activity Analysis, BEx, Acorn, BPC, SEM, etc. should read the full article)

Widgets in ERP

           Announcements and Musings re: Widgets in the ERP Space

Today, CODA announced the availability of several desktop widgets that work with its ERP solution (see: http://www.coda.com/Art?AID=1530 ).

Right now, some ERP vendors are developing online screen forms that contain widgets. SAP and WorkDay spring to mind on this front. As used in this context, widgets speed application development and make for more consistent use and understanding of applications by users.

Desktop widgets serve a different purpose. These tools alert users to changing events in their firm, advise them of new tasks that require their attention, display critical business metrics, etc. Think of these as similar to the Vista widgets that display weather, new Outlook email messages and news headlines except the Coda widgets are concerned with business information.

Will these business desktop widgets transform the ERP space? Maybe or maybe not. They will, though, act as an improvement to worker productivity on a small scale.

I contacted CODA this morning to learn about these desktop widgets. I discovered that:

- They will work on Windows XP - not just Vista based machines
- They require Yahoo Widgets version 4 or above
- They do not require any Office components to be installed
 
Widgets could be valuable tools when used as business intelligence or analytic aids. Imagine being able to let a widget spot incongruities within internal data, key budget shortfalls, etc. Widgets can do the hunting while you and your staff do the followup. Widgets can do more than just report (like RSS feeds), they can act as event generators that trigger actions for others to complete. If used this way, widgets can enable event processing and be instrumental in advancing the way ERP developers can deliver value to users. 
 
 
Coda's announcement is interesting on two levels: they're one of the first ERP vendors to deploy desktop widgets and these tools could expedite new thinking and development in ERP.

Where ERP Must Go

                         Learned vs. Perceptive Processes

If you wonder what's next for ERP and other software vendors, there can be life after transaction processing. Please read Jyoti Banerjee's piece on Perceptive Processes (see: http://www.kiteblue.net/jyoti/2008/02/perceptive-proc.html) in his KiteBlue blog.

Jyoti delineates two different kinds of software needed to solve business problems. Learned Processes addresses those easy to solve and automate problems that a nested collected of If/Then statements can nail. Perceptive processes address those tough decisions business people make every day but transaction oriented systems fail to address.

If you're thinking about buying or building an analytic or business intelligence application, read Jyoti's piece.

The Right Issue in ERP: Competition (not TLAs)

For ERP Insight - Look Broader Than On-Demand, SOA and Other Flavor Du Jour Items   

 

I’ve had some interesting and charged discussions with several ERP industry watchers regarding SaaS (Software as a Service), SOA and other interesting developments within the space.  While there is no denying the passion many feel towards these newer/modified solutions and the revolution these can bring to the back office and the front office, I think we need to keep perspective on this issue. 

 

Software as a Service/subscription/on-demand solutions represent just a business model change in the software industry.  Since most of these solutions still have the same functionality as traditional ERP solutions, then there is no real innovation improvement within the product. Let's be abundantly clear on that point.  When I rent a car at Avis, Dollar, Budget or Hertz, it's still a car.  In fact, it may be the same make and model car that I own and left at the airport earlier that day.  The car has not fundamentally changed. How I pay for this vehicle has. 

 

Don't get me wrong, I do believe that on-demand solutions bring a host of benefits to their customers.  The most significant improvements though have to do with the reduction in the cost of ownership and cost of change for those subscribing to these products.  For example, many IT shops cannot afford the staff or time to apply maintenance upgrades to their ERP, office application software and other products.  An on-demand solution takes that burden off of internal IT groups.  As one very well respected CIO friend of mine told me in 2005: "If I could buy all of my software as on-demand, I would".

 

 

On-demand has the potential to free tens of thousands of IT professionals globally.  With this freed up time, smart employers could use these individuals to develop more innovative solutions for their firms instead of repairing and maintaining the very tactical solutions they licensed from third parties.

Let's look at the ERP marketplace in total (see graphic below).  I chose to use Michael Porter's Five Competitive Forces model to explain the space. 

Erp_choices

In the middle of his model Porter denotes traditional competitors.  Today, the traditional ERP competitors include the likes of SAP, Oracle, CODA, Lawson, Sage, Epicor, Microsoft and dozens more.  What these firms all possess is a large customer base rooted in the license model and products that have been with us for a decade or more.  When one looks at the marketing efforts of many of the traditional competitors, they are all screaming from the rooftops about how their new middleware or infrastructure is better than their competitors.  But make no mistake, few of these ever discuss anything involving new functionality.  Yes, some are starting to get some traction in marketing their on-demand solutions as a new economic model for their firm.  However, traditional competitors continue to fight with other traditional competitors in fairly boring, traditional ways. 

 

There are many new entrants coming into the ERP space.  These include Linux-based ERP solutions.  These firms are offering similar functionality to traditional products albeit on lower-cost Linux platforms.  Other new entrants are coming from countries like China and India. Whether these solutions are being developed by new VC-funded startups or through the development efforts of the rapidly growing and very large systems integrators and outsourcers based in those countries, new products are making their way to the marketplace.  These also represent lower-cost solutions for prospective buyers but they don’t necessary produce new functionality. 

 

Substitute offerings are also becoming available.  I believe that business process outsourcing (BPO) solutions from vendors like Accenture and GenPact are finding attractive niches of innovative and early adopter prospects. These prospects are willing to forgo existing or traditional ERP solutions because they cost way too much to implement or upgrade and take too long to realize any benefits.  When a BPO provider can move a back-office function from third or fourth quartile performance levels to first-quarter performance in less than 90 days, how can any major firm resist such an attractive sales message?   

 

On-demand solutions are originating from both traditional competitors and new entrants.  Firms like NetSuite have grown mightily in the last few years because they have been able to produce a solution for a specific niche market that is very hungry for a pay-as-you-go product.   

   

But let's not forget buyers and suppliers.  While I have many doubts as to whether or many firms will ever choose to build their own back office solutions from scratch again, some might.  But it's the supplier's (i.e., systems integrators) that will begin to take more of their destiny in their own hands.  Many ERP software companies have turned to services as their major revenue growth engine in the last decade.  As a result, they have seriously squeezed the systems integration practices of many large integrators.  If you were a top executive at a major systems integrator, wouldn't you be thinking of ways to enter into the application marketplace just to protect your own installation and upgrade business?  Some of these firms are entering the ERP space by building out significant BPO practices. 

Haven't you ever noticed it to be interesting that BPO providers never advertise the origins of the application software within their product mix?  That's because they've correctly determined that BPO customers don't care who makes the underlying technology.  They only care that someone else is providing all the integration and maintenance.  That's not good news for traditional ERP vendors. 

 

 

So what does all this mean for buyers of technology?  Competition usually forces more innovation and better value for the consumer.  And, we're definitely seeing a host of new competition emerging in this space.  A recent report I completed on Workday has been requested by record number of people from this blog site.  This just shows the untapped pain in the marketplace for businesses seeking new solutions, with a new value proposition and, most certainly, with new, not rehashed, functionality. 

 

Buyers also need to decide whether they still need to bring in an ERP solution in-house. This question about on-demand may become a moot point in the future as it may make little economic sense for businesses to continue with licensed products in just a few years time. The IT industry has seen huge cycles where companies have resorted to time-share agreements in the 1960s to the early 1980s, then change to in-house custom systems, change again to behind the firewall server-based solutions to remote distributed solutions and back again to a time-share approach vis-à-vis on-demand.  But, if there's one thing businesses consistently demand is that the business must get value for shareholders and value for capital spent.  Until someone comes up with a value proposition better than that delivered by on-demand, then on-demand solutions will win in the marketplace long term. 

 

Makers of ERP technology must become more aware of their surroundings.  The competition is not just about traditional competitors or on-demand solutions. It's about delivering better value to customers.  Customers want to see some real innovation.  BPO is attractive because it delivers huge amounts of value and rapid process improvements.  On-demand solutions, while capable of fast implementations, may in some cases also deliver significant process improvements.  ERP vendors though would be hard-pressed to assert such claims.

 

In summary, on-demand is nothing more than a means to end. It is a way for vendors to enhance the value proposition of their solution to prospective software users.  It is not a destination though.  It is a business model change that must also be accompanied by some very fresh and strong new functional and business innovation if the vendor is to have any long-term success in the marketplace.  Buyers of ERP solutions, please hold vendors accountable for improving the quality, velocity and magnitude of the value they deliver to you.  If they can't demonstrate speedy improvements, business (not just architectural) innovations, new and better processes and enhanced business capabilities, then see them for what they are: a harbinger of systems of old.  Putting the on-demand marketing label on an antiquated system is nothing more than putting sheep's clothing over a wolf. It will come back to bite you.  So buyers, please don't just buy any on-demand solution. Buy an on-demand solution with real value potential.

A Destination for Human Capital/Human Resources Solutions

Who's Your Most Valuable Service Employee?

The Next Frontier for Human Capital Solutions in Service Enterprises

Say your firm has two employees of like grade, seniority, etc. However, one person is the go-to subject matter expert that dozens of clients and fellow employees reach out to constantly for answers to their questions. Who is the employee you really need to retain the most?

Suppose you have another pair of employees with similar credentials except one of these is constantly connecting with clients, prospects, alliance partners, etc. Who is more critical to your firm's success? Does your answer change if you learn that the latter's chargeability is lower because of all of this connectivity?

Valuing people is still subjective and it remains unclear as to whether companies are looking at consistent measures or even the right measures. A great service employee must always expand his/her professional balance sheet. They must:

  • constantly be in-touch with the people, media, tools, etc. needed to remain relevant and valuable with clients (People that prospects seek out, sell more work. Their value (i.e., Total Assets) increases as result.)
  • creating a distinct set of differentiating skills for him/herself (This increases one's Net Assets)
  • prevent their skill set, contacts, etc. from ossifying (This is the depreciation that affects all assets)
  • build their personal brand. A person everyone knows and values never has career or employment problems. A nobody is someone who could be really talented but few people know this. Unknown skills are not worth much.

This subject is important as it reminds us how little Human Resource or Human Capital systems really know about a service firm's workforce. Imagine what would happen if a service firm kept track of workers':  cell phone calls, desk calls, emails, etc.? What if you also could 'see' who they chat with informally every day as they walk around your office or a client's office? What if you could use all of this personal network data to assess the value of employees to your firm? Would you make different decisions as to someone's contribution to the company?

I remember some fine folks I've worked with over the years and I really wonder if the company truly appreciated what they could deliver. For example, I worked with one lady who really burned up a telephone. She always had the best intelligence, knew the inside track on anything going on inside or outside the company. I had another colleague who was one of the firm's most sought after subject matter experts. Hundreds of partners and numerous software vendors constantly sought out her opinions and counsel. One individual was a great closer of work because he could really understand and speak to CXOs.

In the current issue of Strategy + Business (a Booz Allen Hamilton quarterly publication), there's an article titled "The Science of Subtle Signs". This piece looks at groundbreaking research being done in using sensors (on people) to reinvent organizational research. Just check out these sound bites:

"... these devices would uncover patterns of activity that usually go unobserved in organizations like the dynamics of person-to-person relationships and the ways they affect managerial decisions and organizational practices.  Imagine, for example, an automatic system that could detect a breakdown in the trust on which a creative team depends and flag specific steps that could fix it, or one that could map out the complete flow of information and knowledge within an organization...

Beneath the formal organizational chart of any company line hidden webs of social interactions that we can rarely talk about, winds whose existence we may not even acknowledge.  The health or dysfunction of these social networks can determine the effectiveness of a team, a large group, or an entire firm.

In collaboration with Thomas Malone of the MIT Center for collective intelligence, and his research team has begun to use sensors to observe creative group behavior at a major German bank.  (One deliver a finding: people who maintain lots of e-mail and face to face contact report high job satisfaction and personal productivity; those who socialize less, even with the intention of getting more work done, expressed overall less satisfaction.)"

The sensors could be used in other applications as well.  For example, many studies have shown that workplace burnout is a serious issue that cost companies billions each year.  But because people tend to high stress, it can be very difficult, if not impossible, to detect."


Human Resource and Human Capital systems have been and mostly remain focused on transaction systems processing.  The inability or unwillingness of human resource management systems vendors to get into the softer sides of worker attitudes, personal networks and other behavioral aspects is disappointing.  We need technologies that help improve business productivity.  We also need systems that protect employees rights to privacy and individuality.  I believe we can deal effectively and professionally with ethical issues; however, we need vendors in the human capital and human resources space who will energize our thinking and open our minds to new possibilities in the way we value and measure workers.

I've spoken with several human resource and human capital vendors the last two years about moving away from transaction-based solutions; however, I believe the time is right to really advance the thinking and innovation these firms could possibly deliver.

(This post originally posted on www.servicessafari.blogs.com .) 

New Report on Workday

                                 New Directions on ERP

I recently finished a 9-10 page report on Workday's new financial software product line. For a limited time, I'll make it available to those who'd like a copy. It's in a pdf format and will be sent via email. Simply send me your name and legitimate business email address to contact@techventive.net and it will go out to you right away.

Workday_cover

A fair bit of the commentary in this report concerns systemic issues with the ERP space. If you read Dennis Howlett's latest posts (on ZDNet) he's referenced this and several posts of mine. I've covered these concerns in several academic settings of late and have another one scheduled soon.

If you believe ERP solutions today represent the pinnacle of business software automation, well, you and I are on different pages. I see ERP as a limited solution with an overemphasis on accounting transactions. I encourage you to read this report and let's get the dialogue going in earnest.

A new generation of products could (emphasis on the word "could") usher in a whole new wave of business (not technical) innovation if vendors don't get mired in reproducing the same old accounting solutions all over again.

This report is somewhat hopeful and aspirational. Let's see if Workday, A1S and other up and coming products deliver a new generation of business software.

Brian

Anti-Social Network Behavior

When Too Much Networking Can Be A Bad Thing...

CFO magazine (www.cfo.com , "Six Degrees of Irritation", March 2007) stepped into the discussion re: social networks this month. I particularly loved this sound bite:

"in some cases, it's hard to know if the person on the other end is who he says he is. "Anyone can go to any social-networking site and say he's BIll Gates and claim to know people he doesn't really know," says Vshake founder Sagi Richberg."

The author found a number of issues as these networks have grown in popularity. The connections these systems enable can result in people overusing them and bugging the very people that make the network valuable (The network devolves from social networking to "social pestering").

I've encountered a couple of those social pests. One fellow, who already had over 32,000 contacts wanted to "reach out to me" and add me to his contact base. I declined. If I'm only one of 32,000 people in someone's network, I'm certainly not one of their most important contacts. I don't what this fellow's racket is but I don't care to know either. My guess, he was a salesperson who would try to include me into his 'multi-level marketing' scheme.

Recently, I used a couple of networking sites to assist in identifying potential candidates for an open position in a manufacturer (Note: this was a way to test software, not my regular life calling!). I was simultaneously amazed and concerned as the people who participate in these networks may not fully be aware that their data is being used by recruiters and others. More to the point, I'm not sure that people realize that these sites:

  • can validate employment and resume data by comparing employment records with information available in other web sites. If you've ever given a speech, been listed as a web contact, appeared in a press release, etc., then your title, employer name, etc. is being used to verify your employment claims.
  • sell premium access to third parties who want to find you for jobs, competitive intelligence, and more. They don't want to make your professional acquaintance as a peer, they may want to sell you something, get you to divulge something or change employers. Knowing this, I'd be leery of letting my employees post anything on these sites.

I'm uncomfortable with this. Just as prospective employers are vetting campus grads by looking at their MySpace and other accounts, the use of a new technology to provide a different or unintended type of value seems to be risky if the original users are unaware of how this information is to be used.

Let me elaborate: Dossia is a database of health care records to be built by the Omnimedia Institute. Apparently, they're getting funding from Wal-Mart, Intel and others (This story was also featured in CFO). Yes, I know that transportable health records are a good thing. However, I don't think it's anyone's business to know what anyone else's medical condition is. Many, many years ago I saw some HR employees joking about a colleague's emergency vasectomy (Trust me, I can't make this stuff up). That was plain cruel what they did and it never should have happened. Some folks have congenital tendencies that will likely cause them to suffer future health problems. They didn't ask for these and no company should know about it. Why? If a company could learn this information it could then choose to not hire these persons.

Frankly, I hate it that health insurance companies already collect so much on each of us. Sure, they need to properly assess risk when deciding whether to underwrite a person or not. But, how much information is enough (or too much)?

After last week, I'll be looking at social networking sites a little differently. The social networking industry needs to establish some new operating guidelines. I'd like to suggest:

  • Only legitimate, verified users should have accounts. Can the network vendor ensure that people are who they claim to be.
  • The network can only be used for specific purposes. Those using it for un-intended purposes must be expelled and punished.
  • All members must have current knowledge of how others are using/abusing shared member data.
  • Members must have the ability to keep a significant amount of information private and only make this data available to those they have given express permission to view it. 

New SAP Leader

                       Who Replaces Kagermann?

Forbes (www.forbes.com "How to Succeed in Business", 1/8/2007) ran a short piece speculating on:

  • Whether Henning Kagermann will renew his CEO contract with SAP. Forbes believes he won't.
  • Who will succeed him.

Forbes dedicated most of the article to a building battle between Leo Apotheker and Shai Agassi for the CEO post. There's some interesting reading there as the power struggle appears to be shaping up well inside SAP.

No matter who wins, here are some things you can bet on:

  • the loser will quite likely leave the firm. Personally, SAP may be better off with Apotheker (and Forbes reports Leo is winning this battle).
  • headhunters will be talking to both of these men long before SAP makes its CEO decision.
  • politics inside SAP will likely create disruptions and morale problems as long as two or more players are jockeying for power.
  • post-decision, other employees could find their careers jeopardized if they support the wrong successor candidate.

I hope some sharp reality television executive is reading this because I see a smash hit brewing here: "Next SAP CEO". The board chooses a dozen potential CEO candidates and puts them all on a jungle island where no email, cell phone or internet service exists. These people have to work as a team (this is an unnatural act for CEOs!) and the most team-oriented individual is booted off the island. The next person to get the boot is the candidate that seems to care for any of the other persons marooned on the island (empathy is a big CEO no-no). A candidate can gain immunity if they create a mirror (CEOs have oversized egos and admiring oneself in a mirror is a great CEO past-time). Other candidates can be eliminated whenever a candidate is stabbed in the back with a homemade island shank (surviving political back-stabbing is a CEO attribute).

The show builds to an exciting climax when one of the candidates launches a hostile takeover of the other team of candidates and then tells the losers that their jobs have been outsourced.

Maybe Jeff Probst can help SAP with this CEO succession problem.