At last week’s HR Technology Conference, Kwasi Boateng, Head of Group HRIS Development at AXA, told the story of AXA’s journey to the cloud with Oracle HCM. As a large multinational company with many decentralized businesses, managing a global employee base of 157,000 people across 56 countries comes with a lot of challenges.
AXA’s previous PeopleSoft system had brought many benefits, including some consistency of approach, however some of the businesses had been hesitant to adopt the tool, while others required levels of customization that were unrealistic for a shared system. AXA also had multiple Core HR systems across the globe, including 3 SAP, 6 PeopleSoft, 1 HR Access/Sopra, and 1 Meta4, all of which needed to be consolidated. These issues, plus the fact that the PeopleSoft platform required expensive upgrades in several businesses, led AXA to consider alternatives.
AXA reviewed the market and determined that a Cloud solution would suit AXA’s requirements more effectively, for the following reasons:
The selection process began with AXA defining their RFP documents and submitting to 3 pre-selected global vendors: Oracle HCM Cloud, SAP/Successfactors, and Workday. Through on-site demonstrations, AXA was able to assess the capabilities of each solution and shortlist the vendors down to Oracle HCM Cloud and Workday. Next, a 2 month proof-of-concept phase provided the opportunity to assess the 2 shortlisted vendors on 15 business and IT scenarios.
After a combined 11 month selection process, Oracle HCM Cloud emerged unanimously as the preferred provider. In accordance with the AXA standard vendor selection process, Oracle demonstrated that their solution meets AXA’s legal and operating requirements. Oracle’s SLAs were confirmed with the support of AXA data privacy officers, group and entity architects, and IT security experts. Additional reasons for choosing Oracle HCM Cloud included smoother migration opportunities and more flexibility in deployment due to modularity, which was key given AXA’s complex HRIS landscape.
Roll-out began in the form of 2 pilot projects; Compensation Review for AXA France and Core HR for AXA Asia (Philippines, Hong Kong). The initial feedback from users has been overwhelmingly positive. Additional roll-outs are planned for Core HR and Talent in the remaining regions.
AXA also decided to take advantage of Oracle’s PaaS (Platform as a Service) solution. Kwasi explained they are using it to build out unique functionality specific to AXA’s requirements, as well as to help with system integrations. Learn more about PaaS here: What is PaaS? And Why Should HR Care?
We would like to thank Kwasi for sharing AXA’s journey to cloud and helping others along the same journey learn from your success. For those of you at the beginning of your journey, here are 3 Tips When Moving Your HR Systems to the Cloud.
Mike Vilimek is an experienced technology professional and an active blogger and presenter on topics including recruiting and HR technology. At Oracle he is responsible for global positioning, messaging, and go-to-market strategies for Oracle HCM Cloud solutions. Prior to joining Oracle, Mike led the product marketing teams at Talemetry, a recruiting technology provider, and data analytics provider ACL Services. Mike graduated from Simon Fraser University with a degree in Marketing and International Business and was a member of the SFU Football team. Following graduation, Mike had a 7-year professional football career in the Canadian Football League (CFL). Follow him on Twitter: @MikeVilimek