Answer 1

Legacy human resources systems typically refer to older, often outdated, and less
technologically advanced software or processes that organizations use for managing their
human resources functions. These systems may have been in place for many years, and while
they might have served their purpose at the time of implementation, they often lack the
modern features and capabilities found in newer human resources management systems
(HRMS) or human capital management (HCM) solutions.

Here are some common characteristics and challenges associated with legacy human
resources systems:

1. Outdated Technology: Legacy systems are often built on outdated technologies that may
not be compatible with modern software and hardware. This can result in difficulties when
integrating with other systems and may limit the overall efficiency and effectiveness of HR
processes.

2. Limited Functionality: Older HR systems may lack the features and functionalities
required to meet the evolving needs of HR departments. They may not support current best
practices in areas such as talent management, employee engagement, or analytics.

3. Data Silos: Legacy systems may not facilitate seamless data sharing across different
departments or functionalities within an organization. This can lead to data silos, where
information is compartmentalized and not easily accessible or usable for strategic decision-
making.

4. Security Concerns: As technology advances, so do security standards. Legacy systems may

have vulnerabilities that make them more susceptible to security breaches. Upgrading to
newer systems often involves enhanced security measures to protect sensitive HR data.

5. Limited User Experience: Older systems may have interfaces that are less intuitive and
user-friendly compared to modern HR software. This can lead to inefficiencies and a lack of
user adoption among employees and HR professionals.

6. Scalability Issues: Legacy systems may struggle to scale with the growth of an
organization. As companies expand, their HR needs become more complex, and older
systems may not be able to adapt to these changing requirements.

7. Cost of Maintenance: Maintaining and supporting legacy systems can be expensive. As

technology evolves, finding qualified personnel to maintain and update these systems
becomes more challenging and costly.

8. Compliance Risks: Older systems may not be equipped to handle the evolving landscape of
labor laws and compliance requirements. This can expose organizations to risks associated
with non-compliance.

To address these challenges, many organizations opt to migrate from legacy HR systems to
more modern, integrated solutions that offer enhanced functionality, improved security, and
better support for strategic HR initiatives. This transition, while often requiring a significant
investment of time and resources, can lead to increased efficiency, better data management,
and improved overall HR processes.

AuroVision Consulting (AVC) faced several problems with its legacy human resources
systems, and these issues had significant business impacts:

1. Disparate and Non-Integrated Systems:

- Problem: AVC had multiple disparate local human resources systems and spreadsheets
that were not integrated with its legacy HR system in the United States.
- Business Impact: Lack of integration hindered the company's ability to have a unified,
company-wide view of its workforce. Manual aggregation of data was time-consuming and
prone to errors, preventing the establishment of a "single source of truth."

2. Inefficient Talent Acquisition and Development:

- Problem: The old system led to a reactive approach to talent acquisition, waiting for
positions to open before actively recruiting. There was no proactive talent identification or
relationship building.
- Business Impact: This approach increased recruiting costs, delayed the hiring process, and
potentially led to missing out on top talent. The lack of ongoing dialogues and relationship-
building affected candidate engagement and retention.

3. Limited Mobility and Access:

- Problem: The legacy systems did not support mobile access, a critical requirement for a
workforce that regularly works at client sites and requires access to enterprise data and
applications from tablets and smartphones.
- Business Impact: Hindered productivity and efficiency as employees working at client
sites couldn't access necessary HR information on the go.

4. Data Silos and Manual Processes:

- Problem: Siloed data and complex manual processes prevented the company from
operating with a "single source of truth" and obtaining real-time, enterprise-wide workforce
data.
- Business Impact: Inefficient decision-making processes, delayed reporting, and a lack of
agility in responding to changing workforce needs.

5. Lack of Scalability and Flexibility:

- Problem: The legacy systems posed challenges in scaling to accommodate the rapid
growth of the company, especially during acquisitions.
- Business Impact: Difficulty in absorbing new employees quickly and efficiently, potential
overspending on infrastructure, and limitations in adapting to future growth.

6. Security Concerns and Outdated Interface:

- Problem: The legacy system raised concerns about the security of sensitive HR data, and
the interface was antiquated.
- Business Impact: The company faced challenges in convincing stakeholders about the
security of employee data. The outdated interface likely contributed to decreased user
satisfaction and hindered effective use of the system.

In summary, the problems with AVC's legacy HR systems resulted in inefficiencies,

increased costs, delayed decision-making, and hindered the overall strategic and operational
effectiveness of the Human Resources function. The move to Oracle HCM Cloud was aimed
at addressing these issues and driving positive business outcomes.

Answer 2

A cloud-based system refers to a technology infrastructure where computing resources, such

as servers, storage, databases, networking, software, and analytics, are delivered over the
internet (the cloud) instead of being hosted on a local server or a personal computer. Cloud
computing allows users to access and use these resources on a pay-as-you-go basis, providing
flexibility, scalability, and cost-effectiveness.

Key characteristics of cloud-based systems include:

1. On-Demand Self-Service: Users can provision and manage computing resources as

needed, without requiring human intervention from the service provider.

2. Broad Network Access: Cloud services are accessible over the internet from a variety of
devices, such as laptops, smartphones, and tablets.

3. Resource Pooling: Computing resources are pooled and shared among multiple users, with
different physical and virtual resources dynamically assigned and reassigned according to
demand.

4. Rapid Elasticity: Resources can be quickly scaled up or down to accommodate changes in

demand. Users can scale their resources vertically (adding more power to an existing
resource) or horizontally (adding more resources of the same type).

5. Measured Service: Cloud computing resources are metered, and users are billed based on
their actual usage. This pay-as-you-go model allows for cost optimization.

6. Service Models:
- Infrastructure as a Service (IaaS): Provides virtualized computing resources over the
internet. Users can rent virtual machines, storage, and networking.
- Platform as a Service (PaaS): Offers a platform that includes operating systems,
development frameworks, databases, and other tools to facilitate application development and
deployment.
- Software as a Service (SaaS): Delivers software applications over the internet, eliminating
the need for users to install, manage, and maintain the software locally.

7. Deployment Models:
- Public Cloud: Resources are owned and operated by a third-party cloud service provider
and are made available to the general public.
- Private Cloud: Cloud resources are used exclusively by a single organization. It can be
hosted on-premises or by a third-party provider.
- Hybrid Cloud: Combines both public and private cloud models, allowing data and
applications to be shared between them.

Cloud-based systems have become integral to modern IT infrastructure, enabling

organizations to achieve greater flexibility, scalability, and cost efficiency in managing their
computing resources. They are used for a wide range of applications, including data storage,
application hosting, development and testing environments, big data analytics, machine
learning, and more.

Yes, a cloud-based system was appropriate for AuroVision Consulting (AVC), and several
factors justify this choice:

1. Scalability and Flexibility:

- Explanation: AVC was experiencing rapid growth, including acquisitions, and needed a
system that could easily scale to accommodate the increasing number of employees. Cloud-
based systems, such as Oracle HCM Cloud, offer scalability, allowing organizations to adjust
resources based on their needs. This is crucial for accommodating large numbers of
employees during acquisitions without the need for significant infrastructure changes.

2. Mobility and Accessibility:

- Explanation: AVC's workforce regularly works at client sites, requiring access to HR data
from tablets and smartphones. A cloud-based system provides the flexibility for employees to
access information from anywhere, improving productivity and efficiency. This is especially
important in a consulting firm where staff may be working on-site for clients.

3. Cost Efficiency:
- Explanation: Cloud computing allows organizations to shift from a capital expenditure
(CapEx) model to an operational expenditure (OpEx) model. This means that instead of
investing in and maintaining on-premise infrastructure, AVC could pay for the services it
uses, resulting in potential cost savings. Additionally, cloud solutions often offer
subscription-based pricing models, making it more cost-effective for organizations of varying
sizes.

4. Global Accessibility:
- Explanation: AVC operates in 18 countries, and having a centralized, cloud-based system
facilitates global accessibility. Cloud solutions provide a unified platform that can be
accessed by users across different regions, ensuring consistency in HR processes and data.

5. Security and Compliance:

- Explanation: The selection of Oracle HCM Cloud indicates that AVC considered security
and compliance a priority. Leading cloud service providers invest heavily in security
measures, often exceeding what individual organizations can implement on-premise. Cloud
providers also undergo regular audits to comply with industry and regional regulations,
providing assurance for handling sensitive HR data.

6. Rapid Implementation and Updates:

- Explanation: Cloud-based solutions typically offer faster implementation times compared
to on-premise systems. This was crucial for AVC, as it needed to bring hundreds of new
employees into the HR application quickly during acquisitions. Additionally, cloud providers
handle system updates and maintenance, relieving AVC's IT staff from routine tasks and
allowing them to focus on more strategic initiatives.

7. Customization and Flexibility:

- Explanation: Oracle HCM Cloud's flexibility in allowing organizations to customize
processes when necessary was a key factor. This addresses the specific needs and processes
of AVC without sacrificing the benefits of a standardized solution.
In conclusion, the decision to adopt a cloud-based system aligns with AVC's need for
scalability, mobility, cost efficiency, global accessibility, security, and the ability to rapidly
implement updates and changes. This choice reflects the modern approach to HR
management, providing the agility and features required for a dynamic and growing
consulting firm.

Answer 3a

The integration of a mobile app with Oracle HCM (Human Capital Management) ERP
(Enterprise Resource Planning) is a crucial aspect that enhances the accessibility and
functionality of the system for users who need to access HR information on the go. Here's an
explanation of how the integration might be implemented:

1. Mobile App Development:

- Creation of a Mobile App: Develop a dedicated mobile application compatible with major
platforms such as iOS and Android. This app serves as a front-end interface for users to
interact with the Oracle HCM ERP system through their mobile devices.

2. Authentication and Security:

- Secure Authentication: Implement secure authentication methods to ensure that only
authorized personnel can access sensitive HR data. This could involve multi-factor
authentication, biometrics, or other secure login methods.

3. Real-time Data Synchronization:

- Integration Middleware: Use middleware or integration platforms to establish a seamless
connection between the mobile app and the Oracle HCM ERP system. This middleware
facilitates real-time data synchronization, ensuring that the information available on the
mobile app is up-to-date and consistent with the central ERP system.

4. User-Friendly Interface:
- Responsive Design: Design the mobile app with a responsive and user-friendly interface
tailored for mobile devices. This includes considerations for smaller screen sizes, touch
navigation, and an intuitive layout to enhance the user experience.

5. Access to Key HR Functions:

- Functionality Mapping: Identify key HR functions that users would need access to on the
mobile app. This may include features such as viewing personal profiles, accessing payrolls,
submitting time-off requests, viewing training materials, and receiving notifications.

6. Offline Capabilities:
- Offline Access: Implement offline capabilities to allow users to access certain features and
data even when they are not connected to the internet. This is particularly important for users
who may be working in areas with limited connectivity.

7. Push Notifications:
- Notification System: Integrate a push notification system to keep users informed about
important updates, such as approvals, pending tasks, or company announcements. This
enhances communication and ensures that users are promptly informed of relevant
information.
8. Device Compatibility:
- Cross-Platform Compatibility: Ensure that the mobile app is compatible with a variety of
devices, considering the diversity of smartphones and tablets used by the workforce. This
may involve testing and optimization for different screen sizes and operating systems.

9. Data Security and Compliance:

- Encryption and Compliance: Implement robust data encryption measures to secure data
transmitted between the mobile app and the Oracle HCM ERP system. Ensure that the mobile
app complies with data protection and privacy regulations applicable to HR information.

10. Continuous Improvement:

- Feedback Mechanism: Establish a feedback mechanism within the mobile app to gather
user insights and improvement suggestions. Use this feedback to continuously enhance the
mobile app's features and usability.

By integrating a mobile app with Oracle HCM ERP, AuroVision Consulting can empower its
workforce with a tool that provides real-time access to HR information, improves overall user
experience, and aligns with the company's goals of agility and efficiency in workforce
management.

Answer 3b

The implementation of an HCM (Human Capital Management) solution, such as Oracle

HCM Cloud, has provided AuroVision Consulting's (AVC) US-based analytics group with
significant benefits in developing reporting and analytics capabilities. Let's explore a specific
use case to illustrate these advantages:

Use Case: Streamlining International Workforce Analysis

1. Centralized and Standardized Data:

- Benefit: Prior to the HCM solution implementation, AVC had disparate local HR systems,
leading to challenges in obtaining consistent and standardized workforce data for
international analysis.
- Impact: With Oracle HCM Cloud, AVC now has a centralized system with standardized
definitions. This ensures that HR data across different regions is consistent, providing a
reliable foundation for reporting and analytics.

2. Faster and More Accurate Reporting:

- Benefit: The legacy system required manual data aggregation and standardization, leading
to delays in producing reports.
- Impact: The HCM solution's centralized system allows the US-based analytics group to
generate reports much faster and with greater accuracy. Data aggregation is automated,
eliminating the need for time-consuming manual processes.

3. Enhanced Strategic Analysis:

- Benefit: Previously, gathering information for strategic analysis, such as employee
headcount and turnover trends, required collaboration with managers in each AVC region.
- Impact: With Oracle HCM Cloud, the US-based analytics group can access real-time,
enterprise-wide HR data. This capability enables more informed strategic analysis, as senior
executives can quickly request and receive workforce information without relying on data
gathering from various regions.

4. Improved Data Integrity:

- Benefit: The legacy systems had data silos and lacked a "single source of truth," impacting
data integrity.
- Impact: Oracle HCM Cloud serves as a central repository for HR data, improving data
integrity. The US-based analytics group can confidently rely on a standardized set of data
definitions, reducing the likelihood of discrepancies in reporting.

5. Global Visibility and Analysis:

- Benefit: The legacy system hindered global visibility of AVC's workforce due to disparate
processes and data.
- Impact: The HCM solution facilitates global analysis by providing a streamlined global
system. This allows the US-based analytics group to analyze and gain insights into workforce
trends and patterns on an international scale, supporting strategic decision-making.

6. Efficient International Transfer Process:

- Benefit: The legacy systems may have complicated the international transfer process for
hundreds of individuals annually.
- Impact: The streamlined global system within Oracle HCM Cloud has significantly
improved the international transfer process. The US-based analytics group can track and
analyze data related to international assignments more efficiently, ensuring that workforce
movements align with business needs.

7. Strategic Workforce Planning:

- Benefit: Strategic decision-making related to workforce investments required manual data
requests and standardization.
- Impact: The HCM solution's capabilities enable senior executives to quickly access
workforce information for evaluating investments. The US-based analytics group can provide
insights into headcount trends and turnover rates, supporting strategic workforce planning
decisions.

In summary, the implementation of an HCM solution has empowered AVC's US-based

analytics group with a centralized, standardized, and efficient system for reporting and
analytics. This has resulted in faster, more accurate, and globally relevant workforce insights,
contributing to informed decision-making and strategic workforce planning.