Christina Yue, Customer Learning Manager |
When SRI International wanted an industry-standard cloud solution without heavy re-engineering, they chose Oracle Cloud. Many enterprise leaders internationally took note of this decision as SRI is known for identifying and creating world-changing solutions with big results.
SRI performs client-sponsored research and development for government agencies, commercial businesses and private foundations. It is responsible for many innovations – including iPhone Siri, computer mouse, robotic surgery satellite technology and more.
SRI did not make the move to the cloud alone. They turned to Drivestream for their expertise in strategy development, business process transformation, enterprise systems integration, implementation and managed services. Drivestream built its reputation from working on more than 140 Oracle Cloud projects across HCM, ERP, EPM, SCM and CX.
Waseem Ahmed, Drivestream’s Vice President and Associate Partner Global Strategy and Solutions, was part of the team that facilitated SRI’s migration from PeopleSoft HCM to the Oracle HCM Cloud. SRI chose to make the migration to provide a one-stop, self-service solution for their highly talented workforce of Ph.D. researchers. During the migration, SRI initially faced organizational and product-fit challenges that threatened to derail the project. Ahmed recognized that many of SRI’s challenges mirrored the challenges of other Drivestream customers.
When evaluating various HCM cloud solutions, SRI had criteria similar to many enterprises beginning the journey. Their list included a one-stop solution for HR needs, manager self-service, sophisticated analytics and cost-effectiveness.
During the presentation, Ahmed reviews the seven key implementation considerations of SRI and his many other customers. Three of the considerations require mapping: current business processes, customizations and integrations. The other considerations that he details are related to data conversion, preparing your workforces, establishing a migration roadmap, and determining the cost for an individual company.
The SRI project was successful with core functions live in June 2016 and the second phase of talent management live in January 2017. Efficiencies that resulted included significant reductions in process duplications, automation of communications and reduction of paper use. SRI now has single sign-on across HCM applications, increased employee and manager self-service, accurate benefits enrollments for 43,000 and payroll and taxations processed across 40 states.
The SRI journey to the cloud revealed many lessons and opportunities. Ahmed emphasizes the need for other enterprises on the journey to establish guiding principles; define roles, responsibilities, and department resource commitments; commit to change management; create an intuitive user interface; engage users; establish work organization chart for workflow and communication; and understand the Oracle roadmap.
To hear more details on how SRI International made the transition to Oracle Cloud, watch the full presentation: