Oracle Fusion HCM Coexistence – Part 1 

Oracle Fusion HCM Coexistence

In the Oracle Fusion HCM Coexistence blog, we’ll provide a brief overview of Fusion Applications, explore its deployment options, explain Fusion coexistence, and outline the various coexistence scenarios. 

Overview of Fusion Applications 

Fusion Applications set a new benchmark for business innovation, operational standards, and adaptability. They offer a comprehensive platform designed to cater to diverse business requirements, built on the latest technology. 

These applications are structured on a Service-Oriented Architecture (SOA) model, establishing a new standard in enterprise systems. Fusion Applications are highly flexible and can be deployed in multiple ways—either as a full-suite solution or in a modular setup integrated with existing systems. 

For instance, businesses can adopt select modules like Talent Management, Compensation Management, or Talent Review alongside their current core HR systems. This approach allows organisations to retain their existing systems while enhancing them with the advanced capabilities offered by Fusion Applications. 

The deployment options for Fusion Applications depend on the customer’s preferred implementation approach. The choices include on-premise, on-demand, or SaaS (Software as a Service). 

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In an on-premise model, the Fusion Applications are installed, implemented, and fully managed by the customer. This means the customer is responsible for procuring the necessary hardware and software, hosting the system in-house, and handling all ongoing maintenance. This approach is typically the costliest option due to the investment in infrastructure and resources. 

In an on-demand model, the hardware and software are hosted in Oracle’s environment. Customers can access the applications and their environment remotely. Oracle takes responsibility for hosting and managing the hardware and software, making it more convenient for the customer. 

The third deployment option expands on the on-demand model, where Oracle also handles maintenance tasks such as patching and updates. Here, customers purchase the product licenses, but Oracle (or an authorised Oracle Partner) is responsible for installing, configuring, and managing the software and infrastructure at a remote data centre. This option provides scalability without requiring customers to invest in additional infrastructure. However, hosting partners must ensure compatibility with Oracle database requirements. 

The fourth deployment option is SaaS (Software as a Service), where customers access Fusion Applications on a subscription basis. This model allows customers to subscribe to specific modules and services for defined durations, aligning with their business needs. Oracle retains ownership of the product licenses and manages the delivery and maintenance of both the software and infrastructure. 

In a pure SaaS model, Fusion Applications are offered as a subscription service, with customers choosing the modules they require, the duration of their subscription, and the volume of employee data to be managed. The SaaS platform operates on a multi-tenant architecture, meaning multiple customers share the same application infrastructure. However, stringent security measures ensure that each customer’s data remains isolated and inaccessible to others. 

The availability of Fusion modules within the subscription model is determined by Oracle, often based on strategic revenue considerations. 

Three Deployment Options for Customers 

Fusion Applications offer multiple deployment options, giving customers flexibility in how they adopt the platform. Here are the available choices: 

Option 1 – Customers can continue using their current system. For instance, if a customer is using PeopleSoft HR 9.0 or 9.1, they can upgrade to the next version, such as 9.2 or 9.3. While this approach does not incorporate Fusion Applications, customers can still benefit from enhancements introduced in newer versions of their existing Oracle product. 

Option 2 – Fusion Applications can coexist with the current core HR system. In this scenario, customers adopt specific Fusion modules and integrate them with their existing HR system. This coexistence allows them to continue using their core HR system for daily operations while leveraging Fusion’s advanced functionalities, such as Talent Management and Compensation Management, which include embedded analytics. 

Option 3 – Customers may choose to fully transition from their existing core HR system to the Fusion Applications suite. This comprehensive solution covers key areas like Human Capital Management, Customer Relationship Management, Supply Chain Management, Procurement, and Financials, offering a unified platform for various business needs. 

Conclusion 

Oracle Fusion Applications provide businesses with a flexible, innovative platform tailored to meet diverse operational needs. Whether through full-suite adoption, modular coexistence, or seamless integration with existing systems, organisations can leverage Fusion’s advanced capabilities to enhance efficiency and drive growth. With multiple deployment options available, businesses can choose the model that best aligns with their goals, ensuring a scalable and adaptable solution for the future. 

Stay tuned for Part 2 of our Oracle Fusion HCM Coexistence blog series, where we’ll explore coexistence scenarios in detail.

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