Has anyone gone to Landmark from S3?

Hi martingibbs,

I'm not sure if I understand your question. Are you saying that want to move to Landmark Talent Management, but continue to use the S3 payroll, etc?

We didn't move from S3 to Landmark Talent Management because we implemented them at the same time. However, we use Landmark Talent Management as our HR system of record and S3 for payroll, benefits, and absence mgt. There is an interface (delivered by Infor) that takes the TM data and pushes it into S3 via Personnel Actions. As long as your new TM configuration is the same as (or is mapped to) your existing S3 configuration, I don't think there would be any issues with this.

There are quite a few companies doing the same thing - interfacing from TM to S3.

Is that what you are asking?

Kelly

Martin,
I'm not sure you have a correct understanding of LSF and S3 and their relationship to LandMark and apps built upon it. Currently, Landmark is NOT a complete replacement for LSF/S3, though I believe that is the intent ultimately. Today, one does not 'go to Landmark from S3', but instead 'augments S3 with Landmark built applications'. This means that in most cases they EITHER live separately, as you only ever had one or the other, OR they CO-EXIST and supplement each other.

An couple of examples of this are the following:
1) LTM supplants S3 HR/BN, but S3 PR supplements LTM
2) LMPROC supplements S3 PO/RQ/IC

Additionally, if you intended to mean who has REPLACED S3 with Landmark based applications, I don't believe that to be possible, with the sole exception of a current S3 HR/BN client, who does NOT run PR, AND who does not keep data in IF/GL, wanting to replace with LTM, and even then, THAT may not be possible.

Now, will your statement be fully correct one day? I believe it will, BUT I don't see it being generally available until 2016-2017 at the earliest.

I appreciate the replies, and it is something to think about. Honestly, we're just being exposed to all of this, having been S3 customers from the beginning. I think we run into the whole "system of record" thing, and pushing the employee transactions down to PR. We've been told that LP/BN are coming, but right now that's all vaporware... how will it really interface back to S3 and the PR/GL system?

Now, a follow-up:  is anybody out there on Lawson S3 for HR, that also has implemented HR Foundations that have more than 15,000 employees?

All Landmark does, WITHOUT a HCM instance (HR Foundation, Global HR, whatever you want to call it) installed is replace sections of BPM and let you go from PFI to IPA...it does NOTHING to HR or PR screens or tables.
If you're also referring to adding the HCM instance, then HR ceases to exist as you know it, however PR remains untouched on the S3 side.

In the former case, all your HR/PR actions are still initiated on the S3 side (no need to change trigger code), a PFI work unit will be initiated (which does nothing except to trigger a IPA work unit) resulting in a IPA work unit. The S3 Inbasket will look different also, since it's actually the Landmark Inbasket, displayed within S3 Portal.

There is no "feed" to S3 HR/PR, since they still exist in S3. As I stated, Landmark without a HCM instance is just a platform for IPA to run. IPA still has access to S3 screens and tables, along with more features and functionality.

Security setup, work unit setup and monitoring all are handled within the Landmark Rich Client.

Now, If you also rollout HCM, then that's a COMPLETELY different story.

Our stats:
250,000 employees
25,000 employees with various approved tasks