The HR data provides a benchmark of worldwide adoption and the value achieved from their use for the following application categories:
Administrative - focusing primarily on the state of adoption and trends associated with the move to Software as a Service (SaaS) for the core HR management system (HRMS) Service delivery - focusing on the trend towards and importance of employee and manager direct access to services, as well as centrally managed shared service centers Workforce management - focusing on the use of applications such as time and absence management and value achieved from their adoption Talent management - focusing primarily on integrated talent management adoption and levels of integration Social- and mobile-enabled applications - focusing on social and mobile enablement of processes and transaction support, but also including usage of publicly available social media Business intelligence/analytics solutions - focusing on applications and approaches to delivering workforce data to management for improved decision making Emerging technologies - this year, we focus on big data and gamification
Four trends are reported in the Annual Survey results:
A continued move from licensed HRMS solutions, run on premise or hosted, to SaaS cloud offerings. The big news, however, in 2013 is that there are now more HRMS replacement initiatives than upgrade initiatives underway! Initiatives frequently include moving to the cloud offering of the vendor currently in use, a change of vendor, as well as a thorough evaluation of the "cloud slate." Strong adoption continues for social, mobile, and analytics solutions and organizations are achieving significant value from this adoption. Mobile-enabled HR processes will almost double by 2014! Integration between talent management solutions and the HRMS is a new holy grail that few are reaching. Unified solutions hold the highest promise of delivering real-time integration at the process level. User satisfaction with vendor solutions is the new battleground. Vendors with the newest products garner the highest scores, but respondents who are on the latest release of older products also report higher satisfaction and a much-improved user experience.
Business implications and recommendations for both practitioners and vendors are outlined throughout the report, including the following:
Best practices of Top Performing organizations, defined as publicly traded companies with the best financial performance New statistical approach to determine the value of HR technologies Recommendations for investments in HR technologies depending on where your organization is today
Download the Survey White Paper at www.cedarcrestone.com/survey for details on implications, recommendations, and key findings.
About CedarCrestone CedarCrestone delivers industry-focused client success by providing consulting, technical, and managed services for the deployment, management, and optimization of next-generation applications and technology.
Note to editors: The findings in the
Editorial resources are also available for further comment on the white paper's findings; please contact
FOR FURTHER INFORMATION PLEASE CONTACT: MEDIA CONTACT:
Lia Lyford CedarCrestoneDirect: 866.827.3786 Fax: 678.385.7541 (FAX) contact@CedarCrestone.com Source: CedarCrestone