Ventana Research recently announced its 2021 research agenda for Human Capital Management, continuing the guidance we’ve offered for two decades to help organizations derive maximum value from workforce-related technology investments and initiatives. In crafting this research agenda, we focused on three critical themes top-of-mind for both HCM vendors and buyers: Organizational agility and resilience, worker productivity, and leveraging artificial intelligence and machine learning as broadly as practical.
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Topics: HCM, Workforce Management, Total Compensation Management, employee experience
This analyst perspective (presentation) covers how Compensation Management, related enabling technologies and data strategies continue to evolve, particularly in the context of prominent business issues facing all organizations today.
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Topics: HCM, Compensation, HR, Talent Management, TCM, HR Tech, HR technology, Total Compensation Management, HCM Systems, employee experience, People Analytics
In this video I discuss strategies for effectively engaging candidates to win the war for talent, particularly “passive talent,” or those who are not seeking a new opportunity because they are likely well cared for where they are. Even in economic downturns, candidate engagement is essential for success. I also include some recommendations for assessing and optimizing a candidate engagement program and pitfalls to avoid.
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Topics: HCM, Talent Managment, HCM Systems, employee experience, candidate engagement
The employee experience is about more than just the technology an organization uses. While it’s certainly important that an organization provide convenient and efficient systems, the employee experience is much broader than this. People want to feel valued, productive and that they are doing meaningful work; people desire a line of sight into career growth and how the organization supports it and they want to be treated fairly.
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Topics: HCM, CHRO, Total Compensation Management, employee experience, candidate engagement
At Ventana Research we’re familiar with the need for digital transformation as we have been researching and providing education on this topic for almost two decades. And recent global challenges make even clearer the sea change at hand: digital innovation is essential for not only success, but survival. Business continuity during a pandemic, natural disaster, cyber event or geopolitical situation requires business and risk mitigation processes, but unfortunately very few organizations had been doing so. We are seeing how quickly organizations are going into survival mode, in how they operate and communicate to meet the expectations of the workforce, customers, stakeholders and potentially shareholders.
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Topics: Sales, Customer Experience, HCM, Marketing, Office of Finance, Business Continuity, Analytics, Digital Technology
Enterprise resource planning (ERP) is a software category that includes an array of business applications that includes human resources and finance. Workday is a vendor at the center of a new generation of ERP. My colleague Robert Kugel recently covered that company’s advances in finance using cloud computing to operate its platform. And I recently attended Workday’s technology analyst summit, where I got a deeper view of the technology under its applications and its efforts to perfect its processing potential. The company’s platform can support a broad range of applications, and it is advancing its efforts in analytics, collaboration and business planning. Today, however, only Workday itself is allowed to build applications on the platform, a situation that contrasts with many other ERP providers that make theirs available to third-party software developers and consultants.
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Topics: HCM, Human Capital Management, Uncategorized, HR, Talent Management
Maximizing the performance and value of people in the workforce should be a primary focus for any business these days. It is a complex task, especially for larger organizations, and chances for success can be increased by investment in human capital management (HCM) applications. In this competitive software market SAP is making a strong push, aided by acquisitions in the last three years of SuccessFactors for talent management and more recently Fieldglass for contingent labor management. Recently I attended the SAP HCM analyst summit to hear about its direction and plans to grow its market share. The company has made progress since our last analyst perspective on it. Mike Ettling, SAP’s president for the HR line of business, discussed its newly refined strategy and organizational structure; the company has added executives from around the globe to emphasize its commitment to helping human resources organizations.
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Topics: SAP, HCM, Human Capital Management, Learning, Performance, Recruiting, SuccessFactors, Operational Performance, Analytics, Business Analytics, Business Performance, Cloud Computing, Financial Performance, Compensation, HRMS, Vendor Management Systems, Workforce Analytics, Workforce Management, Workforce Planning
Managing investments in people and their performance is critical to every organization. It also is complicated. To support the various aspects of human capital management (HCM), organizations often use a variety of technology including systems for human resource management, talent management, workforce management and payroll management. Often these separate systems use their own information and are not well connected to each other. Today they are deployed both on-premises and in cloud computing environments, which further complicates integration. This situation disrupts processes and challenges HR departments and leaders to invest time and resources to correct it.
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Topics: Supply Chain Performance, HCM, Human Capital, Human Capital Management, Operational Performance, Business Performance, Customer & Contact Center, Financial Performance, HRMS, Talent Management, Workforce Management
As organizations look to improve the competency and skills of their workers, learning management system (LMS) technology can help improve their efforts. Our latest benchmark research in next-generation learning management systems finds a range of progress in this regard. Our Performance Index analysis places organizations almost evenly between the two lowest (51%) and the two highest (49%) of four levels of performance. The results differ by size of company as measured by number of employees. For example, only 8 percent of small companies reach the highest Innovative level of performance, compared to 26 percent of very large companies, the largest percentage of any size. Analyzed by industry, the Finance, Insurance and Real Estate sector performs best: Two out of three (65%) are at the top two levels. We attribute this in part to the finance industry’s focus on processes and its need to comply with regulations and teach employees how to do so.
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Topics: HCM, Human Capital, Human Capital Management, LMS, Learning Management, Operational Performance, Business Performance, HR, Talent Management
It is more important than ever for businesses to attract and retain the best talent, and managing compensation effectively is an essential tool for doing so. Obviously companies must pay well to compete, but managing salary, merit pay, variable pay and incentives for employees, tracking their hiring anniversaries and conducting accurate performance appraisals make total compensation management a complex process. All of this must be managed within budget and policy guidelines. As organizations grow and require more employees, the challenges multiply and the difficulty increases. Our benchmark research finds that inconsistent execution is the top impediment to effective compensation management for nearly half (47%) of organizations. Software designed for this purpose can help.
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Topics: HCM, Human Capital Management, Sales Compensation, Operational Performance, Business Performance, Customer & Contact Center, Financial Performance, Workforce Performance, CFO, Compensation, finance, HR, Talent Management, TCM
This year Oracle OpenWorld conference opened with a fiery speech by Larry Ellison, who has stepped down from his role as CEO to become Executive Chairman and CTO. Filling his rhetoric with claims of market leadership and attacks on competitors SAP and Workday, Ellison set an aggressive tone for those who followed him. In a talk relevant to my research practice, Chris Leone, senior vice president of applications development, asserted that Oracle is making progress in human capital management (HCM) as it enters the fourth year of offering the Human Capital Management Cloud. Leone asserted that Oracle now has 13,500 overall HCM customers, roughly half those being global customers, which is significant as Oracle touts its global capabilities as a differentiator. He provided statistics on growth of the cloud products; one was that over the past year Oracle has gained over 1,000 new talent management customers for its Cloud HCM business.
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Topics: Mobile, Social Media, HCM, Human Capital Analytics, Human Capital Management, Core HR, Employee Engagement, Platform as a service, TM, Wellness, Analytics, Business Collaboration, Cloud Computing, Collaboration, Mobility, Oracle, HRMS, Talent Management, Social, PaaS
Infor recently held its annual Inforum user group meeting, along with a series of sessions with analysts. The $2 billion business software company has products in the major categories of ERP (including enterprise financial management), human capital management, customer relationship management and performance management among others.
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Topics: Microsoft, Mobile, SaaS, Sales, Sales Performance, Salesforce.com, Supply Chain Performance, ERP, HCM, Human Capital, Office of Finance, Dynamics AX, Dynamics GP, Dynamics NAV Dynamics SL, Kenandy, PSA, Sage Software, Unit4, Operational Performance, Analytics, Business Analytics, Business Collaboration, Business Performance, Cloud Computing, Collaboration, Customer & Contact Center, Financial Performance, Workforce Performance, CFO, FinancialForce, HR, Infor, Workday, HANA, Plex, Professional Services Automation
ADP recently held its annual analyst day in the company’s new innovation center in the Chelsea district of Manhattan. The location emphasized what ADP wanted to get across to the analyst community at the event: that it intends to become a significant vendor of human capital management (HCM) software based in the cloud. ADP hopes to broaden its business from being largely an outsourcing vendor of payroll and related services (such as for auto dealers) to one that provides software for a range of HCM activities.
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Topics: Big Data, Mobile, Social Media, HCM, Human Capital Management, Office of Finance, Predictive, Analytics, Business Analytics, Business Collaboration, Business Intelligence, Cloud Computing, Mobility, Workforce Performance, compliance, HR, HRMS, Healthcare Compliance
Like most vendors of on-premises ERP and financial management software, in moving to the cloud Oracle has focused on developing for existing and potential customers the option of multitenant software as a service (SaaS). (I’m using the term “ERP” in its most expansive sense, to include such systems employed by all types of companies for accounting and financial management rather than only systems that are used by manufacturing and distribution companies.) Oracle’s ERP Cloud Service includes Fusion Financials as well as planning and budgeting, risk and controls management, procurement and sourcing, inventory and cost management, product master data management, and project portfolio management. Although to date our benchmark research has consistently found that a large majority of finance departments do not prefer to deploy software in the cloud, we also observe the balance shifting in this direction. SaaS vendors that address finance department requirements have demonstrated faster revenue growth than those that offer products only on-premises. Like other vendors Oracle must establish itself as a credible vendor of cloud ERP and financial management services to be well positioned as market demand shifts further in that direction. The company made sizable investments in acquiring ERP and financial management software in the 2000s (notably PeopleSoft – which included JD Edwards – and Hyperion), and the investments have paid off as many companies have opted to keep their existing systems (and continue to pay maintenance) rather than replace them. Our Office of Finance benchmark research finds that over the past decade the average age of ERP systems in use has increased to 6.4 years from 5.1 years. The longevity of these systems is partly the result of the slow pace of innovation in underlying technologies used for business computing. Even so, modest year-by-year changes are adding up to make replacement a more attractive option while negative attitudes toward the cloud are dissipating. To retain its installed base, it’s important for any established vendor to have solid customer references and the ability to make sales of cloud products as demand for ERP and financial management software in the cloud increases.
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Topics: Microsoft, Mobile, SaaS, Sales, Salesforce.com, ERP, HCM, Human Capital, Office of Finance, Dynamics AX, Dynamics GP, Dynamics NAV Dynamics SL, Kenandy, PSA, Sage Software, Unit4, Operational Performance, Analytics, Business Performance, Cloud Computing, Collaboration, Customer & Contact Center, Financial Performance, CFO, FinancialForce, HR, Infor, Workday, HANA, Plex, Professional Services Automation
FinancialForce’s 2014 summer release incorporates improvements in mobile and collaboration features and provides enhancements to the planning dimension of its professional services automation (PSA) suite. In the last couple of releases the company emphasized expansion in the functional capabilities of its ERP suite, as I noted, focusing on human capital management and professional services automation as well as some supply chain automation capabilities.
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Topics: SaaS, Sales, Sales Performance, Salesforce.com, Social Media, ERP, HCM, Human Capital, Office of Finance, Consulting, distribution, PSA, Unit4, Analytics, Business Performance, Cloud Computing, Financial Performance, FinancialForce, HR, Professional Services Automation, SCM
The human resources management system (HRMS) have been a central part of human resources departments for decades. Though useful to HR, these systems have also been static. Speaking generally, their functionality has not advanced greatly while other technologies have made great strides, and the information in them has been restricted to mostly use by HR professionals. However, along with growth in distinct and integrated talent management systems and in workforce management systems, this has begun to change as the HRMS is being integrated with these newer systems. The changes make it possible for HRMSs to become more strategic as HR professionals use them in new ways. To that end, Ventana Research will conduct a benchmark research project to evaluate the evolution of these systems and processes to determine where they are becoming more strategic applications for HR.
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Topics: Big Data, Mobile, Social Media, HCM, TM, WFM, Analytics, Business Analytics, Business Collaboration, Business Intelligence, Cloud Computing, Information Applications, Workforce Performance, HRMS, Talent Management, Workforce Management, HR Management, HRIS
In the past year Workday has been making efforts to improve its human capital management (HCM) suite focused directly on the core human resources management systems and talent management software. In my previous analyst perspective about Workday I looked at its mobile capabilities for HCM. These additions, in concert with the enhancements discussed here, offer useful improvements. I have also noticed changes in the HCM market that impact all large competitors in it, including Workday. Before discussing these changes, it might help to summarize the company’s past three major releases.
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Topics: Big Data, Mobile, Social Media, HCM, Recruiting, Operational Performance, Analytics, Business Analytics, Business Collaboration, Business Intelligence, Cloud Computing, Customer & Contact Center, Workforce Performance, Workday, HR/Payroll
Like other vendors of cloud-based ERP software, NetSuite offers the key benefits of software as a service (SaaS): a smaller upfront investment, faster time to value and potentially lower operating costs. Beyond that NetSuite’s essential point of competitive differentiation from is broad functionality beyond financial management, including capabilities for customer relationship management (CRM), professional services automation (PSA) and human capital management (HCM). These components make it easier for businesses to manage processes from end to end (such as quote- or order-to-cash) as well as to have transactions and business data available in a single system in consistent forms and synchronized. This in turn facilitates real-time reporting, dashboards and the use of analytics that integrate a wider set of functional data. Midsize companies are most likely to benefit from this integration because typically they have smaller, less sophisticated IT staffs than larger ones. A side benefit of having a single, integrated data source is improvement of situational awareness and visibility for executives and managers. It also enables organizations to reduce their use of spreadsheets for stitching together processes, doing routine analyses and reporting. These sorts of activities waste valuable time and reduce an organization’s agility.
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Topics: Microsoft, Mobile, SaaS, Sales, Social Media, Customer Experience, ERP, HCM, Human Capital, Office of Finance, communications, Dynamics AX, Dynamics GP, Dynamics NAV Dynamics SL, PSA, Sage Software, UI, Unit4, Analytics, Business Analytics, Business Collaboration, Business Performance, Cloud Computing, Financial Performance, Workforce Performance, CFO, CRM, FinancialForce, HR, Infor, Social, Financial Performance Management, FPM, Plex, Professional Services Automation, Workday Collaboration
The keynote theme at this year’s Sapphire conference in Orlando was Simple. Top executives from SAP, a software company associated with complexity, stated and restated that its future direction is to simplify all aspects of its products and the ways customers interact with them and the company itself. SAP’s longstanding and commendable aspiration to thoroughness in its software will be giving way to an emphasis on elegance in its engineering. This objective is more than admirable – SAP’s future competitiveness depends on it. Changing the fundamental architecture of SAP’s offerings – already well under way with HANA – is absolutely necessary. The design underpinnings in SAP’s ERP applications, for example, have been shaped by technology limitations that have disappeared, as Dr. Hasso Plattner, one of the company’s founders, pointed out in his keynote. However, the relevant issue facing SAP and the software market is how far the company can progress toward this goal and how fast.
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Topics: Microsoft, Mobile, SaaS, Sales, Salesforce.com, Supply Chain Performance, ERP, HCM, Human Capital, Office of Finance, Dynamics AX, Dynamics GP, Dynamics NAV Dynamics SL, Kenandy, PSA, Sage Software, Unit4, Operational Performance, Analytics, Business Collaboration, Business Performance, Cloud Computing, Collaboration, Financial Performance, CFO, FinancialForce, HR, Infor, Workday, HANA, Plex, Professional Services Automation
Our recently released benchmark research on optimizing payroll management assesses how organizations use payroll information, processes and technology. It finds that most of them still need to improve. Our analysis compared the forces motivating investment in payroll management systems to broader strategic drivers for human capital management (HCM) that I previously outlined and found substantial agreement. Three of the five leading factors – demand for higher employee productivity (48%), limited alignment between pay and performance (36%), and inconsistent execution of performance goals (24%) – are part of a broader HCM agenda as seen in previous research projects and discussions with clients. But apart from that the research found a disconnect between what motivates companies and what they actually are doing.
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Topics: Big Data, HCM, Office of Finance, Employee Productivity, Financial Performance, Workforce Performance, HR, Talent Management, Workforce Management, benchmark, Pay for Performance, Payroll Management
Epicor used its recent user group conference to explain its strategic direction and product roadmap. The company is the result of multiple mergers of business software corporations over the past 15 years; its target customers are midsize companies and midsize divisions of larger organizations. Its most significant products are Epicor (ERP software aimed mainly at manufacturing and distribution companies) and Activant Solutions (software for small and midsize retailers, including a point-of-sale system). The company also has software that manages CRM, HR and human capital and supply chains, and provides financial performance management (FPM) and governance, risk and compliance (GRC) capabilities. These components of the software suites are adequate for the needs of many of the company’s target customers and are not intended as stand-alone applications.
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Topics: Microsoft, Mobile, SaaS, Sales, Supply Chain Performance, Customer Experience, ERP, HCM, Human Capital, Office of Finance, communications, Dynamics AX, Dynamics GP, Dynamics NAV Dynamics SL, Epicor, Sage Software, UI, Unit4, Operational Performance, Analytics, Business Analytics, Business Performance, Cloud Computing, Collaboration, Customer & Contact Center, Financial Performance, Workforce Performance, CFO, FinancialForce, HR, Infor, Workday, Social, Financial Performance Management, FPM, Plex
Ultimate Software is one of the larger players in the market for human capital management (HCM) software, with roots in providing human resources and payroll management products. Recently I attended its annual Connections conference. Last year the company focused attention on expansion of its global capabilities, which I analyzed, while this year it highlighted broadening and modernizing of the product suite.
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Topics: Mobile, HCM, Office of Finance, Recruiting, Ultimate Software, Business Collaboration, Workforce Performance, Compensation, HRMS, Talent Management, HR Management
At Saba’s recent global customer conference executives discussed the company’s latest product enhancements, progress made during the past year and plans for the future. Saba provides a talent management suite that includes all capabilities except compensation management and is a leading vendor of corporate learning management systems. The majority of its 2,200 customers and 31 million users in 195 countries use the learning system, Learning@Work.
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Topics: Big Data, Mobile, Social Media, HCM, Human Capital Management, Predictive, Recruiting, Learning Management, Analytics, Business Analytics, Business Collaboration, Business Intelligence, Cloud Computing, Collaboration, Saba, Talent Management
From my perspective, Infor’s strategy to accelerate revenue growth is to offer companies more innovation and a lower and more predictable cost of ownership than its rivals in the business software market; its products include the major categories of ERP, human resources and financial performance management. It aims to innovate by focusing on improving the user experience and to lower costs by redesigning its software architecture. The innovation stems from a fresh approach to designing interactions between users and business software: simplifying it and providing a more modern user experience that people have grown accustomed to in their personal software. The better cost-effectiveness rests on designing its software to reduce the expense of integrating and customizing it. One element of this is creating richer functionality for narrowly segmented micro-verticals. Another is offering cloud-based versions built on less expensive open source infrastructure and third-party commodity services. The software markets that Infor serves are mature and offer limited growth. So to be successful the company must increase both its market share and its share of a company’s IT spend (capturing internal IT spending and outlays to third-party consultants and systems integrators). To prove that the company’s strategy is working will require sustained organic growth (excluding new acquisitions) in revenues.
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Topics: Microsoft, Mobile, SaaS, Sales, Sales Performance, Supply Chain Performance, Customer Experience, ERP, HCM, Human Capital, Office of Finance, Dynamics AX, Dynamics GP, Dynamics NAV Dynamics SL, Sage Software, UI, Unit4, Operational Performance, Analytics, Business Analytics, Business Collaboration, Business Performance, Cloud Computing, Customer & Contact Center, Financial Performance, Information Management, Workforce Performance, CFO, FinancialForce, HR, Infor, Workday, Financial Performance Management, FPM, Plex
Learning is an integral component of human capital management, and a new generation of learning management systems advances learning in organizations around the world. These systems have evolved over the years from a classroom scheduling tool that facilitated instructor-led and classroom training into an array of enterprise applications that deliver and track various types of training. Recently new technologies, such as business analytics, cloud computing, social collaboration, and mobile technology have become part of the learning management process. To assess the impacts of this ongoing shift, Ventana Research is conducting benchmark research on how organizations are implementing and using this new generation of systems.
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Topics: Big Data, Mobile, Social Media, HCM, LMS, Learning Management, Analytics, Business Analytics, Business Collaboration, Business Intelligence, Cloud Computing, Collaboration, Workforce Performance, HR, Training, benchmark, HR research
In the past year Kronos announced a major release of its Workforce Central suite and more recently, made an announcement regarding a major investment that should help keep the company well capitalized. Kronos is one of the largest vendors of workforce management systems, providing time and attendance, labor scheduling, absence management, HR management, payroll and recruiting applications. In 2013 the company grew to almost US$1 billion in revenue, selling to companies around the globe and having users in more than 100 countries. Kronos offers two product lines based on the sizes of companies. Workforce Ready serves small and some midsize companies, and Workforce Central serves companies from the upper midsize through the very large. A while ago my colleague Mark Smith discussed several major enhancements to Kronos’ products, and there have been notable events since then.
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Topics: Mobile, Social Media, Governance, HCM, Kronos, Office of Finance, Technology Innovation Award, Business Analytics, Business Collaboration, Business Intelligence, Cloud Computing, Collaboration, Workforce Performance, compliance, HR, HRMS, Risk & Compliance (GRC), Value Index, Workforce Management, Social
There’s a growing realization that the multitenant approach to the cloud isn’t the only option that companies should weigh in deciding between deploying software on-premises and in the cloud. That some people describe the multitenancy approach as “the real cloud” reflects the contentious nature of some technical debates, especially those that occur early in the evolution of a new technology. Multitenancy does have advantages that confer cost savings, and these have been important in the first stages of cloud adoption. However, we predict that single-tenant structures will rapidly gain in importance as corporations mature in their use of cloud computing, especially with respect to how they manage their ERP systems, as I have written. Corporations are increasingly adopting Web-based applications and moving their computing environments to a hybrid model that combines a combination of on-premises and cloud deployment options (private, community and public; single- and multitenant; or managed cloud). The right choice depends on the needs of the company and the ability of vendors to provide services that match their requirements.
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Topics: Microsoft, Mobile, SaaS, Sales, Salesforce.com, ERP, HCM, Human Capital, Office of Finance, Planview, Concur, Dynamics AX, Dynamics GP, Dynamics NAV Dynamics SL, PSA, Sage Software, Unit4, Analytics, Business Performance, Cloud Computing, Financial Performance, Workforce Performance, CFO, FinancialForce, HR, Infor, Tagetik, Workday, Plex
At its recent 2014 analyst day Ceridian showed the progress it has made on its Ceridian and Dayforce human capital management (HCM) platform since last year’s launch of its broader HCM portfolio. Ceridian’s overall HCM business, which the company says had revenue of $950 million in 2013 and now has more than 100,000 customers, consists largely of payroll-related products and services such as tax filing and payroll cards, but also benefits, human resources and workforce management products.
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Topics: Mobile, SaaS, Social Media, HCM, Operational Performance, Analytics, Business Analytics, Business Collaboration, Business Intelligence, Business Performance, Cloud Computing, Collaboration, Workforce Performance, Ceridian, Document Management, HR, Talent Management
Information technologists are fond of predictions in which the next big thing quickly and entirely renders the existing thing so completely obsolete that only troglodytes would cling to such outmoded technology. While this vision of IT progress may satisfy the egos of technologists, it rarely reflects reality. Mainframes didn’t disappear, for example. Although they long ago lost their dominant position, many remain key parts of corporate computing infrastructures. The IT landscape is a hybrid because technology users have varying requirements and constraints that can lengthen replacement cycles. Most business users of IT pay little attention to the religious wars of technologists because they take a pragmatic approach: They use technology to achieve business ends. This scenario is repeating itself in clamor about another corporate mainstay, the ERP system, which advocates claim will soon be redeployed en masse to cloud computing. That, too, won’t happen. I believe that ERP will increasingly become cloud-based, but it will be in hybrid cloud environments.
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Topics: Microsoft, SaaS, Sales, Salesforce.com, ERP, HCM, Human Capital, Office of Finance, Dynamics AX, Dynamics GP, Dynamics NAV Dynamics SL, PSA, Sage Software, Unit4, Analytics, Business Performance, Cloud Computing, Financial Performance, CFO, FinancialForce, HR, Infor, Workday, Plex, Professional Services Automation
Convergence is the Microsoft Dynamics business software user group’s meeting. Dynamics’ core applications are mainly in the accounting and ERP category, descendants of products Microsoft acquired: Great Plains (now GP), Solomon (SL), Navision (NAV) and Damgaard’s Axapta (AX), to which Microsoft has added its own CRM application. It has been more than a decade since the acquisitions of Great Plains (which itself had already purchased Solomon Software), and Navision, Damgaard and the software applications family has evolved steadily if slowly since then. More recently, Microsoft has added cloud services that simplify and improve the connection between remote users and the on-premises core systems, as well as integration with Office365.
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Topics: Microsoft, SaaS, Sales, Sales Performance, Salesforce.com, ERP, HCM, Human Capital, Office of Finance, Consulting, distribution, Dynamics AX, Dynamics GP, Dynamics NAV Dynamics SL, PSA, Sage Software, Unit4, Operational Performance, Analytics, Business Performance, Cloud Computing, Customer & Contact Center, Financial Performance, CFO, FinancialForce, HR, Infor, Workday, Plex, Professional Services Automation
At its recent Connect 2014 event IBM announced IBM Kenexa Talent Suite, an integrated talent management suite. The release strengthens its Smarter Workforce initiative by combining IBM and Kenexa products and services in one human capital management (HCM) offering. IBM Kenexa Talent Suite also addresses increasing efforts by human resources organizations to optimize their activities through more effective use of technology, a topic covered in our 2014 HCM research agenda. Specifically, the release integrates talent management process automation capabilities with collaboration and also can be complemented with its workforce analytics to help organizations be more efficient and productive; our benchmark research shows these are the leading benefits of using human capital analytics systems.
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Topics: Big Data, Mobile, SAP, Social Media, HCM, Kenexa, Recruiting, Analytics, Business Analytics, Business Collaboration, Business Intelligence, Cloud Computing, Collaboration, IBM, Oracle, Workforce Performance, Cognitive Computing, HR, IBM Watson, Social
The market for human capital analytics is in flux, as companies begin to evaluate and adopt more capable tools and processes for this area of human capital management. A look at the tools organizations are using and plan to use for human capital analytics provides an example of this change. Our recently published benchmark research on human capital analytics shows that nearly nine in 10 (87%) organizations are still using spreadsheets for human capital analytics while fewer than two in five (37%) presently use a dedicated human capital analytics tool. However, it also shows the market’s greatest growth yet, as more than two in five (43%) organizations said they will implement dedicated tools in the future. And organizations are recognizing the imperative of making such an investment: Two-thirds of those in our research consider human capital analytics important or very important.
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Topics: Big Data, Mobile, Predictive Analytics, Social Media, HCM, Analytics, Business Analytics, Business Collaboration, Business Intelligence, Business Performance, Cloud Computing, Collaboration, Financial Performance, Information Management, Workforce Performance
FinancialForce recently introduced FinancialForce ERP, a family of cloud-based software designed to support a variety of customer-centric businesses such as professional services organizations or companies that specialize in business and industrial distribution. Many of these types of businesses are midsize or small (having 50 to 1,000 employees) and can benefit from the integration of FinancialForce’s accounting, professional services automation, human capital management (HCM) and supply chain management (SCM) software. The company added the last two capabilities at the end of 2013 with the acquisitions of Vana Workforce and Less Software, respectively, which I commented on. Like FinancialForce’s, their software runs on the Salesforce1 platform, which means that integration of these elements was straightforward. It also enables companies that use or are planning to use salesforce.com for sales and customer service to simplify integration of those with the operational and back-office software, by enabling single sign-on, end-to-end process management and a single data source for reporting and analysis. This integration can significantly reduce or even eliminate the need to re-enter information into systems or to use spreadsheets, documents and email to manage processes. With all of the data available in a single system, creating reports and automating their distribution becomes easier. All of this, in turn, should cut the amount of time and effort spent on administrative and clerical functions and enhance the productivity of the organization.
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Topics: SaaS, Sales, Sales Performance, Salesforce.com, Supply Chain Performance, ERP, HCM, Human Capital, Office of Finance, Consulting, distribution, PSA, Unit4, Operational Performance, Analytics, Business Performance, Cloud Computing, Customer & Contact Center, Financial Performance, Workforce Performance, FinancialForce, HR, Professional Services Automation, SCM
In the near future, technology will be something we wear or attach comfortably to our bodies. Wearable computers have been evolving for some time, and while that might seem futuristic to the uninformed, in the technology industry it is rapidly becoming real. This trend is important for businesses to note, as our business technology innovation research shows that it is very important to more than half (56%) of organizations to find methods to use technology innovation to support both business processes and their people. Mobile technology is the third-most important innovative technology, after analytics and collaboration, and innovators will use all three together. Many organizations focus on acquiring and retaining the best possible workforce, which after all is their most valuable asset.
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Topics: Sales Performance, Social Media, Supply Chain Performance, HCM, Human Capital Management, Wearable Computing, Operational Performance, Business Analytics, Business Collaboration, Business Intelligence, Business Performance, Cloud Computing, Customer & Contact Center, Information Applications, Information Management, Operational Intelligence, Workforce Performance, Talent Management
One strong sign of the economic recovery as manifested in the human capital management market is the recent spate of announcements of new recruiting applications from software companies that are not always considered for recruiting. Here are some of them. Ultimate Software announced the launch of UltiPro Recruiting. Saba Recently announced the release of Recruiting@Work. Workday announced the upcoming release of Workday Recruiting. And Ceridian announced release a recruiting application on its Dayforce platform scheduled for the first quarter of this year, which I covered. These recent investments by vendors in recruiting applications, as well as others I discussed after the most recent HR Technology Conference, demonstrate the increased emphasis on recruiting to support talent and workforce management processes in human capital management (HCM).
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Topics: Mobile, Social Media, HCM, Recruiting, Operational Performance, Ultimate, Business Collaboration, Collaboration, Workforce Performance, Ceridian, Saba, Workday
Human capital will continue to be an organization’s largest investment in 2014 and if productive will be one of its most valuable assets and differentiators. It also continues to rank as top priority by CEOs across the industry. We anticipate that businesses that take advantage of the innovative technology now available for human capital management (HCM) will gain a competitive advantage. Ventana Research will track these technological advances and how they are put to use by organizations that deploy them.
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Topics: Sales Performance, Social Media, Supply Chain Performance, Governance, HCM, Human Capital Management, Recruiting, CHRO, Operational Performance, Business Analytics, Business Collaboration, Business Performance, Cloud Computing, Customer & Contact Center, Financial Performance, Workforce Performance, Compensation, HR, Risk & Compliance (GRC), Talent Management
Much has happened for SuccessFactors in the past year as it became more a part of SAP, which acquired it in 2012. One of the most notable changes was the departure of its founder, Lars Delgaard, who set the culture of the company, and the selection of Shawn Price as president. The changes in leadership have come as SuccessFactors shifts away from its position in “business execution” software toward a HR and talent management suite, which aligns it more with what SAP has. (For background, see my colleague Mark Smith’s report shortly after the acquisition.) Since then, SuccessFactors and SAP have worked at strengthening several parts of their human capital management product by connecting it with its new payroll software and more recently its HANA in-memory processing platform. The products, however, remain separate. These advances should be well received by both existing customers and those considering either its new payroll system or SuccessFactors’ HR management and talent management systems.
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Topics: SAP, Social Media, HCM, Kronos, Social Collaboration, SuccessFactors, Business Analytics, Business Intelligence, Business Performance, Cloud Computing, Financial Performance, Workforce Performance, HR Analytics, HR Management
The 2013 Oracle OpenWorld in San Francisco was unique in several ways. Against the background of the America’s Cup yacht races on the bay, which Team Oracle won in an amazing comeback, this was the first year in which OpenWorld dedicated a separate track to the full aspects of human capital management (HCM). This emphasis helped to demonstrate Oracle’s increased commitment to HCM. That and several important innovations in the company’s Oracle HCM Cloud product suite led us to select Oracle as winner of this year’s Ventana Research Technology Innovation Award for HCM. (For some background, see my colleague Mark Smith’s assessment of Oracle at its analyst day last spring.)
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Topics: Big Data, Sales Performance, Social Media, Supply Chain Performance, Gamifiacation, HCM, OpenWorld, Operational Performance, Analytics, Business Analytics, Business Collaboration, Business Intelligence, Business Performance, Cloud Computing, Customer & Contact Center, Financial Performance, Oracle, Workforce Performance
In business, the first rule of gamification is don’t call it gamification.
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Topics: Sales, Social Media, HCM, Social Collaboration, Operational Performance, Business Analytics, Business Performance, Financial Performance, Workforce Performance
In the realm of technology that matters for business and IT, our firm as part of our responsibility continually assesses the latest technology and how it can impact organizations’ efficiency and effectiveness. Our benchmark research in technology innovation found that 87% of participants indicated the importance of increasing the organization’s value through technology innovation. Every year we take our knowledge from research and technology briefings to focus on our Technology Innovation Awards and determine the vendors and products that have the potential to drive change in the market, the competitiveness of an organization’s business and sometimes just how efficiently a company operates. Our firm believes that Innovation can come from any size technology vendor from the smallest to the largest that are measured on a spectrum of attributes that contribute to the specific impact of the technology.
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Topics: Big Data, Datameer, Mobile, Sales, Sales Performance, Social Media, Supply Chain Performance, Sustainability, Customer, ESRI, Globoforce, GRC, HCM, Kronos, Kyriba, Location Analytics, Marketing, NetBase, Office of Finance, Overall Operational Leadership, Peoplefluent, Planview, SQLstream, VMWare, VPI, IT Analytics & Performance, IT Performance, Operational Performance, Analytics, Business Analytics, Business Collaboration, Business Intelligence, Business Mobility, Business Performance, CIO, Cloud Computing, Collaboration, Customer & Contact Center, Financial Performance, Governance, Risk & Compliance (GRC), Hortonworks, IBM, Informatica, Information Applications, Information Builders, Information Management, Information Technology, KXEN, Location Intelligence, Operational Intelligence, Oracle, Workforce Performance, Contact Center, Datawatch, Financial Management, Information Optimization, Johnson Controls Panoptix, Roambi, Service & Supply Chain, Upstream Works, Vertex, Xactly
In recent months I have been asked a straightforward question by several clients: How do you define big data in the context of human capital management? More specifically, the question isn’t so much about the classic definition of big data – which includes the storage and use of high volume of data, high velocity of data and high variety of data, commonly known as the 3Vs – but really has two parts: What are the key differentiators between analytics applications and big data applications, and to what degree must an application include external data to be considered big data? Ventana Research has been covering big data for some time, and my colleague Tony Cosentino wrote about big data and workforce Analytics last September. But both human capital management and big data have evolved since then, so I think it’s worth writing about again.
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Topics: Big Data, Predictive Analytics, Social Media, HCM, analytical discovery, Business Analytics, Business Intelligence, Workforce Performance
To strengthen its position in both core talent management and the social form of it, Peoplefluent has purchased a video collaboration platform and enhanced its existing recruiting products. My colleague Mark Smith wrote about Peoplefluent’s evolution toward a social talent management platform with its acquisition of Socialtext. In addition, our firm selected Peoplefluent’s customer Citrix for the 2013 Technology Innovation Award; it provides a practical example of how to use mobile technologies to create a succession planning solution for senior managers who are often traveling and need to work on processes like this wherever they may be. This case also is an instance of customers partnering with their vendors to achieve mutual goals.
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Topics: Social Media, Customer Experience, HCM, Peoplefluent, Recruiting, Business Collaboration, Collaboration, Workforce Performance
Cornerstone OnDemand is a vendor of cloud-based systems for talent management. In February I covered the launch of its Cornerstone for Salesforce application and its announcement of annual earnings. Cornerstone has approximately 1,300 clients and 11 million users in companies with on average 9,000 employees. The company released its financial results for the first quarter of 2013 in May, showing year-over-year revenue growth of 57 percent, to $37.7million. This is an all-time quarterly high for the company.
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Topics: Social Media, HCM, Business Intelligence, Cloud Computing, Workforce Performance, Cornerstone OnDemand, Talent Management, Project Management
One of the most important ongoing challenges in human capital management is to do master data management (MDM) of core human resources information more effectively. This challenge is often most complex for large organizations that have operations spread around the globe and HR management systems in each country or each operating division. To address this issue, SumTotal Systems recently announced the release of elixHR Platform at its TotalConnection user conference. This is the latest evolution of SumTotal’s core HR management system and is targeting this challenge of MDM for HR data. ElixHR system is one of SumTotal’s larger offering of human capital management products; others include talent management, workforce management and payroll management as well. SumTotal also has mobile and social products for HCM, which my colleague Mark Smith assessed on their release last October.
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Topics: Master Data Management, Social Media, HCM, Business Analytics, Business Intelligence, Business Performance, Financial Performance, Information Management, Workforce Performance, Workforce Analytics, HR Management(HRMS), SumTotal
I attended the 2013 Ceridian’s analyst day in Chicago to hear about and evaluate the progress the company has made over the last year and see the latest updates to its products since our firm last commented on them. Last September my colleague Mark Smith assessed Ceridian’s workforce management product Dayforce. As well we selected Ceridian’s customer Guitar Center for the 2013 Ventana Research Leadership Award for Overall Business Leadership.
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Topics: Social Media, HCM, Office of Finance, Business Collaboration, Cloud Computing, Ceridian, HR, HRMS, Talent Management, Workforce Management
As most employers are aware, the Patient Protection and Affordable Care Act (PPACA or Affordable Care Act) goes into effect in January 2014 which I recently assessed the need to be technology ready. The new law was signed into law on March 23rd 2010 and with the Supreme Court decision in June of 2012 which upheld the law and the re-election of President Obama in November, the law complex regulatory requirements that businesses need to understand before then. Those that don’t prepare may incur substantial expenses, such as fines known as Employer Shared Responsibility – payments of roughly $2,000 for every employee after the first 30. Many companies already worry about such issues. Our benchmark research on governance, risk and compliance found that the top two reasons organizations fail to deal with issues of governance, risk and compliance are high costs and lack of resources. In the case of the Affordable Care Act, the costs of inaction are likely to be greater than the cost of planning ahead.
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Topics: Equifax, eThority, HCM, Office of Finance, Obamacare, Analytics, Business Analytics, Business Intelligence, Business Performance, Financial Performance, Governance, Risk & Compliance (GRC), Information Management, Workforce Performance, TALX, Healthcare Reform
To comply with the Patient Protection and Affordable Care Act (PPACA or Affordable Care Act), which survived a Supreme Court test and a presidential election, all employers with more than 50 full-time employees must be ready by January 2014 to deal with the lion’s share of the law’s employer mandate requirements. Our recent benchmark research on governance, risk and compliance indicates that many of those employers have significant concerns about compliance issues: 53 percent of participants said they are concerned about them, and 42 percent said they are very concerned. Indeed, the Affordable Care Act is today the most pressing governance and compliance issue for most businesses.
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Topics: HCM, Office of Finance, Obamacare, Operational Performance, Business Analytics, Business Performance, Financial Performance, Information Applications, Information Management, compliance, Spreadsheets, HR Management
Human capital analytics used to be simple. It focused on compliance reporting, showed basic information and was an afterthought in most applications. Today analytics is the centerpiece of many human capital management applications and involves many sophisticated tools, because it delivers the some of the greatest value of any process in all HCM. Our next-generation workforce management benchmark research found that 61 percent of companies surveyed are planning to invest in improving their workforce analytics capabilities.
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Topics: HCM, OrcaEyes, Analytics, Business Analytics, Cloud Computing, Information Applications, Workforce Performance, Workforce Planning, Talent Managment
Improving how employees and managers can improve talent management activities through changes in process, technology and better access to information is both a theme of my research agenda this year. It is also what the key technology vendors in this space have been focused on developing products to do. Cornerstone OnDemand is one of those vendors that has been in the talent management space since 1999, when it launched its original CyberU learning management product, and now offers a broad range of talent management applications. It is growing at a strong rate relative to many of the other companies in the market. Cornerstone’s products now span learning management, learning extended enterprise (learning extended to partners and customers), performance management, compensation management, succession management and recruiting management. Cornerstone has always sold its products in a cloud-deployment-only model, a decision that has served it well. Today Cornerstone enjoys a strong customer base for a standalone talent management company, with a reported 1,237 customers and 10.5 million users across 189 countries.
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Topics: Sales Performance, Salesforce.com, Social Media, HCM, Learning, Performance, Recruiting, Business Collaboration, Business Performance, Cloud Computing, Workforce Performance, Cornerstone OnDemand, HR
Learning management software (LMS) has evolved over the past 25-plus years from a classroom scheduling tool that helped streamline instructor-led and classroom training to a rich, integrated enterprise application that delivers and tracks training across an entire organization. These applications are effective at enabling organizations to share knowledge and track the knowledge-sharing process. Typically they use a top-down model involving classic instructor-led training and online courseware. This model works well for uses such as compliance tracking for a wide variety of industries, training related to employee performance gaps, sales training for product knowledge and training external dealer networks on products and services, to name a couple. In these as well as other areas, classic learning management systems have grown to be a crucial human capital business process, and one that that provides demonstrable business and economic value to many organizations around the globe.
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Topics: Sales Performance, Social Media, HCM, LMS, Social Collaboration, Learning Management, Operational Performance, Customer & Contact Center, Information Management, Workforce Performance, HR, Talent Management
Human capital analytics is an area increasingly under discussion in businesses today as the linkages between employee performance and company success become increasingly clear, as do the roles analytics can play in maximizing that success. This intensified interest in analytics coincides with major changes in the processes of hiring, engaging, retaining and optimizing talent in the enterprise. It also reflects the impact of technology innovations such as cloud computing, the business use of mobile devices, social media and location-based information that offer new options for interacting with human capital and deploying relevant analytics.
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Topics: HCM, Human Capital Management, Business Analytics, Business Intelligence, Cloud Computing, Information Management, Workforce Performance, HR
Managing payroll has long been viewed as an administrative task, time-consuming and focused on ensuring that everyone is paid correctly and on time. In fact, in the American Payroll Association’s most recent annual study, the main metrics tracked for payroll performance are payroll cost per employee, payroll processing accuracy rate and dollar value of overpayments – all of which focus only on cost or accuracy. So payroll management is rarely viewed as having any strategic value to the business and typically is assigned a low priority in finance, HR and payroll departments. The payroll process is elevated in importance only when errors are made that result in people being paid or taxes being withheld incorrectly.
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Topics: HCM, Human Capital Management, Office of Finance, IT Research, Cloud Computing, Information Applications, Workforce Performance, TCM
Human capital is most organizations’ largest investment and one of their largest differentiators against the competition. So it follows that those that take advantage of the compelling, game-changing technology now available in human capital management (HCM) will place themselves at a competitive advantage.
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Topics: Big Data, Social Media, HCM, Human Capital Management, Learning, Office of Finance, Social Collaboration, Analytics, Business Analytics, Business Collaboration, Business Intelligence, Business Performance, Cloud Computing, Information Applications, Information Management, Workforce Performance, CFO, Compensation, finance, HR, Talent Management, Workforce Management
It is hard to avoid seeing the impact of social media on our daily work, from marketing and sales to customer service. Consumers and customers can interact on the Internet to share their experiences and opinions often and easily, but internally we in business are still operating in the era of electronic mail and phone calls. Fortunately, that archaic state is changing. A new generation of technologies called social collaboration has evolved from social media to adapt to business needs. These technologies include broadcasting like Twitter, posting to digital walls like Facebook, discussion forums and online communities, and chat-based interactions, all used in a secure manner by an organization’s workforce. Since social collaboration is about people interacting for a common purpose across processes, using it for human capital management makes a lot of sense.
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Topics: Sales Performance, Social Media, Supply Chain Performance, HCM, Human Capital Management, Social Collaboration, IT Performance, Operational Performance, Business Analytics, Business Collaboration, Business Performance, Cloud Computing, Customer & Contact Center, Financial Performance, Workforce Performance, HR, Talent Management
I attended SuccessConnect (Twitter: #sconnect), the annual SuccessFactors conference, to hear the latest from this talent management applications company. A lot has changed for the formerly independent company since it acquired Plateau less than a year ago and Jobs2Web. In turn, earlier this year SAP acquired SuccessFactors to expand its cloud computing business. Its recently outlined expansion as part of SAP’s overall cloud computing strategy is beginning to take shape.
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Topics: Sales Performance, Social Media, Supply Chain Performance, HCM, Human Capital Management, Performance, Recruiting, Operational Performance, Business Analytics, Business Collaboration, Business Performance, Cloud Computing, Customer & Contact Center, Financial Performance, Workforce Performance, HR
Acquisitions and new product releases continue to make the market for human capital management a hotbed of activity, as organizations attempt to fully utilize and increase the value of their workforces as I have outlined in my research agenda. ADP, with more than $10 billion in revenues and more than 570,000 customers, is aiming for the top spot in this market.
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Topics: Mobile, Social Media, HCM, Human Capital Management, Learning, LMS, Performance, Operational Performance, Business Analytics, Business Performance, Cloud Computing, Financial Performance, Workforce Performance, Compensation, HR, TCM
Last week I attended the HRO Today Forum an annual event that brings HR and recruiting professionals together with business executives to discuss and define the future of HR services and technology. Also last week Workday announced an expanded set of payroll applications. In addition to its core human capital management products, Workday also offers financial management and payroll. During lunchtime of the second day of the forum, HRO Today Magazine announced the winners of the 2011 Tektonic Awards for innovation in HR software and technology. Workday won the “overall” category, for good reason based my recent briefings with this global provider of innovative SaaS-based human capital management and business management software.
Most HR vendors have focused on cloud-based, end-to-end integrated talent management suites that include recruiting, onboarding, performance, succession, learning, planning and analytics, and employee and manager self-service. But Workday and some others are expanding their products and services to process payroll directly for organizations as well as deliver payroll management (providing third-party payroll integrations between the core HRMS and other payroll providers) and business process outsourcing (managing multiple financial, payroll and benefits-related processes on behalf of customers).
Human capital management suppliers are rolling out multiple, scalable products and services to convince customers that working with fewer companies can drive workforce management efficiencies, increase return on investment and lower overall total cost of ownership in talent management. Toward this end they offer financial and payroll management products and services that go beyond straight integrations with third-party payroll providers and the basic core HRMS offerings of payroll and benefits, time and attendance and scheduling. This includes direct payroll processing on behalf of the organization. And while many enterprises are still comfortable with traditional HRMS and talent management on-premises software, significant costs and resources are necessary for businesses to install, upgrade and maintain those applications. This burden has influenced HR departments in recent years to shift their focus and investment to applications that can be rented and readily deployed across organizations.
Labor is most companies’ biggest capital expenditure, and the increased complexity of global payroll and benefits administration for a large, worldwide contingent and virtual workforce can be challenging due, for example, to the variety of in-country tax codes alone. The U.S. in particular presents a diverse range of workplace cultures and regulatory environments. As a result, many customers are looking for more help from their HCM suppliers. Just as HR strives to become an integral business partner in the enterprise, HR providers striving to become strategic business partners for the next generation of human capital management. Another vendor I recently reviewed, ADP who has been the major player in payroll outsourcing has new HCM software products while enhancing and integrating its existing products with those acquired like Workscape. Conversely, Workday is expanding to become an all-encompassing HCM global business software and services organization.
Increasingly, providing comprehensive and integrated payroll products and services is critical to HR management. During a recent briefing, Workday executives walked me through the entire expanded set of payroll offerings they claim will simplify the historically burdensome task of paying workers around the world. Today, Workday Payroll is structured to help companies manage their payroll for all U.S. workers, and it is slated to be offered in Canada with a release later in 2011. (The company currently supports Canada with Cloud Connect for third-party payroll services, which includes packaged integration and Workday’s payroll connector.) Workday Payroll provides employee self-service access to online pay slips, year-end tax statements (U.S. W-2 and Canadian T4), tax elections and payment elections, all delivered via software as a service (SaaS). The software also automates state and federal tax updates, which are critical to managing payroll complexity. For those responsible for keeping up with the tax codes, this decreases the need for regular upgrades and patches that on-premises payroll systems demand.
Workday also plans to release a bidirectional payroll connector adjunct to its Workday Integration Cloud. That enables customers and partners to integrate with the Workday Cloud without the need for on-premises middleware. The bidirectional payroll connector service will allow companies to import data from a third-party payroll provider back into an HCM solution, thus gaining a broader view of payroll data across the global workforce. End users can garner more insights into processes such as cash forecasting, comparing actuals to budget, optimizing pay ranges, managing allowance and overtime policies, and the true costs of workforces around the world.
In addition to an expanded Workday Payroll for Canada release, Workday also recently announced payroll partnerships with OneSource VHR, Patersons and SafeGuard World International . OneSource VHR provides payroll “co-sourcing” services, including payroll settlement, tax administration and garnishments administration. (Workday says it coined the term “co-sourcing,” which just means outsourcing partnership as far as I can tell.) The idea is to give customers visibility into and control of their data along with the flexibility to “insource” or bring their payroll in-house in the future. Companies that prefer to partner with payroll vendors in their local markets can then have packaged integration with SafeGuard World International or Patersons to provide support for payroll processing in almost 100 countries.
I expect these expanded payroll solutions will help Workday grow its payroll market share, which the company claims to be more than half of its core HCM customers. However, customers and prospects have to wait until November for Workday 15 (Workday 13 was released in April). HCM SaaS vendors often have two or three major releases a year in addition to updated features every month or two.) Workday’s multitenant architecture allows its customers to receive new updates regularly at no additional cost as part of their subscription fees, as opposed to waiting months or even years for on-premises software upgrades. The speed at which multitenant, cloud-based software solutions are updated is a key marketing advantage over on-premises competitors. And the fact that many of the on-premises software vendors that my colleague has assessed like Oracle and SAP, are beginning to get cloud-based software to market is telling. Our own research confirms a shift of interest from on-premises to SaaS deployments.
Most major SaaS HCM players offer various levels of payroll integration. Workday-like offerings are available from NuView Systems, SuccessFactors and Ultimate Software with larger suppliers like ADP who have dominated payroll. However, Workday is aggressively aiming to take the lead in global HR and financial management and meet the next generation of applications in human capital management.
Regards,
Kevin W. Grossman – VP & Research Director
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Topics: Performance Management, SAP, HCM, Human Capital Management, Office of Finance, SuccessFactors, business process outsourcing, NuView Systems, Patersons, Ultimate Software, Business Collaboration, Business Performance, Financial Performance, Governance, Risk & Compliance (GRC), Oracle, Workforce Performance, Compensation, Talent Management, Workday
