Public Debut of the Sierra-Cedar 20192020 HR Systems Survey Findings - - PowerPoint PPT Presentation

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Public Debut of the Sierra-Cedar 20192020 HR Systems Survey Findings - - PowerPoint PPT Presentation

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Public Debut of the Sierra-Cedar 20192020 HR Systems Survey Findings October 2, 2019 #SCHRSurvey19 @StaceyHarrisHR Sierra-Cedar Fast Facts 22 950+ 7 Years of Leading Employees Service & Solution Areas HR Systems Survey &

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#SCHRSurvey19 @StaceyHarrisHR

Public Debut of the Sierra-Cedar 2019–2020 HR Systems Survey Findings

October 2, 2019

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#SCHRSurvey19 @StaceyHarrisHR

Employees Service & Solution Areas

Application Services Business Intelligence Host & Managed Services Infrastructure Services Integration & Cloud Solutions Research Strategy Training

Delivering industry-focused client success by providing consulting, technical, and managed services for the deployment, management and optimization of next-generation applications and technology.

Industry Focus

Commercial Healthcare Higher Education Public Sector Justice & Public Safety

Sierra-Cedar Fast Facts

Years of Leading HR Systems Survey & Thought Leadership

7 22 950+ 5

2

Consulting Projects

1,500+

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#SCHRSurvey19 @StaceyHarrisHR

Sierra-Cedar 2019–2020 HR Systems Survey

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Over 22 years of continuous data gathering

The most comprehensive survey in the industry:

  • Strategy, Process, and Structure
  • Administrative and Service Delivery Applications
  • Workforce Management Applications
  • Talent Management Applications
  • BI/Analytics/Workforce Planning Applications
  • Integration and Implementation
  • Emerging Technologies and Innovations
  • Vendor Landscape
  • Workforce and HR Expenditures
  • Workforce Usage and Perception

BE COUNTED in the 23rd Annual Survey Download the 22nd Annual White Paper

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#SCHRSurvey19 @StaceyHarrisHR

Demographics

All Respondents

Associations, Vendors & Media Outlets, Podcasts & Webinars, Radio Shows, Social Outreach, Clients, Prior Respondents, Prospects & Contacts

3,032 Entries

Manu- facturing Healthcare Financial Services Business/ Prof Services Education Retail/ Hosp/Whsl High Tech Non-profit Trans./Comm. Utilities Govt.

  • Ag. Mining.

Const. Other

10,000+ 2,5000<

1,892 Organizations

Total Workforce = 22.2 Million Employees & Contingent Workers

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#SCHRSurvey19 @StaceyHarrisHR 5

The Sierra-Cedar HCM Application Blueprint

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#SCHRSurvey19 @StaceyHarrisHR

Key Themes 2019–2020 HR Systems Survey

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Measure Outcomes that Matter From Transformation to Adoption Realize the Value of HR Know Your Culture Shift from Process to Outcomes Know Your Data Assign Responsibility Innovation is about the Data Cost & Functionality are Back

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Realize the Value of HR Know the Culture of Your Organization

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#SCHRSurvey19 @StaceyHarrisHR

Are HR Organizations Still Transforming?

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73% 58% 42% 33%

Plans for Transforming HR Tech Environments

2016 2017 2018 2019

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#SCHRSurvey19 @StaceyHarrisHR

Five Years of Technical Transformation

The View of HR has Improved by 20%

38% 41% 43% 44% 45% 46%

2014 2015 2016 2017 2018 2019 HR Viewed as Contributing Strategic Value

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#SCHRSurvey19 @StaceyHarrisHR

We Must Realize the Value in Human Resources

54%

43%

18% 38% 24% 15%

Perception of HR

Viewed as a Strategic Partner Contributing Some Value Compliance Focused

10

Executives Directors/Managers

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#SCHRSurvey19 @StaceyHarrisHR

Decisions based on Talent

  • Mature Career Planning
  • Succession Management
  • Metric Outcomes
  • Employee Engagement
  • Retention Risks
  • Top Talent

Decisions based on Data

  • Mature Workforce

Analytics

  • 3+ Metrics
  • 20%+ Managers/BI
  • 3+ Data Sources

Talent Driven Data Driven

The Important Questions: Outcomes and Impact

Talent-Driven, Data-Driven, Socially Responsible Organizations, and Emerging Tech

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Decisions based on Social Responsibility

  • Diversity
  • Family Leave
  • Flexible Schedules
  • Wellness
  • Engagement

Socially Responsible Decisions based on Innovation

  • Mobile Enabled HR
  • Socially Enabled HR
  • Use of Intelligent

Technologies

Emerging Tech

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#SCHRSurvey19 @StaceyHarrisHR

Outcome Focused Organizations

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Average Talent Average HR Average Business

Aggregate Talent Driven Data Driven Socially Responsible Emerging Technology

Talent Outcomes HR Outcomes Business Outcomes

Improved Neutral Declined

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#SCHRSurvey19 @StaceyHarrisHR

69% 67% 67% 70% 41% 41% 43% 40% Talent Driven Emerging Tech Data Driven Socially Responsible

Perception of Human Resources Strategic Value

Outcome Focused Organizations Are Partners

13

Δ63% Δ68% Δ56%

Everyone Else

Δ75%

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Shifting From Transformation to Adoption

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#SCHRSurvey19 @StaceyHarrisHR

Total HR Technology Costs per Employees by Size

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Costs Per Employee

$274 $319 $196 $148

Average # of Applications

8.04 7.06 9.70 10.62

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#SCHRSurvey19 @StaceyHarrisHR

2019–2020 HR Tech Spending Trends Outlook

Spending Staying Virtually the Same

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4% 55% 41%

2018–2019 Average HR Systems Spending Overall Increase Stay the Same Decrease

2%

Decrease

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#SCHRSurvey19 @StaceyHarrisHR

3 Year HR Tech Spending and Outlook

Large Organizations Planning More Spending This Year

12% 8% 5% 39% 53% 62% 49% 39% 33%

2017–2018

6% 4% 4% 46% 49% 58% 48% 47% 38%

2018–2019

Increase Stay the same Decrease

5% 6% 4% 43% 47% 61% 52% 47% 35%

2019–2020

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#SCHRSurvey19 @StaceyHarrisHR

HR Technology, Increasing Spending Categories

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17% 18% 31% 33% 34% 35% 47% 59% Emerging Technologies Help Desk/Portal Workforce Management Applcations Payroll Applications Benefit Applications HR Business Intelligence Core HRMS Applications Talent Management Applications

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#SCHRSurvey19 @StaceyHarrisHR

25% 15% 11%

19% 14% 10% 19% 13% 9%

20% 15% 11%

Replacing in 12–24 Months

Large Organizations Planning More Replacements

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13% 14% 15% 14% 15% 24% 14% 22% 15% 17% 19% 20%

Evaluating

HRMS Payroll WFM TM

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#SCHRSurvey19 @StaceyHarrisHR

All On Premise

Everything onsite

Current State HR Technology Ecosystem

All Cloud Environments Now Lead the Way

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Reactive Focused High Risk Low Risk

All Cloud

Everything in the Cloud

Parallel/Patchwork

Mixed Combination Licensed and Cloud Solutions

Hybrid

ONLY TM or WFM apps in the Cloud

Licensed Hosted

Third Party & Public

48% 13% 23% 7% 9%

Increase

26% 25%

Decrease

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#SCHRSurvey19 @StaceyHarrisHR

22% 25% 7% 17% 16% 6% 16% 14% 7% 15% 24% 10%

Replacing in 12–24 Months

18% 12% 10% 20% 13% 12% 18% 13% 12% 20% 16% 16%

Evaluating

On Premise Planning More Replacements

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All Cloud All OnPrem Hybrid

Increase

10%

HRMS Payroll WFM TM

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#SCHRSurvey19 @StaceyHarrisHR

Talent Management Most Likely to Be Replaced

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Average Deployment Length in Years When Planning to Change in 12–24 Months 8.56 8.78 7.12 5.57

Evaluating or Replacing

31%

Primary TM

30%

Recruiting

33%

Learning

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Voice of the Customer I’m Back, Cost and Functionality

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#SCHRSurvey19 @StaceyHarrisHR

Functionality Jumps to #1 System Gap in 2019

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45% 37% 35% 29% 25% 25% 55% 40% 38% 40% 31% 26% 37% 42% 41% 30% 36% 21% 50% 44% 38% 36% 35% 26% Functionality Gaps Config/Cust Limitations Reporting Integration Issues Poor Usability Internal Knowledge

Buyers View on Current Application Gaps

Payroll HRMS Workforce Management Talent Management

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#SCHRSurvey19 @StaceyHarrisHR

Vendor Satisfaction User Experience

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Workday Ceridian DF UltiPro SF EC Oracle HCM Kronos WFC Oracle PS ADP WN Infor/Lawson SAP HCM Oracle EBS Paycom ADP GV Paycor SumTotal

Good Excellent Dissatisfied Very Satisfied Poor

PayChex

Cost and Functionality

Infor Cloud ADP E

Administrative HRMS

Average VS Score

3.1

Average UX Score

3.1

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#SCHRSurvey19 @StaceyHarrisHR

High and Low Vendor Satisfaction Drivers

26 19% 25% 28% 30% 32%

Functionality Not Specific for Industry Inability to Customize Poor Service & Support Poor User Experience High Costs

Top Challenges

29% 30% 30% 31% 39%

Best Practice Functionality Integrated Solution Ability to Customize Good Vendor Relationship Good Service & Support

Top Benefits

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#SCHRSurvey19 @StaceyHarrisHR

6.12 6.91 8.58 8.85

Total HR Technology Costs per Deployment

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Average Costs By Deployment Model

All Cloud Deployments include

45%

More applications

  • Avg. # of Applications

$277 $236 $213 $195

All On Premise Other Hybrid All Cloud

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Vendor Satisfaction User Experience

Workday Ceridian DF UltiPro Oracle HCM Kronos WFC Infor/WB SAP HCM Oracle PS Paycor Kronos WFR WorkForce Software

Very Satisfied Dissatisfied Good Excellent Poor

ADP WN

Workforce Management

ADP eTime Average VS Score

3.2

Average UX Score

3.2

Paycom PayChex

User Experience Cost

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#SCHRSurvey19 @StaceyHarrisHR

Vendor Satisfaction User Experience

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Workday UltiPro SF EC Oracle HCM C SilkRoad Oracle PS SAP HCM Ceridian DF ADP WN SumTotal CSOD Kenexa/IBM Saba Halogen/TS Paycor

Good Excellent Very Satisfied Poor Dissatisfied

Infor/Lawson iCIMS

Talent Management

Average VS Score

3.1

Average UX Score

3.0

Cost User Experience

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“We recently rediscovered the recruiting and onboarding features within the application after previous employees left.” “We are finally learning the capability of the system and not all features are enabled.” “Implementation consultant did not provide the expertise we needed.”

Just a few Customer Comments….

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HR Tech Application Attach Rates with HRMS

Small and Medium Organization Vendors

31 84% 41% 54% 30% 28% 19% 15%

Payroll Benefits WFM Recruit Onboard Learn Perf Comp Succ ADP WN

91% 50% 60% 52% 29%

Paycor

93% 62% 66% 69% 66% 59% 41% 24%

Ultimate UltiPro

8%

Ceridian Dayforce

91% 70% 83% 52% 60% 31% 8% 14% 14%

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#SCHRSurvey19 @StaceyHarrisHR

HR Tech Application Attach Rates, With HRMS

Large and Complex Organizations

32 83% 20% 17%

Payroll Benefits WFM Recruit Onboard Learn Perf Comp Succ ADP Enterprise

8% 35% 25% 58% 55% 43% 40% 54%

SAP SF EC

37% 33% 33% 15% 30% 15% 52% 56% 15%

Oracle HCM

67% 54% 64% 60% 74% 23% 68% 64% 38%

Workday

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#SCHRSurvey19 @StaceyHarrisHR

Who Owns Configuration Decisions?

33 1% 3% 3% 9% 31% 48%

All Cloud Role Primarily Responsible for HR System Configurations

2% 5% 11% 26% 29% 26%

On Premise

HRIS/HRIT Functional HR IT Leadership/CIO IT Role HR Tech Vendor Governance Committee

80%

More Likely to Own

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#SCHRSurvey19 @StaceyHarrisHR

HRMS Implementation Outcomes

34 18% 23% 36% 37% 72% 63% 57% 52% 10% 14% 7% 11%

Budget Adoption Timeline Resourcing

How Would You Rate these Outcomes?

Fell Short of Expectations Met Expectations Exceeded Expectations

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#SCHRSurvey19 @StaceyHarrisHR

17% 10% 18% 12% 4% 6% 13% 11% Budget Timeline Adoption Resourcing

Exceeded Implementation Outcome Expectations

Certified HR/HRIT Not Certified HR/HRIT

Does Resourcing Certification Matter?

35

Δ66% Δ3X Δ38%

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Shifting from a Process Focused HR to Outcome Focused HR

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#SCHRSurvey19 @StaceyHarrisHR

`

Do You Know Who is Using your HR Tech?

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12% 9% 10% 26%

Measure HR Technology Use, By Size

Outcome Focused

2X

more likely to Assess HR Technology Usage

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#SCHRSurvey19 @StaceyHarrisHR

Do You Know Where You Capture Your Data?

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12% 16% 23% 25% 25% 37% 44% 53% 61% 72% 86%

Environmental Sensors Audio Monitoring Biometric Sensors Personal Mobile Devices Social Media Internet/Screen Monitor Pulse Surveys Video Monitoring Wearables/Badges/RFID Employee Surveys Exit Interviews

Methods of Capturing Employee Data

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#SCHRSurvey19 @StaceyHarrisHR

Do You Know Your Employee Data Footprint?

39 12% 12% 76%

Do You Have a Strategy for Aggregating your Employee Data Footprint?

Yes In Development No

42%

Did Not Know if They had a Strategy Emerging Tech Orgs

3X

More likely to have one in Development

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#SCHRSurvey19 @StaceyHarrisHR 4% 10% 13% 13% 52% 8%

On Premise

2% 7% 12% 22% 25% 32%

All Cloud

Who Owns Data Privacy & Content Security?

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Role Primarily Responsible for HR System Content Security and Data Privacy

HRIS/HRIT IT HR Tech Vendor Functional HR Risk/Audit No One/Other

3X

More Likely to Own

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#SCHRSurvey19 @StaceyHarrisHR Embedded HR Platform BI Visualization Data Warehouse Statistical Tools HR Workforce Analytics Data Lakes

33% 48% 42% 67% 55% 66% 87% 13% 17% 23% 35% 41% 43% 55%

Adoption of HR Business Intelligence Apps

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What HR Business Intelligence Applications are In Use?

Data Driven Aggregate

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#SCHRSurvey19 @StaceyHarrisHR

15% 25% 22% 43% 49% 67% 85% 87% 14% 21% 22% 31% 51% 68% 83% 89% 14% 17% 23% 41% 42% 52% 63% 74%

Productivity Learning Performance Absence Compensation Recruiting Demographics Turnover

Do You Know What You Are Reporting?

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Which Metrics are Included in Your Regular HR Reporting?

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#SCHRSurvey19 @StaceyHarrisHR

HR Staff HRIT Executives Managers Finance Staff Shared Services All Employees

11% 22% 49% 75% 67% 67% 89% 7% 11% 38% 41% 46% 47% 88%

Who Uses HR Business Intelligence Apps?

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Who Are the Users of Your HR BI/Analytics Tools?

80%

More Likely

Data Driven Aggregate

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#SCHRSurvey19 @StaceyHarrisHR

15% 18% 19% 26% 29% 31% 39% 47% 47% 49% 52% HR Cost Management Compliance Engagement Retention Top Talent Workforce Readiness Work Assignments Productivity Customer Satisfaction Improved Innovation Competitive Advantage 24% 22% 22% 42% 47% 44% 58% 69% 71% 56% 69%

What Are You Achieving With Analytics?

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What Are You Currently Using HR BI to Accomplish?

Data Driven Aggregate

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#SCHRSurvey19 @StaceyHarrisHR

Benchmarking Platform as a Service Predictive Analytics Sentiment Analysis Machine Learning Robotic Process Blockchain 14% 41% 38% 32% 50% 32% 72% 7% 11% 16% 9% 28% 13% 12% 15% 20% 22% 14% 16% 19% 6% 4% 9% 9% 9% 17% 20% 29% 2% 7% 7% 3% 14% 4% 6% 11% 15% 18% 13% 22% 17% 16%

Adoption of Emerging Technology Apps

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What Emerging Tech Applications are In Use?

Today 12 Months Evaluating

Emerging Tech Aggregate

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#SCHRSurvey19 @StaceyHarrisHR

What Are You Achieving with HR Technology?

80% 79% 69% 52% 38%

Replaces HR Paper-Based Processes Employees & Managers Input/ Access Information Monitor and Report Compliance Influences Workforce Business Decisions Informs Business Strategy

Level of HR Technology Utilization

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#SCHRSurvey19 @StaceyHarrisHR

Value Achieved in Enterprise Workforce Planning

47 50% 70%

31% 47% Inform Overall Business Strategy Influence Workforce Business Decisions

How is Your HR Technology Being Used?

Enteprise Workforce Planning No EWP

Δ61% Δ50%

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Honestly, What Makes a Difference?

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#SCHRSurvey19 @StaceyHarrisHR

What Are Business Outcomes?

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Market Share Customer Sat Profitability Innovation Competitive Advantage

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#SCHRSurvey19 @StaceyHarrisHR

What Doesn’t Matter Business Outcomes

  • Vendors
  • Deployment Models
  • Process Maturity
  • Outsourcing
  • Years of Ownership
  • Total Technology in Use
  • Resourcing Numbers

50

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#SCHRSurvey19 @StaceyHarrisHR

A Regularly Updated HR Systems Strategy

51

  • Reviewed every 12 to 18 Months
  • Tied to enterprise Outcomes
  • Current state analysis
  • Phased roadmaps
  • Key Performance Indicators
  • Governance Models

Regularly Updated HR Systems Strategy

10%

Higher Business Outcomes

Top Factor Aligned with 2019 Business Outcomes

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#SCHRSurvey19 @StaceyHarrisHR

A Regularly Updated Integration Strategy

52

Regularly Updated HR SystemsStrategy

  • Reviewed every 12 to 18 Months
  • Enterprise Approach
  • Master Data Governance Model
  • Data Sharing Map
  • Preferred Integration Standards
  • Vendor Requirements

Regularly Updated Integration Strategy

12%

Higher Business Outcomes

Top Factor Aligned with 2019 Business Outcomes

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#SCHRSurvey19 @StaceyHarrisHR

Invest in Supporting Human Resources

53

  • Not Viewed as a Compliance Function
  • Contributing Value to Business Leaders
  • Respect at Multiple Management Levels
  • Outcome Focused HR:

– Vision/Goals – Business Model – Culture – Leadership Approach – Workforce Planning HR Viewed as Adding Strategic Value HR Viewed as Adding Strategic Value

23%

Higher Business Outcomes

Top Factor Aligned with 2019 Business Outcomes

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#SCHRSurvey19 @StaceyHarrisHR

Invest in a Culture of Change Management

54

  • Shift from Project CM to Culture of CM
  • Prepare for Constant Change
  • Assess HR Technology Adoption (8%)
  • Governance and Role Definition
  • Continuous communication tools
  • Transparency, Feedback, Iterations
  • Transformational Learning Processes

Culture of Change Management

28%

Higher Business Outcomes

Top Factor Aligned with 2019 Business Outcomes

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#SCHRSurvey19 @StaceyHarrisHR

Year-over-Year Impact of Investment in…..

Strategy, Integration, Change Management, and Respect,

2014 2015 2016 2017 2018 2019

Average 5-Year Outcome Differences

Strategy, Integration, Culture of Change, and High HR Value No Strategy, No Integration, Low Change, and Compliance HR

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Improved Neutral Declined

15%

Higher Outcomes per Year

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#SCHRSurvey19 @StaceyHarrisHR

Year-over-Year Impact of No Investment in…..

When HR is Not Viewed as a Strategic Business Partner

2014 2015 2016 2017 2018 2019

5 Year, Average Outcome Differences

Aggregate Yes Aggregate No Compliance

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19%

Lower Outcomes

Improved Neutral Declined

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#SCHRSurvey19 @StaceyHarrisHR

Key Themes 2019–2020 HR Systems Survey

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Measure Outcomes that Matter From Transformation to Adoption Realize the Value of HR Know Your Culture Shift from Process to Outcomes Know Your Data Assign Responsibility Innovation is about the Data Cost & Functionality are Back

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#SCHRSurvey19 @StaceyHarrisHR

HR Technology Adoption Trends by Vendor – See Who’s Acquiring New Clients. New Insights Shared Services, Communications, Outsourcing, and Benefits Vendor Specific Client Averages and Client Feedback on Vendor Satisfaction Data Updates Implementation and Maintenance practices, timelines, updates, work assignments Lots of extra Industry, Size, and Organization Type Breakouts of

  • ur traditional data.

What We Couldn’t Fit In Today!

58

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59 #SCHRSurvey19 @StaceyHarrisHR

Thank you!

THE HR SYSTEMS SURVEY COMMUNITY

TOGETHER, WE CAN BUILD A BETTER HR

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#SCHRSurvey19 @StaceyHarrisHR

Why Organizations Participate?

60

  • Obtain a personalized benchmarking snapshot filtered by

size, region, or industry

  • Value conducting a review of their own enterprise HR

Systems environment annually

  • Need data to build their own HR Technology strategy or

business case for change

  • Believe it is important to support the broader HR Technology

community

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#SCHRSurvey19 @StaceyHarrisHR

Sierra-Cedar 2019–2020 HR Systems Survey

Demographics: International and Global Organizations

82% 5% 5% 7%

Average Global organization has operations in over

26

different countries

336

Non-U.S. HQ International Organizations (18%)

609

Global Organizations (33%)

61 1%

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#SCHRSurvey19 @StaceyHarrisHR 4.7% 24.0% 35.2% 33.5% 2.6% Greatest Gen

1930–1945

Average Generational Compositions

No Major Differences by Organizational Size

62 4.3% 20.4% 36.1% 35.5% 3.7% 5.7% 24.4% 33.7% 33.7% 2.5% Baby Boomer

1946–1964

Gen X

1965–1980

Millennials

1981–2000

Gen Z

2001–2010

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#SCHRSurvey19 @StaceyHarrisHR

Who Responds to Our Survey?

52% 28% 14% 6%

Participants by Role

Manager/Director Individual contributor Executive Other 63 66% 11% 9% 5% 2%7%

Participants by Function

Human Resources Finance Information Tech Line of Business TM & Learning Other 50% 17% 19% 9% 5%

Organizations Types

Privately Owned Publicly Traded Nonprofit Government Owned Subsidiary/Other

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#SCHRSurvey19 @StaceyHarrisHR

Fun Facts About Survey Participants

50% 50% NO YES

HR & IT Certifications

64 4% 35% 46% 5% 9% 1% Doctorate/ Professional Degree Master's/ Graduate Degree Bachelor's/ Undergraduate Degree Associates Degree Some College H.S. Graduate/ Equivalent

Education Level

19% 18% 20% 30% 13% >10 Years 5–10 Years 3–5 Years 1–3 Years <1 Year

Years in Role