Workday Webinar: How HR Spends on Technology
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Workday Webinar: How HR Spends on Technology

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The tough economy has hit IT budgets hard, but there’s one area where many companies continue to invest, and it might surprise people. According to a new Towers Watson survey, 83% of respondents ...

The tough economy has hit IT budgets hard, but there’s one area where many companies continue to invest, and it might surprise people. According to a new Towers Watson survey, 83% of respondents said they are maintaining or increasing spending on HR software in 2010. That’s just one eye-opening result from Towers Watson’s recently completed survey of 456 companies, two-thirds of which have more than 5,000 employees. Although other areas of software often top the trendy list (think social networking), that survey finding and others show that the market for human resource management software is also quite dynamic.
Tom Keebler, global practice leader for HR technology at research firm Towers Watson, presented the survey during a June 23 webinar hosted by Workday and moderated by Bill Kutik, co-chair of HR Technology Conference and joined by Leighanne Levensaler, Workday’s vice president of HCM strategy.

Watch the webinar! http://bit.ly/hBqdL0

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Workday Webinar: How HR Spends on Technology Workday Webinar: How HR Spends on Technology Presentation Transcript

  • How HR Spends on Technology Tom Keebler, Towers Watson Leighanne Levensaler, Workday Bill Kutik, HR Technology® Conference WORKDAY CONFIDENTIAL © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
  • Shaping the HR Function of Tomorrow…Today The Towers Watson 2010 HR Service Delivery Survey © 2010 Towers Watson. All rights reserved.
  • Industry and Employee Population I.A. Industry I.F. Employee Population Financial Services, Including Insurance 17% Large — Greater Healthcare, Including than 20,000 Pharmaceuticals 17% 24% Small — Less Manufacturing 15% than 5,000 36% High Tech 7% Retail 6% Utilities and Energy 6% Media and Communications 5% Food and Beverage 4% Public Sector and Nonprofit 4% Professional and Business Services 3% 40% Property and Construction 3% Medium — 5,000 to 20,000 Transportation Services 3% n = 449 Chemical, Oil and Gas 3% Other 7% n = 456 2 © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
  • HR Technology Spending III.A.11. HR Technology Spending 54% 18% 10% 11% 7% Much lower Lower About the same Higher Much higher (>20% reduction) (<20% reduction) (<20% increase) (>20% increase) n = 453 3 © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
  • HR Systems Profile Overview III.A.7. Planned New HRMS (For Those Implementing a New HRMS) Workday 15% SAP 15% Oracle (legacy PeopleSoft) 13% Lawson 7% Oracle (legacy Oracle HRMS) 6% Ceridian 3% ADP/EmployEase 2% Other HRMS 6% Currently evaluating the new HRMS options 2% Will be provided by an HRO vendor 31% n = 54 NuView, Oracle (legacy JDE), Ultimate Software/Ultipro and in-house developed system received no mentions. 4 © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
  • Software as a Service (SaaS) III.E.1. Use of SaaS to Support HR Service Delivery Yes, we use SaaS extensively for HR 8% Yes, we use SaaS 29% somewhat for HR Not yet, but we are implementing a SaaS-based solution 4% No, but we plan to use SaaS 11% in the future No, and we have no plans 48% to use SaaS n = 456 5 © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
  • Software as a Service (SaaS) III.E.2. Primary Benefits of SaaS (Select Up to Three) (Companies Currently Using or Planning to Use SaaS) Quick implementation 47% Better functionality 44% Easier to manage on an 42% ongoing basis Lower ongoing costs 41% No need to upgrade; we are 41% always on current version Lower upfront costs 28% Predictable ongoing costs 23% Other 2% n = 231 6 © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
  • Software as a Service (SaaS) III.E.3. Concerns or Apprehensions About Using SaaS Cost 50% Inability to customize your own solution 33% Lack of data ownership/control 32% Philosophical acceptance of SaaS by IT organization 21% Greater reliance on an external vendor 19% Being locked into an external vendor 16% Data security 16% Immaturity/stability of SaaS vendors and solutions 10% Compliance with data privacy laws 4% Doubts about the viability of SaaS business model 4% Other 3% n = 135 7 © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
  • HR Systems Profile Overview III.A.6. Main HRMS Application Objectives for 2010 Streamline business processes 45% Deploy additional manager self-service functionality 43% Deploy additional employee 42% self-service functionality Utilize additional HR modules 39% Deploy reporting analytics/KPIs, and/or strategic reporting functionality 32% Upgrade to a new version 31% Consolidate multiple HR systems globally 13% Implement a new HRMS 12% Create a global data warehouse 10% Keep HRMS, but outsource payroll 2% Other 9% n = 452 8 © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
  • Manager Self-Service: Still Gaining, But… MSS Transactions Currently Deployed No 42% Yes 58% 9 © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
  • Impact of Manager Self-Service IV.D.6. Effect of MSS on Timeliness of Processing IV.D.7. Effect of MSS on Accuracy of Data 44% 37% 39% 32% 23% 16% 5% 1% 2% 1% Slower Slightly No Slightly Faster Less Slightly No Slightly More slower change faster accurate less change more accurate accurate accurate n = 209 n = 209 10 © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
  • And it’s not just faster, more accurate…it’s better, too Effectiveness of Process 49% 25% 23% 3% 0% 1 2 3 4 5 Less No change More effective effective (n = 162, 2009 results) 11 © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
  • Impact of Manager Self-Service IV.D.8. Impact of Manager Self-Service 73% HR generalist/specialist n = 199 21% 6% 69% HR service center/administrator n = 194 16% 15% 39% Manager n = 199 19% 42%  Less work  No change  More work 12 © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
  • Top HR Service Delivery Issues II.B.4. Top HR Service Delivery Issues (Top Three Frequency) Talent/performance system 42% 35% Streamline processes/systems 35% 35% More involvement in strategic business-driven issues 27% 23% 22% Define human capital metrics and dashboards 17% 21% Recruiting/staffing services/systems 12% 19% Upgrade HR system 18% Cost 18% 24% 17% Compensation/benefit services/systems 12% 16% Manager self-service 16% 14% New HR system 15% 12% Employee self-service 10% 11% Systems integration 13% 10%  2010 n = 456 Payroll/time management services/systems 11%  2009 n = 332 10% Training 9% 9% Accuracy of data 14% 8% HR Web site/usability 8% 6% Reports 7% 13 © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
  • Talent Management Delivery III.D.1. Primary Delivery System Currently Used for Talent Management Compensation - Base Pay n = 445 46% 21% 15% 18% Compensation - Variable Pay/Bonus n = 429 33% 27% 15% 25% Workforce Analytics n = 360 30% 22% 15% 33% Recruiting/Staffing - Internal n = 440 24% 13% 49% 14% Recruiting/Staffing - External n = 432 23% 10% 53% 14% Compensation - Sales/Incentive n = 331 22% 33% 14% 31% Performance Management and Goal Setting n = 443 22% 24% 26% 28% Learning Management and Training n = 420 20% 23% 42% 15% Onboarding n = 377 16% 19% 19% 46% Career Development/Planning n = 375 15% 19% 20% 46% Succession Planning n = 378 11% 18% 23% 48%  Current HRMS  Custom/In-house  Best of breed  Manual/Paper-based system developed tool technology 14 © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
  • Talent Management Delivery III.D.3. Status Regarding Changes Being Made to Primary System Used for Talent Management Performance Management and Goal Setting n = 428 18% 9% 9% 20% 44% Compensation — Variable Pay/Bonus n = 419 18% 4% 6% 13% 59% Compensation — Base Pay n = 429 17% 6% 7% 11% 59% Workforce Analytics n = 419 17% 5% 7% 18% 53% Succession Planning n = 422 13% 8% 8% 23% 48% Career Development/Planning n = 420 13% 7% 7% 22% 51% Recruiting/Staffing — Internal n = 432 12% 13% 8% 14% 53% Learning Management and Training n = 429 11% 11% 7% 21% 50% Compensation — Sales/Incentive n = 404 11% 4% 5% 12% 68% Recruiting/Staffing — External n = 436 10% 14% 9% 15% 52%  Implementing additional  Implementing additional  Implementing new  Exploring new  No changes functionality from functionality from current vendor vendor options planned current HRMS best-of-breed technology 15 © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
  • For more information on Workday, please visit www.workday.com Follow Leighanne: @leighlevensaler Follow Workday: xxxx 16 WORKDAY CONFIDENTIAL © 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.