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The Forrester Wave™: Human Resource Management Systems, Q1 2012 Webinar
 

The Forrester Wave™: Human Resource Management Systems, Q1 2012 Webinar

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In the recent Forrester Wave™: Human Resource Management Systems, Q1 2012 Report, Workday was named a "leader" in the evaluation, receiving the highest scores of the group in both the current ...

In the recent Forrester Wave™: Human Resource Management Systems, Q1 2012 Report, Workday was named a "leader" in the evaluation, receiving the highest scores of the group in both the current offering and strategy categories. Workday also received top scores for technology, customer experience, and for a range of categories covering specific HRMS functionality. The report indicates, "Workday's strong core HR functionality and advanced SaaS technology platform play well against perennial Leaders Oracle and SAP, which offer breadth and global reach with a more traditional on-premises or hosted deployment approach."

Join Paul Hamerman, vice president and principal analyst at Forrester Research, Inc., and Amy Wilson, vice president of HCM Strategy at Workday, to discuss industry trends, and HRMS criteria and assessment within the Forrester Wave Report. They will also discuss why closely evaluating your HRMS strategy is a necessity in this evolving market.

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  • Introductions, welcomewe’re excited to have you with us today. A big topic recently has been the acquisition of talent management vendors by the big ERP players in the market place (with Oracle purchasing Taleo and SAP purchasing SFSF). Can you speak a little as to your thoughts on the recent consolidation in the market place? Do you think this was expected and do you foresee much more consolidation in the HRMS space in the near future?
  • we’re excited to have you with us today. A big topic recently has been the acquisition of talent management vendors by the big ERP players in the market place (with Oracle purchasing Taleo and SAP purchasing SFSF). Can you speak a little as to your thoughts on the recent consolidation in the market place? Do you think this was expected and do you foresee much more consolidation in the HRMS space in the near future?
  • Can you speak to true SaaS versus hosted SaaS models and how they vary in their offerings?
  • Are there any other trends you think are important to make note of in the near future? (the move away from core accounting systems to people-centric solutions, etc)
  • There has of course been a fair amount of discussion regarding the Forrester wave HRMS evaluation – can you briefly explain why this report came about and the rigorous research that goes into it?How are the vendors selected & narrowed?How many evaluation criteria are there?How do you decide the weighting of these criteria?
  • Can you comment on Workday’s evaluation in particular? How does the functionality compare to the others generally and how Workday places in terms of setting up for the future?
  • In your evaluation, you referred to strengths of Workday including usability, system structure and flexibility, mobile accessibility and global applicability.Can you speak to how important usability in enterprise systems is for end users?Why is system structure and flexibility so important for enterprise businesses to consider (in terms of agility and cost)With the current economic climate and continuous globalization, can you comment on the need to have a system that is global at its core, in order to ensure consistency while allowing flexibility through configurability?

The Forrester Wave™: Human Resource Management Systems, Q1 2012 Webinar The Forrester Wave™: Human Resource Management Systems, Q1 2012 Webinar Presentation Transcript

  • THE FORRESTER WAVE™: HUMAN RESOURCE MANAGEMENT SYSTEMS Q1 2012, WEBINAR March 27, 2012
  • Today’s Speakers Paul Hamerman Vice President and Principal Analyst Forrester Research, Inc. Twitter: @paulhamerman Amy Wilson Vice President, HCM Product Strategy Workday Twitter: @awils #workday @workday Join us on Twitter to tweet your thoughts or questions during the webinar. 2 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Agenda Market trends and characteristics The Forrester Wave™: Human Resource Management Systems, Q1 2012: Research process and results Summary and recommendations3 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Rampant vendor consolidation in HR applicationsOracle < Taleo < Learn.com, Cytiva, Vurv, Jobpartners, Worldwide Compensation, etc.SAP < SuccessFactors < Jobs2Web, Plateau, Inform, CubeTreeSumTotal < Geolearning, Cybershift, Accero, SoftscapeInfor < Lawson, Enwisen < WorkbrainKenexa < Outstart, Salary.com, Brassring Acquisitions primarily driven by expansion across the 4 pillars of talent management: recruiting, learning, performance/talent, compensation More recently, acquisitions are merging Talent with core HRMS Acquisitions put a premium on SaaS as a delivery model. SAP and Oracle paid 11x and 6x times annual revenues, respectively.4 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Best-of-breed vendors have consolidated around thefour pillars of talent managementSource: April 26, 2010, ―The Four Pillars Of Talent Management‖ Forrester report5 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • SaaS is becoming the default deployment model inHRM applicationsSource: September 24, 2010, ―HRM Solutions: Traditional Models Clash With Next-Generation Processes And Technology‖ Forrester report6 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Subscriptions/SaaS gaining momentum in HRMS aslicensed software is replacedSource: September 24, 2010, ―HRM Solutions: Traditional Models Clash With Next-Generation Processes And Technology‖ Forrester report7 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Comparing Cloud Hosted versus SaaS for HRMDeployment Cloud (Hosted) SaaScharacteristic Tenancy  Customer-specific instance  Multitenant Maturity of software  Mature to legacy  Mature and evolving  Dedicated application  Shared application and Hosting model instance, shared computing infrastructure resources  Upfront license, recurring sw Payment model maintenance and managed  Subscription, all-in services  Vendor-managed, but  Vendor-determined, more Updates and upgrades customer chooses upgrade frequent, less effort for timing customers  Configure, extend via native Customization  Configure and customize cloud tools8 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Most organizations juggle many applications to manage HR processesBesides the core HR management system(s), how many systems are in place for HR processeslike recruitment, performance management, compensation, benefits, and time and attendance?” Base: 67 HR and IT professionals familiar with either their organizations’ MDM or HRM systems (percentages do not total 100 because of rounding)Source: August 2011 Global Employee Master Data Management Online Survey9 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Best-of-breed solutions: Should you supplement your core system? Supplement your core HRMS with point solutions when:  Advanced requirements dictate sophisticated solutions in areas such as learning management, recruiting, and time and attendance.  Industry-specific needs call out for point solutions (e.g., workforce scheduling, incentive compensation plans).  The point solution can be rapidly deployed as SaaS and integrated to the core system.10 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Business, societal, and technology trends influence the management of human capital  A volatile global economy influences employment and retention practices.  Businesses want more relevant talent and performance processes.  Companies face the challenges of a changing workforce, including age diversity, remote workers, international and contingent workers.  Social collaboration is rapidly influencing HR process strategies.  Mobile technology reinvents employee engagement and empowerment.  SaaS becomes the HRM deployment method of choice for point solutions and, increasingly, for core HR systems.11 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Agenda Market trends and characteristics The Forrester Wave™: Human Resource Management Systems, Q1 2012: Research process and results Summary and recommendations12 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • HRMS Forrester Wave™ vendor selection criteria Source: January 25, 2012, ―The Forrester Wave™: Human Resource Management Systems, Q1 2012‖ Forrester report13 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Vendors and products evaluated Source: January 25, 2012, ―The Forrester Wave™: Human Resource Management Systems, Q1 2012‖ Forrester report14 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • HRMS Wave Process and TimelineQualify and Invite Vendors Kick-off Meeting Vendors Complete Question- naires Conduct Product Demos Wave Scoring Doc. Creation Wave Review and Goes Final Revisions Editing Live June - July 2011 Aug. – Sept. 2011 Oct. 2011 Nov. 2011 Jan 2012 15 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • The Forrester Wave™: Human Resource Management Systems, Q1 2012 Source: January 25, 2012, ―The Forrester Wave™: Human Resource Management Systems, Q1 2012‖ Forrester report16 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • HRMS solutions advance in flexibility and usability  Role-based designs obsolete the notion of self-service: – Managers and employees are primary users, alongside HR pros.  Usability and configuration advance using process and hierarchy visual paradigms.  Analytics become embedded within the application.  Business users (i.e., HR process owners) assume responsibility for managing the system.17 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Scoring summary: Current Offering All scores are based on a scale of 0 (weak) to 5 (strong). Source: January 25, 2012, ―The Forrester Wave™: Human Resource Management Systems, Q1 2012‖ Forrester report18 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Scoring summary: Strategy and Market Presence All scores are based on a scale of 0 (weak) to 5 (strong). Source: January 25, 2012, ―The Forrester Wave™: Human Resource Management Systems, Q1 2012‖ Forrester report19 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Mobile Technology Fuels Process Acceleration June 2011 “Innovative Technologies Will Drive Enterprise Applications And ERP To A Bright New Future”20 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Agenda Market trends and characteristics The Forrester Wave™: Human Resource Management Systems, Q1 2012: Research process and results Summary and recommendations21 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Summary thoughts on The Forrester Wave™  Each HRMS vendor evaluated has a sweet spot, depending on customer size, footprint, integration requirements, and deployment preference. – Large multinationals have fewer options.  Software-as-a-service (SaaS) is gaining momentum rapidly. – Beware that hosted/subscription is not the same as SaaS. Look closely at the updating model and tenancy architecture.  Key areas of product differentiation among HRMS offerings include: – International HR and payroll. – Talent management, learning, and recruitment. – Time and attendance. – Deployment model (SaaS, on-premises, hybrid). – Technology architecture.22 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • HRMS vendor selection tips  Build your evaluation and selection process around scripted demonstrations rather than cumbersome RFPs.  Leverage The Forrester Wave™ framework and results in your screening and selection.  Don’t obsess on getting everything from a single vendor — consider best- of-breed solutions in some areas (recruitment, time and attendance, learning).  Carefully assess total ownership costs over a seven- to 10-year time frame. This allows comparison of SaaS versus hosted/on-premises.  Don’t customize.23 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • Read the Forrester Research Report The Forrester Wave™: Human Resource Management Systems, Q1 2012 julie.jasica@towerswatson.comPaul D. Hamerman Amy Wilson 312-201-5808phamerman@forrester.com amy.wilson@workday.comTwitter: @paulhamerman Twitter: @awilswww.forrester.com www.workday.com24 © 2012 Forrester Research, Inc. Reproduction Prohibited
  • 25 © 2012 Forrester Research, Inc. Reproduction Prohibited