HCM integration with employee surveys is critical for three main reasons: 1) It allows surveys to be seamlessly distributed to the right groups of employees based on existing workforce data like location, department, and tenure, ensuring the right people receive the correct surveys. 2) It provides instant results and real-time distribution lists that automatically update as employee data changes, so managers always have up-to-date insights. 3) It enables deep analysis of survey responses across employee attributes and over time to identify trends, compare scores in different regions or roles, and target specific actions to drive real change based on issues uncovered.

1. 12 Reasons HCM Integration is
Critical for Employee Surveys

2. EMPLOYEES WANT
TO BE HEARD
3 out of 4 employees said that ONE thing
employers could do to make them stay with
the company longer is to listen to and
address their concerns
1
Source: Center for Generational Kinetics and Ultimate Software National Study
on Employee Experience, August 2016

3. EVENT-BASED SURVEYS
Create surveys from built-in survey templates
designed for key HR- and talent-related initiatives
• Candidate
• New hire
• Engagement
• Post-learning
• Exit
Configure surveys to be released when triggered by
an event or workflows processed within UltiPro.
2

4. SEAMLESS DISTRIBUTION
Easily select and distribute surveys to
the right groups of employees using
existing workforce data:
•Location
•Supervisor
•Department
•Tenure
3

5. REAL-TIME
DISTRIBUTION LISTS
Distribution lists are automatically updated
(NO WORK required from HR or IT) as people
join, leave, or move around the organization—
all synced with changes made in UltiPro
Never worry about sending the
wrong survey or results, to the wrong
employees or managers
4

6. ENTERPRISE-LEVEL
SECURITY
Safeguard data and responses by
keeping role-based access and
workflows intact
Avoid the risks and uncertainties that
come with building custom integrations
5

7. ANALYSIS OF
UNSTRUCTURED DATA
Advanced Natural Language Processing
(NLP) analyzes text-based responses to reveal
sentiment and emotion
• Is the text positive or negative in meaning?
• What emotion is being shared?
• What HR theme (such as retention) is described?
• What competency or skill is being discussed?
6

8. INSTANT RESULTS
No more waiting for weeks or even
months for survey results that are no
longer relevant and actionable
As soon as the survey is closed, you have
drillable results within SECONDS
7

9. TAILORED REPORTING
Deliver personalized reports based on
existing org structures, reporting
relationships, and other HR data in
UltiPro.
Define who sees what—i.e., managers
in Marketing may need a different
view than managers in Finance.
8

10. DEEP DIVE ACROSS
EMPLOYEE GROUPS
Automatically filter and classify responses based on
data fields in UltiPro—Job Category, Performance,
Geography, Tenure, etc.
Use categories for on-the-fly analysis or heat maps—
e.g., comparing engagement scores of Boston vs. LA,
or managers vs. individual contributors
9

11. HISTORICAL
BENCHMARKING
Using historical workforce data within
UltiPro, assess how engagement scores
have changed over time, in order to
identify trends or patterns with
managers, teams, departments, etc.
10

12. TARGETED ACTION
Deliver real-time analysis so managers can take
relevant actions that drive real change
Use employee survey results alongside UltiPro’s
predictive analytics and Leadership Actions tools to:
• Uncover people challenges
• Predict outcomes
• Recommend specific actions for managers
11

13. WHAT NON-INTEGRATED
SURVEY TOOLS BRING
• Costly, timely manual analysis
• Inability to meet enterprise-level requirements
• Complex integration work
• Inconvenience of multiple log-ins—No SSO
• Lack of sophisticated sentiment analysis to
understand what is truly important to employees
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14. Manage, develop,
and understand the
whole person with
UltiPro