The CedarCrestone 2011–2012 HR Systems Survey White Paper notes an overall growth of 10% between 2010 and 2011 across the 40+ applications it tracks.

This year’s survey white paper covers adoption, deployment options, vendor outlook, value achieved, and expenditures for the following categories of applications:

• Administrative
• Service delivery
• Workforce management
• Talent management
• Social- and mobile-enabled applications
• Business intelligence/workforce analytics and planning

Visit our CedarCrestone 2011–2012 HR Systems Survey page or see below for all other survey resources.

This white paper reviews how four different organization types (Multinational, Global, International, and Transnational) adopt HR technology and highlights the results achieved by each. The research is based on 420 global organizations with operations in multiple countries. We find that the Global type consistently outperforms, achieving the highest benefits at the lowest costs.

In conclusion, we present the three most important leading practice recommendations for organizations to consider as they evolve in their HR technology globalization journey:
1. Process standardization
2. Careful SaaS adoption
3. Key technology implementations

Economic conditions over the past two years have created a highly unstable market environment for HR technology acquisition. However, the CedarCrestone 2010–2011 HR Systems Survey White Paper shows a strong recovery of adoption of 43 applications and spending. It also reports a forecast for almost 100% growth in talent management, social media, and analytics/planning applications for the next three years.

This year's survey white paper covers adoption, deployment options, vendor outlook, value achieved, and expenditures for the following categories of applications:

• Administrative
• Service delivery
• Workforce management
• Talent management
• Social networking
• Business intelligence
• Workforce optimization

Lexy Martin, Director Research and Analytics, examines the history of talent management application development, the components necessary to create an unified talent and HCM solution, and your options moving forward to pick the right talent path and maximize your investment. In this white paper, she discusses the following:

• Best in Class IT Trends – the importance of talent and HR data unification across the enterprise and impact on the organizationÕs strategic vision
• What Does a Unified HCM Solution Look Like? A look at key parts including profile management, analytics, and social networking, unified with the broader ERP solution
• ERP-based Talent and HCM Innovation and how they are creating real value
• Talent Management Options by Strategic Requirement – a review of multiple delivery models to best fit customer functionality requirements and cost constraints

The CedarCrestone 2009–2010 HR Systems Survey explores application adoption and deployment approaches for 40 applications in five categories: Administrative, Service Delivery, Workforce Management, Strategic HCM (Talent Management) and Business Intelligence. Now in the 12th year, this longest running HR Systems Survey has over 1,000 responses, representing 18 million employees. The survey also analyzes vendor choices, best practices, and expenditures among other topics. Most importantly it reports the value achieved from choices on these topics and provides recommendations for the technologies delivering the greatest business impact.

In today´s economy, it is critical for organizations to make employee retention and development a major business focus, to ensure that valuable employees are not lost as the economy improves. However, many organizations struggle to understand their workforce—the performance and productivity of the workforce, the applicants they are recruiting and retaining, the internal talent they are grooming for career advancement, and the compensation and benefits that allow the organization to be competitive in the marketplace. This paper introduces Oracle´s comprehensive HR Analytics offering and shows how the increased power of metrics and analytic insight can align core HR business processes with organizational goals and strategies and help ensure organizations make the right business decisions today for tomorrow.

CedarCrestone, collaborating with Jeitosa Group International, a global human resources and systems consultancy, have published their findings from a joint study on how different types of global organizations leverage HR technology to support their business goals.

Evaluating the impact of HR technology for the four different organizational models, the study concludes that "Multinationals support local operations, Internationals develop talent, Globals save money, and Transnationals make money." Specifically, highly centralized organizations achieve efficiency and cost savings; highly collaborative and innovative organizations cultivate a learning and sharing environment across their diverse and disparate global operations. Most importantly, the adoption of certain key applications link to positive financial growth.

The CedarCrestone 2008–2009 HR Systems Survey continues to find that HR technologies are both strategic and offer organizational differentiation. Now in the 11^th year, this longest running HR Technology Survey has over 800 responses. This extensive survey covers adoption of service delivery, Web 2.0, strategic human capital management and business intelligence applications. It analyzes vendor choices, sourcing, and expenditures. Most importantly it reports the value achieved from choices on these topics.

This supplement to the CedarCrestone 2007–2008 HR Systems Survey White Paper presents a mid-year status update on the state of metrics and analytics. The report also provides a focus on the barriers organizations are facing whether they are getting started or are further along and at least have a data warehouse. It concludes by highlighting two organizations, Luxottica Group and EMC, as they move towards increased reporting, analytics, and overall business intelligence.

This latest White Paper, compiled by CedarCrestone´s Research and Analytics team, seeks to uncover the value achieved from various workforce technologies based on ten years of research as well as three in-depth customer case studies showcasing the benefits and impact these organizations achieved from going global, talent management applications, or Web 2.0 solutions.

The CedarCrestone 2007–2008 HR Systems Survey finds that HR technologies and the processes they impact are making a difference. Key findings include these: top performers are more efficient (higher number of people served and lower costs per employee), more frequently use PeopleSoft for their HR record keeping, actually overall have less talent management technology, and are using more business intelligence applications. The applications that make the most difference are an HR-oriented help desk application and competency management.

The Survey is the longest running survey on the state of workforce technologies adoption and how to configure service delivery to improve performance. The report is based on 466 responses, from small to large global and non-global organizations. The survey scope is broad, covering the following:

• Initiatives underway related to technologies and service delivery to improve human capital management
• Applications including self service, talent management, and business intelligence now in use and planned, vendor choices, success factors and barriers
• Scope of outsourcing (process, technology infrastructure, and people who support HR technologies)
• Expenditures to date and estimated budgets for these choices
• Results achieved (including employee/HR staff ratios and administrative costs per employee)

All the pieces are now in place for 2007 to be the year of full-throttle implementation of metrics-based management with the deployment of Warehouses, reporting functionality and analytics fine-tuned to include the workforce contribution to enterprise performance management. Report contents include the following:

• Executive Summary
• The State of Adoption of Metrics and Analytics
  • The Technologies (system of record, warehouse, reporting, analytics, visualization, distribution)
  • The Organizational Commitment to Metrics and Analytics (most used metrics, metrics by industry, metrics by organizational objective, metrics framework)
• Case Studies
• Capital One
• University of Michigan Health System
• Value Proposition
• Strategy for Success