SOURCE: CedarCrestone


October 09, 2012 09:56 ET

CedarCrestone Announces the Availability of the CedarCrestone 2012-2013 HR Systems Survey White Paper, 15th Annual Edition

ALPHARETTA, GA--(Marketwire - Oct 9, 2012) -  The CedarCrestone 2012-2013 HR Systems Survey White Paper, released today after its debut on October 8 at the HR Technology Conference and available for download at, reports four big trends, directions, and implications for Human Resources technologies: cloud, social, mobile, and analytics. It also addresses vendor choices, changes, user experience scores, and costs, concluding with the seven practices of highly effective organizations. Spending for HR technologies will be strong, with over 40% of all respondents reporting expected increases for 2013. The three-year forecast for all technologies shows three areas with over 50% growth projected: analytics (142%), social (81%), and service delivery technologies (57%).

The CedarCrestone 2012-2013 HR Systems Survey White Paper is based on 1,246 responses from organizations representing over 21 million employees and provides a benchmark of worldwide HR technologies adoption and the value achieved from their use for the following application categories:

  • Administrative
  • Service delivery
  • Workforce management
  • Talent management
  • Social- and mobile-enabled applications
  • Business intelligence/analytics
  • Three emerging technologies: work management, big data, and social-enabled knowledge management of potential future importance to HR

Throughout the report, we suggest implications and recommendations for both practitioners and vendors. New to the CedarCrestone HR Systems Survey White Paper is a comprehensive report of the seven key practices of Top Performers, the 50 most financially successful organizations among this year's respondents, and their significant differences in adoption of HR technologies and associated HR practices.

The following is a high-level overview of our recommendations from this Top Performer assessment:

1. Move to standardized processes and sophisticated change management practices
2. Deploy a Software as a Service (SaaS) Human Resources Management System (HRMS) or plan a move to a new SaaS HRMS
3. Avoid extensive customization of your HRMS
4. Enable higher user adoption of employee and manager self service AND shared services
5. Adopt Integrated Talent Management (ITM) on your HRMS solution
6. Move to more sophisticated business intelligence (BI) and support managers with these tools
7. Adopt more HR technologies and expect to spend less on HR technology per employee with integrated solutions

Key survey findings:

  • HR technologies spending is positive with close to 50% of both large- and medium-sized organizations, citing an increase vs. staying the same or declining for 2013.
  • SaaS is the clear direction for talent management and core system of record, although to date there are still more replacements of licensed HRMS solutions than new deployments of a SaaS HRMS.
  • The benefits of a SaaS HRMS include that organizations need just a quarter of the technology staff vs. staff required for licensed on premise HRMS solutions and a faster time to value from faster deployments that take about half the time, along with improved user experience and higher customer satisfaction.
  • Improving the user experience is the number one reason for moving to SaaS and an improved user experience is also the reason most SaaS HRMS choices are higher rated on customer satisfaction.
  • Enterprise Resource Planning (ERP)-based HRMS solutions are holding their high levels of adoption with very small future degradation due to new SaaS solutions from major ERP vendors.
  • PeopleSoft is the most adopted HRMS solution at 30% of respondents and will lose just 1% adoption over the next 12 months. It is by far the predominant choice in large organizations. And while Fusion has not reached significant levels of adoption or planned adoption, we see indications that PeopleSoft customers are planning to move to Fusion HRMS in the next 12 months. So, the current loss may reverse.
  • Survey respondents also report exceedingly strong plans for Workday, ensuring exceptional future growth of over 300% for next year for Workday.
  • Workday respondents gave it the highest user experience scores.
  • Service delivery automation delivers at least 15% in administrative savings when pervasive employee and manager self service and a move to shared services with an HR help desk application is adopted.
  • Adoption of the full suite of workforce management applications delivers administrative savings and cost reductions resulting in 33% higher operating income growth.
  • An Integrated Talent Management solution continues as the direction linked to highest financial performance. An ITM on the same platform as the underlying HRMS yields the highest financial performance and lowest cost especially when it comes to expanding to BI of all solutions, with 50% lower BI costs.
  • Social- and mobile-enabled processes are increasing user adoption.
    • Nearly half of all recruiters use strategically focused, social-enabled recruiting processes.
    • Early adopters of social-enabled processes show a link to 8% higher revenue per employee.
  • Respondent organizations with BI that integrates workforce and other organizational data outperform by 12% over those without such integration.
  • Change management is the game-changing approach to ensure successful implementations and optimized value from all HR technologies.

CedarCrestone offers benchmarking of application usage, staffing metrics, and expenditures by industry, size, global reach, service delivery approach, level of best practice, and other criteria. Contact for more information.

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

Note to editors: The findings in the CedarCrestone 2012-2013 HR Systems Survey White Paper can be used verbatim with proper attribution to CedarCrestone.

Editorial resources are also available for further comment on the white paper's findings; please contact CedarCrestone's media contact to schedule an interview.

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