Thank you for your valued participation! Respondents will receive an advance copy of the Survey results at the end of September. Lexy Martin will present the formal results at the HR Technology Conference & Exposition on Wednesday, September 29 from 11 AM–12:15 PM. For a $550 discount, use SPEAKER10 when registering.

If you were not able to participate in this year's Survey but would like to receive the Survey White Paper, please register to have these results emailed to you automatically upon publishing.

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.

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.

CedarCrestone 2007–2008 HR Systems Survey

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