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CedarCrestone 2008-2009 HR Systems Survey

CedarCrestone 2008-2009 HR Systems Survey. released today (October 15, 2008) . 11 th annual survey.

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CedarCrestone 2008-2009 HR Systems Survey

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  1. CedarCrestone 2008-2009 HR Systems Survey released today (October 15, 2008) 

  2. 11th annual survey • Service delivery applications continue to be adopted. Their value is in the ability the organization gains to serve more employees with the same or fewer staff and to reduce transaction cycle times and costs. A move to a service center approach with an HR-oriented help desk continues to be a key differentiator. • Web 2.0 innovations are the arena of early adopters. But the promise is evident: organizations using social networking for recruiting and branding had double the sales growth of organizations without these tools. www.pmihrm.com

  3. Strategic applications (talent management): • Talent management matters and the applications that support talent management strategies contribute. Organizations with these various applications had higher financial performance than those without. • When economic conditions are tough, organizations focus on developing the human capital they do have, retaining their top performers, and on measuring their performance. • Organizations with competency management achieved standout sales growth. It should be at the heart of any talent management strategy. • When succession planning scope is limited to top management, those organizations experienced the lowest sales growth. Those with a scope that includes all employees had significantly higher sales growth. • The learning management application in any combination with other talent management applications is linked to the strongest comparative revenue growth. www.pmihrm.com

  4. more • An integrated talent management approach with service delivery, talent management, and business applications on the same platform as the core HRMS is a best practice. • The stance organizations are taking regarding sourcing is not one of total business process outsourcing where processes and systems are lifted and shifted to an outsourcer. It is still one of selective outsourcing. • Change management continues to be the one key differentiator towards achieving a successful HR technology project or sourcing change. www.pmihrm.com

  5. http://www.cedarcrestone.com/research.php • for access to the latestCedarCrestone HCM Surveys www.pmihrm.com

  6. contact • Alexia (Lexy) Martin • Director, Research and Analytics • CedarCrestone • email:    alexia.martin@CedarCrestone.com • phone:   530 878 3850 • cell:       530 906 7550 • access: 877 327 1291 • www.CedarCrestone.com www.pmihrm.com

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