Stories from the Market. Towers Watson’s 2012 HR Service Delivery Survey Results. October 2012. Housekeeping Items . All attendee phone lines are on mute.
Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
Towers Watson’s 2012 HR Service Delivery Survey Results
HR Technology, Sales and Marketing Leader, Americas
Data, Surveys & Technology, Sales, Americas
HR is in restructuring mode to be more efficient and cost-effective: Matrix relationships provide a governance tool while still serving business unit and geographic needs
Shared services is viewed as the key to success for HR organizations looking to meet efficiency and cost-saving objectives
Talent systems remain the top HR service delivery issue, and SaaS solutions are viewed as the most effective
HR technology spending remains steady with a mix of enhanced functionality, upgrades and new implementations and the HRMS market continues to shift toward SaaS
Portals are prevalent and can tie it all together, but they still aren’t reaching their potential: Keeping pace with mobile devices, maintaining content and increasing personalization continue to challenge organizations
Global payroll is challenging,but more global/multinational organizations are driving toward it
While a single HR function is the most prevalent HR structure, geographic and/or business unit matrix relationships are popular for global/multinational organizations…
Current Structure of HR Function
HR Business Partners tend to be aligned with the business unit and Shared Services align with geography
Do You Anticipate Changing Your Current HR Structure in 2012 or 2013?
Reasons for Changing Current HR Structure
No changes anticipated 56%
n = 612
Anticipated Changes to HR Structure in 2012 or 2013
The most common responses in the Other category include changes within existing framework (14 mentions), new structure yet to be determined (11 mentions), and increased centralization or regionalization (7 mentions).
Base: those anticipating making a change n = 271.
Does Current or Soon-to-be-Implemented Delivery Model Include the Following Features?
Top HR Service Delivery Issues (Top Three by Frequency)
n = 606
It remains to be seen if recent HRMS investments will close the gap in key talent management functions
Top five largest gaps in effectivenessPercent fewer of organizations reporting effectiveness using Manual or HRMS compared to Best-of-Breed (BoB) solutions*
* Best-of-Breed solutions used for this comparison are specifically SaaS/vendor hosted solutions.
Factors Accounting for Increased HR Technology Spend in 2012
Base: those expecting increased HR technology spending n = 189.
Is Your Organization Currently Implementing or Planning to Implement a New Primary HRMS?
New HRMS Chosen
Yes, new HRMS has been chosen
Yes, currently evaluating options
n = 618
Approvals/Reviews Required When Managers Initiate HR/Pay Transactions
Does your organization utilize an HR Portal?
What HR portal technology are you currently using?
Yes, we have an HR Portal that is available to both HR and employees
No, we have no plans to develop an HR Portal
No, but we are working to develop an HR Portal
Yes, we have an HR Portal that is available to HR only
n = 599
n = 355
Does Your Organization Have a Single Payroll Vendor/System?
Yes, it is not part of our core HRMS
No, with no plans to consolidate
Yes, it is part of our core HRMS
No, but we are working to consolidate them
n = 332
n = 338
Please type your question into the Questions pane and click the send button
Wednesday, November 14, 2012 Highlights from the 15h Annual CedarCrestone HR Systems SurveyPresented by: Alexia (Lexy) Martin, Vice President, Research & Analytics, CedarCrestoneThis is an IHRIM Members Only Webinar.
This program, #10086, has been approved for 1 recertification credit hour toward IHRIM’s Human Resource Information Professional Certification Program. Please visit www.ihrim.org for additional information.
This program, ORG-PROGRAM-128690 has been approved for 1.0 (Specified – Business Management and Strategy) recertification credit hour toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI). Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.