Cloud watch on hrms solutions

Copyright © 2013 Capgemini Consulting. All rights reserved.

Cloud Watch on HCM Cloud Solutions CC India, Research

December 2013


Contents

Objective and approach

Sneak Peek at HCM Cloud

Market

HCM Cloud Solution

Footprint

Market trends

Vendor landscape

Appendix

2


Objectives, Approach and Context

Provide a single source of information on leading HR solution providers across the globe

Identify leading players across HRM SaaS functionalities

The study uses publicly available information sources:

– Company websites

– Text line searches

– Industry reports

– Analysts reports

Cloud computing is the availability of hardware, software and data via the internet and it represents the network of connected computers

Software as a service (SaaS) is one of the service models offered in cloud computing along with Infrastructure as a service (IaaS), Platform as a service (PaaS) and Network as a service (NaaS)

SaaS is a growing phenomenon in the market and has made a successful penetration into mainstream Enterprise IT

Earlier, licensed on-premise software was the dominant deployment model in production, but with time, on premise vendors have also begun to offer SaaS based solutions

Coupled with the buy side objective of reducing the cost of ownership, the SaaS revolution is bound for exclusive growth across all forms of a business

Globally, Capgemini Consulting helps many of its clients on the use of Software as a Service solutions, and this document intends to provide a single source of truth about HR SaaS solutions currently available in the market, with a focus on the European market

3

Version Status

Final

Authors

CC India, Research services

Delivered in

Q4, 2013

Objectives and Approach Context


Contents



Market

HCM Cloud Solution

Footprint

Market trends

Vendor landscape

Appendix

4


A sneak peek at HCM Cloud Market(1/2)

5

December, Q4, 2013

Oracle has enhanced its Oracle HCM Cloud and Oracle Talent Management Cloud by streamlining succession planning, extended mobile recruitment, centralize performance feedback, etc >> Read More on Pg 31

Workday introduced Workday day Big Data Analytics for HR and Finance >> Read More on Pg 37

Peoplefluent launched OrgPublisher 11.2, that help deliver advanced turnkey workforce visualization reports >> Read More on Pg 41

Kronos made significant enhancements to its mobile and tablet applications in terms of easy access, notification

alerts and geo-fencing capabilities >> Read More on Pg 47

VENDOR CORNER

Strategic partnership between SAP and China Telecom in cloud computing to provide SAP Cloud portfolio to

small and large organizations in China >> Read More on Pg 35

Salesforce.com and Workday strengthen their strategic partnership as they plan to integrate the entire Salesforce

and Workday product lines >> Read More on Pg 38

Integration of SumTotal Talent Expansion Suite with Salesforce Identity to enable single sign-on across

SumTotal Talent Expansion Suite >> Read More on Pg 44

PARTNERSHIPS, ALLIANCES AND M&A’S


A sneak peek at HCM Cloud Market(2/2)

6

December, Q4, 2013

Oracle Fusion HCM received Ventana Research Technology Innovation Award for business innovation in the category of HCM >> Read More on Pg 32

SuccessFactors named a Leader in 2013 IDC MarketScape Integrated Talent Management Report for Western Europe >> Read More on Pg 35

Kronos named Worldwide Leader in Workforce Management solutions by IHS Inc >> Read More on Pg 47

ANALYSTS SPEAK

Learning Technologies Conference & Exhibition, organised by Kenexa to be held on 29th-30th January, 2014 in Olympia 2, London, UK >> Read More

HR Directors Business Summit to be held on 4th-5th February, 2014 in The ICC, Birmingham, UK >> Read More

Human Resource Summit 2014 will be held in Barcelona from 8th-10th October, 2014 >> Read More

EVENTS

http://kenexa.com/events/ctl/viewdetail/mid/525/itemid/5028/d/20140129

http://hrevent.com/

http://hrevent.com/

http://www.summit-events.com/Human-Resource-Summit/index.html

http://www.summit-events.com/Human-Resource-Summit/index.html


Communicate, communicate, communicate!

Implementing a HCM (Cloud) Solution is not only an IT project, but needs to be approached in an integral way covering technology, processes, organisation and people

HCM Cloud Solutions can be tailored to meet (most) requirements of the organisation by means of configuration delivered within the solution

– This provides great opportunities for standardisation, and minimises maintenance efforts

– It is important to understand and communicate these benefits along with the restrictions such as no customisations of a HCM Cloud solution

Good mix of internal and external resources in terms of availability, knowledge and expertise

– Internal (project) resources: To provide quality data and organisational context, ensuring ownership of a sustainable solution

– External resources: To provide the knowledge and expertise for implementing HCM Cloud Solutions, scaling up of project capacity and the outside-in view

Start simple

– Implement in waves and consider the learnings after every wave

– It is always better to “Keep it simple” and not add too many functionalities in the first implementation itself

Strict project management is the key: Stick to deadlines, frequent updates on progress on deliverables, be strict on the three iterations during implementation

Manage dependencies between the project streams as well as external dependencies

Some examples of lessons learnt based upon Capgemini’s experience in implementing HCM Cloud Solutions

7

Lessons learnt from implementation of HCM cloud solutions

Source: Capgemini Consulting Analysis:


Some examples of pitfalls based upon Capgemini’s experience in implementing HCM Cloud Solutions

8

Lack of common (global) definitions relating to data elements, processes and KPI’s

Underestimation of the effort involved in data cleansing and data migration efforts, especially with a view to historical data

Lack of clear governance regarding data, definitions and the project

Lack of single source of truth

Lack of clear criteria and governance body regarding deviations of the agreed configuration

– In principle, only deviations due to regulatory compliance and legislations should be catered for

Lack of proper and timely alignment with the stakeholders and the lack of involvement of the stakeholders

Lack of a clear reporting scope

Too little focus on defining and embedding proper support processes and its organisation

Pitfalls of implementation of HCM cloud solutions

Source: Capgemini Consulting Analysis:


Please get in touch with:

Want to know more?

9

Ronald van den Berg

Principal Consultant People & Performance Mob: +31 (0)6 – 15030294 Secretary: +31 (0)30-6898844 Mail to: [email protected]

Tim van der Wal

Principal Consultant People & Performance Mob: +31 6 1503 0286 Secretary: +31 (0)30-6898844 Mail to: [email protected]

Lysette Kampman

Managing Consultant People & Performance Mob: +31 6 29560779 Secretary: +31 (0)30-6898844 Mail to: [email protected]

Peter Speleers

Practice Manager HCM Technology Transformation Services

Mob: +3227081666 Mail to: [email protected]

Hannele Koskenmäki

Managing Applications Consultant


Mårten Nilsson

Consultant

Mob: + 46 702925957 Mail to: [email protected]

Andreas Stålbäck

Consultant

Mob: + 46703395607 Mail to: [email protected]

Hugo Ruiz

Managing Consultant

Mob: 0034-647746053 Mail to: [email protected]

Ronan How

UK HR Cloud Lead


Agra Fernando

HCM Consultant

Mob: +49151402504 60 Mail to: [email protected]

mailto:[email protected]


















Contents



Market

HCM Cloud Solution

Footprint

Market trends

Vendor landscape

Appendix

10


HCM SaaS solutions can be categorised into Core HR, Workforce, Talent, Learning, Recruitment Management and Compensation & Benefits

11

HCM Cloud Solution Footprint

Learning Management

HCM Solutions (Cloud & Mobile)

Core HR

Workforce Management

Talent Management

Compensation & Benefits

Recruitment management

Employee Records Payroll Benefit

Administration and Enrolment

Salary and wage structure

Jobs and positions Employee

Engagement Compliance

Organisational structures

Time reporting Workforce

scheduling and assignments

Attendance Productivity Analysis

Paid Time Off Labor Cost

Distribution

Absence Management

Employee Performance

Goal Management

Career Planning

Competency Management

Succession Planning

Talent Review

Retention Management

Leadership Development

Learning Course Administration

Content Management

Mobile Learning

Mentoring Collaboration Social and Informal

Learning Professional Certification

Bonus Programs

Commissions

Stock and Long Term Incentives

Employee Recognition

Base Salary Administration

Wellness

Retirement and Savings

Market Pricing and Equity

(Strategic) Workforce Planning

Requisitions

Sourcing and Social Recruitment

Candidate Engagement

Applicant Evaluation

Diversity & Compliance

Onboarding

Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester 2012; CC India Analysis



Core HR

Organizations tend to integrate social networking activities to leverage Core HR data activities to drive best-in-class business results

Core HR Solutions

12

Core HR

Vendor Landscape

“Licensed on-premise software remains the dominant deployment model in production with SaaS based solutions contributing only 18% of Core HR segment’s revenues1”

Description Vendor Example

Integrating social media into core HR activities boosts collaboration

Using HR software that embeds social media into daily activities and processes that encourage employees in all work locations to communicate and collaborate in real-time and via mobile app too

Infor’s HCM app fosters collaboration by displaying social networking activities and documents from within the people tracking software

Focus on full technology integration

Companies need to move away from information silos to unified Core HR systems Solutions must centralize the HR

management throughout the life cycle of employees

SuccessFactors ‘Employee Central’ enables global HR teams to focus on creating strategic value for the business by streamlining processes and providing access to information that supports faster decision-making

Tren

ds

Completeness / Strength of the

offering;

Employee Records Payroll Benefit

Administration and Enrolment


Jobs and positions Employee

Engagement Compliance


Note: 1 Includes product revenues (i.e., licenses, maintenance, and subscriptions) Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester 2012; The Forrester Wave™: Human Resource Management Systems, Q1 2012; CC India Analysis; HRM Solutions: Traditional Models clash With

Next-GenerationProcesses And Technology; Forrester 2012; www.workforce.com; http://successfactors-corehr.com/

http://www.workday.com/

http://www.sumtotalsystems.com/index.html

http://peoplefluent.com/

http://www.workforce.com/

http://successfactors-corehr.com/




WFM consolidation will continue to occur in the vendor/provider market through partnerships and acquisitions across the industries

Workforce Management Solutions

13



Time reporting

Workforce scheduling and assignments

Attendance

Productivity Analysis

Paid Time Off

Labor Cost Distribution

Absence Management


“SaaS adoption has slowly started to evolve, as the leading vendors have now begun to offer both on-premise and SaaS solutions”

Vendor Landscape

Vendor Landscape Completeness / Strength of the

offering;

Note: 1 CAGR refers to Compound Annual Growth Rate Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester 2012; CC India Analysis; Factiva ; Cisco Systems, 2012


Strong demand for Mobile Workforce Management (WFM)

Mobile WFM helps increase employee responsiveness and decision-making speed Increase in demand to enable employees

to work when mobile

Kronos licensed WFM solutions to more than 250,000 employees across a wide variety of industries

Expansion of applications through acquisitions

Expanding application breadth through organic development and acquisition, with increasing vertical industry focus Consolidation will continue in the vendor

market

Kronos acquisition of healthcare WFM provider API Healthcare Corporation RedPrairie acquired all-commerce

solutions provider Escalate Retail

Tren

ds





Need to provide integrated talent management solutions and enhanced charting and visualization are the key trends in talent management

Talent Management Solutions

14

HCM Solutions (Cloud & Mobile) Talent

Management


Goal Management Career Planning


Succession Planning Talent Review Retention

Management

Talent Management

“58% of the products revenues from Talent Management solutions are via SaaS based solutions”

Vendor Landscape


offering;


Talent Management systems market is rapidly integrating through vendor consolidation

Most users are now looking for a toolset which integrates talent management, core HR and payroll No vendor has a perfect solution yet but

all leading players are moving towards providing an integrated talent management solution

Oracle Fusion HCM), SAP (Employee Central and SuccessFactors) are essentially there now (with many little integration issues to complete), ADP and SilkRoad are each well along with a fully integrated system

Enhancing charts and visualization capabilities

Talent management vendors will continue to enhance charting and visualization capabilities in their product

Workday's faceted search integration with n-Box and ‘active’ organization charts in multiple vendor offerings

Tren

ds

Note: 1 Includes product revenues (i.e., licenses, maintenance, and subscriptions) Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester 2012; Recruitment Aligns With Talent Management, Forrester, 2011; HRM Solutions: Traditional Models clash With

Next-GenerationProcesses And Technology; Forrester; Hype cycle for HCM software, Jul 2013; Forbes.com; CC India Analysis;





Over time, there have been rising need for customization in learning management to adapt to the end users’ preferences

Learning Management Solutions

15

Learning Management




Content Management

Collaboration Social and Informal

Learning Professional Certification

Mobile Learning

Mentoring

Learning Management

“In Learning Management, the SaaS model currently accounts for 45% of its product revenues”

Vendor Landscape


offering;


Need for Personal Learning Environment (PLE)

An interface that can be manipulated to meet end-user’s needs and preferences Know learners’ interests and gaps

in knowledge and skills and proactively suggest new information courses

Saba provides Personalized Learning Experience through Domain-specific portals - Access related

companies and organizations within each vertical Highly configurable user interface and

user-defined graphical navigation

Gamification in Workplace Learning

Global game-based learning market reached $1.2 billion in 2011. and is estimated to more than double to $2.5 billion by 2015

Peoplefluent released its Workforce Explorer iPad app which includes a first of its kind gamification functionality, called “Workforce Explorer Challenge

Tren

ds

Note: 1 Includes product revenues (i.e., licenses, maintenance, and subscriptions) Source: Embrace Future Trends To Deliver HRM Business Impact, Gartner 2012; Peoplefluent website; Saba website; Bersin blog; CC India Analysis





Recruiting technology is now gravitating toward customer relationship marketing focusing on candidate experience and identifying the right candidate from the entire pool

Recruitment Management Solutions

16

HCM Solutions (Cloud & Mobile) Recruitment

management


Requisitions Sourcing and Social

Recruitment Candidate

Engagement

Applicant Evaluation Diversity & Compliance Onboarding Talent Pools


“83% of the product revenues of recruitment solutions market was contributed by SaaS based solutions”

Vendor Landscape


offering;

Note: 1 Includes product revenues (i.e., licenses, maintenance, and subscriptions) Source: Embrace Future Trends To Deliver HRM Business Impact, Gartner 2012; http://www.hrtechnews.com; Kenexa website; CC India analysis


Selection management system or Smart ATS (Applicant Tracking System)

Systems to use a combination of biometric data and proprietary algorithms to predict which candidates are likely a fit, and which are not

Kenexa provides its applicant tracking system trough its product, Kenexa 2x BrassRing SilkRoad provides ATS in its SilkRoad

OpenHire product

Video, Bigdata and Analytics on the rise

Video interviews and video resumes will be on the forefront Help parse applicant information and

predict those who are likely to be stellar performers

Workday provides mobile analytics feature in its ‘Workday Recruiting’ that allow recruiters to conduct headcount planning, job requisition, and pipeline management analytics on the go

Tren

ds




http://www.hrtechnews.com/


Compensation & Benefits tools have become a component of broader Talent Management suites and there have been significant mergers & acquisitions in the market

Compensation & Benefits Solutions

17



Bonus Programs Commissions Stock and Long Term

Incentives



Wellness Retirement and

Savings Market Pricing and

Equity


“SaaS penetration in the Compensation and benefits function has gained momentum and contributes 52% of this segment’s product revenues

Vendor Landscape


offering;

Note: 1 Includes product revenues (i.e., licenses, maintenance, and subscriptions Source: Embrace Future Trends To Deliver HRM Business Impact, Gartner 2012; HRM Solutions: Traditional Models clash With Next-Generation Processes And Technology; Forrester 2012; CC India Analysis


Compensation vendors leverage pay-for-performance

Compensation specialists leverage the link between rewards and performance

Workscape added performance to its Compensation & Benefits capabilities

Mergers & Acquisitions

There have been significant mergers and acquisitions in the compensation market during the past few years

Kenexa acquired Salary.com, a provider of on-demand talent management, payroll, and compensation solutions and ADP’s acquired Workscape, provider of integrated benefits and talent management solutions and services

Tren

ds





Contents



Market

HCM Cloud Solution

Footprint

Market trends

Vendor landscape

Appendix

18


The global HCM market is expected to grow at a CAGR of 7.4% over the period 2012- 2016 owing to the streamlining of HR operations across companies

HCM Solutions market overview

19

Global HCM market is expected to grow at a CAGR of 7.4% over the period 2012-2016 from $8.3bn in 2012 to $11.1bn in 2016

One of the key factors contributing to this market growth is the streamlining of human resource operations

– However, the fragmentation of the market could pose a challenge to the growth of this market

Interest and investment in human capital management market continue to be strong, outpacing most other application market

– The HCM applications market has been the focus of a number of acquisitions in the past year including SAP's acquisition of SuccessFactors and Oracle's acquisition of Taleo

Global HCM Solutions market in USD bn (2011 -2016)

$7.5 $8.3

$8.9 $9.6

$10.3 $11.1

$0

$2

$4

$6

$8

$10

$12

2011 2012 2013 2014 2015 2016

Note: The global HCM market composes of core HR solutions market and talent management market that includes recruiting, learning, workforce and compensation management Source: IDC; Gartner; Forrester; PwC; Managing Human Capital: HRIS 2013, Bersin by Deloitte report; 2013 Talent Management Systems Market, Bersin by Deloitte report

CAGR 7.4%


HRM application SaaS adoption (n = 727 global organisations)

Based on a survey estimates, global organisations are expected to prefer using SaaS model for Talent Management and Core HR solution functions

HRM SaaS adoption

20

Administrative Application Deployment1 Administrative Application Deployment1

Administrative Application Deployment1 Workforce Management Application Deployment3

Administrative Application Deployment1 Service Delivery Application Deployment2

Administrative Application Deployment1 Talent Management Application Deployment4

13%

44%

15%

6%

24%

13%

40%

25%

6%

15%

Licensed software - hosted

Licensed software - on premise

SaaS - subscription based

Outsourced (process and software)

Others including in-house/bespoke

2011-12 2012-13

18%

25%

33%

3%

21% 17%

25%

44%

3%

11%






2011-12 2012-13

Note: 1 Administrative applications: Core HR record keeping, payroll, and benefits administration; (2) Service delivery applications: employee and manager self service, portal, HR help desk, and workforce life cycle management; (3) Workforce Management applications: Includes time and labor, Absence Management, and labor scheduling applications; (4) Talent Management: applications that help an organisation acquire, develop, and retain talent

Source: CedarCrestone 2012–2013 HR Systems Survey Results

18%

48%

16% 13%

5%

18%

41%

22%

14%

5%






2011-2012 2012-2013

18%

50%

8% 7%

17% 18%

46%

16%

6% 13%






2011-12 2012-13


Estimates have identified that the need to improve user experience is one of the main reasons for moving towards SaaS solutions

HRM application Deployment

21

HRM application SaaS adoption (n = 1,246 global organisations)

Administrative Application Deployment1

Deployment Averages across All Applications Administrative Application Deployment1

HRMS Application Deployment Administrative Application Deployment1

HRMS Vendor Adoption and User Experience

Outsourced

3%

In house developed software

4%

Hybrid

11%

Licensed software – hosted

14%

Licensed software – on premise

33%

SaaS – subscription

based

35%

Outsourced (process and

software)

2%

Hybrid

14%

SaaS – subscription-

based

Licensed software – on premise

50%

In house developed software

2%

Licensed software – hosted

12%

20%

0

5

10

15

20

25

30

2.7 2.3 2.5 2.2 2.4 2.1 2.6 2.8 2.0 1.5

Ceridian

Workday

ADP SAP/Success Factors

Kronos

PeopleSoft

Ve

nd

or

Ad

op

tio

n P

erc

en

tage

User Experience Score

Oracle

Note: Hybrid deployment refers to both licensed and SaaS solutions Source: CedarCrestone HR Systems Survey 2012-2013


The HCM Solutions vendor landscape is undergoing transformation with a mix of organic and non organic growth

HCM Solutions vendor options to build, buy or partner

22

Source: Consolidation And Innovation Transform The HRM Vendor Landscape, Forrester, 2012; CC India Analysis

Seamless integration of data and processes

Consistent user experience

Leverage new technologies and process paradigms

Fast time-to-market

Depth and maturity of solutions; innovative differentiation

Management know-how

Minimal upfront investment

Fastest time-to-market

Ability to leverage best-in-class capabilities

ADVANTAGE

Lengthy time-to-market

Difficult to match depth of best-of-breed products

Higher risk of failure to deliver results

Difficult to harmonize user experience

Process and data integration not seamless

Inherited architectural baggage

Integration and user interface (UI) harmonisation difficult to achieve

Contracts and support channels vary, often not seamless

POTENTIAL PITFALLS

Workday (HCM Solutions and Talent Management)

Ultimate Software (HCM Solutions and Talent Management)

Cornerstone OnDemand (learning and Talent Management)

SAP / SuccessFactors

SumTotal Systems / Softscape

Ceridian / Dayforce

ADP and Kronos (Workforce Management)

Ultimate Software and Infor (Workforce Management)

EXAMPLES

BUILD FROM SCRATCH ACQUIRE PARTNER

Building out the HRM suite is high risk and high reward

Acquisitions are difficult to integrate and harmonize

Partnering for complementary HRM functionality is less costly

but may not deliver value


– Trend Micro, a security solution provider, entered into a global alliance with cloud and virtualization service provider, VMware, in 2010

– Cloud.com, a provider of open source cloud computing solutions, entered into a partnership with Symplified, a cloud security company, in 2011, to provide service providers with Single Sign-on (SSO) capabilities

Several trends are shaping up the cloud market ensuring the clarity necessary to promote investments in cloud computing technologies…

Trends in security for cloud solutions (1/2)

23

Cloud service providers (CSPs) will increasingly form partnerships with security solutions providers as the global cloud security software market matures

The global cloud security software market is witnessing the emergence of cloud service- specific security solution providers such as Symplified, Zscaler, and Credant Technologies

Strong and fast revenue growth of these companies is expected to encourage other companies to enter the market

Further, a strong shift toward cloud-based services is expected to provide a further boost to these pureplay companies

The growing access to secure networks through the cloud and the growing criticality of data in the cloud will remain the major growth drivers of this market

Further, the growing number of cases of identity theft is expected to prompt cloud users to adopt identity management and access control solutions

Other cloud security segments that are expected to witness growth in the adoption of cloud security are Data Security, Cloud Governance, Application Security, and Operational Security

Source: ; Global Cloud Security Software Market- Technavio report 2012, CC India Analysis

Increasing partnerships between CSPs and security solution providers expected

Increasing emergence of cloud service-specific security solution providers

Identity management and encryption to remain the top cloud security solutions offered


… to boost users’ privacy and security in the cloud and promote the development of necessary standards and infrastructures

Trends in security for cloud solutions (2/2)

24

Increasing availability of cloud security solutions for SMBs

The growing needs for cost cutting and flexibility are compelling many SMBs to adopt cloud security solutions

By the end of 2012, the percentage of SMBs that have adopted cloud services was close to 50 percent, i.e., half of all SMBs are expected to have cloud-based services because of which security has risen in importance over the years

Emergence of strong cloud security standards and guidelines

Strong demand from end-users for more detailed and concrete assurances of operational practices is resulting in the emergence of strong cloud security standards and guidelines

Authorities are also beginning to react with governmental institutions actively looking into compliance issues

Examples are the European Commission undertaking research and setting up dedicated agencies such as ENISA (European Network and Information Security Agency), as well as the US FTC (Federal Trade Center)

Advances have been made: the US-EU Safe Harbor act provides protection for EU and international organizations for which data must be specifically managed in multiple jurisdictions

The current legislation governing cloud security in EU is the EU Data Protection Directive (Also known as Directive 95/46/EC) which is designed to protect the privacy and protection of all personal data collected for or about citizens of the EU, especially as it relates to processing, using, or exchanging such data

– Witnessing the growing demand from SMBs, companies such as Zscaler and Panda Security are offering SMB-specific cloud security solutions

Source: Privacy and Cloud Computing - “Data Protection and Cloud Computing under EU law”; Data Security, Ace Group, 2011; Cloud computing Market overview and perspective, Deloitte Report; Global Cloud Security Software Market- Technavio report 2012, CC India Analysis


HCM Solutions vendors seek to offer broader sets of solutions by acquiring complementary capabilities across process categories

Building strength across process categories through acquisition

25

Taleo SuccessFactors Workscape Kenexa Softscape

Learn.com Plateau Systems

The RightThing Outstart Cybershift

Worldwide Compensation

Jobs2web VirtualEdge Salary.com Accero

Jobpartners Infor SHPS Brassring Geolearning

Cytiva Jambok Docent

Vurv CubeTree Pathlore

Talent Management

Learning Management

Core HR




Source: Consolidation And Innovation Transform The HRM Vendor Landscape, Forrester, 2012; CC India Analysis

Optilink

PDSI - Telestaff

SaaShr.com

Edvantage

MrTed

StepStone

Acquire

Strategia Communicati

ons



Contents



Market

HCM Cloud Solution

Footprint

Market trends

Vendor landscape

Appendix

26


HCM Solutions footprint

HR Solution footprint

27

Core HR Workforce

Management Talent

Management Learning

Management Recruitment management


Employee Records

Payroll

Benefit Administration and

Enrolment


Jobs and positions

Employee Engagement

Time reporting

Attendance

Paid Time Off


Goal Management

Career Planning


Succession Planning

Talent Review



Content Management

Mobile Learning


Requisitions

Sourcing and Social Recruitment



Bonus Programs

Commissions

Stock and Long-Term Incentives


Wellness

Compliance

Talent Pools

1

2

3

1

2

3

1

2

3

4

5

6

1

2

3

4

5

6

1

2

3

4

5

6

1

2

3

4 4

7

5


8

Absence Management

4


5

Productivity Analysis 6

Labor Cost Distribution

7 Retention Management

7

Mentoring 5

Collaboration 6

Social and Informal Learning

7

Professional Certification

8

Applicant Evaluation 6

Diversity and Compliance

7

Onboarding 8

Retirement and Savings

7

Market Pricing and Equity

8

Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester 2012; CC India Analysis;


Summary of profiles

Summary of HR Solution Vendor profiles – 1/3

28

Applications Vendors

Core HR Workforce Talent Learning Recruitment Compensation

& Benefits

Office locations in

Benelux Region

Completeness / Strength of the offering; Office locations in Benelux region

CLOUD

Source: Capgemini Consulting Analysis;





Summary of profiles


29



& Benefits

Office locations in

Benelux Region




Summary of profiles


30




& Benefits

Office locations in

Benelux Region



Oct 2013: American Career College and West Coast University use Oracle HCM Cloud to transform its HR and shift focus to talent management

Sept 2013: Beijing’s CAJ Senior Care Services Co. has adopted Oracle HCM Cloud and Talent Management Cloud to help establish innovative HR management platform

Sept 2013: Significant enhancements made to Oracle HCM Cloud and Oracle Talent Management Cloud by streamlining succession planning, extended mobile recruitment, centralize performance feedback, etc

Jun 2013: Partnership with Salesforce.com in which Oracle plans to integrate salesforce.com with Oracle’s Fusion HCM and Financial Cloud, and provide the core technology to power Salesforce.com's applications and platform

Mar 2013: Oracle acquired cloud infrastructure management software startup, Nimbula

Sept 2013: Oracle Fusion HCM received Ventana Research Technology Innovation Award for business innovation in the category of HCM

Oracle Fusion Human Capital Management delivers a robust set of Talent Management modules, covering workforce development and workforce rewards

Oracle Fusion HCM Company profile – 1/3

31

Benelux office locations

Belgium, the Netherlands and Luxembourg

Global office locations

North America, EMEA and Asia-pacific

Company Oracle Corporation

HCM Solutions Services

Consulting, Implementation, maintenance and support

Sector Focus Diversified customer segment

Annual Revenue USD 37,121mn (2012)

Employees 115,000 (2012)

New

s C

lipp

ings

Key Wins New Products / Solutions Acquisitions / Partners Awards

Oracle is an Enterprise software company which develops, manufactures,

markets, distributes and services enterprise software Oracle Fusion HCM delivers a complete suite of human resource and Talent

Management applications, all available as Software as a Service Oracle Fusion HCM has a message about co-existence -implement Fusion

modules that solve a business problem and use the delivered integration with existing Core HR system

Company Overview

Partners: Oracle partners with Capgemini, eVerge Group, The Hackett Group, HCL Axon, KBACE, KPMG LLP, PwC, Infosys, Wipro and Deloitte

Partner Ecosystem

Source: Oracle Website; Oracle Fusion HCM and Talent Management Whitepaper, 2013; Factiva; http://www.oracle.com/us/corporate/press/2020966

http://www.oracle.com/us/corporate/press/2020966


SaaS & Mobile Solutions Portfolio

Delivery Models

Oracle Fusion HCM and Talent Management suites can be hosted and provided as a integrated managed service

Oracle Fusion HCM Company profile – 2/3

32

Hosted Managed

SaaS Mobile HR

1 2 3 4 5 6 7 8

x x x x x x x x

Core HR Workforce

Management Talent

Management Learning



1 2 3 4 5 6 7

x x x x x x

1 2 3 4 5 6 7

x x x x x

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x x

x x x x x x x x

1 2 3 4 5 6 7 8

x x x

1 2 3 4 5 6 7 8

x x x x x x x x

SaaS Mobile

Oracle Fusion Human Capital Management pricing are for each individual components. – For example Oracle Fusion Talent Review:

License price USD 70, software update and license USD 15.4 for each employee

Pricing Models

Oracle is allowing for “upgrade protected” personalisation and extension of the application using the “Composer Tools”

Can be used as a best of breed solution and is compatible with any of the Core HCM Solutions

Strengths

Product is still new in the market Functions are still evolving

Challenges

Key Clients

To know more...

Source: Oracle Website; http://www.oracle.com/us/products/applications/taleo/enterprise/recruiting/features/index.html

http://www.oracle.com/us/products/applications/taleo/enterprise/recruiting/features/index.html


Reduce implementation risk and cost by leveraging Oracle’s pre-built, sustainable integrations that enable rapid integration with existing business processes Flexible integration platform for rapid integration with third-party applications and services

Integration systems & platforms

Oracle Cloud HCM Services offer a global solution which has a global core and additional country functionality Implemented in more than 40 countries

Implemented markets

Offer significant functional value with easy to uptake applications releases Deliver Oracle Fusion HCM Applications Suite that

can be adopted in a modular fashion Provide specialised line of business applications and

transformative industry processes

Strategies for future

The security approach consists of: Role-based access control (RBAC), Function security, Data security, Privacy, Access provisioning and identity management, Segregation of duties policies, Enforcement across tools, technologies, data transformations, and access methods, Enforcement across the information life cycle

Security systems

Implemented in diversified customer segments

Implemented industries

ICS Computing together with Edenbrook, one of the UK’s leading implementation and support consultancies is an Oracle HCM partner where Oracle clients can immediately benefit from an efficient, cost-effective outsourced payroll service

Collaboration with payroll providers

Arabic Brazilian Portuguese Dutch English French German

Available languages

Italian Japanese Korean Spanish Simplified Chinese Traditional Chinese

Oracle Fusion Human Capital Management solutions combine advanced security, tight integration, and best HR practices

Oracle Fusion HCM Profile – 3/3

33

Back

Source: Oracle company website


Oct 2013: SSP, the leading provider of technology solutions to global insurance and financial services organisations, has implemented an integrated suite of SuccessFactors solutions, including Performance & Goals, Recruiting, and SAP Jam

May 2013: New functionalities have been added to the SuccessFactors Employee Central product with increased payroll to additional countries, advanced reporting, Employee referral capabilities, richer socialization capabilities, etc.

Nov 2013: Strategic partnership between SAP and China Telecom in cloud computing through which the SAP Cloud portfolio will be offered to small and large organizations in China by China Datacom Corporation Limited (CDC), a joint venture between SAP and China Communication Services (CCS), a subsidiary of China Telecom Group

Oct 2013: SuccessFactors was named a "Leader" in 2013 IDC MarketScape Integrated Talent Management Report for Western Europe

SuccessFactors is a Talent Management focused solution provider which has gradually built solutions around the HR administration function

SuccessFactors Company profile – 1/3

34


SAP has an office in Netherlands


North America, Europe & Asia

Company SuccessFactors Inc – A SAP Company


Consulting, Implementation and support

Sector Focus Healthcare, Retail, Manufacturing, FS, LS, High Tech, Consumer Goods, Energy

Annual Revenue Subsidiary of SAP

Employees Approx 1,200

New

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SuccessFactors is a SaaS provider of a HCM suite of products

In Dec 2011, it was acquired by SAP, in an acquisition valued at USD 3.4bn

– SAP saw the acquisition as an entry point into the cloud, as cloud was a small part of SAP’s revenue, about 2% of the SAP revenue

SuccessFactors has a large and varied customer base, with more than 4,000 clients (most in EPM) and more than 15 million users

Have customers in 168 countries and the solution can be used in 35 various languages

Company Overview

Consulting Partners: Provides services including Strategy & Transformation, Project Mgnt, Configuration & Implementation, Systems Integration etc

– Strategic Partner Level: Capgemini, Accenture, Deloitte, IBM, McKinney Rogers, Northgate Arinso

– Partner Level: Aasonn, Arago Consulting, Cromwell, Hentity, Keneos, Flexso etc.

Sales Partners: Includes selling and supporting SuccessFactors products

– Strategic Partner Level: Avanxo, Ceridian, Human Capital Consulting, NEC, PwC

Solution partners: Includes Jobvite, Ceridian, Benefitfocus, VMWare, Dell etc

Partner Ecosystem

Source: SuccessFactors (http://www.successfactors.com/homepage.html); Channeleconomics.com; Factiva

http://www.successfactors.com/homepage.html


Delivery Models

SuccessFactors is available through hosting and also through managed services model with the help of its implementation partners

35

Hosted Managed

SaaS Mobile HR

Key Clients

SaaS & Mobile Solutions Portfolio SaaS Mobile

1 2 3 4 5 6 7 8

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x x x x x x

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x x x x

x x x x x x x x


Solution is available on a fixed-bid price guarantee

Fees are pre-negotiated and derived from a one-time implementation cost, which includes training, and an annual per-user subscription fee based on the module(s) purchased

Pricing Models

SuccessCloud allows third-party applications and data from other business systems to connect and integrate with its BizXsuite

Business workforce analytics and benchmarking allow for predictive modeling reporting using 2000+ built-in metrics

Strengths

There is no support for commission based pay Though they have analytics offering, the

integration of Inform(acquired) needs to be done carefully

Not yet fully integrated with SAP’s offerings

Challenges

Core HR Workforce

Management Talent

Management Learning



To know more...

Source: SuccessFactors (http://www.successfactors.com/homepage.html); Magic Quadrant for Talent Management 2013; Vendor Landscape: SaaSHRIS/HRMS, McLean & Company

http://images.google.com/imgres?imgurl=http://cevacontainerlogistics.com/siteimg/logo.gif&imgrefurl=http://cevacontainerlogistics.com/&usg=__MG0n7_5cF-2IO9IQw7PZE4B-VgE=&h=60&w=116&sz=2&hl=en&start=5&sig2=lDjOhwaYoxO6vKmTVJ-6lg&um=1&itbs=1&tbnid=uo9hzZ1kgePGxM:&tbnh=45&tbnw=87&prev=/images?q=CEVA+Logistics+Headoffice+BV&um=1&hl=en&sa=N&rlz=1T4GGLT_enIN351IN351&tbs=isch:1&ei=1qa9S4bCJtfV-Qa-g5HZCA

http://www.successfactors.com/homepage.html


SuccessFactors supports its customer with 35 languages and has presence in more than 168 countries across the globe


36

Have presence in 168 countries across North America, Latin America, Europe and Asia Pacific

Implemented markets

SuccessFactors Jam is offered both separately and as part of the SuccessFactors Business Execution (BizX) Software suite that mainly targets HR buyers Jam freemium (a free social collaboration tool) is

used for expertise tracking, recruitment and on boarding, informal learning and Employee Engagement


Application security Data encryption / Cryptographic controls Anti-virus security Network protection Information security incident management Backup, failover and redundancy Access control and physical security

Security systems

SAP NetWeaver Process Integration (SAP PI) is SAP traditional enterprise application integration software used to facilitate the exchange of information among a company’s internal software and systems and external parties SAP Cloud Integration technology offers the standard capabilities of an integration broker, mediating between entities with varying requirements in terms of connectivity,

format, and protocols


Consumer Goods Higher Education Life Sciences & healthcare Manufacturing Retail


Partners with NorthgateArinso to enable SuccessFactors Employee Central customers to take advantage of NGA’s global payroll services Partnership with Patersons to provide complementary global payroll services to SuccessFactors’ extensive multi-national customer base and help streamline the complex but

extremely important payroll administrative processes across multi-national operations


Available in 35 languages, mainly – English (US) – English (UK) – Dutch – Spanish – French

Available languages

Technology Non-Profit organisation Energy and Chemicals Financial Services Government

– Swedish – Portuguese – Chinese – Japanese – Korean

Back

Source: SuccessFactors Homepage; http://www.clarkstonconsulting.com/wp-content/uploads/2013/05/ViewPoint_SuccessFactors.pdf

http://www.clarkstonconsulting.com/wp-content/uploads/2013/05/ViewPoint_SuccessFactors.pdf




Oct 2013: Sanofi, a global integrated healthcare leader, has selected Workday HCM as Sanofi plans to consolidate several on-premise legacy software systems with one unified application in the cloud

Oct 2013: Metropolitan Museum of Art has selected Workday’s suite of enterprise cloud applications

Sept 2013: Introduced Workday day Big Data Analytics for HR and Finance that redefines how organizations unify multiple sources, sizes, and structures of data with Workday data to deliver insights business leaders need for critical workforce and financial decisions

Sept 2013: Salesforce.com and Workday strengthen their strategic partnership as they plan to integrate the entire Salesforce and Workday product lines to enable their customers’ mutual success

Ranked as a ‘leader’ in the Forrester Wave HRM Systems, Q1 2012 – It received top scores for technology,

customer experience and a range of categories covering specific HRMS functionality

Workday is a leader in enterprise cloud applications for human resources and finance

Workday Company profile – 1/3

37


Netherlands


North America, Europe and Asia

Company Workday Inc

HRMS Services Consulting, Implementation, education and support

Sector Focus Financial services, healthcare & Life Sciences, manufacturing, services, retail & hospitality, Telco & Media

Annual Revenue USD 274m (2013)

Employees 2,300+ (As of Q3,2013)

Workday provides SaaS solutions for managing global businesses in the

fields of Financial management and Human capital management Workday delivers Human Capital Management, Financial Management,

Payroll, Time Tracking, Procurement, and Employee Expense Management applications

It counts more than 450 customers many from the Fortune 50 The company has sales offices in US, UK, Hong Kong, Canada, Germany,

Netherlands, France, Sweden and Ireland

Company Overview

Consulting Partners: Provide consulting services and change management offerings around Workday implementations – Capgemini, Accenture, Aon Hewitt, Appirio, Ataraxis, Cloudator,

DayNine, Deloitte, Everbe, Kloud, Kainos, IBM, NGA, PwC, Wipro Application Partners: Application partners include ADP, salesforce.com,

Oracle, Xactly, and Kronos, Lumesse, Cornerstone Outsourcing Partners: Partnerships with ADP, MasterTax, Equinix, Technology Partners: Provide pre-built integration to Workday solutions

and include Okta, OneLogin

Partner Ecosystem

New

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Source: Workday Website; Dow Jones company profile, The Forrester Wave™: Human Resource Management Systems; Factiva


Delivery Models

Workday provides a multi-tenant hosted service with pricing based on metrics of client business and has implementation partners to deliver solutions


38

Hosted Managed

SaaS Mobile HR

Key Clients

SaaS Mobile SaaS & Mobile Solutions Portfolio SaaS & Mobile Solutions Portfolio

1 2 3 4 5 6 7 8

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1 2 3 4 5 6 7 8

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x x x

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x x x x x x x x

1 2 3 4 5 6 7 8

x

x x x

Workday prices its services based on metrics for the overall client business scope, complexity and requirements, not per-Workday-user

Pricing Models

Strong in technology, customer experience and a range of categories covering specific HRMS functionality

Robust mobile capabilities, including real-time business intelligence right to the user’s device

Frequent product updates every six months

Strengths

Relies on Kronos integration partnership for workforce management

Challenges

Core HR Workforce

Management Talent

Management Learning



To know more...

Source: Workday Website; Dow Jones company profile; Vendor Landscape: SaaSHRIS/HRMS, McLean & Company


Australia Canada Germany Hong Kong

Ireland Netherlands UK

France Nordics US ...and others

English Chinese

(Simplified & traditional) Czech Dutch French German

Hungarian Indonesian Italian Japanese Korean Polish Portuguese Romanian

Russian Spanish Thai Turkish Vietnamese French

Workday provides an integration cloud platform for building, deploying, & managing integrations and adheres to some of the highest security standards in the industry


39

Implemented markets

Workday is strategically targeting organisations with dated ERP systems, and companies in need of a yet-to-be deployed global HRMS The company has outlined strategies to deliver

global financials in the cloud as well as big data analytics


Workday is certified to ISO 27001 standards and audited bi-annually against SSAE 16 SOC-1 controls and annually against SSAE 16 SOC-2 controls

Workday is Safe Harbor certified and is a corporate member of the Cloud Security Alliance

Further security safeguards include: Physical Security, Communications and Network-Level Security, Application-Level Security, Data Security and Comprehensive Auditing.

Security systems


Education and Government Financial Services Healthcare and Life Sciences Manufacturing


Workday and NGA are partnering to provide Workday customers with access to payroll processing capabilities in 51 countries through NGA’s euHReka Inclusion Framework, as a part of the euHReka 2.09 release Workday partnered with OneSource VHR to provide payroll co-sourcing services, including payroll settlement, tax administration, and garnishments administration Also partners with Cloudpay and SafeGuard World International


Available languages

Back

Source: Peoplefluent company website

Workday’s Integration Cloud Platform is an enterprise-class Integration Platform-as-a–Service (iPaaS) for building, deploying, and managing integrations to and from Workday and all integrations are deployed to and run on Workday without the need for any on-premise middleware Workday Integration Cloud Connect consists number of pre-built, packaged integrations and connectors to complementary applications that are 100% built, maintained,

and supported by Workday

Retail and Hospitality Services Technology


Technology Partners of Peoplefluent provide key technology requirements to enhance the performance of solutions

Peoplefluent Company profile – 1/3

40


Belgium


North America, Europe and Asia

Company Peoplefluent


Implementation, Integration, support, Training

Sector Focus Healthcare & Retail

Annual Revenue USD 28.70mn (2012)

Employees 210 (2012)

Peoplefluent provides comprehensive suite of Talent Management

application Peoplefluent is one of the few vendors that offers an integrated Talent

Management suite that offers functionality across recruiting, performance, succession and compensation management

The solutions currently support more than 5,000 global corporations to small and medium-sized businesses in more than 214 countries

The company has offices in US, UK, Belgium and India

Company Overview

Service Partners: Includes American CyberSystems, Allegis Group Services, Capita Resourcing, Elemense, Kelly Services, InterQuest Group, Lorien Resourcing, Manpower Inc, Spherion Corp etc.,

Solution Partners: For Assessment and Surveys – Assess Systems, Profiles International; Background Check & Screening – HireRight, Talx I-9 Management, Job Boards & Aggregators, etc.,

Technology Partners: Include Burning Glass, BusinessObjects, Development Dimensions International, Fast, Resume Mirror and Savvis

Partner Ecosystem

New

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March 2012: Goodlife, the largest fitness company in Canada, deployed Peoplefluent’s Recruitment Management Systems to improve the efficiency of its hiring process

Key Wins

Dec 2013: Launched OrgPublisher 11.2, that help deliver advanced turnkey workforce visualization reports

Oct 2013: Launched Peoplefluent Colossus, a comprehensive data integration cloud platform and Peoplefluent Leadership Development Mirror, a powerful and collaborative engagement solution

New Products / Solutions

Dec 2013: Entered into a joint marketing relationship with Professional Diversity Network (PDN), the leading online network of diversity recruitment sites, to establish a first of its kind resource-rich platform that equips diversity professionals with compliant candidate sourcing solutions

Acquisitions / Partners

Oct 2013: Recognized by Aragon Research, a technology research and advisory firm, as an Innovator in the first Aragon Research Globe for Enterprise Learning 2013: The March to Social and Mobile

Awards

Source: Peoplefluent website; Dow Jones and Data monitor company profiles; Factiva


Delivery Models

Peoplefluent provides comprehensive suite of Talent Management application for more than 5,000 customers


41

Hosted Managed

SaaS Mobile HR

Key Clients

SaaS Mobile SaaS & Mobile Solutions Portfolio

1 2 3 4 5 6 7 8

x x x x

x x x x x x x

1 2 3 4 5 6 7

x x x x x x

x x x x x x x

1 2 3 4 5 6 7

x

1 2 3 4 5 6 7 8

x x

x x x x x x x x

1 2 3 4 5 6 7 8

x x x

1 2 3 4 5 6 7 8

x

x x x x

No information available

Pricing Models

Direct ownership of Aquire gives Peoplefluent an advantage in delivering embedded workforce analytics

Its partnership with Mercer provides an additional sales channel and HR executive visibility

Strengths

Support needed for more complex projects, document management, calendaring, usability, and rules-based categorisation

Challenges

Core HR Workforce

Management Talent

Management Learning



To know more...

Source: Peoplefluent website; Dow Jones and Data monitor company profiles; Magic Quadrant for Talent Management Suites 2013

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Peoplefluent’s solutions supports more than 5,000 organisations and is used by more than 5 million users in 214 countries around the world


42

Used across 214 countries

Implemented markets

Peoplefluent plans to focus on “shifting workforce landscape”, which increasingly manages full-time, part-time and contingent workers in a single employee population The company also plans to add new mobile

applications


Security features such as single sign-on, strict password policies, forced time-outs, login attempts monitoring, site usage analytics, time stamps, HTTPS and PGP encryption, gives one the power to configure and control user access and visibility according to the organisation’s specific criteria

Security systems

Peoplefluent’s integration platform offers: – Both on-demand and batch integrations – Support for XML or delimited batch file structures – A portfolio of standard integration schemas


Can be implemented across several industries Supports more than 5,000 organisations ranging in size from large, global

corporations to small and medium sized businesses


Peoplefluent collaborates with payroll service partners such as American CyberSystems, Inc., Allegis Group Services’ (AGS), RGBSI and Total Technical Services, Inc.


Available in multiple languages

Available languages

– Massive scalability and redundant infrastructure – SOAP based web services – WS-I standards (as appropriate) – HR-XML standards

Back

Source: Peoplefluent company website


SumTotal is a learning and Talent Management focused solution provider with about 1,800 customers and 25 million users worldwide

SumTotal Systems Company profile – 1/3

43


Belgium, Netherlands, Luxembourg through partners


North America, Europe & Asia

Company SumTotal Systems Inc


Consulting, Training and Support

Sector Focus Services, CPG, Healthcare, Hi-Tech, Education, FS, Manufacturing

Annual Revenue USD 67mn (2012)

Employees 1,009 (2012)

SumTotal Systems is a complete suite of Talent Management applications,

with about 1,800 customers and 25 mn users worldwide It acquired Softscape, a Talent Management suite provider, GeoLearning

for learning portfolio, CyberShift for Workforce Management and travel expense management, and Accero for Core HR

The company has offices in US, Canada, China, Australia, India, Germany, France, Japan, Singapore and the UK

Company Overview

Content Providers: Provide or develop course content that can be integrated with the Learning suite – ClearPoint, ELT, Human Soft, SkillSoft

Technology Partners: Provide complementary technology that adds value to SumTotal eLearning solutions – Adobe, WebEx, Mimeo.com

Solution Integrators and BPO services: Resell SumTotal software and / or services as part of their own value-added solutions – Accenture, IBM, HP, Raytheon, Sistemas

Partner Ecosystem

New

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Nov 2013: City of Danville, Va., has selected SumTotal Talent Compensation and Workforce Analytics and Planning cloud-based solutions

Oct 2013: Martin Engineering has selected SumTotal Talent Performance to expand its employee development program, improve retention and drive business growth

Key Wins

Aug 2013: SumTotal and Skillsoft introduced industry’s first intelligent talent solution that allows customers to deliver relevant, in-context learning and talent content to employees which will be available on the elixHR platform


Oct 2013: Integration of SumTotal Talent Expansion Suite with Salesforce Identity to empower CIOs to enable single sign-on across SumTotal Talent Expansion Suite, Salesforce and web other web, mobile and on-premise apps – centrally managed through the Salesforce Platform


Oct 2013: SumTotal elixHR Platform was selected as a Top HR Product for 2013 by the editors of Human Resource Executive magazine

Awards

Source: SumTotal System company website; Factiva


Delivery Models

A strong partner eco-system with constant citing by analysts makes SumTotal systems a compelling player in the HCM solutions market


44

Hosted Managed

SaaS Mobile HR

Key Clients

SaaS & Mobile Solutions Portfolio

1 2 3 4 5 6 7 8

x x x x x x x x

1 2 3 4 5 6 7

x x x x x

1 2 3 4 5 6 7

x x x x x x x

1 2 3 4 5 6 7 8

x

x

1 2 3 4 5 6 7 8

x x

x x x x x x x x

1 2 3 4 5 6 7 8

x x x x

x x x x x x x x

SaaS Mobile

The average yearly license across all SaaS customers is USD100,000

Pricing Models

Strong Learning, performance & succession management functionality SumTotal is on a fast, successful integration track

with acquisitions – Acquiring Accero & CyberShift to enable SumTotal offer a full HCM suite

Strengths

To face execution challenges in sales, marketing and support services in the highly competitive market Need to balance on-premise Softscape customers

with its faster-growing SaaS customer base

Challenges

Core HR Workforce

Management Talent

Management Learning



To know more...

Source: SumTotal System company website


SumTotal offers two versions of its HCM solution i,e one for small and medium businesses and another one for global enterprises


45

USA Canada UK France

Germany India China Australia

Singapore

Implemented markets

SumTotal continues to expand its mobile platform, social components, and portal strategy to provide its trademark feature / functionality depth SumTotal has talent development in the center of

its strategy and has developed products to ensure customers workforce is well managed



Security systems

SumTotal provides complete integration of its individual products with its comprehensive HCM suite


Financial Services Business & consulting Healthcare Retail Government

Manufacturing Consumer packaged goods Life sciences Education Airlines





Available languages

Back

Source: SumTotal company website


Kronos is a Workforce Management solution provider with additional capability in HR administration and recruitment function

Kronos Company profile – 1/3

46


Belgium and Netherlands


Americas, Asia-Pacific and Europe

Company Kronos Inc.


Consulting, education, implementation and support

Sector Focus Services, Energy, Government, FS, Healthcare, Manufacturing, Retail


Employees Approx 3,000+

Kronos is a US based, privately held Workforce Management solutions

provider The company has offices in US, Canada, Mexico, China, India, Singapore,

New Zealand, Germany, Belgium, France, Norway and the Netherlands

Company Overview

Service partners: Kronos partners with managed applications services and managed

hosting solutions providers

– Accenture, ACS, Axsium, Hackett group, Workforce insight

Software partners: Leverages the most versatile applications to meet compatibility

and functionality requirements of customers

Technology partners: Kronos partners with Vmware, Cisco and Microsoft, to

provide scalable platform to their clients

Hiring solutions partners: Partners with leading organizations in areas such as

assessments, sourcing, background screening etc to help streamline hiring process

Partner Ecosystem

New

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Sept 2013: The City of Tuscaloosa in Alabama has selected workforce management solutions from Kronos Incorporated to standardize critical business processes across all departments

Key Wins

Nov 2013: Significant enhancements made Kronos mobile and tablet applications in terms of easy access, notification alerts and geo-fencing capabilities

Nov 2013: Enhanced and integrated enterprise social networking and workforce management into its Kronos Workforce Central solution


Aug 2013: Acquired TimeLink to extend its leadership in workforce management, particularly in the enterprise segment

May 2013: Partnered with SuccessFactors to allow global organisations manage their employees & deliver integrated Workforce Management, HR, payroll, and Talent Management offerings in the cloud


Nov 2013: The Boston Globe has named Kronos as a Top Place to Work in its annual ranking of Massachusetts organizations

Nov 2013: Kronos was again named Worldwide Leader in Workforce Management solutions by IHS Inc.

Sept 2013: Kronos was named a technology innovator in the Ventana Research Technology Innovation awards

Awards

Source: Kronos website; Dowjones and Datamonitor company profiles; businesswire.com; Factiva


Delivery Models

Kronos solutions can be delivered through hosted as well as through managed services model by its service partners


47

Hosted Managed

SaaS Mobile HR

Key Clients


1 2 3 4 5 6 7 8

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x x x x x x x

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x x x x x x x x

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x x x x x x x x

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x x x x x x x x

SaaS model is based on a monthly subscription plan, allowing companies to pay per employee, per month

Pricing Models

Strong Operational Capabilities Global scalability, with great success in India Expertise in all industry verticals, with an

excellent record in healthcare

Strengths

Though Kronos has Core HR functionalities, it is mainly seen as a Workforce Management solution provider

Despite considerable international presence, the HR and Payroll system is only available in English

Challenges

Core HR Workforce

Management Talent

Management Learning



To know more...

Source: Kronos website; Dowjones and Datamonitor company profiles; MarketScope for Workforce solutions and analytics, Gartner Research;


Kronos Implementation Services cover all phases of the solution implementation from planning to deployment and support


48

Asia Pacific New Zealand Middle East South America

Canada Europe Mexico and Central America

Implemented markets

Kronos plans to extend its reach in India so it is partnering with Indian companies and also focusing on delivering its products in India


Kronos received SSAE SOC 1 / SOC 2 certifications in 2012 in which SSAE 16 is an enhancement to the SAS70 Safe Harbor — prohibits the transfer of personal

data to non-European Union nations that do not meet the European “adequacy” standard for privacy protection

Security systems

Kronos and BlueTree have formed a partnership that leverages the BlueTree’s service delivery expertise in: – Kronos implementations, upgrades, integration, complex workflow development, Kronos SMS solution, custom reporting, training, Kronos online dashboard and support Kronos partnered with IBM and supports AIX 5L platforms Kronos provides integration through the use of portals, which helps provide key information for managers in portals such as SharePoint and Websphere and publish 500+

XML APIs that use SOAP (Simple Object Access Protocol) and WSDL (Web Description Language) to ease integration with 3rd party apps and ERP systems like SAP, Oracle, etc.


Business services Education Energy Financial

Government Healthcare Hospitality Logistics

Manufacturing Retail


Partners with Global Cash Card, a proven specialist in customised paycard solutions in which Kronos Workforce Payroll Self-Service and Global Cash Card’s dynamic paycard solution offers a comprehensive paperless payroll strategy Partners with M.M. Hayes to integrate Quickcharge, a cashless payment solution that allows employees to use their existing ID badges to make cash free purchases with

Kronos Workforce Central suite


Chinese English Dutch French Spanish German

Available languages

Back

Source: Kronos company website; Kronos lessons learnt from Fermilab implementation


Cornerstone OnDemand is a global provider of a comprehensive learning and Talent Management solution delivered as SaaS

Cornerstone OnDemand Inc Company profile – 1/3

49


Netherlands


Americas, EMEA and Asia-Pacific

Company Cornerstone OnDemand Inc


Implementation, Support, Training

Sector Focus Education, Retail & Travel, Energy, FS & Insurance, Manufacturing, Healthcare



Cornerstone OnDemand is a global provider of a comprehensive learning

and Talent Management solution delivered as SaaS Based on its pure cloud architecture, Cornerstone’s comprehensive

solution helps organizations manage entire employee lifecycle, from hiring through retirement

The company’s solution consists of five integrated platforms for Learning Management, enterprise social networking, performance management, Succession Planning and extended enterprise

Cornerstone OnDemand has over 390 clients across the globe

Company Overview

Global reseller partners: ADP, Ellucian and Xerox Regional reseller partners: CDP, e-communications, Talent2, CGI,

GreenBullet, Infosys, ISQ e-Learning, Kalleo Learning, NeoSpheres, QA, TALENTECH, XpertLearning, etc.

Consulting partners: Appiro, Bluewater Learning, Findley Davies, HRchitect, Intelladon and Intelladon

Technology partners: Altus365, HireVue, Visier Inc. and Workday

Partner Ecosystem

New

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Cornerstone OnDemand expands its presence in public sector by serving contractors of the government, state and local government, as well as K-12 and higher education

Key Wins

June 2013: Introduced a series of new features to its talent management suite to address users’ mobility, social, and personalization needs such as bring your own device (BYOD) and bring your own application (BYOA)


Feb 2013: Cornerstone OnDemand partners with Cloud provider Appirio to help Appirio broaden its Talent Management portfolio

Dec 2012: Cornerstone OnDemand,, has implemented BMC End User Experience Management solution from BMC Software


Oct 2013: Cornerstone Recruiting Cloud was named a Top HR Product of 2013 by Human Resource Executive

Aug 2013: Cornerstone OnDemand has been named a ‘Leader’ in IDC’s Integrated Talent Management and Performance and Learning 2013 MarketScape report

Aug 2013: Named a ‘Major Player’ in IDC's MarketScape reports for Recruiting and Compensation

Awards

Source: Cornerstone OnDemand Inc website; Magic Quadrant for Employee Performance Management Software, 2011; The Forrester Wave™: Talent Management,2011; Factiva


Delivery Models

Cornerstone OnDemand’s talent management platform is delivered purely through SaaS based delivery


50

Hosted Managed

SaaS Mobile HR

Key Clients


1 2 3 4 5 6 7 8

x x x x x x x x

x x x x x x x x

1 2 3 4 5 6 7

x x x x x x x

x x x x x x x

1 2 3 4 5 6 7

x

x x x x x x

1 2 3 4 5 6 7 8

x x x x x

1 2 3 4 5 6 7 8

x x x x x x

1 2 3 4 5 6 7 8

x x x x x x

x x x x x x x x


Pricing Models

Performance and succession management functionality is best in class

Gained traction among both enterprises and SMBs

Vision for integrating corporate social networking with Talent Management is strong

Strengths

As Compensation management is new feature, its not quite easy to configure

Brand awareness has improved, but still lags behind when compared with other leading EPM vendors

Challenges

Core HR Workforce

Management Talent

Management Learning



To know more...

Source: Cornerstone OnDemand Inc website; Factiva news search; http://www.cornerstoneondemand.com/news/press-releases/mobile

http://www.cornerstoneondemand.com/news/press-releases/mobile




Based on Cornerstone’s pure cloud architecture, Cornerstone’s comprehensive solution helps organisations manage entire employee lifecycle, from hiring through retirement


51

Asia Pacific New Zealand Middle East South America

Latin America & Brazil

Implemented markets

Has established an effective growth strategy by aggressively increasing sales head counts while leveraging key reseller agreements and alliances – Notable resellers include Appirio, ADP, and T2

Optimize PTY –Notable alliances include ADP, salesforce.com,

and Workday


Use Secure Socket Layer (SSL) technology to protect information using both server authentication and data encryption

Security systems

In Feb 2013, Cornerstone OnDemand launched ‘Cornerstone for Salesforce’, an integrated offering with salesforce.com CRM software that embeds learning management directly into the Salesforce Platform Cornerstone OnDemand provides for easy and seamless integration by providing easy access to data across all systems Enables data to be transmitted to and from multiple database environments, including ADP, SAP, Oracle, Ceridian and other legacy systems


Energy Financial services Healthcare Education

Manufacturing Retail Technology Government


Cornerstone OnDemand partners with payroll providers such as ADP, Workday and SD Worx


Available in 41 languages empowering over 12 million users across 190 countries

Available languages

Back

Source: Cornerstone OnDemand company website


Kenexa offers a comprehensive suite of unified products and services that support the entire employee lifecycle from pre-hire to exit

Kenexa Corporation Company profile – 1/3

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Netherlands



Company Kenexa Corporation


Implementation, Training and Integration

Sector Focus Financial Services, Healthcare, Retail, Hospitality, Manufacturing, Life Science

Annual Revenue USD 103.10 mn (2012)


Kenexa helps drive HR and business outcomes through its unique

combination of technology, content and services, enabling organisations to optimise their workforces since 1987

Kenexa’s integrated talent acquisition and Talent Management solutions have touched the lives of more than 110 million people

Its software applications provide proprietary content, outsourcing services and consulting services that help customers in addressing HR requirements

It markets solutions primarily to organizations with more than 2,000 employees

Company Overview

Applications and Software Partners: Candex, First Advantage, HireRight, LexisNexis, Arurint, eScreen, Talent Wise, ADP, Hirevue ,Workday etc

Consulting and Advisory Partners: Astron Solutions, Buck Consulting, CJ Francis, Compensation Works, Deloitte, BDO Seidman, Eisner Amper, Hudson Mann, IBIS Advisors, Innovations, ICAP Group, Marcus Buckingham and Sibson Consultants

Strategic alliances: First Advantage, ADP and Skillsoft Technology partners: QlikTech, Boomi, LinkedIn, Collabor,

BullseyeEvaluation, Hrchitect, Lexonis, Workitect, bambooHR, etc

Partner Ecosystem

New

s C

lipp

ings

Oct 2012: Cargill has signed a three-year agreement with Kenexa to administer an Employee Engagement survey

Key Wins

Oct 2012: Kenexa announced the launch of 2x Assess, an assessment content solution Oct 2012: Kenexa unveiled its fall

2012 lineup of new HR technology products during the 15th annual HR Technology Conference & Exposition in Chicago


Dec 2012: IBM completed the acquisition of Kenexa for $1.3b in cash


2012: Named by trainingindustry.com as a top Leadership Training Company 2012: Ranked second overall in the

Enterprise category of HRO Today magazine’s annual RPO Baker’s Dozen customer satisfaction ratings

Awards

Source: Kenexa Corporation website; Forrester Research; Magic Quadrant for Employee Performance Management Software, 2011 and Dow Jones company profiles; Factiva


Delivery Models

Kenexa Corporation does not rely on its partner eco-system for technology and applications on system integration services


53

Hosted Managed

SaaS Mobile HR

Key Clients


1 2 3 4 5 6 7 8

x x x x x x x x

x x x x x x x x

1 2 3 4 5 6 7

x x x x x x x

x x x x x x x

1 2 3 4 5 6 7

x x

x x x x x x x

1 2 3 4 5 6 7 8

x

x x x x x

1 2 3 4 5 6 7 8

x x

x x x x x x x x

1 2 3 4 5 6 7 8

x x x x x x

x x x x x x x x


Pricing Models

Performance management functionality is very strong in its product, Career Tracker

The acquisition of Salary.com provides Kenexa with a strong compensation management offering

Strengths

Though the Kenexa offers compensation and benefits functionality, it needs to improve on the depth of this functionality

Challenges

Core HR Workforce

Management Talent

Management Learning



To know more...

Source: Kenexa Corporation website; Forrester Research


Kenexa works with its various partners to provide implementation, integration and training services to customers across the globe


54

Kenexa was taken over by IBM in 2012 in order to bolsters IBM’s leadership in helping clients embrace social business capabilities while gaining actionable insights from the enormous streams of information generated from social networks every day Continuously enhanced current generation Talent

Management solutions


Kenexa is a licensee of the TRUSTe Privacy Program and the TRUSTe EU Safe Harbor Program Encrypt the transmission of information using

secure socket layer technology (SSL)

Security systems

The company’s 2x Onboard leverages cutting-edge Web 2.0 technology to deliver a new hire portal and integrated workflow management that offers an improved employee experience while ensuring compliance with legal and corporate policies Kenexa 2x BrassRing and Kenexa 2x Recruit solutions feature highly interactive dashboards, integrated workflow management across recruitment, assessment and on-

boarding, and real-time reports that facilitate robust analysis across critical business processes


Asia Pacific EMEA Latin America North America

Implemented markets

Financial services and Banking Manufacturing Life sciences

Pharmaceuticals Retail Healthcare Hospitality

Call centers Education Biotechnology


Kenexa has strategic alliance with ADP for compensation and payroll services Kenexa’s acquired company Salary.com, Inc. (2010) is a compensation and HRM solutions company in the US human capital SaaS market – The company's services are used by compensation professionals for compensation planning


Global / Multi-Language enabled

Available languages

Back

Source: Kenexa company website


Lumesse is a SaaS based solution provider specialising in Talent Management solutions with a globally focused operations

Lumesse Company profile – 1/3

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Belgium and the Netherlands



Company Lumesse


Implementation, Training, Integration

Sector Focus Ranges from small local players to global corporations in all industry sectors



Lumesse is a global software company specialising in Talent Management

solutions It is owned by its management team and HgCapital, one of Europe’s largest

technology investors It has around 550-1000 employees based in 28 offices across 18 countries Lumesse was previously known as StepStone Solutions The acquisition of Edvantage Group has strengthened its position in social

learning programmes

Company Overview

Distribution & Channel Sales partners: Avit System Sdn Bhd, Audalia, AXES Pro, Bridge Human Capital Solutions, Business Consult Ltd, Emeritis, Human Perspectives International, HR-Focus Holdings, Humanica, Workday, Novotus, NegXT, Squareone Technologies, etc

Value-Added Service partners: Assessio, Broadbean, Clickatell, eQuest, LinkedIn, NorthgateArinso, Papirfly, Talent Q, etc

Technology partners: Aquire, Dell Boomi, BurningGlass, KJLink, SoftArtisans and Textkernel

Consultancy partners: Deloitte and Penna

Partner Ecosystem

New

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lipp

ings

Oct 2012: Global Manufacturer Symrise chooses Lumesse Talent Management

Key Wins

Oct 2013: Launched TalentLink 13.2, a new release of its SaaS talent acquisition and talent management platform

Oct 2013: Launched Accelerator, a new package which combines the power of Onboarding, Learning and Social, on its TalentLink platform

Sept 2013: Introduced ETWeb Mobile as part of its ETWeb talent management platform


May 2013: Lumesse’ products will be available for the larger Mittelstand businesses, with the family company Brüder Schlau / Hammer Einrichtungsmärkte

Dec 2012: Lumesse and PT. SmartSoft Solusindo entered into partnership in Indonesia


Feb 2013: Lumesse was ranked No. 1 among the top providers of Talent Management software in HRO Today’s Baker’s Dozen Customer Satisfaction Ratings for the second consecutive year

Awards

Source: Lumesse website; Magic Quadrant for Employee Performance Management Software, 2011; Factiva


Delivery Models

Lumesse through its partner network and hosted, managed services portfolio serves more 2,000 customers in over 70 countries


56

Hosted Managed

SaaS Mobile HR

Key Clients


1 2 3 4 5 6 7 8

x

x x x x x x x

1 2 3 4 5 6 7

x x

x x x x x x

1 2 3 4 5 6 7

x x

x x x

1 2 3 4 5 6 7 8

x x

x x x x x

1 2 3 4 5 6 7 8

x

x x x x

1 2 3 4 5 6 7 8

x x x x

x x x x x x x


Pricing Models

The company offers excellent global functionality, as well as strong global support and sales network

Strengths

Though Lumesse has increased its investment in the U.S, Lumesse’s presence in the U.S is relatively limited compared to its global competitors

Challenges

Core HR Workforce

Management Talent

Management Learning



To know more...

Source: Lumesse website; Magic Quadrant for Talent Management 2013


Lumesse operates and provides its solutions to customers from various industries present across 18 countries


57

Presence across 18 countries

Implemented markets

Lumesse focuses on customisation of its products as it strongly believes that one size doesn’t fit all Maintains customer as its core focus area and

follows a set of promises made to the customer


Use a variety of methods, such as intrusion detection software and manual security procedures, to help ensuring IT security

Security systems

Lumesse tailors the solution to the customers specific needs and processes and helps integrate the customer’s key business systems such as ERP or payroll The company has secure, high performance datacenters around the globe, supporting companies operating in all possible time zones and regions Lumesse TalentLink is a true SaaS offering with a single code base, no customisations and a multitenant architecture via its open integration capabilities


Engineering Manufacturing Retail Technology

Transport & Logistics Professional services


Lumesse partners with Humanika, the biggest HR & Payroll Outsourcing provider in Thailand, providing full range of HR Outsourcing and system implementation services to leading global, national and local companies, to distribute Talent Management solutions and services from Lumesse in Thailand Lumesse also partners with Workday, a leading payroll provider for distribution and sales


Available in 50 languages

Available languages

Back

Source: Lumesse website


ADP offers a wide range of HR, payroll, tax & benefits administration solutions for more than 550,000 clients across globe

ADP Company profile – 1/3

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Belgium and the Netherlands



Company Automatic Data Processing, Inc (ADP)


Implementation, Managing service and Support

Sector Focus Education, Financial Services., Healthcare Manufacturing, Energy, Life Sciences

Annual Revenue USD 10,665.20mn (2012)

Employees 57,000 (2012)

ADP with 6,00,000 clients, is one of the world’s largest providers of

business outsourcing solution ADP offers a wide range of HR, payroll, tax and benefits administration

solutions from a single source ADP’s e-recruitment solution is best-suited to midsize-to-large U.S.-based

organisations ADP is one of four U.S. companies to get a AAA credit rating from Standard

& Poor's (S&P) and Moody's

Company Overview

Software / Technology Alliances: ADP partners with best-of-breed software and technology organisations that bring value to their customers and the marketplace

With its alliance partners, its workforce management solutions include: – HR Management – Payroll Management – Time & Labor Management – Expense & Travel Management – Screening and Selection Services

Partner Ecosystem

New

s C

lipp

ings

June 2013: Marriott Vacations Worldwide has selected ADP’s large market Human Resources Business Process Outsourcing (HR BPO) offering

April 2013: The Jackson Companies, a family-owned enterprise of golf course and campground establishments in South Carolina, has selected the ADP Vitality wellness program

Key Wins

Dec 2013: Expanded its payroll capabilities of ADP Vantage HCM by integrating ADP Streamline global payroll services into the solution

Sept 2013: Launched ADP Recruiting Management, a unified next-generation platform that helps clients better manage the end-to-end talent acquisition process


June 2013: ADP acquired Payroll S.A., a provider of human resource outsourcing, payroll and employee benefits services across Chile, Argentina and Peru

Dec 2012: Swiss Post Solutions, a premier provider of business process outsourcing and digitisation solutions, partnered with ADP to outsource non-core business functions


Sept 2013: Named a Leader in the Everest Group PEAK Matrix, published in the 2013 Multi-Process Human Resources Outsourcing service Provider Landscape report

Sept 2013: ADP was named a leader in Multi-Process HR Outsourcing as well as Star Performer by the Everest Group

Awards

Source: ADP website; Magic Quadrant for Employee Performance Management Software, 2011; The Forrester Wave™: Talent Management, 2011; (d) ttp://www.hoovers.com/company/Automatic_Data_Processing_Inc


Delivery Models

ADP provides extensive solutions in Core HR, workforce and Talent Management


59

Hosted Managed

SaaS Mobile HR

Key Clients


1 2 3 4 5 6 7 8

x x x x x

1 2 3 4 5 6 7

x

x x

1 2 3 4 5 6 7

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1 2 3 4 5 6 7 8

x x

x x x x x x x x

1 2 3 4 5 6 7 8

x x x x x x x x

x x x x x x x x

1 2 3 4 5 6 7 8

x x x

x x x x


Pricing Models

ADP provides a depth of functionality, flexible workflow and data support.

Customers were impressed with the product’s configurability, quality and ease of use, especially for applicants and HR users

Strengths

Its vertical market strategy is not as strong as other vendors

ADP has not shown much innovation in emerging areas, such as social recruiting

Challenges

Core HR Workforce

Management Talent

Management Learning



To know more...

Source: ADP website; Magic Quadrant for Employee Performance Management Software, 2011; The Forrester Wave™: Talent Management 2011


ADP's easy-to-use systems, platforms & solutions for employers provide superior value to companies of all types and sizes


60

USA Canada Australia Brazil

China France Japan Germany

India Italy Netherlands Poland

Spain Switzerland UK

Implemented markets

ADP’s strategies are based on 3 success factors elements: – Product leadership – World class service – Be the employer of choice


ADP Critical Incident Response Center (CIRC) monitors, collects alerts/incidents and initiates triage and forensic investigations, incident containment, recovery, depending on severity ADP models security program and security

architecture in part, by adopting best practice guidance from the ISO 27001/27002 series

Security systems

ADP achieves a comprehensive, integrated experience through standard integrations, APIs, and an innovative data exchange utility Standard integrations and toolkits / APIs are used to close integration seams with third–party solutions involved in the various processes, and as a result, help reduce

duplicate data entry ADP now serves more than 250,000 small business clients on its powerful, cloud-based HRM and payroll platform, RUN Powered by ADP® (Sep 2013)


Government (with 1000+ employees) Education (with 1000+ employees) Healthcare


ADP maintains a strategic relationship with Cornerstone OnDemand, a leading Talent Management, that enhances ADP’s offerings, expertise and footprint in the Talent Management space ADP has acquired Payroll S.A., a provider of human resource outsourcing, payroll and employee benefits services across Chile, Argentina and Peru



Available languages

Back

Source: ADP Company website


SilkRoad Technology offers wide range of solutions to manage the entire career cycle of employees

SilkRoad Technology Company profile – 1/3

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North America, Europe and Asia-Pacific

Company SilkRoad Technology



Sector Focus Healthcare, Manufacturing, Education, Govt., Retail, IT & Nonprofit organisations



SilkRoad technology is a privately held company based in Winston-Salem,

N.C., with offices around the globe The company began as a Content Management vendor, then grew into e-

recruiting (via an acquisition) which then expanded into Talent Management with the acquisition of Human Asset Technologies in 2005

SilkRoad also acquired an e-learning vendor, VTN Technologies, in 2008, which is now called Green Light and in 2009, it acquired the a bankrupt vendor (Emportal), became as its HR solution, HeartBeat

Company Overview

SilkRoad Technology has the expertise to develop and deliver world-class solutions, while leveraging partnerships with established industry leaders to provide necessary components of a complete solution

Trusted skilled partners take advantage of SilkRoad’s solutions to deliver products and services to their customers quickly and cost effectively, so that customers achieve a substantial return on investment – Acselco, Activar, ADSOTECH, easynet GmbH, Geoware, Prism, LLC,

System Landscape, Vitech, Web-Economy

Partner Ecosystem

New

s C

lipp

ings

July 2013: The University of Auckland and The Radio Network’s in New Zealand have selected SilkRoad’s RedCarpet for its onboarding capabilities

TVNZ has selected WingSpan, SilkRoad’s performance management system, to better align employees’ individual goals with company objectives, improving overall business performance

Key Wins

Oct 2013: Enhancements made to the entire Life Suite of integrated HRMS, Talent Acquisition and Talent Development software


Oct 2013: Partnered with Visier, a workforce analytics provider, to provide simple-to-use, pre-packaged analytics and dashboards

July 2013: Partnered with Recruit.net as its latest free job distribution partner for its OpenHire applicant tracking solution

July 2013: Expanded partnership with OpenSesame to offer 50 international courses from training provider, Cegos


Oct 2013:Ranked an Innovator in the Aragon Research Globe for Real-time Collaboration, 2013

July 2013: Recognized by Aragon Research as one of the top five vendors of enterprise social solutions in its report “Hot Vendors in Social Business”

Awards

Source: Silkroad Technology company website; Gartner Research; Dow Jones Company Profile; Factiva


Delivery Models

SilkRoad’s customers includes a diverse set of industry leaders such as Allianz, Priceline.com and Crate and Barrel


62

Hosted Managed

SaaS Mobile HR

Key Clients


1 2 3 4 5 6 7 8

x x

x x

1 2 3 4 5 6 7

x x x x x x x

x x x x x x x

1 2 3 4 5 6 7

x x

x x

1 2 3 4 5 6 7 8

x

x

1 2 3 4 5 6 7 8

x x x x x x x x

1 2 3 4 5 6 7 8

x x x x x x x x

x x x x x x x x

Prices are based on a subscription model that is constructed around the number of FTEs a company has

Being a SaaS product, support, maintenance, and updates are included within that subscription price

Pricing Models

Through its acquisitions, SilkRoad is now well-positioned to take advantage of the growing use of Talent Management and HCM suite solutions

SilkRoad’s RedCarpet on boarding module delivers best-in-class capabilities and often sold standalone

Strengths

Mobile device use and support is still evolving Reporting dashboards are useful, but not

configurable (planned for next year)

Challenges

Core HR Workforce

Management Talent

Management Learning



To know more...

Source: Silkroad Technology company website; Gartner Research; Magic Quadrant for Talent Management 2013; Vendor Landscape: SaaSHRIS/HRMS, McLean & Company; http://www.hrlab.com/silkroad-software-

review.php

http://www.hrlab.com/silkroad-software-review.php






SilkRoad began as a Content Management vendor and it has since expanded into the Talent Management space via acquisitions and organic development


63

SilkRoad has invested considerably in expanding its overseas presence, with an increasing percentage of overall Talent Management suite revenue coming from the Asia / Pacific region, Central Europe and Eastern Europe


Silkroad provides physical and application security Security based off of the C.I.A. Principles of

Information Security, SSAE 16 audit and attestation; and a host of compliance controls including Safe Harbor Additionally, provides AICPA and SOC 2 Report

Security systems

SilkRoad offers several integration packages varying in functionality and complexity and has engineered a flexible data exchange model that allows data to be imported into and exported out of the solution efficiently, simply, and reliably via our Web Service All integrations are managed with SilkRoad service’s growing library of pre-defined templates


Silkroad partners with the following payroll providers: – Fidelity HR / PR services, an American multinational financial services corporation in which Fidelity Payroll processes nearly 4 million paychecks annually on behalf

of its clients – HRMS Solutions, a North American provider of human capital management solutions including HRIS, Recruitment and Talent Management, Payroll, Time & Attendance

solutions


English French Canadian French German

Spanish Simplified Chinese Japanese

Available languages

USA Canada Mexico France

UK Germany Asia / Pacific region

Implemented markets

Retail Healthcare Professional services Financial services

Manufacturing Technology


Back

Source: ADP Company website


Saba Software is a focused learning management solution provider and also has evolving Talent Management functionalities

Saba Company profile – 1/3

64





Company Saba Software Inc.



Sector Focus Financial Services, Government, High Technology, Manufacturing & Telecom


Employees 735(2011)

Saba is the premier provider of people systems that enable today’s people-

driven enterprises, by combining learning, people management and collaboration technologies

Saba solutions are available in both on-premise and as a SaaS solution, and are underpinned by global services capabilities and partnerships

Saba’s global customer base includes major global organisations and industry leaders with 51% of the Fortune 100

Company Overview

Saba Technology Partners: By establishing alliances with many technology providers, ensures customers receive a solution with existing enterprise applications with state-of-the-art technology – Apple, HCL, Cisco, Citrix, Microsoft, IBM, Oracle Saba Global Alliances: Industry leaders with global reach whose

technologies, platforms and services are critical to Saba’s success Global alliance partners: HCL, HP, IBM and Convergys

Partner Ecosystem

New

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lipp

ings

March 2013: Sberbank, the largest bank in Russia, is using Saba solution to transform people development across the country through a strategic program called the Virtual School of Sberbank

Key Wins

July 2013: Saba has built patent pending machine learning technology into its open, standards-based talent management platform

Mar 2013: Saba launched the latest update of Saba People Cloud, a cloud-based service featuring fully integrated learning and talent processes with social, mobile and collaboration capabilities


Nov 2012: Saba extended its partnership with Workday with launch of New Connector to leverage key workforce data from Workday HCM to more effectively develop employees and track training effectiveness


Oct 2013: Ranked a “Leader” in the 2013 Aragon Research Globe™ for Enterprise Learning

Sept 2013: Saba has been ranked as a “Leader” in the September 2013 report, “The Forrester Wave: Webconferencing, Q3 2013,” by Forrester Research, Inc

Awards

Source: Saba company Website; The Forrester Wave™: Talent Management, 2011; Saba website; Gartner Research;


Delivery Models

Saba’s global customer base includes major organisations and industry leaders with the top 50 Fortune 100 companies


65

Hosted Managed

SaaS Mobile HR

Key Clients


1 2 3 4 5 6 7 8

x x x x x

x x x x x x x x

1 2 3 4 5 6 7

x x x x x x x

x x x x x x x

1 2 3 4 5 6 7

x

x x x x x x x

1 2 3 4 5 6 7 8

x

x x x x x

1 2 3 4 5 6 7 8

X x x x x

x x x x x x x x

1 2 3 4 5 6 7 8

x x x x x x

x x x x x x x x

Pricing options include subscription and per-user fee

Pricing Models

Strong competency mgmt, appraisal mgmt and development planning

Good global coverage, supporting 28 languages Increases geographic reach, most notably with its

expansion into China

Strengths

Though Saba supports multi-rater feedback, but could improve its rater controls for 360-degree assessments

Saba is still known as a learning vendor and needs to improve market awareness as a Talent Management provider

Challenges

Core HR Workforce

Management Talent

Management Learning



To know more...

Source: Saba company website; Gartner Research; Magic Quadrant for Talent Management 2013


Saba’s partnership agreements with IBM, Kronos and Workday provide additional visibility and exposure in the market


66

Saba started in the learning market and has expanded into Talent Management suites, now offering learning, performance, succession, Workforce Planning, organisational planning, compensation and social collaboration


For its application and data security, Saba uses – Secure Socket Layer communication – End-user and Administrator access to the

subscription services requires authentication, and is subject to preconfigured role-based access controls (RBAC)

– Saba firewalls and Intrusion Detection Systems

Security systems

Saba Integration Studio is built on a services-oriented architecture (SOA) with an ESB The platform’s integration capabilities are packaged together in a new environment that enables creation of bulk data imports and exports to speed initial implementations

and use of the comprehensive set of REST-based Web services by Saba Services, partners, customers, and even third-party developers to create new integrations or extend Saba’s core functionality


USA Asia-Pacific EMEA India

Japan Mexico Canada

Implemented markets

Healthcare Financial Services Technology Utilities Retail

Government Telecommunications Education Manufacturing and Construction


Saba partner with Kronos, a leading provider of time and attendance, scheduling, Absence Management, HR and payroll, hiring and labor analytics applications Partnership with Workday that delivers unified Human Capital Management, Payroll, and Financial Management solutions


Available in 36 languages

Available languages

Back

Source: Saba company website; Saba People of Learning Development, Cloud Platform, Technology Evaluation;


euHReka has flexible deployment options SaaS & OnPremise and has presence in more than 100 countries

NorthgateArinso euHReka Company profile – 1/3

67


Belgium, Netherlands and Luxembourg


Have presence in more than 50 countries across the globe

Company NorthgateArinso – euHReka


Client service, Support and Training

Sector Focus No information available



NorthgateArinso (NGA) is one of the market-leading global Human

Resources services provider. NGA provides euHReka an HR Technology euHReka is an fully integrated cloud-based HR and payroll solution euHReka is a global HR & Talent Management solution enabling to

organise, staff, reward and develop workforce, based on best-in-class SAP HCM technology, enriched with pre-configured templates and an intuitive Web2.0 user interface

The company serves over 100 customers in 24 languages in 50+ countries

Company Overview

euHReka has developed partnerships with leading solution providers – SAP- Human Resources / Business Process Outsourcing (HR / BPO)

partner – BPO Powered by Oracle – BPO partnership – euHReka Inclusion Framework partners include Skillsoft, Workday and

Datafrenzy

Partner Ecosystem

New

s C

lipp

ings

Aug 2013: Signed a seven year contract with Selex ES, AgustaWestland and Finmeccanica UK for providing HRO and integrated HRP solution

Key Wins

Feb 2013: NGA launched Cloud Transformation Services Practice to better meet the technology and HR needs of global businesses


Sept 2013: Entered into a joint venture with Business Connexion, an ICT services provider in Africa which will be branded NGA Africa and will market NGA’s portfolio of HR & payroll solutions in the Sub-Saharan African region

Aug 2013: Signed a 7 year contract with Selex ES, AgustaWestland and Finmeccanica UK for a HRO and integrated HRP solution


July 2013: NorthgateArinso has been named a Leader in the Magic Quadrant for Payroll BPO Services, published by Gartner

Awards

Source: NorthgateArinso – euHReka company website


Delivery Models

euHReka is an end-to-end cloud-based HR platform, offering full suite of administrative, payroll and Talent Management processes in the cloud


68

Hosted Managed

SaaS Mobile HR1

Key Clients


1 2 3 4 5 6 7 8

x x x

x x x x x x x x

1 2 3 4 5 6 7

x x x

x x x x x x x

1 2 3 4 5 6 7

x x x x

x x x x x x x

1 2 3 4 5 6 7 8

x x x x x x

x x x x x x x x

1 2 3 4 5 6 7 8

x x x x x x

x x x x x x x x

1 2 3 4 5 6 7 8

x x x x

x x x x x x x x

euHReka OnDemand feature subscription pricing per employee per process per month, depending on the service level selected euHReka OnPremise features a license fee

Pricing Models

Has flexible deployment options such as SaaS and OnPremise euHReka as a collaborative model supports all HR

stakeholders and supports end-to-end HR process Have presence in more than 100 countries

Strengths

The acquisition of Convergys has negatively affected recognition and client appreciation due to its poor transition management for which brand awareness and innovation still remain issues that plague NGA

Challenges

Core HR Workforce

Management Talent

Management Learning



To know more...

Note 1: euHReka 11 announced its plans to support the multi-platform standard HTML5 for mobile devices in October 2012, but this is not yet featured in the offerings on the company website Source: NorthgateArinso – euHReka company website; http://www.hrlab.com/hr-bpo.php; http://www.hr.com/en/communities/northgatearinso-unveils-euhreka-11_h8knqsa1.html

http://www.hrlab.com/hr-bpo.php



http://www.hr.com/en/communities/northgatearinso-unveils-euhreka-11_h8knqsa1.html








SuccessFactors and Workday work together with NorthgateArinso as global payroll partners


69

Americas EMEA APAC

Implemented markets

NGA plans to address HR challenges of its customers in the following ways: – Help drive down cost – Improve deliver quality – Help create a more agile organisation


NGA’s solutions have been approved by Symantec, one of the world’s leading IT security providers NGA has ISO27001 certification – the international

standard for information security and SAS 70 Type II, e-GIF, SOC 1 certifications

Security systems

True integration, on a process and data level, with all HR data related to every process in a single global repository


Retail Legal & Consultancy Manufacturing Finance

Public Sector


NGA partnership with SuccessFactors that will enable SuccessFactors Employee Central customers to take advantage of NGA’s global payroll services as this partnership will provide Employee Central customers with a pre-built integration to euHReka, NGA’s global HR & payroll platform Workday is a global payroll partner of NGA



Available languages

Back

Source: euHReka- NGA company website; http://www.inspectorjones.com/reviews/human-resources/full-hr-suite/euhreka/#.UjrXJdKmiSo

http://www.inspectorjones.com/reviews/human-resources/full-hr-suite/euhreka/








Work.com, previously Rypple, is a social performance management platform which is marketed as a solution for sales performance, customer service, marketing

Salesforce Work.com Company profile – 1/2

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None


San Francisco Switzerland

Company Salesforce Work.com


A solution for sales performance, customer service, marketing

Sector Focus Diversified customer segment

Annual Revenue USD 3,050mn (2012) (Salesforce.com)

Employees 9,800(2012) (Salesforce.com)

India Tokyo

Work.com, previously Rypple, is a social performance management

platform which is marketed as a solution for sales performance, customer service, marketing, and as a service that can be employed by human resource departments for broad use across an organisation Work.com service facilitates collaboration and shared contribution to

individual, team, and organisational goals, and facilitates the exchange of feedback anonymously and publicly between peers and managers Rypple was acquired by salesforce.com in 2011 and was re-branded as

Work.com in September 2012

Company Overview

This vendors partner ecosystem consists of partnerships with the below listed companies – Workday – Amazon.com – PWC – Sability – Jobscience – Appirio

Partner Ecosystem

– Fairsail – CyberU – ProQuest – Vana Workforce – Xactly

New

s C

lipp

ings


Key Wins

Aug 2013: Launched the new Salesforce edition that will combine the CRM apps and platforms—Sales Cloud, Service Cloud and Salesforce Platform—together with targeted lead and customer data from Data.com, coaching and feedback tools from Work.com, trusted identity services from Salesforce Identity


Sept 2013: Strategic partnership with Workday to integrate the entire Salesforce and Workday product lines

June 2013: Partnership with Oracle to integrate salesforce.com with Oracle’s Fusion HCM and Financial Cloud, and provide the core technology to power salesforce.com's applications and platform


July 2013: Salesforce Sales Cloud has been positioned by Gartner, Inc. in the “Leaders” quadrant for Sales Force Automation

Awards

Source: AFAS Company website


Delivery Models

Work.com combines social software with performance management and HR to help managers and teams learn faster and perform better


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Hosted Managed

SaaS Mobile HR

Key Clients


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The ‘Motivate’ solution pack costs $10/user/month

The ‘Align’ solution pack costs $15/user/month The ‘Perform’ solution pack costs

$20/user/month

Pricing Models

It promotes a vibrant user community as the company uses its own solution to solicit community input, actively monitors social channels and provides online communities for customers to make themselves heard

Strengths

The vendor largely focuses on SaaS sales and marketing applications

Challenges

Core HR Workforce

Management Talent

Management Learning



To know more...

Source: AFAS Company website


Work.com is integrated with Chatter and Salesforce.com ensuring seamless and transparent flow of communication


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Salesforce.com is looking to gain universal acceptance of cloud computing, especially in the public cloud arena Plans to launch a range of new products to enter

the database market, go deeper into the application development market and even help with the assembly and development of applications



Security systems

Alignment is seamless and transparent with full Chatter integration Sales, support, and marketing teams can stay aligned as they work within Work.com as it integrates directly with Salesforce and Chatter


Canada EMEA Asia Pacific

Implemented markets

Diversified industry segments


Partners with Workday, one of the leading HCM solutions provider


English

Available languages

Back

Source: Work.com company website


Contents



Market

HCM Solutions application

footprint

Market trends

Vendor landscape

Appendix

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The chart below presents definitions of key processes in HRM solutions

Definitions of key processes in HCM Solutions (1/7)

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Processes Details

HR

M S

olu

tio

ns

Core HR

Core functions include Employee Records, payroll, benefits, and organisation. The maintenance of information about employees (and off-payroll contingent workers), employee benefits, payroll, organisational structures, and compliance reporting are common functions performed in HR. These functions are typically at the heart of the human resource management system (HRMS) or may be outsourced to third-party service providers.


Workforce Management (WFM) is an integrated set of processes that an institution uses to optimise the productivity of its employees on the individual, departmental, and entity-wide levels Aspects of a comprehensive WFM program, which operates within the broader framework of human resource

management, include: Time and attendance tracking, employee scheduling, demand prediction, Payroll administration, etc


Compensation and benefits focuses on employee compensation and benefits policy-making in which compensation processes are used to manage rewards programs A variety of compensation plans and processes determine the value of the total rewards package, including base salary and

wages, bonuses, commissions, long-term incentives, stock-based compensation, retirement plans, and wellness and recognition programs

Recruitment Management

Recruitment management are a set of processes that could be handled by a multi-component software tool that is designed to manage the entire recruitment processes of an organisation Firms now use a variety of recruiting and hiring solutions, from applicant tracking and on boarding to specialised evaluation

tools, social networks, background screening, and recruitment process outsourcing (RPO) services

Talent Management

Talent Management is the process of attracting highly skilled workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives Talent Management processes include performance management, goals, Succession Planning, Competency Management,

Talent Review, Workforce Planning, and Career Planning

Learning and Development

Learning systems deliver formal and informal learning and a Learning Management system (LMS) manages classroom-based Enrolment and course administration and online learning programs Increasingly, companies are enriching content delivery with Mobile Learning options as well as social-network-based

mentoring and collaborative informal learning

Source: Embrace Future Trends To Deliver HRM Business Impact, Forrester Research, 2012;




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Processes Details

Co

re H

R

Employee Records Employee Records are defined to include the application for employment, and records which are used or have been used to

determine an employee’s qualifications for promotion, compensation, termination, or disciplinary action

Payroll Payroll is the calculation of net pay from gross salary, wages, and other compensation, factoring in payroll taxes and

deductions of various types This process also encompasses tax filings and pay distribution

Benefits administration and Enrolment

Software and outsourcing services for administration of employee benefits programs, including health, vision, dental, wealth accumulation, and retirement

Salary and wage structures

Salary and wage structures refers to procedure of establishing and supervising wage levels and operations in an organisation

Jobs & Positions Jobs & positions refers to classification of jobs into a prearranged number of grades / positions, each having a class

description and a specified pay range

Employee Engagement

Employee Engagement refers to a condition where the employees are fully engrossed in their work and are emotionally attached to their organisation

Compliance Compliance Management aims to efficiently create a compliant workforce and workplace based on regulators’

requirements

Org. structures Organisational structure consists of activities such as task allocation, coordination and supervision, which are directed

towards the achievement of organisational aims





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Processes Details

Wo

rkfo

rce

Man

agem

ent

Time reporting Time and attendance records the amount of time worked, as well as tracking absences and time off. The systems can

calculate gross pay based on work rules, pay rates, and hours recorded

Attendance Attendance Management helps in keeping track of the attendance of employees based on various events like shift, late,

overtime, permission, holiday working and on duty

Paid Time Off Paid Time Off is any time not worked by an employee for which the regular rate, a fixed or a prorated amount of pay, is

accrued and paid to the employee Companies grant time off to give employees down time and a chance to deal with non-work related issues

Absence Management

Absence Management is used to administer Paid Time Off programs as well as support compliance related to long-term leaves of absence


Employee scheduling is an optimisation function designed to assign the right amount of personnel to the appropriate work tasks based on customer service needs and other business requirements

Productivity analysis

Productivity Analysis is evaluating the quality of employees’ work through productivity measurements. Employee productivity tool tracks performance of the employees and identifies, who are either excelling or failing on the job

Labor cost distribution Labor Cost Distribution report is an accounting statement that details hours worked, wages earned, and benefits accrued by

a company’s employees Labor Cost Distribution reports also include information about what organisational funds were used to pay for that labor





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Processes Details

Tale

nt

Man

agem

ent

Employee performance

Employee performance enables employees and employers to have a clear understanding of work expectations and how effectively they meet those expectations Performance management includes activities which ensure that goals are consistently being met in an effective and efficient

manner

Goal Management Goal Management consists of the process of recognising or inferring goals of individual team-members, abandoning no

longer relevant goals, identifying and resolving conflicts among goals, and prioritising goals consistently for optimal team-collaboration and effective operations

Career Planning Career Planning involves establishing career objectives and determining appropriate educational and developmental

programs to further develop the skills required to achieve short- or long-term career objectives

Competency Management Competency Management involves tracking employees’ skills and competencies, and identifying gaps in order to drive

continuous development to improve individual and organisational performance

Succession Planning Succession Planning and Management is defined as a purposeful and systematic effort made by an organisation to ensure

leadership continuity, retain and develop knowledge and intellectual capital for the future, and encourage individual employee growth and development

Talent Review Talent Review process drives the company’s global Succession Planning activities, which are focused on putting the right

people in the right positions

Retention Management Retention Management focuses on the effective system of measures that lead to retention of employees It includes all activities that systematically influence the binding, performance and degree of loyalty of staff





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Processes Details

Lear

nin

g an

d D

evel

op

men

t

Leadership development

Leadership Development refers to any activity that enhances the quality of leadership within an individual or organisation


Learning Course Administration is the process of creating and administering learning course content for the benefit of the employees of the organisation As one of the developments in this area, it includes creation of online course content and post it on the Web without having

to handle HTML or other programming languages

Content Management Learning Content Management uses a multi-user environment where learning developers may create, store, reuse,

manage, and deliver digital learning content from a central object repository

Mobile Learning Mobile Learning, encourages people to learn on the go and in a more informal setting, includes online learning It also changes the face of knowledge presentation to knowledge distribution.

Mentoring Mentoring refers to an employee training system under which a senior or more experienced individual (the mentor) is

assigned to act as an advisor, counselor, or guide to a junior or trainee and the mentor is responsible for providing support to, and feedback on, the individual in his or her charge

Collaboration Collaboration within the enterprise leverages a broad set of technologies that allow employees to interact with one another

in real time and learn simultaneously

Social and Informal Learning Social and Informal Learning is an online learning experience in which the instructor and learners are located in different

geographies but are connected in real time via telephone (or VoIP), a Web conference for viewing slides and other materials, and even video

Professional Certification Professional Certification is a process in which a employee proves that he or she has the knowledge, experience, and skills

to perform a specific job Many companies provides opportunities to earn Professional Certification





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Processes Details

Rec

ruit

men

t M

anag

emen

t

(Strategic) Workforce Planning Systematic identification and analysis of what an organisation is going to need in terms of the size, type,

and quality of workforce to achieve its objectives and determines the mix of experience, knowledge, and skills required to get the right number of right people in the right place at the right time

Requisitions Requisition is the process, when a company needs to open a new or replacement position and the first recruitment process

is requisition.

Sourcing and Social Recruitment Sourcing refers to researching and searching for suitable candidates to fill vacant positions Social recruiting incorporates social media technology like Facebook, Twitter, and LinkedIn into the recruiting process.

Candidates may come from employees and their friends’ online social networks


Candidate Engagement is the process that a recruiter goes through to select and hire new candidates. An integral part of this process is gaining the candidate’s interest in the available position

Talent Pools Workforce Planning enables organisations to understand skills, competencies, and readiness of their talent through detailed

employee profiles and use these to mitigate risk factors through succession by position and Talent Pools

Applicant Evaluation Applicant Evaluation enables organisations to track data such as resumes / applications and internal job posting information

Diversity and Compliance Diversity and Compliance management aims to efficiently create a diversified and compliant workforce and workplace

based on regulators’ requirements

On boarding On boarding refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors

to become effective organisational members and insiders Assist the new employees to ramp up to full productivity via focused learning activities





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Processes Details

Co

mp

en

sati

on

an

d r

ewar

ds

Base salary administration

Salary administration refers to procedure of establishing and supervising wage levels and operations in an organisation

Bonus Programs Bonus Programs is a formal scheme used to promote or encourage specific actions or behavior by the employee during a

defined period of time Bonus Programs are particularly used to motivate and retain employees

Commissions Incentive compensation management helps organisations to automate the calculation of commissions and other variable

compensation that need to be paid to the employees

Stock and long-term incentives Stock-based compensation generally consists of either the transferring of stock or the issuance of stock options to an

employee or independent contractor while deferred compensation refers to an amount of earned income that is payable at a later date

Employee Recognition Employee Recognition refers to awarding employees for achieving planned objectives, encouraging repeat performance and

higher achievement by other employees Management and employees in the workplace plan rewards for reaching specific goals and producing high quality results.

Wellness Workplace wellness management is about actively valuing and supporting the wellbeing of the workforce

Retirement and Savings Retirement and Savings are benefit plans that an employer offers for the benefit of his / her employees at no or a relatively

low cost to the employees

Market Pricing and Equity Market pricing refers to analysing company’s market competitiveness to attract and retain top talent by benchmarking

company’s average compensation against salaries of other companies in the sector



Sources used for the Report

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Magic Quadrant for Talent Management 2013

Magic Quadrant for Corporate Learning Systems, 2011

Magic Quadrant for Employee Performance Management Software, 2011 Hype Cycle for Human Capital Management Software, Gartner, 2011

IT Market Clock for HCM Software, 2011, Gartner Research, 2011

Hype Cycle for Human Capital Management Software, Gartner, 2011 The Talent Management Suite Market Emerges, Gartner Research, 2011

CedarCrestone 2012 – 2013 HR Systems Survey Results

Cloud Watch on HRMS applications Version Q3, 2013 Vendor websites

Traditional Models clash With Next-GenerationProcesses And Technology; Forrester 2012 Embrace Future Trends To Deliver HRM Business Impact, Forrester 2012 The Forrester Wave: HRMS, Q1 2012, Forrester Research Consolidation And Innovation Transform The HRM Vendor

Landscape,2012 The Forrester Wave™: Talent Management, Q2 2011 The Forrester Wave: Talent Management: Learning, 2011 Recruitment Aligns with Talent Management, Forrester Research, 2011

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