Technology Evaluation Centers

Human Capital Management (HCM) Buyers Guide

2011

Human Capital Management (HCM): A Buyers Guide

is brought to you in part by our media partner

Table of Contents

Preface
By Shane Schick, Editor-in-Chief, IT World Canada

By Sherry Fox, Research Analyst, Technology Evaluation Centers

2011 Human Capital Management (HCM) Buyers Guide

35 45

Product Comparison Epicor Customer Success Story

An HRIS Right Out of the Box

48

Talent Management in the Coming Decade: How Your HRIS Can Help

Epicor Thought Leadership

53

HR & Benefits Case Study: Abacus

Exelsys Customer Success Story

56

The Zed Group Chooses Meta4 PeopleNet for Worldwide Human Capital Management

Meta4 Customer Success Story

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Human Capital Supply Chain Has easyJet Flying High By Tim Giehll, Chief Executive Officer, Bond Talent

Bond Talent Customer Success Story

65

BLC Bank Chooses SETS Solutions for Human Resource Management

SETS Customer Success Story

68

Large Law Firm Chooses Unicorn HROs iCON System for their HR Needs

UNICORN HRO CUSTOMER SUCCESS STORY

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Vendor Directory

Preface
The Human Factor in HCM
Our people are our greatest asset. Almost every chief executive officer (CEO) says it, and every employee rolls their eyes. How can you be considered an asset if the company doesnt invest in the tools that help ensure its success? When CIO Canada and its sister publications talk to senior information technology (IT) executives about their priorities and strategic plans, human capital management (HCM) is never the first thing on their list. They are more likely to cite business intelligence software that will boost decision making, or customer relationship management applications that help grow business within their established client base. More adventurous organizations are moving aggressively into cloud computing or virtualizing their data centres. But a platform that will effectively measure and help improve the value of the people who are the lifeblood of any successful enterprise is too often treated as an afterthought, if it is thought of at all.

An Evolving Approach to Employees

Human capital may sound like a cold way to describe the individual staff members who collectively drive company growth, but employees are no longer merely resources. Until recently, much of what was automated in human resources (HR) departments was focused on transactions, such as processing payroll, making changes to benefits plans, and managing pension information. The term human capital management evolved to reflect the transition from a transactional to a developmental approach to a companys employees. The best HCM products and services, many of which are outlined in this guide, touch upon every step in an employees journey within an organization. HCM solutions now cover onboarding employees, orienting them with policies and rules, and providing access to various systems. They also govern performance, either through managing annual reviews HCM Buyers Guide or via goal-setting tools that can be benchmarked against corporate objectives and plans. HCM is about how employees are selected, trained, coached, nurtured, supported, and moved from one assignment or role to another, ideally in a progressive fashion. All the transactional pieces are still there (and still critical), but they are only part of the story.

How Technology Can Adapt

Over time, well begin to see HCM more deeply integrated with other enterprise business applications to create a more holistic view of how an organization is performing. If youre tracking revenue generation through a sales force automation tool, for example, wouldnt it make sense to correlate a decline within a specific geography with the information about the people responsible for representing that areas customers? If a company is using predictive analytics to understand how many customers will react to a new product, wouldnt it also be interested in understanding how its employeesbased on data contained within the HCM suitewill respond to new policies, procedures, or incentives? The role of the HR department is sometimes described as talent management, and there are modules in some HCM suites that focus specifically on recruiting and retaining a companys star players. The nature of talent management is changing, however. How does a company nurture employees who are trying to create a personal brand? This may mean well see more features that pull data from social media into HCM to measure how visible staff members are within their communities of interest, how they are perceived, and how they can deepen their connections with partners, customers, and stakeholders. It could also mean many more self-service features within HCM that allow employees to demonstrate more initiative in developing themselves, rather than being the passive recipients of employer recommendations. All this suggests that vendors will need to radically rethink how they approach HCM.

Fixing Your People Problems

We often say that failures in enterprise IT come down to people problems: poor communication, lack of employee buy-in, and so on. What if HCM became the number one priority in most organizations? What if businesses made developing and serving staff their primary activity? Its possible that, empowered by a toolset that guides them through their day-to-day growth, employees would be more likely to see opportunities to support the growth of their company through the effective implementation of technology in other areas, rather than resist change. Idealistic as that may sound, it should be both a goal of HCM solution deployments and a measurement of project success. If your people are your greatest assets, try treating them as such. Watch what happens. Shane Schick HCM Buyers Guide Editor-in-Chief IT World Canada Summer 2011

HUMAN CAPITAL MANAGEMENT (HCM) BUYERS GUIDE

Appropriate management of an organizations workforce plays a critical role in the success of the organization. Organizations must look to the entire spectrum of human capital management (HCM) activitiesnot just one aspectfrom hiring the right people, through developing careers, to training and tracking performance, in order to fully tap into the talent available. By combining an HCM strategywhich looks at workforce as an assetwith the existing corporate business strategywhich looks for ways to gain a competitive edge organizations can create a more holistic approach to managing their workforce. As a result, issues such as employee loyalty and retention will begin to dissipate, reducing costs and freeing up resources. By focusing on employees current skills and abilities and treating their potential for development as the foundation for organizational growth, businesses can set the stage for long-term success. This guide discusses the challenges that medium and large businesses face in acquiring, managing, and retaining their staff, and addresses how HCM and related solutions can help organizations address some of these challenges. It covers the entire employee lifecycle, from recruitment and onboarding, to performance and compensation, career development, learning management, succession planning, workforce planning, and analytics. It is organized around three main discussion points: HCM Buyers Guide Recruitment Challenges Loyalty and Retention Challenges Global and Mobile Workforces

The information provided in this guide aims to assist companies looking to manage their workforce by providing insight into the endless HCM software options available, including solutions from niche players (best-of-breed), crossover vendors (vendors that have added talent management to their existing solution or suite), and Tier 1 and 2 enterprise resource planning (ERP) vendors (those that have made a talent management or HCM solution as part of their ERP offering), and how they can help organizations overcome some of these challenges. The guide also contains a special spotlight section on software-as-a-software (SaaS) deployment options and the vendors that provide them. The guide features customer success stories that illustrate how these various HCM-based solutions have helped companies address the HCM challenges they were facing. Also included is a vendor directoryorganized into sections for recruitment, human resources (HR) management, talent management, learning management, time and attendance, and moreto assist companies looking for HCM solutions with a specific focus. This guide serves as a useful tool for medium-to-large organizations looking to determine the HCM solution that best suits their business model and specific needs.

HCM Buyers Guide

State of the HCM Market

What Is HCM?
HCM is still a relatively new term and is often used to refer to both a companys processes and the technology behind those processes. From a process perspective, HCM encompasses the activities associated with acquiring, developing, managing, and retaining a companys most valuable assetits people. It covers a broad range of activities, including identifying and recruiting the best available talent (people) and partnering with managers to develop and motivate their employees to realize their full potential. The quality and performance of an organizations workforce will differentiate successful organizations from the others in an intensely competitive market. From a software perspective, HCM systems are solutions that encompass functionality for recruiting, learning, training and development, performance and compensation management, succession planning, and reporting and analytics. Unlike the traditional HR systems of the past, these solutions address the full spectrum of talent management (from hire to retire, and everything in between). HCM software includes modules for recruiting, onboarding, managing talent, tracking performance, and analyzing dataamong other things. By consolidating these various modules, vendors are now developing suites of products that are often available at a considerably lower cost than stand-alone solutions. As weve seen in recent years, mergers and acquisitions (M&A) in human capital and talent management are changing the way vendors market their products. Many large software vendors cater to HR professionals seeking an integrated solution from a single vendor rather than different point solutions from a variety of vendors. More often than not, large vendors purchase smaller vendors, whose solutions provide the software functionality needed to complete the large vendors offerings. M&A are often seen as a means to HCM Buyers Guide maintain and strengthen the acquiring companys position in the marketplace, as well as a relatively quick way for the company to expand into new markets while incorporating new technologies.

The Changing HR Landscape

The HR department has been traditionally viewed as serving an administrativei.e., low-priorityfunction. HR personnel were responsible for receiving rsums, creating employee records, filing, and handling employee complaints. The HR landscape has changed dramatically, as HR has gained prominence and emerged as a strategic and vital part of a companys business. Part of this change is due to HRs growing role in strategic HR planning (identifying the right people with the right skills within the organization for future positions). HR personnel now take part in the decision-making processes of the companyrather than merely implementing those decisions, as in the past. Company executives are thus taking a greater interest in their peopleand how employees can affect the future of the business. HR and talent management professionals face many challenges: the workforce is rapidly changing, career paths are no longer linear, and employees are more geographically dispersed. Corporate leaders who can react quickly to market trends will be in a better position to hire the most qualified talent. Organizations must ensure they have the right people in place, with the right skills in the right positions at the right time, to support business growth. In the following section, well discuss the major challenges and business pains surrounding managing human capitalrecruitment, employee loyalty and retention, and the global and mobile workforcesand how the various software systems available on the market can be used to alleviate some of these challenges.

Recruitment Challenges
Corporate Recruiting Practices
The last few years have seen fundamental changes to the job market in available technologies, sources of recruitment, and business competition. So HR professionals face new challenges in one of their most important functionsrecruitmentin an already saturated job market. HCM Buyers Guide While many smaller companies still opt for the old-fashioned way of hiring by reviewing hard copy rsums, larger organizations have adapted to the high-tech world and either manage their own recruitment, outsource talent acquisition to external job placement firms, use Internet job boards, or combine any of these methods into their recruitment strategy.

These recruitment methods are a science all on their own. The recruitment function requires a business perspective, expertise, the ability to match the best candidate to the organization, marketing skills, diplomacy, and much more. The biggest challenge for recruiters is sourcing and hiring the best people for the organization. Subsumed in this challenge is the ability to compile candidate data from various sources, identify the appropriate skill sets, manage employee assessments, determine recruitment costs, analyze recruitment effectiveness through analysis and reporting, as well as understand the companys compensation offerings. In addition, HR professionals are expected to stay current with market changes and adapt their processes accordingly. Candidate demographics are also changing. Studies show that more applicants withdraw from the recruitment process after they receive an offer. Prospective employees realize the value they bring, and they expect to receive adequate compensation. Prospects now demand more entitlements, in the form of training and development, financial rewards (including sign-on bonuses), or more vacation days. Although benefits such as group health care and share purchase options are good incentives, they are not likely to attract new recruits if the working environment, career progression, and financial incentives are ignored. As a result, many organizations frequently exceed their HR budget to secure the right people. By reviewing their existing processes and systems, organizations can be in a better position to meet the candidates requirements and, more importantly, find the right candidates to meet their business needs. One of these processes is employee assessment and testing. Psychometric testing, for example, is a method that employers may use to pinpoint the right people with the right skillsand so shift from believing candidates are a fit to knowing they are a fit (based on their skill assessment scores). These tests aim to measure attributes such as intelligence, aptitude, and personality. They can provide valuable information about the candidate, such as how well he or she works with others and handles stress. In addition, psychometric testing of a companys current employees can guide management with employee career progression and succession planning. HCM Buyers Guide Another recruitment challenge is the fierce market for talent. There are fewer highly talented professionals owing to the large number of baby boomers retiring. This has led to fervent competition among companies to get these qualified candidates on board. While often seen as an unethical practice, many organizations (if they can afford to) poach talent from competitors by offering attractive pay packages and other conditions that are superior to

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those offered by the candidates current employer. Companies whose employees are being poached are losing competitive strengththeir HR professionals have the difficult task of counteracting outside lures to retain their employees. Other factors, such as company brand, culture, office space and location, and reputation, also play a major role in recruiting talented peoplewhich can be particularly difficult for smaller and less well-known companies.

Social Medias Role in Recruitment

Online recruiting (or e-recruiting) uses a mix of interactive resources (e.g., search engines, social networks, mobile communications, blogs, and RSS feeds) to match candidates to jobs. With job boards like Monster, Jobster, and Jobboom, online people databases like LinkMe, ZoomInfo, and Simply Hired, and direct search engine tools like Google or Bing, organizations can find candidates with ease. But finding the right talent for an organizations needs proves to be a little more difficultoften leaving some recruiters feeling a little overwhelmed. The advent of social media has changed the recruiting landscape. Facebook, LinkedIn, YouTube, and Twitter are major social media tools used by forward-thinking organizations and their recruiters to find people with the right skill sets needed for difficult-to-fill positions. Candidates that were once beyond the recruiters reach are now right at their fingertips. As these social media sites generate a lot of traffic, they enable recruiters and HR hiring managers to search for potential candidates while promoting their company and leveraging relationships that may turn into placements down the road.

Social media has fundamentally changed human resources. An applicants social media provides valuable information that can improve hiring results; however, using it inappropriately in the hiring process has risks. If an employer does not consider publicly available online information on the applicant, he or she may expose the organization to potential catastrophes and negligent hiring. On the other hand, when organizations conduct social media screening internally, they may expose the organization to an applicants protect class characteristics and other irrelevant information that can lead to allegations of discrimination.

HCM Buyers Guide

Geoffrey Andrews, COO and Vice President, Social Intelligence Corp.

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Here are just a few of the ways that social media, technology, and the Internet are changing the recruiting landscape: expand a companys reach to potential candidates worldwide provide employers with information about a candidate they may otherwise have not known about provide potential candidates with information about a company to which they are interested in applying allow candidates to chat with previous employees of the company of interest provide tools for rating and comparing employers (e.g., Rate-Your-Employer.com)

Social Media Statistics: Fad or Reality?

According to the video Social Media Revolution 2 (Refreshed), based on Socialnomics, by Eric Qualman, Social media isnt a fad. Its a fundamental shift in the way we communicate. Here are a couple of the key statistics on social media recruiting, presented in this video. 80 percent of companies use social media for recruiting 95 percent of these companies use LinkedIn

Candidate Engagement through Effective Company Branding

Despite its advantages, social media recruiting comes with a unique set of issues. One main challenge concerns online presence. A potential candidates first experience with a company is often through the companys Web site. Therefore, companies must prioritize the promotion (branding, image) and maintenance of their online presence. To add to this, companies also need to make the online application process easy. If candidates have to click through various pages on a Web site before finding the careers sectionchances are they will lose interest and drop off the site. Their online application form must be easy to usenot taking more than 20 minutes to complete. HCM Buyers Guide Another challenge relates to the offline recruitment approach. With the abundance of employment opportunities available, people need to be engaged with an organization to remain interested. A candidates experience during the recruitment phase can greatly affect the choice of employer. Thus, a companys in-person approach must be as effective as its online recruitment strategy. This is often done by having the recruitment team reveal the companys history, culture, and benefits or compensation plansin an accurate, clear, and engaging manner.

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Recruitment Technology
To overcome some of these recruitment challenges, organizations need to take a closer look at their recruitment capabilities. Recruitment tools have come a long way since they were first introduced. More than just a technology for sourcing and tracking candidates, recruitment technology has become a vital component to managing talent. These solutions now include capabilities for integration with social media tools, as well as tools for reporting, analytics, and employer branding. HCM solutions help alleviate manual work by providing organizations with the technology to create requisitions that are posted on the Internet. Many HCM solutions have recruitment modules with candidate self-service capabilities, allowing potential candidates to apply online, electronically attach rsums and cover letters, upload letters of recommendation, and more. To ensure online candidate rsum data is handled appropriately, recruiting solutions should have rsum parsing tools, or at least the ability to integrate this data with rsum parsing tools. Once considered to be solely a tool for recruiting firms, today rsum parsing tools are used by many organizations to efficiently and effectively manage electronic rsum and related documents submitted via the Internet. Most software vendors offering recruitment functionality include rsum parsing technology as part of their recruitment solutions or talent management suites. Rsum parsing software facilitates the process of getting a shortlist of qualified candidates. It eliminates HR staff having to manually type in the contents of a rsum into the HR system for online searching. And rsums can be submitted in various formats, as parsing software has algorithms to decode the necessary fields of most formats (.doc, html, etc.). Many recruiting and related solutions contain psychometric toolsallowing recruiters to complete job analysis studies by administering, scoring, and interpreting assessments and tests. Some companies may opt to have a third-party provider handle all their testing and assessment requirements (with plenty of vendors and consultants available worldwide to HCM Buyers Guide compete for the task), while others may opt to have these tools available in-house and as part of their recruitment or overall talent management solution. Given the financial implications of making a wrong hiring decision, organizations should have everything within their recruitment arsenal to ensure they make the right one. One limitation of such assessment tools, however, is that they cannot capture all aspects of candidate behavior that determine success within the organization. But these tests can

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identify important qualities and characteristicsso it is paramount that organizations are using appropriate tools to gain insight into their candidates and that the tests are valid predictors of recruiting success. While poaching is not something that can be handled directly by a solution, having accurate information about candidates skills and experience and their salary expectations ensures that HR recruiters and candidates understand each othersaving the organization time and money. And having accurate and up-to-date information at their fingertips enables HR professionals to make the right decisions (whether for hiring or promoting)quickly! If organizations dont have the ability to make quick hiring decisions (hiring candidates in a matter of weeks, not months), this talent will go elsewhere.

In todays competitive business environment, its critical that HR uses technology in new ways to link talent management to business strategy. Readjusting methods of recruiting and applicant tracking to reflect a strategic focus rather than a procurement focus will allow HR to manage resources with more flexibility to allow more people to come in and out of an organization at a faster pacereflecting the current needs of the company and offering greater security and financial stability.

Tim Giehll, Author of Human Capital Supply Chains & CEO of Bond Talent US

By accepting rsums from various sources (including social media sites), companies increase their likelihood of finding the right candidate. Recruitment technologies thus enhance recruitment by managing candidate data and making it easily accessible to hiring managers who need to attract candidates with key skills and make betterand more accuratehiring decisions. These systems thus automate the acquisition and onboarding of talent. Applicant tracking HCM Buyers Guide systems help move the candidate through the application process. And once the candidate is hired, the candidate info is often automatically converted to an employee in the HCM system, eliminating the need for duplicate data entry. The system also helps facilitate the onboarding process, enabling employees to assimilate into the company culture and attain a high level of productivity. Thus, this technology helps to reduce administration loads and to enhance the employer brand by enhancing the candidates experience.

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BOTTOM LINE: Whether an organization is looking to purchase recruitment software or have its recruitment process outsourced, one thing is certain: a recruitment strategy coupled with the right recruitment technology and services for an organizations needs will not only help mitigate the risk of hiring the wrong candidate, but also open up a wealth of opportunity for finding the right one.

Employee Loyalty and Retention Challenges

Organizations need to acquire skilled talent to gain a competitive edge. Knowing what talent brings the greatest value to a particular business area will enable an organization to create an effective workforce plan, which will in turn help determine whether the organization has the right type and number of capable people to meet their demands. Itll also help lead their succession planning efforts. Having the right type of system in place to capture this data plays a key role in how the information is used for making strategic workforce decisions.

Employee Satisfaction and Loyalty

Employee retention is a critical issueone that corporate leaders must face head on. Because of the shortage of skilled labor and the fierce competition in the job marketand because people are the only asset that can literally get up and walk out the doorhaving a good employee retention program is essential to staying competitive. Employee retention is about understanding employees needs, and it consumes much of a companys effort, energy, and resources. To understand the needs of their employees, organizations are well advised to survey their staff on what they value the most. Companies can design their own questionnaires, or hire consultants to complete the task. Various options for providing feedback should be considered (whether direct or anonymous, such as suggestion boxes or systematic metrics). Many HCM and talent management solutions provide employee satisfaction surveys, which can help employers measure and understand their employees attitude, opinions, motivation, and levels of satisfaction. These surveys can be completed online (through an HCM Buyers Guide employee portal or mobile device). The information garnered from these surveys helps organizations gain insight into how to implement employee-centric changes that can ultimately increase the bottom line. It can provide insight into why employees leave, and (hopefully) aid in reducing employee turnover.

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Getting employee feedback suggests that the organization cares about the welfare and supports the career growth of its workforce. It is also a great means for obtaining useful information that can help change the organizations image and culturefor the better. Some of the top complaints of employees about their jobs or workplaces are: salary/remuneration (bonuses, incentives, commissions) too low pay equity (among internal employees and based on market pay scale) not achieved lack of benefits (health, dental, vacation, sick time) lack of compassion by HR regarding employee issues or concerns micromanagement by immediate managers and supervisors workload too high (understaffing) office environment lacks cleanliness poor communication from top executives and management about companys future and growth Keeping employees informed about the companys long-term outlook, its performance, procedural or structural changes (regardless of whether the employees are directly affected), and, most importantly, how the employee fits into the companys long-term plan is key to fostering positive employee morale. Organizations that foster a culture of communication and trust are those for which people continue to workfor a long time!

From a human resources perspective, one of the greatest lessons learned during the great recession is that forcing employees to do more with less is ultimately an unsustainable model. Fatigued employees consume more health care, are less productive and depending upon the industrycreate substantial safety issues. Leveraging workforce management solutions to both create and enforce sustainable, realistic schedules, as well as actively monitor overtime and PTO [paid time off ] patterns, can mitigate the risks associated with employee fatigue and deliver tangible bottomline benefits.

HCM Buyers Guide

Kevin Choksi, Co-founder and CEO, WorkForce Software

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Managing Talent: The Right Way

Organizations must go one step further to manage their best talent. They need to be ready and willing to develop their staff for high-level positions. And they have to work smarter, harder, and faster to grow and retain their best people. Talent is a complex mixture of employees skills, knowledge, cognitive ability, and potential. And employees talent is enhanced by their values and work preferences. The challenge that many organizations face in properly managing talent, however, lies in identifying and measuring those skills, determining the employees potential, and developing the areas that require attentionall while taking the employees goals and career aspirations into consideration. Knowing their employees potential as well as the areas needing improvement enables organizations to effectively manage their talent. To perform their jobs successfully, employees need to understand managements expectations. Part of managing talent is developing an employee performance plan that is in line with the goals of the organization.

There can be no question that, while it takes effort and time to determine the competencies for an organization, the rewards of implementing competency-based management are worth it. Less time will be spent dealing with HR issues and more time devoted to the operational mandate of the organization, resulting in increased productivity, performance, and profits.

- Suzanne Simpson, President, HRSG

Performance management is a long-term organizational strategy and involves five key components:

3 Planningplanning the work and setting expectations and goals (as individuals or groups) 3 Monitoringroutinely monitoring employee performance and providing feedback 3 Developingdeveloping the employees capabilities through training 3 Ratingrating the employees performance through appraisals and assessment 3 Rewardingrewarding the employee for good performance

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HCM Buyers Guide

Planning

Rewarding

Monitoring

Rating

Developing

Figure 1. Key Components of Performance Management

From a software perspective, performance management tools provide the information that is necessary to efficiently plan, monitor, develop, and rate, and reward an organizations Rsum Sourcing workforce.
Background Checks Applicant Tracking E-recruiting Onboarding

The ability to performance can make it easier for managers to evaluate Standard Benets track an employees Recruitment Extended Benets their talent pool and better understand their human capital needs. Employee performance Compensation Planning Incentive Plans management software provides a way for helping organizations promote and nurture Payroll talent within the organization, rather than looking outside the organization to find people Management Personnel Human Organizational Design for higher-level positions. Resources Compensation Job/Role Identication Managment Salary Administration Employee Another tool used by many organizations is the 360-degree feedback survey (assessment). Self-service Manager Self-service

Human Capital Management This tool provides feedback from all the individuals an employee interacts withi.e., all
around an employee (a 360-degree view). Feedback is provided by the employees peers, supervisors, subordinates, and sometimes customers or suppliers, and is rounded out by a

HCM Buyers Guide

Learning Management Performance Management as well as Learning Course Management to make administrative decisions, such as pay increases, promotions, etc. Career Development Talent Content Management Goals Management Management Event Coordination Competency Management Learning Platforms Succession Planning

self-assessment. The results are often used by supervisors to plan training and development,

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Compensation Competition
HR managers are sometimes faced with onerous employee compensation challenges. As the competition for skilled talent increases, companies must find better and more interesting ways to retain their employees. Monetary compensation is often the most persuasive argument. Through the development of rewards programs, companies offer compensation and benefits as a means for building employee loyalty and increasing employee retention. As more companies adopt a pay-for-performance type of philosophy, they will need more complex and sophisticated processes to align employee performance goals with rewards programs. Additionally, by enhancing employee benefits and other employee-centric programs, companies can promote the health and welfare of their employees and thereby increase employee retention. Todays diverse workforce is composed of individuals young and old, with different lifestyles, work ethics, and levels of education, etc. Different employees may thus prefer different types of compensation packages. So how does an organization create a program that works for everyone? The first step that a company needs to take is to determine the needs of its workforceby having the employees complete a survey. And by analyzing the survey results, the company can see any emerging patterns. Some employees may want more money or alternative working schedules, whereas others may want specific benefits or more specialized training. Considering the needs of all the companys employees is essential to keeping them happy, motivated, and loyal. Most importantly, regardless of the compensation plan, companies need to inform their employees of what they will (or in some cases will not) be receiving and the reasons behind those decisions. Managers must articulate and employees must understand the organizations rationale behind such decisionsthis is key to ensuring the employees and organizations perspectives are aligned. Compensation management solutions traditionally allow users to design, manage, and adjust their compensation program components as needed (base pay, variable pay, equity, etc.). As compensation for an employee is directly related to his or her performance, organizations must ensure that their HCM software can provide a unified view of actionable employee information that allows them to make more effective human capital decisions. Compensation management solutions will allow organizations to monitor their compensation processes across business units to ensure total spend is within the budget. It can also ensure that top performers are appropriately compensated. HCM Buyers Guide

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Succession Planning: The Retirement Boom

Succession planning is a critical tool for ensuring lasting organizational improvements. However, the biggest challenge for most organizations is how to effect a well-designed transition of personnel without disrupting organizational continuity. Business leaders need up-to-date information to make vital decisions to meet short- and long-term business needs. Identifying planning needs and committing the resources to meet those needs are some initial challenges of succession planning. The next challenge is identifying the necessary skills required to fill the required position. One of the worst things a company can do is to select a last-minute successor. This can lead to frustration, confusion, and an increased employee flight risk. Before organizations can put together a proper succession plan, they need to look at the demographics of their workforce. Demographic trends describe changes in the characteristics of populations over time and can provide organizations with insight into current patterns of change as well as the upcoming configuration of its workforce. For a few sectors and industries, these changes in workforce demographics lead to unique risk factors to an organizations workforce. The most evident factor relates to peoples increased life expectancy. Why would this pose a risk to organizations? The aging workforce poses two very distinct organizational challenges: potential productivity loss (lower productivity of the employee) and retirement risk (loss of the employee). Whether age affects productivity of course depends on the employee and his or her job functions. Some employees may still be very productive in their golden years, whereas others may show a drop in productivity due to lower energy levels and more health issues. These two scenarios will determine the number of workers that companies will need to attract. What do workforce demographics say about how organizations should be designing their succession plans? For one, they present an opportunity for knowledge transfer. HR professionals have the vital responsibility of ensuring their organization has the right tools and information to effectively transfer knowledge to the next generation of employees. Approaches for knowledge transfer range from simple information sharing HCM Buyers Guide among colleagues, to informal discussions, to networking through social channels, to a more formal approach through developed programs. Mentoring is also an effective way of transferring knowledge. For instance, baby boomers can mentor younger-generation employees by providing them with historical corporate knowledge or tried-and-true best practices. Conversely, Generation X-ers can help baby boomers improve their computer skills. Many talent management solutions and most learning management systems have mentor-matching technology, which allows managers to see which employees can serve as

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mentors based on their knowledge, expertise, and training. Mentors and mentees can be matched on criteria preselected by a mentor program manager. This capability, together with the option of accepting matches recommended by program administrators, suggests various options as to the best possible partnerships. Career development, goals, performance, compensation, and succession planning together represent the largest component of HCM. By executing these facets efficiently and effectively, with the right strategies and tools, organizations will help ensure a happier workforce, and thus a lower rate of turnoverand ultimately a bigger bottom line. Organizations that ultimately fail to create an effective succession plan could incur substantial financial loss.

Talent and Technology

While technology can certainly help organizations understand their employee retention and loyalty challenges, these solutions alone cannot convince unhappy employees to continue working for such organizations. The most important HCM challenges are bigger than any one technology solution can address. To be successful in managing their talent, organizations must start at the business level, and then add programs and strategies (such as retention strategies, talent management strategies, leadership development programs, succession plans, etc.) over time as needed. Its critical to align talent management with the organizations business objectives and to create the appropriate conditions for talent management to become a core business process. Talent management needs to be viewed as a whole system within the organization, coming together through a mixture of process, strategy, and technology. If an organization does not properly align its HCM process, strategy, and technology, it can experience disconnect and inefficiencies. For example, if an organization has a comprehensive performance compensation plan, but it is still using spreadsheets to manage these programs, then there is a disconnect between process and technology, creating unnecessary work. Another example would be if a company is using hard copy forms to survey employees, but then needs to enter the data into a system that cannot do anything dynamic with the informationindicating a disconnect between strategy and technology, leading to inefficient data acquisition and duplicate entry. Thus, technology HCM Buyers Guide plays a key role in ensuring these types of programs and strategies work as efficiently as possible. Organizations that are experiencing performance-, compensation-, or succession-related issues are likely to have employee retention issues as well. Addressing these issues requires not only proper analysis and planning, but also a robust solution that can handle the data required to make informative decisions about the organizations employees and their future. An HCM solution or talent management suite of solutions can do the job.

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These types of solutions encompass functionality that allows employers to track employee performance, provide appropriate training, gauge the types of employees (full-time versus part-time, long-standing versus new) and the compensation package that best suits their needs, as well as provide guidance into the future of the organization (through effective succession planning). Without the right technology (solution), organizations only have an idea of (or at best a strategy for) their HCM needs. Without a strategic people plan, organizations have a solution that has more features than it needsand costs more. An overall approach to managing talent and retaining employees comes through a combination of process, strategy, and technology. Integrated, strategically aligned HCM and talent management systems can provide significant economic benefits to organizations that embrace them as ongoing processes, rather than one-time events. Workforce analytics plays a large role in managing human capital. Not only can it provide managers with timely information that can be used to make well-informed decisions, but it can also be used to spot trends and identify problems. HR managers can design and implement better procedures for talent management, retention, and succession by understanding the gap between demand and supply in their workforce numbers. This can be done by gathering employees information from HR records and other standard business software, such as time and attendance and project management. With a talent management solution or suite, organizations can record employee demographics, qualifications, and performance. Equipped with often customizable dashboards, such systems enable organizations to perform in-depth analyses of their personnel structureand better understand their employees roles, needs, etc. BOTTOM LINE: Its important for organizations to identify their current pain points or challenges in order to properly prioritize their future HCM technology needs.

Global and Mobile Workforces

Globalization Challenges
HCM Buyers Guide Globalization has changed the face of business, with a dramatic expansion in the scope of workforce management and a host of new organizational challenges. For many organizations, managing this widely scattered, talented, multicultural workforce has never been harder. One of the challenges that globalization has brought forth is moving people across borders and ensuring that workers visas and permits are compliant with local immigration rules.

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Companies that have a strong, automated onboarding transactional process in place are well adept at handling this type of predicament. However, companies without such a process require a diligent HR department to ensure the appropriate forms are completed by the relevant parties. And this is just the beginning. Companies recruiting and hiring employees from all over the world must go one step further by understanding the diverse cultural differences of their workforce. They must be cognizant of the intercultural and multicultural interplay in their business environment, as well as understand the stringent local compliance regulations and government labor standards in effect at all their business locations. Most large companies view the entire world as their marketplace, both from sales and recruiting perspectives, creating global competition for these markets. And although most organizations have adapted to the global reality of their operations, many still lag behind in developing HR strategies, policies, structures, and services that support global operations. Corporate leaders need to better understand the human resource implications of their business strategy and ask themselves some very important questions: What will the organization be doing in the future and where will it operate? Where are employees located today and where will they be located in the coming years? What job categories will the company need in the future? What are the demographics that will make up the companys workforce? Where will the company find skilled employees, and how?

To create a truly global workforce, organizations operating on an international level must have a coherent workforce effectiveness strategy throughout their global environment. It is imperative that this strategy incorporate technology and tools that can provide the necessary information to perform effective and comprehensive data analysis. By conducting workforce analysis vis--vis the corporate business strategy, companies can identify potential gaps and surpluses. This strategy can be invaluable in developing a unified corporate philosophy for attracting and retaining much-needed talent from across HCM Buyers Guide the globe. This can be done through the use of workforce analytics tools: a very important part of any HCM solution.

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Technology Trends for Global Business

Global HR Capabilities
Organizations need to continuously abide by compliance regulations and government labor standards as they expand their businesses across the globe. When staff move overseas, or travel frequently, they can face a complex array of tax and regulatory issues connected to their immigration and expatriate status. Employers thus need to understand and mitigate these risks. Software vendors are paying heed to these types of situations and developing solutions that provide true global capabilities, including global and local processes, global staffing, employee and manager self-service, and more. HCM vendors are integrating technology that helps organizations mitigate compliance risks through automation and policy control. Many HCM solutions provide global capabilities that allow organizations to track important employee information, such as work visas and permits, while helping ensure it is up-todate and compliant with local immigration rulesno matter where their employees are located.

Outsourcing
As the HR function becomes more complex, administrators will need to optimize dayto-day transactions. Many companies already outsource activities, such as payroll and benefits management, owing to the complexity (as with, e.g., labor standards) of certain areasparticularly for those companies that are dispersed globally. But as organizations continue to grow on a global scale, many will look to outsource other HR and related functions as well. And, as there will be a greater shift toward a self-service environment for both employees and managers, more software vendors will need to include self-service functionality within their offerings (e.g., employee self-service [ESS] and manager selfservice [MSS] portals).

Mobile Workforce
Many employees have mobile devices that deliver everything theyve come to expect from their desktop computers. In fact, mobile devices currently available not only match the HCM Buyers Guide capabilities of desktops, but also improve upon the desktop experiencevia mobility and location-specific services. These wonderful little (and sometimes not so little) mobile devices are changing the way people work, learn, and play. As the mobile workforce is always on and connected, often the only limitation is the device itself, which sometimes is not powerful enough for Web browsing or document editing. And while the computational, storage, and communications capabilities of mobile devices are quickly evolving, their security features unfortunately lag far behind.

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Theft of data and confidential information, particularly about employees and their personal information, is a great concern for companies with remote or mobile workers that use handheld devices and laptop computers. As access extends beyond the four walls of the organization to remote locations (other company offices, home-based offices, and mobile employees or offices), each remote connection or access point represents another potential security risk and thus must be secured. While many companies allow mobile workers to access corporate data from a remote location, many have failed to implement the necessary security measures. Employees can secure their mobile devicesand the corporate data contained therein by simply password-protecting their phones, enabling remote locking, or deploying antimalware software. Organizations can secure their mobile workforce by having a corporate mobile security policy with very specific regulations that all employees must adhere to. In addition, companies should apply their internal policies for Web usage to personal devices that may be used for work. Finally, organizations can go as far as to monitor use of mobile devices as well as restrict access to corporate data.

Mobile Technology
Mobile technology is evolving, as more people travel for work, work from home, or access information remotely. HR professionals use online portals to place job advertisements, manage candidate relationships, and review employee performance evaluations. Employees can access such portals through handheld devices to update their employee information and apply for open positions. With all of these new options, organizations need to understand how to use mobile technologies effectively and efficiently to address the needs of their dispersed and diverse workforce. HCM solutions differ in supported capabilities (see functionality product comparison tables in this guide), and only a few offer mobile versions of their applications. Access to e-mail and the Web through handheld devices (mobile connectivity) allows employees to HCM Buyers Guide stay connected with the company, and having the right tools (mobile applications) at the right time allows individuals to make informed decisions.

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Mobile Connectivity: Connectivity with mobile technologies can pose challenges for mobile employees in different regions and countries. Mobile employees that have voice, video, and data service that supports informal communication as well as broadband and wireless technology will be better equipped to be more productive. Because of the diversity of their work settings, mobile employees need the right technology (and support) to help them cope with unexpected situations. Some of the necessary components of mobile technology are access to Internet, company intranets, and e-mail and voice communications. Mobile Applications: Availability of mobile applications (i.e., apps) is enhancing the capabilities of the mobile workforcewhich were traditionally granted only to onsite employees. While this technology is new for the HCM software space, some vendors offer mobile-specific applications of their solutions. Certain areas of HCM, including learning, have been adapted for the mobile workforce. While mobile learning has actually been around since the early 1900s in the form of lessons by mail, mobile learning applications today are very diverse in their capabilities. These apps can be used for educational and corporate learning purposes, where learners can interact with portable technologies and take in bite-size portions (called nuggets) of content, learning bits at a time. They can also provide field workers with access to reference materials (training manuals and videos), updates regarding new products (for salespeople on the road), and more. Recruitment capabilities have also been adapted for mobile employees. Companies marketing a new product or brand can enhance their offering by releasing a mobile version of their recruitment solution. By using mobile solutions to support and supplement existing job recruitment strategies, organizations can improve their response rates and increase their return on investment (ROI). BOTTOM LINE: Organizations conducting business on a global scale face challenges related to a dispersed and disconnected workforce. Mobile technologies can address some of these challenges, ensuring that mobile employees stay connected with the company. And, the addition of mobile capabilitiese.g., in global recruitment and multinational payrollcan empower mobile employees with the necessary tools to perform their duties, regardless of their location, resulting in cost-saving opportunities for the organization. HCM Buyers Guide

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HCM Readiness Quiz: Whats Your HCM IQ?

How do organizations measure their readiness to manage their human capital? This measure represents the availability of employee skills, talent, and expertise to perform the internal processes critical to the success of an HCM strategy. Take this quiz to see how ready your organization is to properly manage its human capital. 1. 2. 3. 4. 5. 6. 7. 8. 9. Do you currently have an HCM strategy within your organization? Is your HCM strategy aligned with your organizations mission and goals? Do you understand what measures can help manage the effectiveness of your HCM strategies? Are your employees currently engaged within the organization through the use of surveys? Do you understand your organizations workforce demographics? Can you easily determine which employees may pose a flight risk? Do you have a succession plan? Does your company foster equal opportunity employment? Does your company put a strong emphasis on understanding the intercultural and multicultural issues within its business environment? 10. Can you readily determine the training needs of your employees?

********
If you answered NO to any of the above questions, you may want to take a closer look at your HCM initiatives and strategies. You may have a deficiency in the information systems youre using to monitor and analyze employee data. If you are a medium-to-large organization doing business globally, your HCM initiatives may be in serious trouble. If you answered YES to some of the above questions, your organization has somewhat of a grasp on managing human capital, but should look further at ways to strengthen your processes. You may have adequate people management systems in place, but are probably not using them to their full potential. If you answered YES to all of the above questions, chances are your HCM strategies are properly aligned with your overall business goals, your HCM or related HR management system is being fully utilized, and your organization is well on its way to HCM success. HCM Buyers Guide

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Planning

HCM Vendor Solutions Landscape

Rewarding Monitoring
While having the right strategy in mind is the first step in transitioning from an organization with basic HR needs to one that looks at HCM as an end-to-end process, companies must ensure they have the right system in place to handle all employee information. An organization unfortunately has to invest a substantial amount of time and effort in selecting the right system to meet their needs. So before embarking on a longterm relationship with a vendor or provider, companies need to do their homework. This overview will steer organizations in the right direction by providing crucial information about the types of systems available on the market.

Rating

Developing

Standard Benets Extended Benets Compensation Planning Incentive Plans

Recruitment

Rsum Sourcing Background Checks Applicant Tracking E-recruiting Onboarding

Compensation

Human Resources Managment

Human Capital Management

Payroll Personnel Management Organizational Design Job/Role Identication Salary Administration Employee Self-service Manager Self-service

HCM Buyers Guide

Learning Management Course Management Content Management Event Coordination Learning Platforms

Learning Management

Talent Management

Performance Management Career Development Goals Competency Management Succession Planning

Figure 2. Key Components of a Successful HCM Strategy

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Best-of-Breed Vendors: The Best of the Best

By definition, best-of-breed is the best product of its type. Organizations often purchase software from different vendors to obtain the best-of-breed solution for each application areae.g., they may purchase a recruitment package from one vendor and a performance and compensation solution from another. Due to demand for more focused applications (point solutions), niche vendors focusing on one main area of HCM have inundated the market. For those organizations looking for the optimal solution in a specific area, the bestof-breed option usually provides the richest set of functionalities. By taking the best-of-breed approach, organizations can benefit from a slew of point solutions, each with very specific functionalities, rather than use an end-to-end solution with functionalities that may not adequately meet the organizations needs. While best-of-breed may be a suitable option for some, it can, however, pose challenges, such as increased requirements for training and support, for others. With best-of-breed systems, IT staff must be trained to use and support multiple systems with potentially different hardware platforms, operating systems, databases, and programming languages. Other challenges include the complexity of interfacing with other systems, duplicate data entry, and redundant data storage. So what types of organizations are best served by best-of-breed solutions? Those that have a complex workforce and require very specific functionalities for their HR activities or processes. These organizations are willing to invest significant time and effort to implement and eventually integrate multiple best-of-breed modules to improve their HR processes. Some factors to consider before opting for a best-of-breed solution include cost, support, data sharing, and functionality. For more information, see the functionality chart on page 35 for some best-of-breed HCM vendors.

Crossover Vendors: The HCM Suite Arrives

Though software vendors typically enter a specific enterprise area with a sharp focus, their focus gradually expands to meet the markets demands. For example, vendors with a product focused on recruiting may choose to adopt more diverse capabilities over time (such as employee assessments or performance or compensation management). These vendors are referred to as crossover vendors. Unlike best-of-breed vendors (which provide point solutions), crossover vendors add new solutionstypically by acquiring the solution of another vendor, through a merger or HCM Buyers Guide

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acquisitionto complement the functions of existing solutions, thus developing a suite of solutions that can be integrated with each other. The ultimate goal is to acquire other capabilities to accelerate the organizations growth, cut costs, or increase market share. Vendors that acquire software systems typically begin offering a wider range of products and services to their customers and broadening their geographic reach. But this type of vendor may not have amassed the necessary expertise in the acquired area, and the smooth and effective integration of solutions may not go as planned, leading to conflicts within the new combined management structurewhich may ultimately impact on the price point. So, although vendors may promise to deliver a newly integrated or a rewritten product line with the software merger, many do not deliver on that promise within the planned period. All too often, customers are put aside as the merging organizations wrestle with operational issues. However, these types of products/suites are suitable for medium-to-large organizations that have established HR processes and have aligned their strategies to their corporate objectives. By having the wider range of functionality that crossover vendor solutions offer, organizations are better positioned to identify top talent, proactively manage turnover, support continuous feedback through effective performance management, and much more. For more information, see the functionality chart on page 36 for some crossover vendors.

Tier 1 and Tier 2 ERP Vendors: Adding HCM to Their Mix

ERP applications were originally designed for industrial companies seeking to integrate manufacturing resources, planning, and accounting. Some of the early vendors included Baan Co. (now Infor) and Oracle. But then PeopleSoft came along and added HR to the Oracle mixforever expanding the definition of ERP. While ERP vendors provide a wealth of applications for the enterprise and each vendor touts integrated system as the superior solution, every module may not be best-of-breed. After all, its difficult to excel in every niche. However, ERP vendors are increasingly honing their HR or HCM functionalities to includeamong other thingsrecruitment, performance management, compensation management, learning management, and succession planning. The close integration between an HCM solution and an ERP application means strategic data sharing and thus increased workforce efficiency. And, access to information that resides in one location can provide the big picture (e.g., metrics and key performance indicators for reporting) to those who need to make informed decisions.

HCM Buyers Guide

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As Tier 1 and Tier 2 vendors add HR and related functionalities to their ERP mix, its easier for vendors to subsume extensive ERP expertise and HCM functionality under one roof (so to speak). Tier 1 vendors are the largest and most well known in their field, and generally have clients with at least $1 billion (USD) in annual revenues. These vendors include Oracle, SAP, and Microsoft (AX). Tier 2 vendors are generally smaller and more limited in their offerings, and cater to clients whose annual revenues range from $100 million to $1 billion (USD). Some of the better-known Tier 2 vendors include Epicor, Infor, and Syspro. Organizations that are likely to consider a Tier 1 or 2 type vendor solution are those that have already implemented an ERP solution within their organization and have made a big investment in technologies. They may be using HR tools (e.g., Payroll and Benefits management), but are looking to expand the capabilities of their HR system to align with their strategic human capital objectives. These organizations often choose a Tier 1 or Tier 2 ERP vendor with HCM capabilities in order to establish a relationship with an ERP vendor, possibly reduce pricing for the vendors HCM module, gain simplicity of integration with the existing ERP system, etc. For more information, see the functionality chart on page 37 for some Tier 1 and Tier 2 ERP vendors with HCM-specific solutions.

Spotlight on SaaS
SaaS will perhaps be one of the most important trends in the history of IT and business software. SaaS applications are one of the main offerings of a cloud computing infrastructure, and SaaS is reshaping the way people work with business applications. The last couple of years have seen an increase in the number of software vendors launching SaaS versions of their traditional business software applications.

What Is SaaS Anyway?

In February 2001, The Software & Information Industry Association (SIIA) published an article called Software as a Service: Strategic Background. The term software as a service, or simply SaaS, was coined to describe a model in which an application is deployed on a central server and accessed remotely using a network such as an intranet or the Internet. In this delivery model, to access the application, users must connect to a remote computer, which is generally accessed based on a subscription or rent schema (see figure 3). HCM Buyers Guide

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Network (Cloud) Centralized Application

User 1 Data

User 2 Data

User 3 Data

User 1

User 2

User 3

Figure 3. Representation of a Network Cloud From a customer perspective, the benefits of having a SaaS business application in place are inducing many organizations to move from an on-premise solution to a SaaS solution provider. Some of the most important benefits include the following: HCM Buyers Guide increased ability to leverage the latest technologies, without having to support them internally total maintenance of the software by the service provider flexible service offering based on number of users, consumption, or other factors easier ability to scale to changing business needs improved security, performance, and availability reliable access to data, anywhere, anytime predictability of costs over time (at least for the length of the contract) avoidance of specific vendor or technology lock-in over the long term increased risk mitigation with better support for compliance lower total cost of business solution ownership for the level of service received

The advantages of the SaaS delivery model over traditional, on-premise applications have important implications for the development of new business software versions, particularly in some application areas, such as HR or HCM, customer relationship management (CRM), and business intelligence (BI) systems, in which SaaS versions are being added to the vendors traditional software arsenal. Many vendors that have both on-premise and SaaS deployment models are now focusing on their SaaS offerings.

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On the other hand, vendors that are starting out as native SaaS software developers have a competitive advantage, as they focus on SaaS, versus on-premise software vendors, which have more diffuse SaaS experience. While native SaaS application providers have specialized knowledge in developing and deployingas well as marketingtheir SaaS tools, they may lack experience in support and services, which is typically associated with big software vendors. As organizations look for ways to consolidate, SaaS is a viable option that can decrease or even eliminate client or server software installation and maintenance.

SaaS-specific HCM Solutions

HR has always been told to do more with less, and since the recession of the late 2000s, this directive has become more imperative. While some organizations already had a relatively small staff, the recession tightened the spending of companies even furtheri.e., fewer resources and a whole lot more work. This meant further automating HR tasks and streamlining HR functions in order to channel more energy into attracting, developing, and training. The most organized, efficient, strategic, and cost-effective approach to strategic HCM is SaaS. Gone is the time when SaaS was equated to Salesforce.com (the forerunner of SaaS technology); today, SaaS is everywhere. Once thought of as a solution to handle the infrastructure of less complex organizations, SaaS is now showing up in many HCM functionality segments, including recruiting and performance managementtwo of the more complex areas within HCM. For more information, see the functionality chart on page 38 for some vendors with HCM SaaS offerings.

Vendor Solutions Summary

Organizations looking for an HCM solution have many options from which to choose. Selecting the type of HCM solution that best meets an organizations needs is a difficult and time-consuming process that requires careful consideration and precious resources. The selected application should be able to be custom-tailored to an organizations HR-specific workflows and procedures, and seamlessly share data with other internal systems (e.g., payroll). More importantly, the applications capabilities need to be aligned with the organizations HCM initiatives, enabling organizations to better manage their human capital and support the growth of their business. HCM Buyers Guide

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TEC HCM Resources

Articles:
Workforce Diversity: Meeting the Challenges Head On Human Capital Supply Chains: Book Review Workforce Scheduling and Optimization: The Missing Link on the Shop Floor? Mobile Learning: Is Your Business Ready for It? Human Resources: To Outsource or Not to Outsource, That Is the Question Tactical Human Resources Evolves into Strategic Human Capital Management Thou Shalt Motivate and Reward Workforce Better

Blog Posts:
TECs Talent Management Research ModelWhat End Users Need to Know Talent Management 101: Moving beyond Core HR ScheduleSoft: What about Workforce Management on the Shop Floor? Using Social Media Tools for Recruiting Talent Workforce Analytics A Blend of Business Intelligence and Human Resources How Human and Artificial Intelligence Can Work Together in Human Resources 5 Ways to Effectively Use Social Media to Conduct Your Job Search

Certification Reports
HCM Buyers Guide BIS ProStaff Blackboard Learn 9.1 Exelsys HCM Meridian Knowledge Solutions Meridian Global LMS 2011 Meta4 PeopleNet 7 Microsoft Dynamics GP 10.0 Oracle E-Business Suite 12.1 PDS Software Vista HRMS 4.1 Sage Abra HRMS 10.0 Spectrum Human Resource Systems Corporation iVantage 5.0

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Best-of-breed HCM Vendors

Career Development and Training

Assessment and Surveys

Personnel Management

Learning Management

Time and Attendance

Self-service Portal

Product

Industry Focus

Bond International
Bond Adapt, Bond eEmpACT, Bond VCG, and Bond Talent

Job Agencies, Education

Halogen Software
Talent Management Suite

Health Care, Financials, Professional Services, Manufacturing, Education, Public Sector, Hospitality Energy, Government, Financials, Health Care, Education, Manufacturing, Retail, Services & Distribution

Kronos
Workforce Central

Meridian Knowledge Solutions

Meridian Global LMS

Government, Retail, Professional Associations

Saba
Saba People Systems

Technology, Financials, Government, Retail, Health Care, Energy

Lumesse
Lumesse EasyCruit, Lumesse TalentLink, and more
See Web site

Outsourcing Services

Succession Planning

Analytics/Reporting

Vendor

Workforce Planning/Scheduling

Absence/Leave Management

Compensation Management

Performance Management

Mobile Capabilities

Recruitment

Applicant Tracking

Benefits

Payroll

Crossover HCM Vendors

Career Development and Training

Assessment and Surveys

Personnel Management

Learning Management

Time and Attendance

Self-service Portal

Product

Industry Focus

Kenexa
Kenexa

Government

Peoplefluent
Talent Management Suite

Health Care, Retail, Manufacturing, Telecom, Energy, Financials, Insurance

SuccessFactors
Business Execution Suite

Consumer Goods, Financials, Government, Technology, Manufacturing, Health Care, Retail, Services

SumTotal Systems
Talent Platform

Health Care, Technology Communications, Education, Financials, Manufacturing, Life Sciences, Pharmaceuticals, Retail, Government

Taleo
Enterprise

Government Retail, Health Care

Outsourcing Services

Succession Planning

Analytics/Reporting

Vendor

Workforce Planning/Scheduling

Absence/Leave Management

Compensation Management

Performance Management

Mobile Capabilities

Recruitment

Applicant Tracking

Benefits

Payroll

Tier 1 and Tier 2 ERP Vendors (with HCM Products)

Career Development and Training

Assessment and Surveys

Personnel Management

Learning Management

Time and Attendance

Self-service Portal

Product

Industry Focus

Epicor
Epicor Human Capital Management

Manufacturing, Distribution, Hospitality, Services, Retail, Health Care, Legal

Infor
Infor Human Capital Management Suite
See Web site

Oracle
Human Capital Management
See Web site

Sage
Abra HRMS (plus Payroll)
See Web site

SAP
SAP ERP Human Capital Management
See Web site

Outsourcing Services

Succession Planning

Analytics/Reporting

Vendor

Workforce Planning/Scheduling

Absence/Leave Management

Compensation Management

Performance Management

Mobile Capabilities

Recruitment

Applicant Tracking

Benefits

Payroll

HCM Software-as-a-service (SaaS) Vendors

Career Development and Training

Assessment and Surveys

Personnel Management

Learning Management

Time and Attendance

Self-service Portal

Product

Cornerstone OnDemand
CornerStone OnDemand

Business Services, Financial and Insurance, Health Care, Public Sector, Nonprofit, Retail and Travel, Technology and Media, Energy and Utilities Services, Financials, Higher Education

Humanic Design
Humanic Talent Management, HR, and Payroll

Lawson
Lawson HCM

See Web site

NuView Systems
NuViewHR

Crossindustry, Global Organizations Energy, Government, Financial Services, Insurance, Health Care, Life Sciences, Manufacturing, Retail

Mobile Capabilities

Recruitment

Applicant Tracking

Industry Focus

Plateau
Talent Management Suite

Ultimate Software
UltiPro

Health Care, Life Sciences, Insurance, Retail, Municipalities, Manufacturing

P = Partial; vendor has Training Administration (administering a client-university environment), but does not deliver the course content.

Outsourcing Services

Succession Planning

Analytics/Reporting

Vendor

Workforce Planning/Scheduling

Absence/Leave Management

Compensation Management

Performance Management

Benefits

Payroll

Bond International
Bond Adapt, Bond eEmpACT, Bond VCG, and Bond Talent Bond is the largest provider of specialist staffing software for recruitment agencies worldwide. It provides Webbased e-recruitment and talent management software to the corporate market and provides established HR, recruitment, and payroll software and services directly to both the public and private sectors.

Halogen Software
Talent Management Suite Halogen Software offers a complete suite of Web-based products that automate, simplify, and integrate performance appraisals, 360-degree feedback, compensation management, succession planning, job descriptions, and learning management. Halogens offering makes HR best practices accessible to companies of all sizes, and its health care, education, manufacturing, public sector, hospitality, and financial services and professional servicesspecific suites meet the unique needs of these industries.

Kronos
Workforce Central Kronos helps organizations across a variety of industries manage their workforce by giving them the tools they need to help them control labor costs, minimize compliance risk, and improve workforce productivity.

Meridian Knowledge Solutions

Meridian Global LMS Meridian provides a learning management system (LMS) for organizations of all sizes. Meridian Global LMS integrates learning content management, social media, workforce analytics, knowledge management, and competency modeling in one LMS.

Saba
Saba People Systems Saba is a provider of people systems that combine learning, people management, and collaboration technologies. Saba delivers solutions that help mobilize and engage people to drive new strategies and initiatives, align and connect people to accelerate the flow of business, and cultivate individual and collective know-how to achieve exceptional results. HCM Buyers Guide

Lumesse
Lumesse EasyCruit, Lumesse TalentLink, and more Lumesse (formerly StepStone Solutions) helps customers improve their business performance and employees to manage and improve their careers. Through a combination of functionalities, it delivers business and talent benefits in a Total Talent Management Solution with a global service delivery capability, backed up by a strong business-focused approach.

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Kenexa
Kenexa Kenexa helps global organizations by identifying the best individuals for every job and fostering optimal work environments for every organization. For more than 20 years, Kenexa has studied human behavior and team dynamics in the workplace, and has developed the software solutions, business processes, and expertise that help organizations produce positive business impacts through HR. Original Focus on Start-up: Recruiting

Peoplefluent
Talent Management Suite Peoplefluent solutions manage the entire talent life cycle from recruiting to onboarding and through the ongoing management of each individuals career, while helping organizations measure, analyze, and empower their existing workforce. Peoplefluent solutions currently support more than 4,400 organizations ranging in size from large, global corporations to small and medium-sized businesses and is used by more than 5 million users in more than 214 countries and territories around the world. Original Focus on Start-up: Recruiting, Communications and Benefits, Talent Management

SuccessFactors
Business Execution Suite SuccessFactors provides Business Execution software solutions for organizations of every size and category. Managers benefit from a single system that provides a complete picture of their teams, enabling them to make intelligent talent decisions that increase business performance. A centralized system of record also raises employee productivity levels by increasing collaboration through knowledge sharing. Original Focus on Start-up: Performance Management

SumTotal Systems
Talent Platform SumTotal Systems provides talent management software that enables global organizations to effectively drive business strategy. It provides full employee life cycle management, including a core system of record, for improved business intelligence. SumTotal offers customers of all sizes and in all industries flexibility and choice with multiple purchase, configuration, and deployment options. HCM Buyers Guide Original Focus on Start-up: Learning Management

Taleo
Enterprise Taleo combines on-demand talent management solutions with the industrys largest ecosystem of customers, partners, and candidates. Taleos solutions and ecosystem together provide businesses of all sizes the talent Intelligence necessary to better know their people and grow their businesses. Original Focus on Start-up: Recruitment

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Epicor
Epicor Human Capital Management Designed for the unique needs of key industriesmanufacturing, distribution, retail, hospitality, and services Epicor software provides the end-to-end solutions and the domain expertise organizations need to increase operational efficiency and drive competitive advantage. Epicor HCM automates HR processes, enabling organization to track, manage, and analyze all employee data from application to retirement. Available as an on-demand SaaS, hosted, or on-premise solution.

Infor
Infor Human Capital Management Suite Infor provides business software and services to more than 70,000 customers in 125 countries around the globe, helping them improve operations and drive growth. Infors suite includes human capital and workforce management Web-based solutions that helps organizations manage staff from recruitment to retirement. Infor HCMs flexible human resource management software tools help businesses in all industries and of all sizes implement benefit plans and wage schedules, manage performance and compensation plans, and more. Infor WFM Workbrains solution optimizes, automates, and standardizes staff scheduling, time and labor processes to reduce costs, increase profits, and boost employee satisfaction.

Oracle
Human Capital Management Oracles HCM solution is for organizations of every size, region, and industry. Its global, Web-based, singlesystem HCM solution covers every aspect of the HCM road mapfrom core HR transactional functionality, through service automation and delivery, to complete enterprise talent management solutions.

Sage
Abra HRMS (plus Payroll) Sage Abra HRMS is a human resource management system software that delivers integrated HR, payroll, benefits, and attendance functionality, plus reporting and analysis tools. Sages primary focus is to provide business management software and services to small and midsized businesses. Built by HR professionals with years of experience, Sage understands the need for continuous improvement, as challenges and needs are ever changing. Available in on-premise and hosted deployment options. HCM Buyers Guide

SAP
SAP ERP Human Capital Management SAP ERP HCM is an integrated human resources management solution that delivers global capability. SAP ERP HCM gives organizations of all sizes, industries, and regions the tools needed to manage its people. The solution provides the framework to help executives, HR professionals, and line-of-business (LOB) leaders align objectives and increase operational efficiency. Available through a Web browser, shared services framework, and more.

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Cornerstone OnDemand
CornerStone OnDemand Cornerstone OnDemand is a global provider of a comprehensive learning and talent management that enables organizations to meet the challenges they face in empowering their people and maximizing the productivity of their human capital. Its solution consists of five integrated platforms for learning management, enterprise social networking, performance management, succession planning, and extended enterprise. CornerStone OnDemands clients include multinational corporations, large domestic enterprises, mid-market companies, state and local public sector organizations, higher education institutions, and nonprofit entities, It supports multiple client deployments of more than 150,000 users, including one client with more than 700,000 users. Deployment Options: SaaS

Humanic Design
Humanic Talent Management, HR and Payroll Humanics human resource information system (HRIS)/HRMS and payroll software solutions allow HR departments to focus on strategic talent management initiatives. Humanics HRIS/HRMS provides end-toend talent management coverage including recruitment, performance, compensation, learning, and career development, as well as payroll. Deployment Options: SaaS and on-premise

Lawson
Lawson HCM Lawson offers ERP software, services, and support to help businesses run their operations more smoothly and effectively. The Lawson Human Capital Management system helps organizations to lower HR costs and streamline the entire recruit-to-retire spectrum. Lawson HCM helps expand talent pools, shorten the hiring process, and make it easy for employees to manage their own HR information and benefits. Deployment Options: SaaS, on-premise, and hosted

NuView Systems
NuViewHR NuView Systems specializes in HR software management and payroll software for global companies. Its product suite helps HR professionals meet daily challenges in benefits and compensation management, talent acquisition management, learning and development, and performance management. Its solutions help organizations boost productivity, streamline work flow and approvals, and help better align HR programs and initiatives with organizational goals and objectives. Deployment Options: SaaS, on-premise, and blended (license and hosted) HCM Buyers Guide

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Plateau
Talent Management Suite The Plateau Talent Management Suite (TMS) provides human resources leaders with authoritative insight to more effectively lead workforce management initiatives throughout their organization. Plateaus TMS is built on a unified, multi-tenant SaaS architecture that provides HR professionals an easy, intuitive way to gain comprehensive workforce insight so they can help drive better business results. Deployment Options: SaaS

Ultimate Software
UltiPro Ultimate Software is a provider of unified HCM SaaS solutions for global businesses. Its HCM product, UltiPro, delivers comprehensive HR, payroll, and talent management for organizations of all sizes to manage the global workforce from recruitment through retirement. Deployment Options: SaaS

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Casebook

Case Study

Epicor Customer Success Story An HRIS Right Out of the Box

Success Highlights
No two companies are exactly alike. Each has its own processes and priorities. So when a human resource information system (HRIS) can meet an organizations needs right out of the box, its quite an accomplishment. Epicor Human Capital Management (HCM) did just that for LifeCare Assurance Company. Since 1988, LifeCare Assurance Company, located in Woodland Hills, California, has provided major insurers with specialized Long Term Care Insurance (LTCI) programs. In 2005, the company decided to implement a new human resources (HR) system because its previous system lacked manager and employee self-service. After evaluating needs, LifeCare decided on a system with self-service based on Microsoft SQL ServerEpicor HCM. LifeCare liked that Epicor HCM had self-service capabilities and could connect to other LifeCare applications. It also enabled the company to host and maintain its own data.

Challenges and Opportunities

In 2005, LifeCare realized it needed a better system to manage its workforce. Its HR system did not have manager and employee self-service, placing a strain on HR.

Epicor Solution and Services

With Epicor HCM, LifeCare received not only selfservice modules, but also a system that easily interfaced with other LifeCare applications.

Why Epicor?
Manager and Employee Self-Service modules streamlined the flow of information between managers, HR, and employees. Epicor HCM required very minor customizations to meet the needs of LifeCareessentially it was ready to go right out of the box.

Benefits
Streamlined performance reviews Decreased paperwork generated during open enrollment Strong reporting suites Organizational charts Reduced HR workload

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Up and Running
With Epicor HCM, LifeCare was able to streamline very time-consuming processessuch as eliminating the huge amount of paperwork generated during open enrollment and changing performanceand simplify review procedures. Once the system is up and running, you know that every minute was worth it, said LifeCare HRIS Administrator Iris Breeze. It makes life for HR so much easier.

Once the system is up and running, you know that every minute was worth it . . . It makes life for HR so much easier.

Out of the Box

LifeCare made only a few minor customizations to the system to create special benefit calculations and comply with overtime rules specific to the state of California. Now, LifeCare uses the Epicor HCM TimeSheets module to calculate California overtime. We always tried to have the system work for us out of the box, said Breeze.

Iris Breeze,

LifeCare HRIS Administrator

Self-service
Two of the functional areas of Epicor HCM that LifeCare benefits from the most are Manager Self-Service and Employee Self-Servicethe areas that prompted the companys search for a new HRIS in the first place. With self-service, the flow of information between HR and managers, and HR and employees is smoother. Managers and employees now have information at their fingertips, and HR can route information to specific people depending on the needs of their different departments. Manager Self-Service has empowered LifeCares 58 manager users with easily accessible information, enabling HR to streamline performance reviews and provide managers with the ability to run the reports they need when they need them. With access to information on their direct employees, managers have become more responsible for employee maintenance, thus reducing some of the workload for HR. With Employee Self-Service, the benefits open enrollment process and timesheets are now directly in the hands of the employees. They can not only do some of the data entry for themselves, but also manage their own informationfreeing up HRs time to focus on other things.

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Reporting
Epicor HCMs reporting suite provides benefits to the entire company. Staff can use the Epicor HCM report writer combined with the TimeSheets module to create client billing reports. Senior management, via Manager Self-Service, can analyze specific reports for salary planning and absence trackingto track low sick accruals and high vacation accruals. With Epicor HCMs ability to interface with other applications, LifeCare can also create organizational charts and pull reports of employee information from Epicor HCM and put it on the companys intranet site.

One System, One Source of Information

The fact that LifeCare now has all employee information in one place, accessible to authorized users at any time, has made HRs life much easier. According to Breeze, Epicor HCM is a one-stop shop.

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Thought Leadership

Talent Management in the Coming Decade: How Your HRIS Can Help
A perfect storm is brewing in your workforce. Baby boomers are reaching retirement age, employees are afraid to leave their jobs despite increased dissatisfaction, and a fickle generation is entering the workforce. All the while, it is getting increasingly more expensive to hire an external candidate for an open position. Some people may look at whats going on right now with nothing but negativity. We encourage you to look at it as an opportunity. Now is the time to prepare for the future. While no one can predict when the economy will truly recover, we can predict the consequences of economic recoverybaby boomers will be more likely to retire and dissatisfied employees will be more likely to search for a new position. Are you prepared for the rising challenge of recruiting, retaining, and training employees in an increasingly mobile workforce? The best way to prepare for the changing landscape of your workforce is with state-of-theart talent management and succession planning tools. Chances are you have the talent youll need going forward within your companyyou just have to discover it, nurture it, and find the best way to use it.

The Talent Exodus

When the economy rebounds, there are three main veins where you will likely lose talent: 1. HCM Buyers Guide 2. 3. Increased retirees Dissatisfied employees Generation X-ers and Y-ers

Knowing why people in these categories are leaving allows you to prepare accordingly. Though you cant keep everyone from leaving, there are several things you can do to prepare your company for the future. You can create succession plans for filling positions opening due to retirements, find ways to increase employee satisfaction, and focus on

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strategies to increase employee loyaltyespecially among younger generations. Having talent management and succession planning tools integrated with your human resource information system (HRIS) makes these tasks less daunting and more achievable.

Increased Retirees
In 2010, with the first wave of baby boomers turning 65 years old, the labor force saw an increase in employees eligible for retirement. Employees may be staying in the workforce longer than ever before, but the type of employees retiring executives and high-level managerswill create a leadership gap that may be hard to fill if you dont start planning now. The best way to avoid this challenge is by developing good leaders from within. With talent management and succession planning built into your HRIS, you can easily identify employees who have the potential to be top-notch leaders, and you can identify what additional training and qualifications they will need to truly be prepared for leadership roles. Succession planning tools within your HRIS allows you to create a scheduled plan to groom employees for taking over managerial and executive duties. Decide what an employees needs are for growth within the company. As an employee completes training classes meeting these needs, these training exercises will be updated automatically in the system as qualifications. Set a timeline for when these qualifications should be met so an employee will be ready for promotion at the appropriate time. An important part of succession planning and talent management is performance management. When managers are already using your HRIS for daily tasks, such as approving absence requests, they are more likely to consistently track an employees development using talent management tools built into the HRIS. Performance management is essential to identifying qualified employees who are deserving of merit increases and are capable of taking on additional responsibilities.

The best way to prepare for the changing landscape of your workforce is with state-of-the-art talent management and succession planning tools. Chances are you have the talent youll need going forward within your companyyou just have to discover it, nurture it, and find the best way to use it.

Dissatisfied Employees
With unemployment still sky-high, most employees are happy to have a job. Whether they are happy with that job is a different story. To prevent employees leaving as a result of feeling dissatisfied, focus on ways to increase employee satisfaction, which will in turn increase employee retention.

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Employees are more likely to stay with a company if they feel they have some control over their careers, and if they feel their employer is supportive of their personal and professional growth. Encourage employees to set their own career paths and career goals within your organization by using Employee Self-Service to view positions within the company. When an employee identifies a position they are interested in, your HRIS can show them what skills and courses they will need to qualify for the position. Employees can set goals for themselves to obtain these qualifications. When an employee completes the training required for a specific need, a record is made of the newly acquired qualification on the employees profile. If a position is open for which an employee is qualified, employees can easily self-nominate themselves. When creating a new open position, you have the option to determine how far in advance employees can see open positions before the listing is available to external candidates. In addition, your HRIS allows managers to set goals, both long-term and short-term, for employees in their department. Managers can also choose to set sub-goals that contribute to a larger goal, so employees can see how their efforts directly impact larger company goals. By allowing employees to see how their efforts are helping the company while viewing how they are progressing professionally, you have the opportunity to increase employee satisfaction, in turn reducing the risk for employee turnover as a result of dissatisfaction.

The best way to avoid this challenge [leadership gap] is by developing good leaders from within. With talent management and succession planning built into your HRIS, you can easily identify employees who have the potential to be top-notch leaders, and you can identify what additional training and qualifications they will need to truly be prepared for leadership roles.

New Generation
HCM Buyers Guide Gen X-ers (born between 1965 and 1981) and Gen Y-ers (born between 1982 and 1995) are already the new faces of the workforce. As more Gen Y-ers enter the workforce, organizations need to take different approaches to meet the unique needs and challenges this new generation of employees present. Gen X-ers and Gen Y-ers are your companys future, so it is vital that you invest the resources now to retain these employees. Retention, however, may be more difficult than ever.

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Gen X-ers and Gen Y-ers are more likely to stay with an organization if they feel they can grow within the organization and can make a meaningful contribution. After being raised as special snowflakes, these generations view themselves as top talent, and expect companies to work around their schedules, not vice versa. Employees of this generation have supreme faith in their ability to find a different job easily, and expect increased flexibility to be happy. These employees will especially benefit from educational opportunities, career planning, and goal tracking.

Using Your HRIS to Retain Gen X-ers and Gen Y-ers

Recruiting and retaining Gen X-ers and Gen Y-ers goes far beyond talent management. Having a stand-alone talent management suite does not allow you the flexibility in reporting or the comprehensive data you need to offer a flexible work environment to young employees. When your talent management suite is included with your HRIS, you can also take advantage of other tools your HRIS offers to keep these employees engaged and happy. Perhaps you offer time off for elder care or for volunteer worktwo programs that are being used to recruit young employees. A complete HRIS allows you to manage multiple and varied absence plans, so you can easily give employees more flexibility and a better work-life balance. Employees are able to log on to the HRIS through Employee Self-Service and see exactly how much time off they have, and they can plan for future absences as well. This increased sense of control over their work situation will help retain young talent. In addition to managing multiple and varied absence plans, an HRIS allows you to manage multiple benefit plans. Gen X-ers and Gen Y-ers understand the importance of benefits, and the rise of Google culture has created higher expectations of what companies should offer. Nontraditional benefits, such as child-care coverage, paid maternal and paternal leave, free lunch once a week, telecommuting, and flexible start or stop times, attract young professionals. No matter how many benefit plans you offer, your HRIS helps you keep track of all of them. Employees can also see what benefit plans they are enrolled in through Employee Self-Service. HCM Buyers Guide

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Conclusion
With uncertainty about the economic future and the impending talent exodus, now is the time to focus your energy on talent management and succession planning. Talent management should be synonymous with employee management. Now more than ever it is important to make the most out of talent management software to create employee development programs and succession plans. By having talent management and succession planning tools integrated into your HRIS, you can most effectively keep employees engaged with your organization and help plan not just for their future, but also for your companys future.

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Case Study

Exelsys Customer Success Story HR & Benefits Case Study: Abacus

Leading independent professional services firm saves green by going green with Web-based Human Capital Management software.

Client Profile
Abacus is the leading independent professional services firm in Cyprus. Established in 2001, Abacus offers insightful solutions, expert advice, and results in the global business sectorall delivered with unmatched client service. Being an independent services firm, Abacus is able to work outside of the inherent constraints of international network practices. This enables the firm to provide the desired level of personal attention and confidentiality to its clients. Raising corporate statutory compliance standards, fulfilling accounting obligations, dealing with tax compliance issues, performing the payroll function, and other related activities accurately, objectively, and with integrityare at the heart of the Abacus business.

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The Challenge
Abacus was maintaining human resources (HR) records in a mixture of Lotus Notes databases and a number of excel spreadsheets and paper forms. This primarily paper-based solution created unnecessary processing costs and overhead for the HR department specifically with hand keying employee details and having to maintain, in many cases, the same information in different databases and spreadsheets. Abacus knew that this was not a sustainable practice and thus began a corporate initiative to go paperless. While the immediate need was within the HR department, there was focus on finding a solution to take the HR department paperless as well as achieve the following: Streamline processes Improve efficiency within the HR department Improve employee productivity with self-service Ensure anytime, anywhere access for all employees

The Solution
Exelsys HCM was identified as the ideal solution, because it not only fit the business requirements of the project to take HR paperless, but it also offered additional Web-based solutions to support Abacuss goal to go paperless. Such solutions include online Leave of Absence Management, Recruitment Management, and Training Management, and online documents all within a self-service portal, accessible to each employee according to his/ her role within the organization.

Exelsys has a highly flexible, customizable workflow engine, which enables organizations not only to automate standard HR procedures, but also to digitize a range of other (non HR-specific) business processes.

The Benefits
Using the latest technology, Exelsys allows any manual HR process to be replicated in electronic form, and enables a wide variety of tasks to be carried out by employees on a HCM Buyers Guide self-service basis. In addition, Exelsys has a highly flexible, customizable workflow engine, which enables organizations not only to automate standard HR procedures, but also to digitize a range of other (nonHR-specific) business processes.

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Abacus initially started with their employee records-keeping function and then moved on to online Leave of Absence, Training Management, and Recruitment Management, and the use of the Salary Management modules. Since deploying Exelsys HCM, Abacus has achieved its goal of going paperless in the area of HR and has streamlined related processes. Exelsys HCM has also brought about a reduction in administrative work for the HR department and a greater degree of flexibility for employees. Now, for example, when an employee wants to request leave, he/she can do so via self-service. By accessing Exelsys from his/her PC (or remotely via laptop or mobile), the employee can type in a request for leave. The request is routed electronically to the employees manager for approval and is then directed automatically to the HR department. Quality of reporting has also improved with Exelsys HCM. Information about any HR-related matter is immediately available or can be easily extracted using the flexible Analytics Reporting engine.

Since deploying Exelsys HCM, Abacus has achieved its goal of going paperless in the area of HR and has streamlined related processes. Exelsys HCM has also brought about a reduction in administrative work for the HR department and a greater degree of flexibility for employees.

About Exelsys

Exelsys is a software development company specialising in the new Cloud computing platform. It develops new technology applications based on the latest tools and technologies and delivers its products and services through a network of business partners around the world.

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Case Study

Meta4 Customer Success Story The Zed Group Chooses Meta4 PeopleNet for Worldwide Human Capital Management
The Spanish multinational company Zed, expanding internationally since its inception 13 years ago, has presence in 60 countries across all five continents. The company has decided to execute a new strategy for managing human resources to align their structure to the new needs and adapt the organization to a dynamic market that requires transparent, efficient, and decentralized Human Capital Management to add value to the business. Company: Zed Group Inception: 1996 Employees: 1,400 Presence: 60 countries Web site: www.zed.com

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The rapid international expansion of the Spanish multinational company Zed Group in the multiplatform digital entertainment business, with headquarters in Madrid, has driven management to start an ambitious project to adapt their human resources (HR) policy to the local needs in each of the countries where the company is present. To achieve this, Zed had to find a tool to help manage these policies, a platform that Pedro Hurtado, the Planning, Compensation and Benefits Director of Zed, indicated was sufficiently flexible to adapt to the needs emerging in each of our offices around the world. Once the decision was made at the corporate level in Spain, the next step was to study the market to explore what different suppliers were offering and proposing. We are a Spanish multinational where strategic decisions are made from the corporate headquarters in Spain, although execution and operation is performed in each country. As in most of these countries, we do not have the figure of HR manager; these processes are managed from the corporate office, explained Pedro Hurtado.

Implementation by Modules
After evaluating the different proposals, Zed chose a software-as-a-service (SaaS) model based on the Meta4 PeopleNet platform. According to Pedro Hurtado, It was the solution that best fit our requirements and needs, and it had one key advantage over the others: it offered implementation module by module, which would enable us to simultaneously allocate fewer resources to the project and minimize the impact. Another reason that led Zed to select Meta4 as a technology partner was the project cost, which was far lower than costs for other proposals. This became a key criterion for decision making. The goal of the HR department was to keep the Meta4 solution as flexible as possible to accommodate rapid international growth as well as organizational restructuring processes by facilitating the adaptation of the business model to the changing market. Our fast international expansion requires a high capacity for adapting our policies for each country to fit with their local needs, which means that the tool that helps us manage these policies must also be flexible, explained the Planning, Compensation and Benefits Director of Zed.

Meta4 PeopleNet was the solution that best fit our requirements and needs, and it had one key advantage over the others: it offered implementation module by module . . .

Pedro Hurtado, Planning, Compensation and Benefits Director, Zed Group

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Easy Integration with PeopleNet

The key PeopleNet modules deployed by Zed include Personnel Administration, Organization, Compensation, Recruitment, Employee Training and Development, Performance Management, Reporting and information system, as well as Employee and Manager Self-Service functionality. And also the new PeopleNet Active Dashboard (ADB) module, which extends HR functions to managers in the company, empowering them with management capabilities that had been complex in a traditional HR management environment. For identifying and retaining talent, managers can obtain the information that the HR department has at its disposal. Managers will be able to work with varying perceptions of the company using different dimensions to identify critical aspects and opportunities within their area of business. One of the points Pedro Hurtado has earmarked as critical within the Meta4 PeopleNet implementation process is the ease of adapting the platform. We did not need an adaptation process but merely some adjustments; we have made a quantum leap from lacking a management tool to owning a complete HR solution. Meta4 has become a key tool in our daily working life. Any process or decision is either partially or fully substantiated by the information managed in the system, declared the Planning, Compensation and Benefits Director of Zed. Pedro Hurtado also pointed out that by choosing a SaaS model, Zed did not need to increase its workforce to provide technical support for the solution, as Meta4 was taking care of that.

The Importance of Information and Communication Technologies

Information and communication technologies are strategically vital for Zed. Pedro Hurtado expressed his opinion, As an HR department we provide support to the business; our added value resides in understanding the operations and providing information for decision making and for defining future strategies. The Meta4 technology platform is clearly a driver for the business, which must be able to adapt to our sector and be a step ahead of the market trends. This strategy demands the most up-to-date and complete information possible with extraordinary capabilities for analysis and flexibility for the HCM Buyers Guide purpose of adding value to the business from the personnel department.

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Future Plans
An important aspect of this project is the future direction. Zed is currently developing and implementing the employee portal, which will first be used for performance appraisals and for managing holidays. Soon it will include vacancy openings, salary review processes, and departmental budget control. The goal of the company is to achieve maximum return on investment (ROI) from the platform with these new functionalities.

Meta4 has become a key tool in our daily working life. Any process or decision is partially or fully substantiated by the information managed in the system.

Pedro Hurtado, Planning, Compensation and Benefits Director, Zed Group

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Case Study

Bond Talent Customer Success Story Human Capital Supply Chain Has easyJet Flying High
By Tim Giehll, Chief Executive Officer, Bond Talent

easyJet, a British airline with more than 6,000 employees, recently took off on a bold journey toward human resources (HR) efficiency with an investment in human capital supply chain (HCSC) management. Ill discuss easyJets story and how their program paid for itself in just four months. But first, well take a look at HCSC, beginning with a brief history lesson.

A Lesson from the 80s

From the technological innovations that arose in the 1980s, a new manufacturing business model was born: supply chain management (SCM). Industry began using technology to assess and manage the flow of raw materials and supplies, vendors, manufacturing output, shipping, customer demand, and other variables to streamline the manufacturing process. Production costs decreased while productivity, quality, and profitability rose. It only made sense to apply the same proven SCM processes to HR. Now if people were machines, this would be a simple thing to do. Machines are consistent performers. Humans are more complex. And the traditional handling of HR practices within an organization adds to the challenges. HCM Buyers Guide In a typical large organization, there are three team players handling human capital. The HR department manages the permanent or direct workforce. The procurement department handles the temporary or indirect staff. And within the mix, line managers and executives deal with service-providing partners, such as law firms, marketing agencies, etc. Even though these vendors are not official staff, they are still part of the HCSC.

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Too often, the three players dont coordinate their efforts as a team. HR is very hands-on and deals with the human element in a way that procurement doesnt. Procurement is more about numbers. And neither HR nor procurement has a full picture of all the service providers answering to executives. For HCSC management to be successful, all the players must function as a cohesive three-pronged team. In most instances, the chief executive officer (CEO) has to take the reins on this initiativeto ensure that everyone embraces HCSC management for the strategic benefits it will bring. Once an HCSC management program is in place, along with all the necessary technology and processes, an organization will begin reaping the rewards very quicklyjust like manufacturing started doing in the 80s and continues to do today. How much of a reward? Consider this: from 2000 to 2010, vendor management systems (VMSs) have resulted in 5 to 20 percent savings on the cost of temporary labor within the first year of implementation (primarily through vendor consolidation and rate management). If you apply those percentages to the implementation of a holistic HCSC management program, a Fortune 500 company could save a few billion dollars!

A Low-cost Commitment
Developing a comprehensive HCSC management program doesnt require a lot of funding. Mostly, it requires dedication, talent, and teamwork. Yes, human teamwork, because ultimately people are the key assets of an organization. Collectively, the HCSC team will have to develop new business capabilities such as strategic workforce planning and human capital performance measurements, among other tasks. Its imperative to have the right team in place when establishing an HCSC management program. The biggest monetary downstroke in the program is the cost of tying together the technology that will automate the HCSC management process. The technology is complex, as it connects multiple organizations, business units, vendors, and peripheral technologies. But the good news is that the technology existsand its proven! And return on investment (ROI) success stories from organizations that have embraced HCSC management make it a natural for any large company.

Once an HCSC management program is in place, along with all the necessary technology and processes, an organization will begin reaping the rewards very quicklyjust like manufacturing started doing in the 80s and continues to do today.

Tim Giehll, CEO, Bond Talent

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One Such Success Story Is easyJets

easyJet began its HCSC mission by improving its processes and technology, with HR, procurement, and department executives all on board. Phase 1 objectives included the review and improvement of candidate interactions. By evolving to automated HCSC candidate screenings, placement ratios increased from 5 to 35 percent of applicants being placed within the business. In follow-up interviews with candidates, the majority expressed a positive perception to the streamlined application process. easyJet demonstrated that HCSC management is a work in progress. By evaluating and fine-tuning processes, they were able to maximize benefits such as the following: More volume managed without hiring: The number of applications processed each month increased by approximately 85 percentwithout the need to hire new recruiting staff. Better recruitment process management: Incisive reports allow specific areas within the recruitment process to be tracked and managed. Streamlined hiring processes: Administrative costs decreased by approximately 50 percent! Bond Talent worked with easyJet to determine specific technology upgrades necessary for continual assessment and improvement of their HCSC program. One upgrade addressed easyJets need for automated referencing. After automation was firmly in place, Bonds software helped reduce the administrations referencing time by more than 75 percent. With all these savings combined, easyJet recouped their HCSC investment in approximately four short months. Since then, savings in time and money have gone straight to the companys bottom line.

HCM Buyers Guide

Bond Talent worked with easyJet to determine specific technology upgrades necessary for continual assessment and improvement of their HCSC program . . . After automation was firmly in place, Bonds software helped reduce the administrations referencing time by more than 75 percent.
Tim Giehll, CEO, Bond Talent

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Human Capital Financial Reports

Many CEOs simply dont know how much their organizations spend on their entire workforce (all six worker types: full-time, part-time, temps, 1099 contractors, consultants, and outsourcers). If they did, they would be eager to establish Human Capital Financial Reports (HCFRs). HCFRs provide real-time snapshots of a companys #1 expense: people, by compiling all HR and procurement data with total outlays to outside service providers. Once a total spend is identified, then realistic goals for streamlining and saving can be set. There are many experienced consulting firms that can assist in gathering necessary financial data and comparing it against benchmarking data.

Strategic Workforce Planning

Every organization is unique in size, industry, culture, etc. Therefore, the approach to HCSC and HCFRs isnt a one-size-fits-all undertaking. However, there is a general flow. It begins with a plan and leads to prosperity. 1. 2. 3. 4. 5. 6. 7. Consolidate all strategic staffing suppliers. Plan talent acquisitions based on short- and long-term needs and goals. Source the skills needed, proactively and reactively. Assess and select the talent. Onboard and manage the talent. Pay the talent and all suppliers. Determine HCFRs by analyzing spending against the results.

The Time Is Now

As the economy rebounds, companies will all compete for the same top talent. Firms that invest in strategic, streamlined HCSC management now will be poised to react quickly and snap up the most qualified workforceand save time and money while theyre at it! HCM Buyers Guide

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About Bond International Software

London stock market-listed Bond International Software plc is a global provider of recruitment and human capital management (HCM) software and services. Bond is the largest, and most established, global specialist in staffing software for recruitment agencies and executive search firms worldwide and is a rapidly growing provider of web-based e-recruitment and talent acquisition software to the corporate market. Bond also provides established HR and payroll software and outsourcing services directly to both the public and private sectors. Established in 1973 and listed on the London Stock Exchange since 1997, the company has consistently achieved financial growth and maximized investment in the development of technology and service provided to its international client base. Bond has over 37 years experience in the development and creation of products and services that have become industry standards. Headquartered in the United Kingdom, the Group also has offices in the United States, Australia, Canada, South Africa, Japan, Hong Kong, and Peruwith a global team of nearly 500 employees, 3700 customers, and over 100,000 users. Bonds customers include some of the largest recruitment agencies in the world, some of the best known corporations, and a large number of private and public sector organisations, including: Adecco, Hays, Michael Page, Manpower, Kellys, Select, HBOS, Habitat, Co-op, Wincanton, Lego World, Ascot Racecourses, EasyJet, Bristol City Council, University of Huddersfield, and North-West Fire Services.

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Case Study

SETS Customer Success Story BLC Bank Chooses SETS Solutions for Human Resource Management
Overview of SETS
Established in Beirut in 1990, SETS s.a.l. serves a wide range of customers in Lebanon and the Middle East. For 20 years and despite the turbulence that Lebanon has passed through, SETS has proved to be a Lebanese market leader in the information and communication technology (ICT) industry. SETS is a problem solver of any obstacle that may hinder a business from operating effectively, by providing computer hardware, software, infrastructure, and complete ICT solutions. SETS delivers personal computers, workstations, laptops, servers, storage, backup solutions, advanced infrastructure solutions, business continuity solutions, security solutions, and customized software solutions. SETS creates ICT solutions using its own human resources (HR) management solution, disaster recovery, and Dell products. SETS has been developing and marketing WorkForce 3.0, its in-house developed human resource management system (HRMS), since 1991. WorkForce is continually being updated and new features are being added. WorkForce 3.0 is being used in 26 banks, 17 hospitals, four universities, seven hotels, and 278 other different sectors all over the Middle East and North Africa. It is a multilingual solution (English, Arabic, French, and Spanish) and has full integration with Microsoft Dynamics ERP, SAP, and Oracle. People 365 is the new version of WorkForce 3.0. Its the end result of 20 years of HR experience, 25 resources, two years of solid design and development, and the cutting-edge Microsoft .NET technology. People 365 is a stand-alone system that interoperates with Dynamics ERP. HCM Buyers Guide

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In 2010, SETS launched People 365 in an event that had more than 500 attendees. It also successfully implemented People 365 in companies in different industries in the region, such as GRFS (Dubai, UAE), ADCS - Al Dafra (Dubai, UAE), MEEZA (Doha, Qatar), and Tecom (Dubai, UAE). SETS also opened an office in the United Arab Emirates (UAE) Free Zone and sent its representatives to Saudi Arabia and Qatar. SETS is the first company in the region to offer the new version of its HRMS People 365 as a cloud service, along with the traditional on-site solution. The cloud promises to change how people access information as profoundly as the printing press has altered civilization. Organizations will be able to virtualize almost every aspect of activity, starting with information technology (IT), and CIOs will have a rare opportunity to reinvent their role. The big question is timing. Using the cloud, organizations now have the potential to expand their offerings into broad shared services.

BLC Bank Overview

BLC Bank s.a.l. was incorporated on May 12, 1950, in Beirut, as one of the pioneer banking institutions in Lebanon. The bank currently operates a network of 35 branches. In June 2002, Banque du Liban (the Central Bank of Lebanon) acquired 95% of BLC Banks shareholding, giving its full support and commitment to the success of the bank. A seasoned senior management team was entrusted with the reorganization and restructuring of the bank. The team has been successful in achieving total turnaround results, focusing on the development of retail and commercial business, and registering the highest levels of profitability since the banks establishment over half a century ago. In December 2005, the Qatar Supreme Council for Economic Affairs and Investment acquired the Central Bank of Lebanons shares in BLC Bank s.a.l. In August 2007, BLC Bank s.a.l. was acquired by Fransabank s.a.l. and in April 2008, after becoming one of the main shareholders, M. Maurice Sehnaoui was appointed HCM Buyers Guide chairman of the board and general manager. Reflecting senior managements vision for achieving strong growth in all major financial indicators, BLC Bank quickly became an Alpha Group Bank. In line with the banks expansionary strategy, in September 2009, BLC Bank acquired 100% of Lati Banks shares.

The proficiency and knowledge of the SETS team helped us achieve our requirements and execute any changes needed.

Victoria Habib, BLC Bank

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In September 2010, BLC Bank acquired 94% of the shares of the Cypriote PLC USB Bank. USB Bank PLC Cyprus is the 11th largest bank in Cyprus, of 42 banks, and one of the four banks listed on the Cyprus Stock Exchange, with 16 branches throughout the country.

Success Story
In 2002, BLC Bank needed to set up a reliable HRMS. SETS was chosen for its solution efficiency, team expertise, cost of implementation, and feedback. SETS solutions allowed BLC Bank to identify and recruit quality people, track employees attendance, holidays, and sick leaves, and fully operate the companys payroll-related tasks and reports. SETS solutions were compliant with the local rules and regulations of the Associations of Banks. We noticed that the application was very simple and easy to handle. We found all our requirements and needs in the SETS application and the team showed to be capable and ready to handle any new requirement that we would have, says Victoria Habib at BLC Bank. This provided us with the ability to deliver quick responses to new regulations, the Central Bank of Lebanon, and National Social Security Fund reports via a user-friendly interface. The solution exceeded both internal and external needs. The proficiency and knowledge of the SETS team helped us achieve our requirements and execute any changes needed. During the period of our partnership with SETS, its team proved to be very professional in problem solving, implementing changes, quick responses, and superior quality in delivery.

We noticed that the application was very simple and easy to handle . . . This provided us with the ability to deliver quick responses to new regulations, the Central Bank of Lebanon, and National Social Security Fund reports via a user-friendly interface. The solution exceeded both internal and external needs.
Victoria Habib, BLC Bank

67

HCM Buyers Guide

Case Study

Unicorn HRO Customer Success Story Large Law Firm Chooses Unicorn HROs iCON System for their HR Needs
The Challenge:
In 2007, two prominent east coast law firms merged to form a single law firm. Today, this firm employs more than 350 attorneys and approximately 350 support staff in nine offices throughout Connecticut, Massachusetts, New Jersey, New York, and Washington, DC. The firm receives requests for proposals (RFPs) on a daily basis, as well as other internal report requests. These requests ask for complex historical information, but due to the timesensitive nature of these reports, efficiency is of utmost importance. The firms increased size also led to increased demand for RFPs. The firm reached out to Unicorn HRO, a company with a reputation for unmatched customer retention, service, and technological expertise. What attracted the firm to Unicorn was their ability to create tailored human resources (HR), benefits, and payroll solutions that could meet the unique requirements of the new larger law firm.

The Solution:
After a thorough assessment of the firms requirements, Unicorn HRO implemented their iCON solution. The iCON system allows clients to easily set up and configure their payroll, HCM Buyers Guide benefits, and HR workflows in order to automate these processes. The benefit of this system for the firm is the ease of access in regard to real-time employee data. The secure iCON system generates instantaneous reports and dashboards based on queries made by employees with access.

68

Some of the firms criteria for reports and dashboards are the following: partner details on rank, type of partner, gender, ethnicity, employment status, length of service, and practice area firm statistics on hiring and promotions throughout the firm firm-wide pro bono hours by attorney and practice group

The Result:
Unicorns iCON system gives the firm instantaneous reports and dashboards critical to its business. These reports and dashboards allow the firm to gain important insight into its business and respond quickly to RFPs.

About Unicorn HRO

Founded in 1982 and headquartered in Florham Park, NJ, Unicorn HRO specializes in fully integrated benefits, payroll, and human resources solutions. With industry-leading client retention, Unicorn HRO currently services the HR needs of more than 900 domestic and international companies representing over one million employees. Unicorn HRO has offices in Durham, NC, Seattle, WA, Houston and Dallas, TX. For more information, visit www.unicornhro.com.

69

HCM Buyers Guide

HCM Buyers Guide

Vendor Directory

70

Vendor Directory

Vendor
ADP Employease Ascentis Corporation ASL HR Information Technology Ataway Auxillium West BambooHR bswift CheckPoint HR Cnergyis Corigo Datamatics Management Services, Inc. Emplx Epicor ePower Frontier Software FSC Business Solutions Greytip Software Gurango Software HarrisData High Line Corporation

Headquarters Web site

Telephone Toll-free

E-mail Twitter

Human Resource Management

Georgia, USA www.employease.com Washington, USA www.ascentis.com Ontario, Canada www.aslconsulting.com California, USA www.ataway.com California, USA www.auxillium.com Utah, USA www.bamboohr.com Illinois, USA www.bswift.com New Jersey, USA www.checkpointhr.com Mumbai, India www.cnergyis.com Ho Chi Minh City, Vietnam www.corigo.com New Jersey, USA www.datamaticsinc.com Pulau Pinang, Malaysia www.emplx.com California, USA www.epicor.com Antwerp, Belgium www.epower.be Surrey, UK www.frontiersoftware.com Michigan, USA www.fscbizsolutions.com Bangalore, India www.greytip.com Singapore www.gurango.com Wisconsin, USA www.harrisdata.com Ontario, Canada www.highlinecorp.com +1 770-325-7700 1-800-327-3638 +1 425-462-7171 1-800-229-2713 +1 416-740-6996 1-800-436-6275 +1 925 241 7716 +1 408-257-5054 1-888-662-4937 +1 801-724-6600 1-866-387-9595 +1 312-261-5750 1-877-927-9438 +1 732-287-8270 1-800-385-0331 +91 22-28787683 +84 8 909-6064 +1 732-738-9600 1-800-673-0366 +60 04-6403117 +1 949-585-4000 1-800-999-6995 +32 3 293-66-38 +44 1276 456902 +1 734-719-4596 +91 80-40225900 +65 6274 8977 +1 262-784-9099 1-800-225-0585 +1 905-940-8777 1-800-268-3340 ext. 2000 Contact form available on Web site @ADP support@ascentis.com @AscentisCorp info@aslconsulting.com @ASLHRSolutions info-usa@ataway.com @Ataway_Global sales@auxillium.com Contact form available on Web site @bamboohr info@bswift.com customerservice@checkpointhr.com @CheckPointHR Contact form available on Web site sales@corigo.com info@datamaticsinc.com @DatamaticsInc support@emplx.com infor@epicor.com @Epicor info@epower.be sales@frontiersoftware.com @FrontierHR info@fscBizSolutions.com info@greytip.com @greytip Contact form available on Web site mktg@harrisdata.com @HarrisData info@highlinecorp.com

Vendor Directory

Vendor
HR PRO HR Technology Partners HR-ease HRnet Software Systems hSenid Software International Human Concepts Intelligo Software Kronos Lenvica Computer Solutions Mangrove MidlandHR MyPaperLessOffice Neterson Technologies NOW Solutions Onsoft Computer Systems Optimum Solutions Inc. Patersons Paychex, Inc. PayGlobal Ltd

Headquarters Web site

Cairo, Egypt www.hrpro-online.com Texas, USA www.hrtechpartners.com Florida, USA www.hr-ease.com Arizona, USA www.hrnet.net New Jersey, USA www.hsenid.com California, USA www.humanconcepts.com Dublin, Ireland www.intelligo.ie Massachusetts, USA www.kronos.com Karnataka, India www.lenvica.in Florida, USA www.emangrove.com Nottingham, UK www.midlandhr.com California, USA www.mypaperlessoffice.com Thane West, India www.netersontech.com Texas, USA www.nowsolutions.com Bergen, Norway www.onsoft.no Tennessee, USA www.optimum-solutions.com Salisbury, UK www.patersons.net New York, USA www.paychex.com Sydney, Australia www.payglobal.com Illinois, USA www.paylocity.com Victoria, Australia www.pronto.com.au British Columbia, Canada www.QHRsoftware.com

Telephone Toll-free
+202 25167030

E-mail Twitter
Contact form available on Web site Contact form available on Web site

1-877-327-5888 +1 813-414-0040 +1 480-308-8950 +1 201-362-2585 +1 415-332-3030 1-888-821-1261 +353 1 272 4610 +1 978-250-9800 1-800-225-1561 +91 80 2325 3885 +1 813-387-3100 1-888-655-6474 +44 115 945 6000 +1 818-995-2495 1-888-832-8428 +91 22 25899059 +1 972-437-3339 +47 55 98 63 00 +1 615-329-2313 1-800-489-6026 +44 1722 420 700 +1 585-385-6666 1-800-322-7292 +64 3 343 3953 " sales@hr-ease.com Contact form available on Web site info@hSenid.com sales@humanconcepts.com @HumanConcepts sales@intelligo.ie Contact form available on Web site @KronosInc contact@lenvica.com sales@emangrove.com @emangrove info@midlandhr.com Contact form available on Web site marketing@netersontech.com Contact form available on Web site sales@onsoft.no sales@optimum-solutions.com Contact form available on Web site @Patersons Contact form available on Web site @Paychex info@payglobal.com.au

Paylocity Pronto QHR Software Inc

+1 847-956-4850 1-800-520-2687 +61 3 9887 7770 +1 250-763-3122 1-866-863-4431

Contact form available on Web site @Paylocity info@pronto.com.au @ProntoSoftware Contact form available on Web site

Vendor Directory

Vendor
ROC Group HCM Serenic Corporation Smartree TALX Corporation UEVEN Vanguard Technology Vizual HR Software Volt Information Sciences Workforce Software WorkforceTrack.com Workscape, Inc.

Headquarters Web site

Surrey, UK www.roc-group.com Colorado, USA www.serenic.com Bucharest, Romania www.smartree.com Missouri, USA www.talx.com Arizona, USA www.ueven.com Beijing, China www.vgtech.com.cn Surrey, UK www.vizual.co.uk New York, USA www.volt.com Michigan, USA www.workforcesoftware.com Bromley, UK www.workforcetrack.com Massachusetts, USA www.workscape.com California, USA www.callidussoftware.com California, USA www.laserbeamsoftware.com Ontario, Canada www.varicent.com California, USA www.xactlycorp.com Georgia, USA www.adameducation.com Washington, DC, USA www.blackboard.com Missouri, USA www.bizlibrary.com Teddington, UK www.cobent.com Kowloon, Hong Kong www.cyberwisdom.net Minsk, Belarus www.effectivesoft.com

Telephone Toll-free
+44 1932 213 250 +1 303-980-6007 1-877-737-3642 +40 21 301 9090 +1 314-214-7000 +1 623-780-3836 1-866-503-3836 +86 010-59541188 +44 844 770 0250 +1 212-704-2400 +1 734-542-4100 1-877-493-6723 +44 844 774 2253 +1 508-573-9000 1-888-605-9620 +1 925-251-2200 1-866-812-5244 +1 925-459-2595 +1 416-480-9825 1 800-646-2601 +1 408-977-3132 1-866-469-2285 +1 404-604-2757 1-800-755-2326 +1 202-463-4860 1-800-424-9299, ext. 4 1-888-432-3077 +44 20 8973 4092 +852 2581 0300 +375 17 2846000

E-mail Twitter
enquiries@roc-group.com marketing@serenic.com Contact form available on Web site Contact form available on Web site @TALX_HR Contact form available on Web site @UEVENLLC Contact form available on Web site sales@adp-es.co.uk @vizualhr Contact form available on Web site @VoltJobs see online form @WorkForceSW sales@workforcetrack.com info@workscape.com @Workscape info@callidussoftware.com @CallidusSPM info@laserbeamsoftware.com info@varicent.com @varicent Contact form available on Web site @XactlyCorp Contact form available on Web site Contact form available on Web site @Blackboard info@bizlibrary.com @BizLibrary info@cobent.com @cobentlimited sales_hk@cyberwisdom.net sales@effectivesoft.com @EffectiveSoft

Incentive and Compensation

Callidus Software Laserbeam Software Varicent Software Xactly

Learning Management
A.D.A.M. Blackboard Inc. BizLibrary Cobent Cyberwisdom EffectiveSoft

Vendor Directory

Vendor
Element K eLogic Learning emTrain Excelsoft Technologies GeoMetrix iLinc Inquestra Interzoic Media Intelex Training Management Software KMSI Metalearn Services Marblewire Software MaxIT

Headquarters Web site

New York, USA www.elementk.com Florida, USA www.elogiclearning.com California, USA www.emtrain.com Mysore, India www.excelindia.com British Columbia, Canada www.trainingpartner.com Arizona, USA www.ilinc.com Ontario, Canada www.inquestra.com Idaho, USA www.interzoic.com Ontario, Canada www.intelex.com Maryland, USA www.kmsi.us Bangalore, India www.metalearnindia.com London, UK www.marblewire.com Florida, USA www.maxit.com

Telephone Toll-free
1-800-434-3466 1-877-356-4425 +1 916-481-7474 1-866-651-7474 +91 821 4282000 +1 250-361-9300 1-800-616-5409 +1 602-952-1200 1-800-767-9054 +1 905.338.7316 1-877-906-2258 +1 208-713-5974 +1 416-599-6009 1-877-932-3747 1-866-501-5674 +91 80 4132 7585 +44 208 788 3752 +1 904-998-0221 1-800-868-8039 +1 703-322-9565 +1 316-265-2170 1-877-265-2170 +1 617-897-6800 +1 253-845-7738 1-877-794-9366 +1 650-581-2500 1-877-722-2101 +1 650-559-8990 1-888-732-3946 +1 818-265-9850

E-mail Twitter
Contact form available on Web site @Element_K Contact form available on Web site @elogiclearning info@emtrain.com Contact form available on Web site sales@geometrix.bc.ca Contact form available on Web site @ilinc Contact form available on Web site @InQuestra Contact form available on Web site @Interzoic intelex@intelex.com

no email address available @KMxEnterprise info@metalearnindia.com info@marblewire.com sales@maxit.com Contact form available on Web site Contact form available on Web site @NexLearn outstartsales@outstart.com @outstart info@qwizdom.com @Qwizdom Contact form available on Web site @SabaSoftware info@readygo.com sales@realability.com @RealAbility sales@rightreasontech.com @rightreason

Meridian Knowledge Virginia, USA Solutions www.meridianksi.com Nexlearn OutStart Qwizdom, Inc. Saba ReadyGo Realability Right Reason Technologies Kansas, USA www.nexlearn.com Massachusetts, USA www.outstart.com Washington, USA www.qwizdom.com California, USA www.saba.com California, USA www.readygo.com California, USA www.realability.com Pennsylvania, USA www.rightreasontech.com

1-877-778-8277

Vendor Directory

Vendor
RISC Technomatix TEDS, Inc. uMind

Headquarters Web site

Texas, USA www.risc-inc.com Kiev, Ukraine www.tmx.com.ua Virginia, USA www.teds.com Quebec, Canada www.umindsoft.com

Telephone Toll-free
+1 281-480-7910 +380 44-462-5137 +1 276-782-7206 +1 514-393-0880, ext. 225 1-866-618-6463, ext. 225 1-866-463-5586 +1 303-872-0233 sales@risc-inc.com @RISC-Inc info@tmx.com.ua info@teds.com

E-mail Twitter

sales@umindsoft.com

Wimba Xyleme

New York, USA www.wimba.com Colorado, USA www.xyleme.com Alabama, USA www.acteksoft.com Connecticut, USA www.aptmetrics.com Cuernavaca, Mexico www.gvg.com.mx Texas, USA www.hrpaymaker.com Ontario, Canada www.iloverewards.com Texas, USA www.insala.com California, USA www.stewartdaly.com California, USA www.accusource-online.com Chennai, India www.myadrenalin.com California, USA www.aps2k.com Nashua, NH www.akken.com New York, USA www.hodesiq.com Florida, USA www.brightmove.com Wisconsin, USA www.broadlook.com

Contact form available on Web site Contact form available on Web site @XylemeLearning info@acteksoft.com info@APTMetrics.com ventas@gvg.com.mx sales@hrpaymaker.com info@iloverewards.com @iloverewards info@insala.com Contact form available on Web site @stewartdaly Contact form available on Web site info@myadrenalin.com info@aps2k.com sales@akken.com @akken Contact form available on Web site @HODES Contact form available on Web site @brightmoveus Contact form available on Web site @Broadlook

Performance and Compensation

ActekSoft APT, Inc. Grupo Vision Global HR PayMaker I Love Rewards Insala Stewart Daly +1 205-403-0506 1-866-354-4221 +1 203-655-7779 +52 777 3172189 +1 512-691-9551

1-888-622-3343 +1 817-355-0939

1-800-990-7611 +1 951-734-8882 1-888-649-6272 +91 44 3988 2345 +1 760-941-2800 +1 603-816-4000 1-866-590-6695 1-800-413-3521 1-877-482-8840 +1 262-754-8080 1-877-977-8080

Recruitment
AccuSource Adrenalin Advanced Personnel Systems Akken, Inc Bernard Hodes Group BrightMove Broadlook Technologies

Vendor Directory

Vendor
Bullhorn Burning Glass Technologies Caliber Cluen Corporation Cogent Integrated Business Solutions Emerald Software Group

Headquarters Web site

Massachusetts, USA www.bullhorn.com Massachusetts, USA www.burning-glass.com Dublin, Ireland www.caliber.ie New York, USA www.cluen.com Michigan, USA www.cogentibs.com Georgia, USA www.emeraldsoftwaregroup. com Ontario, Canada www.excelhr.com Hampshire, UK www.expresshr.com Illinois, USA www.fieldglass.com Illinois, USA www.generalasp.com South Carolina, USA www.geninfo.com California, USA www.greenjobinterview.com California, USA www.hireright.com Utah, USA www.hirevue.com Oslo, Norway www.hr-manager.net Ohio, USA www.mystaffingpro.com Massachusetts, USA www.hrmdirect.com Florida, USA www.hrmc.com Minnesota, USA www.imagetrend.com Utah, USA www.incontact.com

Telephone Toll-free
+1 617-478-9100 1-888-654-4838 +1 617-227-4800 +353 1 833 6966 +1 212-255-6659 +1 248-723-5897 +1 770-569-5122

E-mail Twitter
sales@bullhorn.com @BullhornLive sales@burning-glass.com sales@caliber.ie info@cluen.com contact@cogentibs.com @cogentibs Contact form available on Web site @EmeraldSoftware

Excel HR ExpressHR Fieldglass General ASP General Information Services, Inc Green Job Interview

+1 613-230-5393 +44 870 873 0168 +1 312-279-8700 +1 847-568-0301 1-866-667-1277 1-888-333-5696 +1 714-444-5500 1-888-838-8331, ext. 200 +1 949-428-5800 1-800-400-2761 +1 801-316-2910 1-800-655-4106 +47 24 11 29 20

Contact form available on Web site Contact form available on Web site info@fieldglass.com @FieldglassInc keith@generalasp.com @applitrack info@geninfo.com @GISPangea info@greenjobinterview.com

HireRight HireVue HR Manager HR Services, Inc. HRM Direct HRMC ImageTrend inContact

Contact form available on Web site @HireRight sales@hirevue.com @hirevueinc mail@hr-manager.net sales@mystaffingpro.com @myStaffingPro sales@hrmdirect.com @HRMDirect Contact form available on Web site

1-800-939-2462 +1 402-420-7625 1-877-476-3473 1-800-749-4960 +1 952-469-1589 1-888-469-7789 +1 801-320-3200 1-866-965-7227

sales@imagetrend.com @ImageTrendInc info@incontact.com @inContact

Vendor Directory

Vendor
Iscopia JobApp Network Jobs2Web Jobvite Kroll Nitman Nobscot nowHIRE OMNI Leadership RChilli Inc. The RightThing Select International SHL Group SkillSurvey SmartRecruiters Sovren Group Talent Technology TalentDrive The Resumator Verifications Inc. Work4 Labs Workforce Logic

Headquarters Web site

Quebec, Canada www.iscopia.com Michigan, USA www.jobappnetwork.com Minnesota, USA www.jobs2web.com California, USA http://recruiting.jobvite.com New York, USA www.kroll.com Pune, India www.nitman.co.in Hawaii, USA www.nobscot.com Michigan, USA www.nowhire.com Minnesota, USA www.omnilx.com Texas, USA www.rchilli.com Ohio, USA www.rightthinginc.com Pennsylvania, USA www.selectintl.com Surrey, UK www.shl.com Pennsylvania, USA www.skillsurvey.com California, USA www.smartrecruiters.com Texas, USA www.sovren.com British Columbia, Canada www.talenttech.com Illinois, USA www.talentdrive.com Pennsylvania, USA www.theresumator.com Minnesota, USA www.verificationsinc.com California, USA www.work4labs.com California, USA www.workforcelogic.com

Telephone Toll-free
+1 514-939-5602 1-800-747-4828 1-866-562-2770 +1 952-697-2900 +1 650-376-7200 +1 212-593-1000 1-800-675-3772 +91 20 6400 8587 info@iscopia.com @iscopia

E-mail Twitter

Contact form available on Web site Contact form available on Web site @jobs2web information@jobvite.com @Jobvite Contact form available on Web site @KrollOntrack sales@nitman.co.in sales@nobscot.com @Nobscot salessupport@nowhire.com demo@omnilx.com Contact form available on Web site @RChilli cs@airs.rightthinginc.com @The_RightThing info@selectintl.com @select_intl info@shlgroup.com @SHLGROUP sales@skillsurvey.com @SkillSurvey contact@smartrecruiters.com @SmartRecruiters sales@sovren.com info@talenttech.com chicagocontact@talentdrive.com @TalentDrive sales@theresumator.com @TheResumator sales@verificationsinc.com 1-866-455-0779 Contact form available on Web site @work4labs 1-866-296-3343 info@workforcelogic.com @WorkforceLogic

1-888-662-7444 +1 586-778-8491 1-800-724-8546 +1 952-426-6100 1-877-426-6222 +1 713-343-7250 1-877-572-7737 +1 603-442-5330 1-800-466-4010 1-800-786-8595 +44 20 8335 8000 +1 610-947-6300,ext. 1203 +1 415-508-3755 +1 713-562-1800 1-877-727-7348 +1 604-278-4414 1-866-824-4418 +1 312-676-4200 1-866-916-2249 1-888-353-0887

Vendor Directory

Vendor
Worklogix Zoho Recruit

Headquarters Web site

Texas, USA www.worklogix.com California, USA www.zoho.com District of Columbia, USA www.2interact.us Centurion, South Africa www.absalomsystems.com Texas, USA www.acs-inc.com New Jersey, USA www.adp.com Indiana, USA www.ihrsoftware.com Paris, France www.aragon-erh.com Boksburg, South Africa www.aspiration.co.za Texas, USA www.assess-systems.com Edenvale, South Africa www.iadapt.co.za Alberta, Canada www.avanti.ca Florida, USA www.beeline.com Istanbul, Turkey www.biscozum.com.tr Hampshire, UK www.bodes.it West Sussex, UK www. bondinternationalsoftware. com Puchong, Malaysia www.bosssolutions.com.my Illinois, USA www.businessdecisions.com Auckland, New Zealand www.centranum.com Minnesota, USA www.ceridian.com

Telephone Toll-free
+1 832-725-6391 +1-925-924-9500 1-888-204-3539 +1 202-621-0230 +27 12-643-0990 +1 214-841-6111 1-877-414-2676 1-800-225-5237 +1 317-225-4415 +33 1 83 64 45 66 +27 11 918 5984 +1 972-233-6055 1-800-283-6055 +27 11 453 5411 +1 403-225-2366 1-800-660-0464 +1 904-527-5700 1-866-233-5463 +90 216 469 87 39 +44 8708 795 071 +44 1903 707070 1-800-456 5660

E-mail Twitter
info@worklogix.com sales@zohocorp.com @zoho 2interact@2interact.us Contact form available on Web site info@acs-inc.com Contact form available on Web site @ADP orders@ihrsoftware.com contact@aragon-erh.com info@connext.co.za info@assess-systems.com @AssessSystems sales@iadapt.co.za Contact form available on Web site info@beelineintl.com satpaz@biscozum.com.tr info@bodes.it sales@bond.co.uk

Talent Management
2interact Absalom Systems (Pty) Ltd ACS ADP Apex Business Software Aragon-eRH Aspiration Software Assess Systems Autumn Star Trading Avanti Software Beeline BIS Bodes IT Bond International Software

Boss Solutions Business Decisions, Inc. Centranum Ceridian

+603 8061 6836

Contact form available on Web site info@businessdecisions.com

1-888-452-4234 +64(9) 478 5167 info@centranum.com

1-877-237-4342

@Ceridian_Canada

Vendor Directory

Vendor
Cezanne Software CodeZone Comartis Cornerstone OnDemand Corporate Renaissance Group (CRG) CWS Software Deltek Denosys Development Dimensions International Dinamiks DoubleStar EasyPay EffortlessHR Employee Connect EmployWise EmpXtrack enCompassing Visions Epic Software eThority Exelsys

Headquarters Web site

London, UK www.cezannesw.com Alexandria, Egypt www.codezone-eg.com Baar, Switzerland www.comartis.com California, USA www.cornerstoneondemand. com Ontario, Canada www.employee-performance. com New Jersey, USA www.cws-software.com Virginia, USA www.deltek.com West Virginia, USA www.denosys.com Pennsylvania, USA www.ddiworld.com West Sussex, UK www.ikdevelopments.com Pennsylvania, USA www.doublestarinc.com Meulebeke, Belgium www.easypay.be Arizona, USA www.effortlesshr.com Sydney, Australia www.hris.com.au Haryana, India www.employwise.com Illinois, USA www.empxtrack.com Alberta, Canada www.encv.com Ontario, Canada www.epic-soft.com South Carolina, USA www.ethority.com Nicosia, Cyprus www.exelsys.co.uk

Telephone Toll-free
+44 20 7202 9300 +20 03 5503262 +41 41 766 41 11 +1 310-752-0200 1-888-365-2763 +1 613-232-4295 1-800-576-6215 +1 973-821-7960 1-877-214-4954 1-800-456-2009 +1 304-296-9292 +1 412-257-0600 1-800-933-4463 +44 01243 538835

E-mail Twitter
info@cezannesw.com @CezanneSoft info@codezone-eg.com info@comartis.com @Comartis moreinfo@csod.com @CornerstoneInc info@employee-performance.com @emPerform sales@cws-software.com Contact form available on Web site @Deltek info@denosys.com info@ddiworld.com @DDIworld info@ikdevelopments.com Contact form available on Web site @DoubleStarInc info@easypay-group.com info@effortlesshr.com @effortlesshr info@employeeconnect.com @EmployeeConnect info@employwise.com @EmployWise marketing@empxtrack.com @empxtrack salesmarketing@encv.com info@epic-soft.com

1-888-719-9311 +32 51 48 69 68 +1 520-546-3947 +61 (2) 8288 8000 +91 124-478-9999

1-888-840-2682 +1 403-483-3628 1-866-913-3628 1-800-627-4151

sales@ethority.com 1-800-846-9200 +357 22 375034 Contact form available on Web site @exelsys

Vendor Directory

Vendor
FCS Online training solutions Fluous Solutions GHG Corporation Halogen Software HR Focus HRSG HRsmart Humanic Design IFS Impact Acheivement Group inContact Infinity Software Solutions Infor

Headquarters Web site

Noida, India www.fcsltd.com Navi Mumbai, India www.fluous.com Texas, USA www.ghgcorp.com Ontario, Canada www.halogensoftware.com Johannesburg, South Africa www.hr-focus.com Ontario, Canada www.hrsg.ca Texas, USA www.hrsmart.com Colorado, USA www.humanic.com Linkping, Sweden www.ifsworld.com Washington, USA www.impactachievement.com Utah, USA www.incontact.com Arizona, USA www.infinity-ss.com Georgia, USA www.infor.com

Telephone Toll-free
+91 120 3061100 +91 22 4111 1234 +1 281-488-8806 +1 613-270-1011 1-866-566-7778 +27 11 234 9604 +1 613-745-6605 1-866-574-7041 +1 972-783-3000 +1 603-362-8999 +46 13 460 40 00 +1 425-885-5940 1-888-248-5553 +1 801-320-3200 1-800-363-6177 1-866-879-4767 +1 678-319-8000 1-800-260-2640 +1 210-698-6842 +1 813-814-2345 +44 20 8834 0400 +91 0(987) 129-2398 sales@infor.com @Infor info@inquate.com

E-mail Twitter
Contact form available on Web site sales@fluous.com contactus@ghg.com @ghgcorp info@halogensoftware.com @HalogenSoftware info@hr-focus.com sales@hrsg.ca @HRSystemsGroup marketing@hrsmart.com @HRsmart sales@humanic.com @HumanicDesign Contact form available on Web site info@impactachievement.com info@incontact.com @inContact sales@infinity-ss.com

iNQUATE Corporation Texas, USA www.inquate.com Intelladon Jobpartners JSM Technologies Kenexa Kompete Business Solutions Inc. Lanteria Lawson ManagerAssistant. com Tampa, FL www.intelladon.com London, UK www.jobpartners.com New Delhi, India www.jsmtechnologies.com Pennsylvania, USA www.kenexa.com New Jersey, USA www.kompeteinc.com Kiev, Ukraine www.lanteria.com Minnesota, USA www.lawson.com Florida, USA www.managerassistant.com

sales@intelladon.com @Intelladon Contact form available on Web site info@jsmtechnologies.com contactus@kenexa.com @Kenexa info@kompeteinc.com info@lanteria.com Contact form available on Web site @LawsonSoftware info@managerassistant.com

1-877-971-9171 +1 973-601-7486 +380 44 222 5334 +1 651-767-7000 1-800-477-1357 +1 727-577-1510

Vendor Directory

Vendor
McLaren Solutions MenaITech Meta4 Microsoft MindKey Global Mindleaders Thirdforce HR Services Inc. Nakisa NetDimensions NuView Systems, Inc Oracle ORANGE Digital Systems OrangeHRM OrcaEyes Organization Metrics PageUp People PDS Peoplefluent PeopleStrategy People-Trak Perfect Software Pretia

Headquarters Web site

London, UK www.mclarensolutions.co.uk Ammam, Jordan www.menaitech.com Madrid, Spain www.meta4.com Washington, USA www.microsoft.com/dynamics Vedbaek, Denmark www.mindkey.com Ohio, USA www.mindleaders.com Ohio, USA www.mystaffingpro.com Quebec, Canada www.nakisa.com Connecticut, USA www.netdimensions.com Massachusetts, USA www.nuviewinc.com California, USA www.oracle.com/hcm Quebec, Canada www.orangedigital.com New Jersey, USA www.orangehrm.com Texas, USA www.orcaeyes.com Ontario, Canada www.orgmetrics.com Melbourne, Australia www.pageuppeople.com Pennsylvania, USA www.pdssoftware.com North Carolina, USA www.peoplefluent.com Georgia, USA www.peoplestrategy.com California, USA www.people-trak.com Connecticut, USA www.perfectsoftware.com www.pretiasolutions.com

Telephone Toll-free
+44 20 7410 7420 +962 6 554 5314 +34 91 634 85 00

E-mail Twitter
info@mclarensolutions.com @MclarenSolution info@menaitech.com @MenaITech Contact form available on Web site @Meta4_GlobalHr Contact form available on Web site @MSFTDynamicsERP mgr@mindkey.com Contact form available on Web site @MindLeaders sales@mystaffingpro.com @myStaffingPro info@nakisa.com @Nakisainc netd-americas@netdimensions.com @NetDimensions info@nuviewinc.com @NuViewSystems Contact form available on Web site @OracleHCM mail@orangedigital.com info@orangehrm.com @orangehrm Contact form available on Web site @OrcaEyes sales@orgmetrics.com Contact form available on Web site @PageUpPeople info@pdssoftware.com Contact form available on Web site @peoplefluent Contact form available on Web site Contact form available on Web site

1-888-477-7989 +45 70207378 1 614-781-7300 1-800-223-3732 1-800-939-2462 +1 514-228-2000 +1 860-436-3898 +1 978-296-6600 +1 650-506-7000 1-800-672-2531 +1 514-875-9999 1-888-898-5644 +1-914-458-4254

1-877-235-1112 +1 613-234-4277 +61 3 8677 3777 +1 610-238-4600 1-800-243-8737 +1 919-645-2800 1-877-820-4400 +1 855-488-4100

1-800-809-5731 +1 203-852-9100 1-800-788-7555 1-877-713-0416 Contact form available on Web site @PerfectSoftware hrtech@pretiasolutions.com

Vendor Directory

Vendor
Progreso Ramco Systems RedPrairie Saba Software Sage Software SAP Sapien

Headquarters Web site

Antwerp, Belgium www.progreso.info New Jersey, USA www.ramco.com Georgia, USA www.redprairie.com California, USA www.saba.com Florida, USA www.sagenorthamerica.com Pennsylvania, USA www.sap.com/erp/hcm New Jersey, USA www.sapiensoftware.com

Telephone Toll-free
+32 3 289 20 00 +1 609-620-4800 1-800-472-6261 +1 678-639-5000 1-877-733-7724 +1 650-581-2500 1- 877-722-2101 +1 727-579-1111 1-800-424-9392 1-877-727-1127, ext. 11010 1-866-372-7436 +1 985-651-2819 +55 19 3241-4997 +961 1 97 55 55 +1 415-459-4400 1-800-886-9478 1-866-329-3363 0207 138 3181 +60 3 2279 9199 info@progreso.info

E-mail Twitter

info@rsc.ramco.com @RamcoSystems info@redprairie.com @RedPrairieCorp sales@saba.com @SabaSoftware info.abra@sage.com @SageERP Contact form available on Web site @SAP salesinquiry@sapiensoftware.com info@employment-testing.com Contact form available on Web site @serhcm sets@sets.com.lb info@sharedhr.com @SharedHR Contact form available on Web site @SilkRoadTweets sales@simplyhr.com @SimplyHR Contact form available on Web site @SMRHRGroup

Saterfiel & Associates Louisiana, USA www.saterfiel.com Ser SETS SharedHR SilkRoad Technology SimplyHR SMR Technologies Social Intelligence SRC StarGarden Subscribe-HR SuccessFactors Summar SumTotal Systems TalentScope Campinas, Brazil www.serhcm.com Beirut, Lebanon www.sets.com.lb California, USA www.sharedhr.com Illinois, USA www.silkroad.com Epworth, UK www.simplyhr.com Kuala Lumpur, Malaysia www.smrhrgroup.com California, USA www.socialintelligencehr.com Ljubljana, Slovenia www.src.si British Columbia www.stargarden.com Sydney, Australia www.subscribe-hr.com California, USA www.successfactors.com Tarragona, Spain www.summar.es Florida, USA www.sumtotalsystems.com New York, USA www.talentscope.com

1-888-748-3281 +386 1 600 7000 +1 604-451-0500 1-800-809-2880 +61 1300 543 544 +1 650-645-2000 1-800-809-9920 +34 902 378181 +1 352-264-2800 1-866-768-6825 +1 917-374-9051 Contact form available on Web site info@stargarden.com info@subscribe-hr.com.au Contact form available on Web site @successfactors info@summar.es Contact form available on Web site @SumTotalSystems Contact form available on Web site @TalentScope

Vendor Directory

Vendor
Taleo TechnologyOne Technomedia TEDS TOTVS Ultimate Software Umantis Unicorn HRO Unit4 Business Software Vana Workforce Web4 Whiztec Widyatech Workday Workstream Workterra

Headquarters Web site

California, USA www.taleo.com Queensland, Australia www.technologyonecorp.com Quebec, Canada www.technomedia.com Virginia, USA www.teds.com So Paulo, Brazil www.totvs.com Florida, USA www.ultimatesoftware.com St. Gallen, Austria www.umantis.com New Jersey, USA www.unicornhro.com Texas, USA www.unit4software.com Ontario, Canada www.vanaworkforce.com California, USA www.hrms.com Dubai, UAE www.whiztec.com Jakarta, Indonesia www.widyatech.com California, USA www.workday.com Florida, USA www.workstreaminc.com California, USA www.workterra.com Texas, USA www.aquire.com California, USA www.aruspex.com Massachusetts, USA www.clicksoftware.com Georgia, USA www.dayforce.com Washington, USA www.easymetrics.com

Telephone Toll-free
+1 925-452-3000 1-888-836-3669 +61 7 3167 7300 +1 514-287-1561 +1 276-783-6991 +55 11 20997320

E-mail Twitter
Contact form available on Web site @Taleo_Corp solutions@technologyonecorp.com @TechnologyOne sales@technomedia.com info@teds.com @TEDSinc Contact form available on Web site @TOTVS ultiproinfo@ultimatesoftware.com @UltimateHCM info@umantis.com @umantis info@unicornhro.com

1-800-432-1729 +41 71 224 01 01

1-800-368-8149 1-888-247-3776 +1 905-407-8007 +1 714-974-2670 +971 4 2589988 +62 21 575 0434 +1 925 951 9000 1-877-967-5329 +1 407-475-5500 1-866-953-8800 +1 925-460-3910 1-888-327-2770 +1 214-574-5020 1-888-674-2427 +1 415-738-8405 +1 781-272-5903 1-888-438-3308 +1 404-921-9925 1-866-748-7066 +1 253-220-2962 info@unit4software.com @UNIT4AgressoAB info@vanaworkforce.com @vanaworkforce info@bpoms.com uae@whiztec.com sales@widyatech.com Contact form available on Web site @Workday info@workstreaminc.com @Workstream sales@workterra.com @Workterra Contact form available on Web site @AquireInc noram@aruspex.com @Aruspex Contact form available on Web site @ClickSoftware sales@dayforce.com @Dayforce sales@easymetrics.com

Workforce Planning / Analytics

Aquire Aruspex ClickSoftware Dayforce Easy Metrics

Vendor Directory

Vendor
HR Acuity KnowledgeAdvisors Retensa Sability, Inc. ScheduleSoft Solvate SurgeForth Vemo Workplace Systems

Headquarters Web site

New York, USA www.hracuity.com Illinois, USA www.knowledgeadvisors.com New York, USA www.hrmetricspro.com Georgia, USA www.sability.com Wisconsin, USA www.schedulesoft.com New York, USA www.solvate.com Chennai, India www.surgeforth.com New York, USA www.vemo-workforce.com Milton Keynes, UK www.workplacesystems.com

Telephone Toll-free
1-888-598-0161 +1 312-676-4400 1-800-561-3341 +1 212-545-1280 +1 404-521-2001 1-800-301-3587 +1 608-662-7601 1-800-416-9006 +1 646-720-7110 1-866-560-8463 +91 9282244377 +1 718-254-9357 +44 1908 242 042 info@hracuity.com @hracuity

E-mail Twitter

info@knowledgeadvisors.com @KnowledgeAdv Contact form available on Web site @Retensa info@sability.com info@schedulesoft.com @ScheduleSoft info@solvate.com @solvate contactus@surgeforth.com Contact form available on Web site info@workplacesystems.com

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Technology Evaluation Centers

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