FOR IMMEDIATE RELEASE
The Sierra-Cedar 2018–2019 HR Systems Survey White Paper,
21st Annual Edition is Now Available
ALPHARETTA, GEORGIA – September 12, 2018 – The Sierra-Cedar 2018–2019 HR Systems Survey White Paper, 21stAnnual Edition makes its annual debut today at the HR Technology® Conference in Las Vegas. With this release, we share over two decades of HR Systems research and community development. Published since 1997, this is the longest running, most widely distributed, and most highly participative research effort in the HR industry, annually tracking the adoption, deployment approaches, and value achieved from HR technologies. This year’s research represents 1,636organizations with over 23.6 million employees and contingent workers located in over 70 different countries. This research is shared openly as a service to the industry to assist organizations with developing their HR systems strategy, devising a plan, justifying investments, and ultimately executing on their HR technology vision.
Key Data points from the 21stAnnual Edition:
- HR that gets respect at the executive table is more likely to have an HR Systems Strategy.
- Buyers are frustrated with current Talent Management applications in a market ready for change.
- Integration strategies, data standards, and process maturity matter more in achieving Business Outcomes than any specific HR Technology.
- The HRIT role is alive and well and taking on a more strategic role concerning data security, data privacy, and configuration governance.
- Cloud-based HR Technology costs are rising, but these costs provide more value.
- Machine Learning capabilities are being evaluated by 21% of organizations as they develop the building blocks needed for Intelligent Platforms.
This year’s Survey explored new territory, including ways to increase adoption, the impact of data management practices, and the changing role of the HRIT leader. “Within the next decade, it is likely that 50% or more of organizations will have HR Technology that is providing daily recommendations based on machine learning or artificial intelligence. The building blocks and ethical standards for future recommendations are being developed by today’s HR functions, which is why the focus must shift from process to data management practices,” reflected Stacey Harris, Vice President of Research and Analytics.
To download your copy of the “Sierra-Cedar 2018–2019 HR Systems Survey White Paper, 21st Annual Edition,” please visit www.Sierra-Cedar.com/annual-survey.
Sierra-Cedar provides our clients with a broad range of consulting, technical, and managed services in a range of industry sectors, including higher education, public sector, and commercial. We can help whether a client wants to streamline its use of current applications, move to new applications or new versions of existing applications, or investigate the use of emerging technologies.
Note to editors: The findings in the Sierra-Cedar 2018–2019 HR Systems Survey White Paper can be used verbatim with proper attribution to Sierra-Cedar. However, this report cannot be publicly posted in its entirety without explicit permission. Editorial resources are also available for further comment on the White Paper’s findings. Please contact HRSystemsSurvey@Sierra-Cedar.com for more information.