SIG 2021 HR Tech Executive Summary

24th Annual 2021 / 2022
HR Systems Survey Key Findings
Copyright ©2021 Sapient Insights Group

SAPIENT INSIGHTS GROUP
WHO WE ARE
RESEARCH AND ADVISORY SERVICES.
BRINGING CONFIDENCE AND CLARITY TO OUR CLIENTS.
Sapient Insights Group is the trusted source of people-related facts and data that accelerate business performance for our clients and improves
their ability to create a strong, equitable workplace.
Key Areas of Expertise
Human Resource Talent Change Diversity, Equity and Research and

Strategy Management Management Inclusion Insights
Ensuring the HR function is Evaluating talent needs to Assisting teams with quickly Prescriptive analysis that includes A research library and insight
focused outward on both the develop the strategies and adapting to new ways of actions and interventions that are services focused on providing
business and people infrastructure for ensuring the working through organizational Voice of the Customer data
likely to be the most impactful for
contributions that drive value; right flow of talent to meet understanding, buy-in and change and industry insights on people
DEI transformation; linking efforts practices and supporting
aligning the operating model to current and future business advocacy; designing and
best fit your organization and objectives; identifying critical implementing a change to people strategies, and driving systems, providing insights and
add long-term value roles that drive value and management and communication shared accountability for behavior data for business cases,
competitive advantage strategy change technology selections, and
achieving outcomes.
Page 2 Copyright © 2021 Sapient Insights Group

Sapient Insights Group Research: What Makes Us Unique
Our Research History Our Research Community Our Research Methodology
• 24 years of consistent annual surveys and • 24 years of growing our research community, • Focus on the Voice of the Customer, in all areas
reports, once a year, every year this year reaching 4,000 submissions, and 2,000
• Neutral position on vendors, topics, and best
+ individual organization data sets
• 20,000 individual organization data sets, practices
covering 290M + Employees • 70 + survey distribution partners (media outlets,
• Standardized, with both longitudinal and cross-
associations, vendors, influencers)
• Our research has always been led by sectional analysis
known industry analysts who are from the • On average 35% of our data is from return
• Anchored in outcomes and behaviors, with a view
community and involved in the community organizations, and 40% of survey responses are
of the entire ecosystem
from past survey participants
• Trusted industry brand, our data and
• Focus on a repeatable research model that
insights have been used to inform major • 80 countries represented, statistically
creates data consistency and reduces survey
HR transformations, product strategies, significant data in North America, and
fatigue
and financial investments significant data sets in Europe and Asia.
Page 3 Copyright ©2021 Sapient Insights Group

HR • Ski l ls Management
SYSTEMS •
•
R e cruiting
P e rfo rmance
ADOPTION •
•
L e arning
C a r eer Planning
BLUEPRINT • C o m pensatio n
Page
Global Research Participation
6%
6%
73%
2,177 Unique Organizations 12%
1%
52 Countries
742 Global Organizations
1%
Average Number of Countries for
Global Organizations 34 1%

Research Participation By Size
Survey Participation Organizations By Size

20%
L Large : >10,000 Employees
9% increase in the number of
Small organizations
participating
M Medium : 2,500-10,000 Employees
17%
63%
S Small : < 2,500 Employees L Large M Medium S Small

Research Participation by Industry
Participating Organizations by Industry
12% 12%
11%
9% 9% 9%
7%
6%
5%
4% 4% 4% 4%
2% 2%

Key Themes from 2021 / 2022 Research
The Voice of the

The Business of HR Achieving Change
Customer
• Just 20% of Organizations have • Organizations reported being

• Macro Trends and HR
happier with their current HR
a formal Internal Mobility
tech, but expecting more out of
• Spending is back up – and process
them going forward
slightly ahead of where we
were in 2019 • Acquisition of Machine
Learning, RPA, and Chatbots • Vendors offering both HR Tech
and managed services or PEO
• Over 50% of organizations tools were up almost 30%
solutions achieved higher
above 2,500 employees have
plans to increase spending • 39% in evaluation or purchasing vendor satisfaction ratings
Skills Management
• No major replacement plans
• 40% of organizations are
acquiring intelligent tools / • 40% of organizations reporting reported across any HR Tech
buying Benchmarking datasets categories this year
technology from an
organization or solution
provider that is not their HR
✓ 80% were compensation data
sets
Technology vendor
✓ 18% were skills data sets

Macro Trends Affecting the Work of HR
Questions we had as we began exploring

Great Resignation this year’s data set…
Should we throw away past benchmarks

and use 2021 as our new baseline?
Labor Shortages
Is 2021 a continuation of the 2020 data or
does it look more like 2019?
Addressing the skills gap
How much longer will the data continue to
fluctuate?
Pandemic-driven work environments

Is this the year HR changes the narrative?

We Are Still Struggling with the HR Narrative
HR Viewed as Contributing Strategic Value
Higher than
Pre-Pandemic
Profits
52%
45% 46% 45% 46%

43% 44%
41%
38%
2014 2015 2016 2017 2018 2019 2020 2021
Source: 2017-2021 HR Systems Survey

We Have Made Progress In the Use of Our Technology
2020 HR Technology Use 2021 HR Technology Use
Informs Business Informs Business Strategy 10%

39% 46%
Strategy Increase
Influences Workforce Influences Workforce

58% 61%
Business Decisions Business Decisions
Monitor & Report Monitor & Report

72% 77%
Compliance Compliance
Replaces Paper-Based Replaces Paper-Based

81% 84%
Processes Processes
EE & Managers Input/ EE & Managers Input/

86% 87%
Access Information Access Information

2021 HR Tech Spending Plans
5 Year Trend on HR Tech Spending Plans

50% 47% 57%
increase from
last year
40% 42% 42%
38%
30% 30%
20%
15%
10%
7%
4% 4% 5%
0%
2017 2018 2019 2020 2021
Decrease Increase

Where Will Spending Increases Go?
The average expected increase is 18%
Small Large
Aggregate Medium
Bellow 2,500 Above 10,000
Learning/Training Recruiting Learning/Training HR Analytics
Recruiting Learning/Training HR Analytics Recruiting
HR Analytics Benefits/Wellness Recruiting Intelligent Tools
Benefits/Wellness HR Analytics Benefits/Wellness Learning/Training
Skills Management Skills Management HRMS Skills Management

We Are Starting 2022 Off With a Talent Deficit
5 Year Look at Achieving Talent, HR, and Business Outcomes

Improved
Neutral
Declined
2017 2018 2019 2020 2021

Business Outcomes HR Outcomes Talent Outcomes

The Challenge is Real
Ability to achieve these outcomes 2019 2020 2021

declined, stayed the same, or improved? Average Average Average
Outcome Outcome Outcome
Retain Top Talent 2.80 2.92 2.59 13% 30% of

Organizations
have a lower
employee level
than their pre-
Attract Top Talent 2.89 2.98 2.66 11%
pandemic
numbers
5%
Improve Employee Engagement 2.94 3.04 2.88

Currently Internal Mobility is All Talk!
Organizations with an Internal Mobility Process Have Higher Talent Outcomes

Formal Internal Mobility programs impact everything in
the organization from Talent and Business Outcomes to
engagement scores and Diversity and Equity metrics
Only 17% of organizations noted that lack of an internal
22% career portal was a barrier to their Internal Mobility
efforts.
Top 5 Barriers to Internal Mobility efforts:

11%
67% • Lack of Skills Management Process
• Organization Culture
• Lack of Upskills resources
• Lack of incentives
• Organization structure
Internal Mobility Process Evaluating a process No Plans

The Average HR Technology Environment in 2021
Primary Responsibility
56%
16.24 42%
Major HR Modules
34%
33%
37
HR System Integrations
16% 15%
9% 10%
$342 8% 6% 4%
Annual Per Employee Cost
Copyright ©2021 Sapient Insights Group
HRIS/HRIT Functional IT Role HR Tech Other
13.75 Weeks HR Vendor
Each year in HRMS Updates
Content Security System Configuration
Source: Sapient Insights 2021 HR Systems Survey
Page
Voice of the
The Year of Being Grateful
Customer
The Voice of the Customer
Our research looks at four major areas of customer feedback and analysis:
User Experience: Ranking the quality of the application’s User Experience on a scale of 1-5 (poor to
excellent) for the most commonly deployed applications. We share the average of the aggregate ratings in
our research.
Vendor Satisfaction: Ranking the quality of their Vendor Relationship on a scale of 1-5 (very dissatisfied to
very satisfied) for the most commonly deployed applications. We share the average of the aggregate
ratings in our research
Meeting Business Needs: Rating (always to never) how effective their individual HR applications are at
meeting their organization’s basic business needs.
Vendor Relationship Feedback: Providing insights into the primary benefits and challenges driving their
User Experience and Vender Satisfaction ratings. We provide analysis on the reasons for the average
ratings, from the individual customer feedback.

User Experience and Vendor Satisfaction Scores Are All Up
Overall increase from last year in ratings across every application category for both Vendor Satisfaction and User Experience
12% increase in overall User Experience Ratings 15% increase in overall Vendor Satisfaction Ratings
User Experience and Vendor Satisfaction (Scale 1 -5, with 5 being the highest)
Average Vendor Satisfaction Average User Experience

3.86 3.86
3.80 3.83 3.79 3.81 3.81 3.79 3.84 3.77 3.74
3.73 3.71 3.69 3.68
3.65 3.62 3.65 3.61
3.55 3.5 3.55
3.47 3.42
Recruiting Career Planning Analytics Compensation Performance Service Delivery HRMS Onboarding Payroll Learning Time Suite Benefits
Mgmt
Part of this increase can be attributed to the increased participation this year of Small organizations, who often have fewer complex needs and rate solution providers slightly
higher on average.
We also saw an increase in overall ratings by Large organizations, suggesting more universal drivers at play, e.g. halo effect from HR tech solution providers offering support
and services during the COVID 19 crisis.

Gaps In Meeting Business Needs, Still Focus on Configuration
HR Application Top Two Major Gaps HR Application Top Two Major Gaps
• Cus tomization/configuration 40% • Cus tomization/configuration 36%
Payroll Applications • Gaps in overall functionality 34% Time Applications • Reporting functionality 28%

Recruiting Applications
HRMS Application • Gaps in overall functionality 36% • Reporting functionality 35%

HR Service Delivery Pe rformance
Applications • Gaps in overall functionality 26% Applications • Poor usability / user experience 35%
HR Application Top Two Major Gaps

• Poor usability / user experience 31%
Learning Applications • Integration challenges 31%

HRMS Adoption Rates
HRMS landscape continues to be extremely

crowded; 20 vendors solutions selected by 3% or
more of our survey population in each size
category
Big differentiators now based on cultural fit,

financial stability, scalability, global capabilities,
data management models, ease of integration,
and intelligent features
Vendors that traditionally target Small

organizations are moving up market and
Vendors that have historically targeted Large
organizations are moving down market
An extremely competitive market for mid-range

employee size organizations between 200
employees and 2,500 employees.
Large organizations with over 10,000 employees

have fewer vendors to choose from when
looking for full-featured HRMS solutions, that
can scale to their needs and global requirements

We Saw Movement in HRMS, Learning, and Time Applications
Just a Reminder of Where We Were in 2020

HRMS VOICE OF THE CUSTOMER, 2021 CHART
Very Satisfied
Workday
Vendor Satisfaction
AD P Ent
A v erage Score = 3.71

AD P Vantage SAP SF EC
Infor HCM
Oracle HCM
Neutral
SAP HCM
Oracle PSFT
Oracle EBS
Solutions
with 25% or More Large
Customers over 10,000 EE
Market Getting Tighter
D issatisfied
A verage Score = 3.47
Poor Good Excellent

User Experience
Page
HRMS VOICE OF THE CUSTOMER, 2021 CHART
Very Satisfied
SAGE People U KG Pro
Vendor Satisfaction
Paychex
Ceridian DF
A v erage Score = 3.71 U KG Ready AD P Now
Paycor
Paycom
Neutral
Paylocity
Bam booHR
Solutions with 50% or More

Customers under 2,500 EE
Services made all the difference

D issatisfied
at this level in 2020
A verage Score = 3.47
Poor Good Excellent
User Experience
Page
The HRMS and Payroll Space is Extremely Crowded for 500 to 5,000 Employee Organizations

Top 5 HRMS Solutions Vendor Satisfaction Scores
2021 showed a 17% increase in the average Vendor Satisfaction rating,

The top Vendor Satisfaction scores rising to 3.71
continue to be held by Workday and U KG
Pro, closely followed this year by
Ceridian Dayforce
Rounding out the top five ratings were

SAGE People and AD P Enterprise with
their average scores placing them in the
top five for the first time
Other notable improvements from last

year included Oracle HCM Cloud and SAP
SuccessFactors Employee Central, both
achieving close to 25% increases
Important to acknowledge that solutions

serving the largest, most complex, global
customers in the market often receive
lower Vendor Satisfaction scores over
those solutions targeted for the SMB
market

Top 5 HRMS Solutions User Experience Scores
This year, we saw a 10% increase in average User Experience (UX) rating
Although overall averages improved, to 3.47
particularly for Vendor Satisfaction ratings,
the HRMS category still has one of the
lowest average User Experience scores of
any HR application category
Once again U KG Pro saw the highest

User Experience score with a 4.0
average rating, but this year closely
followed by Ceridian Dayforce with a
3.99 rating
With a 20% jump in their average score

rating, AD P Workforce Now achieved
the greatest movement from 2020 to
2021 in User Experience ratings
Customer comments were wide ranging, but

those that provided the highest overall ratings
were focused on easy navigation and
employee self service tools

Time Management Adoption Rates
Highly diverse and fragmented category, with a

large array of small industry specific solutions
and regional specific solutions available to
organizations
17 solutions received 3% or more in total survey

responses
Rapid movement by many ERP/HCM suite

providers in creating new partnerships or
expanding their own Time Management
functionality
Increased adoptions levels from last year for

Workday, Ceridian Dayforce, UKG Dimensions,
and ADP Workforce Now
There is likely a higher adoption percentage

for UKG Dimensions that is not showing up
due to potential confusion over the name
change to UKG, and the differences in what
buyers are purchasing with new UKG Pro and
UKG Ready solution offerings

Time Management Vendor Satisfaction and User Experience
2021 revealed dramatic shifts in User Experience and Vendor Satisfaction ratings in the Time Management category from last year’s ratings
We believe the more dramatic changes in perception this year may have been due in part to the quickly evolving requirements f or Time
Management solutions to be both cloud based and more connected to HR and Payroll applications throughout the pandemic
Point solutions Workforce Software and TCP (TimeClock Plus) received some of the highest ratings in 2020 placing them ahead of many of the ERP
/ HRMS suite Time Management vendor solutions; 2021 then saw those same organizations have their overall ratings drop conside rably
Our data showed increases in both Vendor Satisfaction and User Experience ratings for Workday, UKG, Oracle, Paycor, and ADP s olutions
Ceridian Dayforce continued to be the one constant in this category receiving high scores both in 2020 and 2021 and seeing considerable increase
in their User Experience scores this year giving them the highest rating for the category

Time Management Vendor Satisfaction and User Experience
UKG Central
V e ry Satisfied
W orkday
Ce ridian DF
T CP* P aychex
ADP WF
Infor HCM* N ow P ayCor
Vendor Satisfaction
UKG Pro
Paylocity
S AP HCM UKG Dimensions*
Or acle PSFT
Or acle HCM*
Ne u tral
A v erage Score = 3.61 UKG Ready

ADP etime
Workforce Software*
D i ssatisfied
A v erage Score = 3.50
P oor Go o d Exc ellent
User Experience

Top 5 Time Management Vendor Satisfaction and User
Experience Scores
Vendor Satisfaction User Experience

Recruiting Adoption Rates
Workday holds the largest adoption numbers for

Recruiting
Many organizations commented on gaps in

functionality that require multiple solutions to
meet the full recruiting needs of organization
Point solutions did not outpace ERP / HRMS

adoption rates this year
Further increases of adoption rates are expected

next year for HRMS vendors like Workday, UKG,
Ceridian, and Paycor
Point solutions that may also see increased

adoption next year include Greenhouse and
iCIMS

Recruiting Vendor Satisfaction and User Experience Scores
Top User Experience and Vendor U s er

Average Score
Vendor
Average Score
Experience Satisfaction
Satisfaction ratings in this
category were more aligned with P aycor (Newton) 4.2 P aycor (Newton) 4.2
HRMS/ERP solutions based on
customers continuing to feel that A DP Workforce
N ow
4.08 Ce ridian Dayforce 4.18
the ERP / HRMS solutions have
good employee or management G reenhouse 4.0
ADP Workforce
N ow
4.16
experiences, but poor Recruiter
or Candidate experiences Cornerstone 4.0
UKG Pro
( Ultimate)
4.11
iCIMS 3.9 G reenhouse 3.96

Learning Adoption Rates
Cornerstone continues to lead adoption levels in

all sizes and regions, particularly since the
acquisition of Saba and their large Learning
customer base in early 2020
We also continue to see high levels of adoption

by Large organizations of SAP SuccessFactors,
Workday, and Skillsoft Learning applications
Medium and Small organizations have a wide

mix of primary Learning applications, with
expected increases in this group by Workday,
UKG Ultimate (powered by Schoox), Ceridian
(powered by Docebo), and Oracle HCM

Learning Vendor Satisfaction and User Experience Scores
Top User Experience and Vendor

U s er Vendor
Satisfaction ratings in this Experience
Average Score
Satisfaction
Average Score
category were firmly held by

point solution vendors and based S choox 4.3 S choox 4.2
on customer comments, most

ERP / HRMS vendors continue to L TG Bridge 4.1 L TG Bridge 4.1
have major gaps in features and

Ce ridian Dayforce
functionality that require Re lias Health 4.0
( Docebo)
3.9
additional learning tool

investments L inkedIn Learning 4.0 Workday 3.9
W orkday 3.9 Re lias Health 3.8

The Voice of the Customer
Quotes from Survey Participants
A one stop location for our team to The system includes all services we The reporting tools have made a Minimizes the time it takes to
provide employees with a custom require with good support for each. real difference in our ability to dive effectively and accurately manage
experience that feels like our deep into our HR data. logistics, allowing more time for
company other more in-depth and thoughtful
tasks such as inclusive hiring, and
thoughtful performance reviews
M e dium Size Entertainment and
M e dium Size Retail Organization M e dium Size Retail Organization L a rge Size Media Organization
Se r vices Organization
Better Integration with third parties such as “Support has been good for payroll during [COVID Learning tools cannot support what is needed for
DocuSign and Benefits, there are no partnerships 19]. Additionally, our vendor provided financial large global organizations. Lack of options to
so when something fails it is on the customer to wellness seminars to us via zoom. Our platform meet regulatory requirements in performance and
resolve and sometimes there isn't a resolution. also made available for free training on talent space resulting in outside tools needing to
We have had to make many work arounds in order cybersecurity and to meet the Illinois sexual be used.
to get things to work as we were promised during harassment training requirement.
the sales process.
M e dium Size Construction Firm M e dium Size Manufacturing Organization L a rge Size Financial Organization

Analytics and Increasing Value for
Planning Organizations
Analytics and Planning Tools
Analytics and Planning Application Adoption
38%
No Plans
56% 57% 62% 70% Assessing Need
73% 77%
13%
1% Forcasting
9% 11%
2%
2% 15%
Budgeted
45% 9% 13%
4%
31% 27% 2% 2% 13% In Use / Implementing
16% 13% 13% 3%
6%
Generic Analytics Platform BI Standalone Data Workforce Standalone Standalone Data Standalone HR
Solutions Warehouse Planning Solution Statistical Tools Lake WF Analytics
• Applications and tools that support analytics and planning efforts • The applications may also provide statistical analysis and
help organizations to capture, store, govern, analyze, report, and proprietary algorithms that can deliver insights, recommendations,
share past, present, and future workforce information predictions, scenarios, and forecasts to be used for decision making
and workforce planning purposes

Current Usage of HR Analytics and Planning Applications
Managing Employee Retention Risks: 57% 1
Managing HR Costs: 42% 2
Identifying/Attracting Top Talent: 39% 3
Improving Employee Engagement: 34% 4
Benchmarking HR Costs: 29% 5

Analytics Tools
Em bedded Analytics Modules Adopted

The category of Workforce Intelligence applications is still in its infancy;
currently a combination of embedded analytics packages that are part of
other HR Applications and several stand-alone platforms and tools, including
Microsoft Excel
2021 showed a slight dip in the overall adoption of embedded analytics

applications; likely due to the increase in Small organization participation this
year.
Over 60% of Large organizations are currently using an embedded analytics 46%
package in their HR systems.
30% 27%
45% of organizations reported adopting additional analytics applications
beyond Excel for their HR analytics and planning efforts and we saw a
considerable drop in organizations with implemented Standalone Data
Warehouse or HR Analytics solutions HRMS Talent Mgmt Workforce Mgmt

Top HR Metrics Included in Executive/Business Leader Reports
Recruiting 66%
Employee Demographics 61%
Total Workforce Cost 44%
Compensation 38%
Compliance/Safety 29% 2021 saw a 1.5x increase in
percentage of organizations with a
Engagement 25%
strategy for capturing and
Internal Mobility 25% managing their employee data
Learning 24% footprint within their organization
Wellness/Health 21%
Productivity
Increase was similar no matter the
17%
size or regional location of the
Succession/Career Planning 16% organization.
Leadership Trust 8%
Skills (Capabilities) 7%

What Is Workforce Planning?
Labor Forecasting & Annual or rolling forecast is built of expected demand for work and required headcount, usually
Budgeting based on historical data.
Financial Headcount Based on a future financial revenue/profit target, a calculation is created for an expected
Planning number of employees required to meet the target.
Targeted Workforce A joint planning effort between HR and Operations, proactively analyzing, forecasting, and planning
Planning workforce supply and demand (internally/externally) for a targeted employee group.
Strategic/ Enterprise A joint process between HR, Operations, and Finance for proactively analyzing, forecasting, and
Workforce Planning planning talent and workforce requirements to meet business outcomes based on critical job roles,
critical skills, and available supply across multiple operations.

What Is The Right Level of Workforce Planning?
5 Year Growth of Workforce Planning

60%
50%
48% 48%
40% 39%
36%
30%
26% 26% 28%
20%
23%
10%
0%
2017 2018 2019 2020 2021
EWP Labor Budgeting Financial Headcount Targeted WFP

Enterprise Workforce Planning In a Perfect World!
Enterprise Strategic Planning

Outcomes Defined
Driven by pain: rapid growth, It is a process, but the work never

decline, competitive threats answers the same question twice
Implement Workforce
Continual HR Finance Analysis
It is a continual feedback loop,
Monitoring Internal/External
with internal and external metrics
Only valuable if the Executives
buy-in to the data and trust it
Data categorization and
Gap Analysis Operations Predictive Analysis
manipulation is the heavy lifting
All orgs don’t need EWP, Scenario Planning Evaluate supply and
Continuity/Headcount plans can Talent Strategy demand No tools or analytics
be enough platforms currently do it all
This is an aspirational view of the process and not what seems to be happening in most organizations today

Stronger Outcomes When Workforce Planning is Implemented
3.11
3.07 2.93
2.97 2.72
2.88
Business Outcomes HR Outcomes Talent Outcomes
With WF Planning Without WF Planning

Emerging Tech Looking to the Future
Emerging Technology
Emerging technologies are in early stages of This year, we looked at the following
development and are often simply tools or categories: 2021 saw a 25% increase this year in the use
partial applications of Machine Learning, Chatbots, and Robotic
• Benchmarking Databases Process Automation for HR purposes
Important to monitor adoption rates because
• Predictive Analytics
many will have an impact on the future of HR Almost 30% of organizations are currently
Applications and the move to intelligent HR • Machine Learning evaluating an HR application with Predictive
Systems Analytics capabilities
• Chatbot Applications
Each year, we track new HR technologies and • Sentiment Analysis 53% of organizations leveraging these
topics that may impact your organization’s emerging technologies are purchasing them
• Robotic Process Automation
enterprise HR Technology decisions. from or using them as part of their current HR
• Blockchain Technologies applications

Q&A
Tune in to the HR Huddle!
Near Term Expand Revenue
Opportunities:
Point of View Value Proposition
Page 50
Keep Learning
LinkedIn Article: Why HR Technology Really Matters
51
Thank you!
Stacey Harris
Chief Research Officer
Managing Partner
T : 330.221.2146
E : stacey@sapientinsights.com
W : www.sapientinsights.com
Page 52

SIG 2021 HR Tech Executive Summary

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

SIG 2021 HR Tech Executive Summary

Uploaded by

Copyright:

Available Formats

24th Annual 2021 / 2022

HR Systems Survey Key Findings

Copyright ©2021 Sapient Insights Group

Key Areas of Expertise

Human Resource Talent Change Diversity, Equity and Research and

Page 2 Copyright © 2021 Sapient Insights Group

Our Research History Our Research Community Our Research Methodology

Page 3 Copyright ©2021 Sapient Insights Group

Page 5 Copyright ©2021 Sapient Insights Group

Survey Participation Organizations By Size

Page 6 Copyright ©2021 Sapient Insights Group

Participating Organizations by Industry

Page 7 Copyright ©2021 Sapient Insights Group

The Voice of the

• Just 20% of Organizations have • Organizations reported being

Page 8 Copyright ©2021 Sapient Insights Group

Questions we had as we began exploring

Should we throw away past benchmarks

Pandemic-driven work environments

Page 9 Copyright ©2021 Sapient Insights Group

HR Viewed as Contributing Strategic Value

45% 46% 45% 46%

2014 2015 2016 2017 2018 2019 2020 2021

Source: 2017-2021 HR Systems Survey

2020 HR Technology Use 2021 HR Technology Use

Informs Business Informs Business Strategy 10%

Influences Workforce Influences Workforce

Monitor & Report Monitor & Report

Replaces Paper-Based Replaces Paper-Based

EE & Managers Input/ EE & Managers Input/

Source: 2017-2021 HR Systems Survey

Page 11 Copyright ©2021 Sapient Insights Group

5 Year Trend on HR Tech Spending Plans

Source: 2017-2021 HR Systems Survey

Page 12 Copyright ©2021 Sapient Insights Group

The average expected increase is 18%

Learning/Training Recruiting Learning/Training HR Analytics

Recruiting Learning/Training HR Analytics Recruiting

HR Analytics Benefits/Wellness Recruiting Intelligent Tools

Benefits/Wellness HR Analytics Benefits/Wellness Learning/Training

Skills Management Skills Management HRMS Skills Management

Page 13 Copyright ©2021 Sapient Insights Group

5 Year Look at Achieving Talent, HR, and Business Outcomes

2017 2018 2019 2020 2021

Page 14 Copyright ©2021 Sapient Insights Group

Ability to achieve these outcomes 2019 2020 2021

Retain Top Talent 2.80 2.92 2.59 13% 30% of

Page 15 Copyright ©2021 Sapient Insights Group

Organizations with an Internal Mobility Process Have Higher Talent Outcomes

Top 5 Barriers to Internal Mobility efforts:

Page 16 Copyright ©2021 Sapient Insights Group

Page 19 Copyright ©2021 Sapient Insights Group

Average Vendor Satisfaction Average User Experience

Page 20 Copyright ©2021 Sapient Insights Group

• Cus tomization/configuration 45% • Cus tomization/configuration 36%

• Cus tomization/configuration 28% • Cus tomization/configuration 40%

HR Application Top Two Major Gaps

Page 21 Copyright ©2021 Sapient Insights Group

HRMS landscape continues to be extremely

Big differentiators now based on cultural fit,

Vendors that traditionally target Small

An extremely competitive market for mid-range

Large organizations with over 10,000 employees

Page 22 Copyright ©2021 Sapient Insights Group