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PwC HR Technology Survey detailed report | 1
PwC HR Technology Survey detailed report Innovating for tomorrow’s workforce
Moving HR applications to the cloud
2016
PwC HR Technology Survey detailed report | 2
MethodologyPwC worked with Oxford Economics to survey executives from more than 650 companies about their organization’s use of HR technology as part of an ongoing annual research program.Respondents represent a range of company sizes with more than $500 million in annual revenue; a majority of respondents have more than 1,000 employees. Industries represented include, but are not limited to, Industrial Products (28%), Financial Services (19%), Healthcare (13%), Retail and Consumer (10%), and Power and Utilities (9%). These mostly international companies are headquartered in countries around the world.
PwC HR Technology Survey detailed report | 2
PwC HR Technology Survey detailed report | 3
Q2. What is your role in HR or your connection to HR technology at your organization?
Name, title and company.
Q1. Respondent information
Q2. What is your role in HR or your connection to HR technology at your organization?
I work in HR focused on HR technology (HRIS)
35%
21%
24%
19%
1%
I work in HR as an HR business partner
I work in HR in a Center of Excellence/support function
I work in our IT department focused on HR Technology (HRIT)
Other
Q3. What is your company’s total employee headcount?Q3. What is your company’s total employee headcount?
Morethan 50,000
Between25,001 and
50,000
Between10,001 and
25,000
Between5,001 and
10,000
Between1,001 and
5,000
Under 1,000
23%
38%
19%
13%
3% 4%
PwC HR Technology Survey detailed report | 4
Q4. What is your organization’s annual revenue in USD for the most recently completed fiscal year? Q4. What is your organization’s annual revenue in USD for the most recently completed fiscal year?
$500 million–$999 million
42%
43%
15%
$1 billion–$4.9 billion
$5 billion and over
Q5. Do you have employees based in more than one country?Q5. Do you have employees based in more than one country?
Yes
70%
30%
No
Q6. In what region is your organization headquartered?Q6. In what region is your organization headquartered?
North America
37%
20%
21%
22%
Latin America
Asia Pacific
EMEA
PwC HR Technology Survey detailed report | 5
Q7. Please select your industryQ7. Please select your industry
Other
Entertainment and media
Cable and wireless/communications
Technology
Power and utilities
Retail and consumer
Healthcare
Financial services
Industrial products 28%
19%
13%
10%
9%
6%
6%
5%
4%
PwC HR Technology Survey detailed report | 5
PwC HR Technology Survey detailed report | 6
Q9. Select the various ways in which you or your employees/managers currently use mobile technology applications for HR processes. Select all that apply.
Not applicable—we do not use mobiletechnology for anything HR-related
Most transactions that I perform on my desktopcan be performed on my mobile device
Recognition programs
Performance management
Viewing HR reports/analytics
Chage personal/job data
Training enrollment/delivery
Time and/or expense entry
Company directory look-ups
Viewing infromation about myself or my team
Work-flow approvals (e.g., hiring approval,time report approvals, etc.)
40%
36%
32%
29%
26%
24%
21%
18%
10%
4%
30%
The use of mobile devices for managing HR processes is increasing rapidly. Two years ago, only 30% of respondents used mobile for HR. That number has risen to 70% this year.
Q8. Select the various ways in which you or your employees/managers currently use mobile technology applications for HR processes. Select all that apply.
When we compared the overall survey answers against the subset of those respondents that have their core HR in the cloud (via SaaS), we found that organizations with SaaS core HR are 23% more likely to leverage mobile technologies.
PwC HR Technology Survey detailed report | 7
Q10. In your opinion, what transactions or functionality would be most beneficial to deploy on mobile to boost the productivity of managers across your organization? Select up to 5.
Initiateemployee
job changes
Initiateemployee
compensationchanges
Initiate jobrequisitionsand approvecandidates
for hire
Be able tosee predictive
analyticsregarding teamengagement/
attrition
Be able to seecorrelations
betweenperfomance
andcompensationfor my team
Be able tosee a talentdashboardthat showskey gaps
Reviewand approve
employee time/absences/expenses
Manageindividual
performance
59%
54%52%
45% 44% 44%
31%
16%
Q9. In your opinion, what transactions or functionality would be most beneficial to deploy on mobile to boost the productivity of managers across your organization? Select up to 5.
Companies are looking to deploy mobile capabilities to boost employee productivity. HR in the cloud is serving as the enabler of that strategy given the enhanced user interface and shorter path to deployment.
52% Be able to see a talent dashboard that shows key gaps
59% would like to manage individual performance
Q9. cont’d
54% would like to use mobile to review and approve employee time/absences/expenses
Viewing HR reports/analytics
Work-flow approvals
Performance management 18%
40%
21%
As you can tell from the prior to charts, there are still large gaps between what has been deployed (red bar on the left) and what is desired (percentage on the right).
PwC HR Technology Survey detailed report | 8
Q10. When you think about the number of different software vendors that are included in your current HR technology portfolio, how do you see that changing in the future?Q11. When you think about the number of different software vendors that are included in your current HR technology portfolio, how do you see that changing in the future?
We plan to use even more software vendors (e.g., we anticipate needing to integrate between even more HR software vendors)
14%
36%40%
10%
No change, we plan to have about the samenumber of software vendors
We plan on using fewer software vendors (e.g., consolidating our portfolio)
Unknown
We continue to see vendor consolidation in the HR technology market. These numbers are consistent with last year, where 39% planned to use fewer software vendors to deliver HR services.
PwC HR Technology Survey detailed report | 8
PwC HR Technology Survey detailed report | 9
Q11. If you are planning to consolidate the number of software vendors in your HR technology portfolio, what are the motivating factors? Select all that apply. Base= 261 respondents
Q12. If you are planning to consolidate the number of software vendors in your HR technology portfolio, what are the motivating factors? Select all that apply. Base = 261 respondents
Drive towardconsistent
user experience
Ability tonegotiate better
volume discountson the license orsubscription fee
Greaterinteroperabilityand integration
across the solutionsoffered by thesame vendor
Receive bettersupport from
the vendor givenincreased footprint
Need lessvariety of skills
internally tosupport the HR
technology stack
Easier tomanage
relationshipswith one vendor
vs. multiple
61% 60%57%
47%
41%39%
Companies are looking to minimize the complexity of vendor management, limit the variety of skills required internally to support and are looking to receive better support through HRIS vendor consolidation. Surprisingly, driving for a consistent user experience was not in the top five. This may imply that, as long as the UI is a good experience, it does not need to be the exact same experience.
PwC HR Technology Survey detailed report | 10
Q12. Over the next 12–24 months, what are your top priorities for implementation or upgrade?
Q13. Over the next 12–24 months, what are your top priorities for implementation or upgrade?
2013 2014 2015
Mobile
Manager self service (MS)
Employee self service (ESS)
Learning management
Benefits
HR help desk
Employee portal
Absence management
HR analytics
Onboarding
Incentive compensation
Compensation
Time reporting
Recruiting
Payroll
Talent review and succession planning
Performance management
Core HR 23%27%
22%9%
7%8%
4%4%
8%4%
5%7%
24%19%
9%7%
8%7%
3%1%
7%1%
2%6%
5%8%
5%
5%5%
1%1%
4%
1%4%
2%3%
4%2%2%
2%2%
4%2%
4%5%
1%
1%
Core HR and Talent related processes seems to be top priority for most of the companies which has been a consistent theme for the last 3 years. Addressing the Core HRMS solution continues to dominate the list of priorities as organizations address this foundational process area—mostly migrating it to the cloud.
PwC HR Technology Survey detailed report | 11
Q13. Do you have any HR-related processes in the cloud using Software as a Service (SaaS)?
Q14. Do you have any HR-related processes in the cloud using Software as a Service (SaaS)?
Yes
68%
32%
No
Based on survey results, two out of three companies have at least one process in the cloud. Two years ago, the number was 55%.
Q14. In general, what were your primary motivators for deploying cloud Software as a Service (SaaS) for your HR-related processes? Select all that apply.
Q15. In general, what were your primary motivators for deploying cloud Software as a Service (SaaS) for your HR-related processes? Select all that apply.
A companymandateto movethe cloud
Had a costly/complex
environmentand needed acatalyst event
for change
Wanted abilityto access
processes viamobile devices
Did not have theinfrastructure tohost/manage the
software ourselves
Ability totake advantage
of softwareinnovations/
quickerrelease cycles
Lower cotof ownership
Wanted lessdependence on IT
64% 63%
45%43%
33%29%
3%
Companies see cloud as a way to lower their dependence on an IT function that already has a full plate. They also see it as a way to lower their cost of ownership. The third motivator globally (at 45%), and the first priority in the US, was to stay ahead of internal customer demand by taking advantage of more frequent software innovations.
PwC HR Technology Survey detailed report | 12
Q15. When considering the HR processes that your organization has moved to the cloud, what were your biggest challenges during the implementation? Select all that apply.
Q16. How satisfied are you with your cloud product(s’) ability (in aggregate) to meet your business needs?
Q16. When considering the HR processes that your organization has moved to the cloud, what were your biggest challenges during the implementation? Select all that apply.
55%
55%
52%
42%
28%
25%
10%
4%No challenges
Lack of executive sponsorship or clear vision
Lack of skilled/available resourcesin the market who know the product
Lack of internal resources to assistwith the project
Not fully prepared for the processtransformation required
Product defects/bugs
Our organization’s readiness to give upcustomizations and embrace the SaaS mindset
The product didn’t have the features or didn’tperform as we were led to believe in the
sales process
Q17. How satisfied are you with your cloud products’ ability (in aggregate) to meet your business needs?
Very satisfied
20%
42%
26%
10%
2%
Somewhat satisfied
Neither satisfied nor dissatisfied
Somewhat unsatisfied
Very unsatisfied
More than half of the respondents say their ability to give up customizations and product functionality were the top challenges. Investing time upfront in product evaluation and project planning (e.g., change readiness) will minimize surprises during the implementation.
To a large extent, customers are satisfied with the cloud technology and we expect to see the satisfaction level continue to grow as products further mature and new features are released. Understanding the vendor’s product roadmap is important when selecting the solution.
PwC HR Technology Survey detailed report | 13
Q18. On average, for the HR processes you have in the cloud, what percent (0%–100%) of your functional requirements have been met through the software product(s) as delivered?
20%
30%
40%
50%
60%
70%
80%
90%
100% 1%
11%
22%
22%
21%
13%
6%
1%
1%
Q17. On average, for the HR processes you have in the cloud, what percent (0%–100%) of your functional requirements have been met through the software product(s) as delivered?
On average, only 67% of business requirements are met out of the box. For the remaining 32%, creative configuration and/or policy/process change is required.
Obviously, the sophistication and amount of special exceptions associated with an organization’s requirements will drive these initial fit scores. However, it’s important to ensure all critical (or inflexible) requirements are met rather than focus on every single requirement. Critical requirements need to be evaluated against the product before embarking on a full scale implementation or signing up for the software subscription. Also, don’t be shy about working with your software vendor on future release enhancement requests that may satisfy key needs. Lastly, Platform as a Service (“PaaS”) can be an answer for unique requirements as well if current processes cannot be changed.
PwC HR Technology Survey detailed report | 14
Q18. How satisfied are you with the support offered by your cloud software vendor(s)?
Q19. How satisfied are you with the support offered by your cloud software vendor(s)?
Very satisfied
14%
45%
25%
13%
1%1%
Somewhat satisfied
Neither satisfied nor dissatisfied
Somewhat unsatisfied
Very unsatisfied
Don’t know
Last year, 20% of respondents said they were “very satisfied.” That number is down 6% this year to 14%.
Q19. How would you describe your cloud vendor’s version update/release process? Rate your agreement on a scale of 1–5. “Agree” and “Strongly agree” responses
Q20. How would you describe your cloud vendor’s version update/release process? Rate your agreement on a scale of 1–5. “Agree” and “Strongly agree” responses
Vendor communicates upcoming new features and functionality
ahead of time.
47%
New features are easy to implement,
do not require additional staff to implement.
38%
Typically, the new features break existing functionality/processes.
36%
The frequency with which new
features are released is adequate.
33%
Moving to the cloud is an adjustment, especially for organizations that have grown accustomed to internal HRIS / HRIT departments that can focus on any or every unique request that management deems critical. With cloud, you are now in a shared community with many, many others. And while there are benefits to consuming HR technology in this manner, “having it your way, everyday” is not one of them.
Nearly half of the respondents agree that vendor communication of new releases is adequate. However, sometimes, the existing functionality does get impacted by changes. Hence, it’s important that customers establish a repeatable testing/validation process to ensure that the new features do not break existing processes as was the case with over one third of the survey respondents.
PwC HR Technology Survey detailed report | 15
Q20. Is the patching maintenance schedule for your cloud solutions disruptive to your operations?
Q21. Is the patching maintenance schedule for your cloud solutions disruptive to your operations?
Very disruptive
9%
38%
46%
7%
Somewhat disruptive
Not disruptive
Don’t know
PwC HR Technology Survey detailed report | 15
Moving any new technology or release into production is going to require some degree of extra effort and, thus, can be disruptive. However, most—46%—felt the patching and maintenance schedule was not a problem. Still, it is important to understand your vendor’s maintenance schedule early on and to plan your business and maintenance operations accordingly so that you avoid disruptions.
PwC HR Technology Survey detailed report | 16
Q22. If you are considering moving your core HR/payroll system to the cloud but have not done so yet, what concerns do you have? Select all that apply.
38%36%
32%
29% 28%
22%
28%
8%
2%
Ability to integrate with
other on-premise or third-party
solutions
Concerns over the security
of critical HR data stored in the cloud
Not ready for the level of
change management and process
transformation the product may force
Ability of the product to flex as our business
needs change
Ability to meet critical business
requirements
Budgetary concerns
Not applicable—core HR and/or payroll solutions
are already in the cloud
Not applicable—we are not
contemplating a move to the cloud for any HR processes
Not applicable—we do
not have any concerns
Q21. If you are considering moving your core HR/payroll system to the cloud but have not done so yet, what concerns do you have? Select all that apply.
Ability to integrate on-premise solutions and security are the top concerns that are slowing the move to cloud, particularly, for some of the smaller organization with limited IT resources. The level of process change required is another large concern, keeping some organizations on the sidelines.
PwC HR Technology Survey detailed report | 17
Q22. If you have no intentions of moving your core HR/payroll system to the cloud, what would change your mind? Select all that apply.
Security and maturity of products are the top two justifications cited by the 53 respondents who had no intentions of moving their HR technology to the cloud. The ability to extend the functionality to meet unique requirements was another big concern. We expect these fears to be eased as cloud vendors continue to make heavy investments in their solutions, data centers and PaaS offerings.
Q23. If you have no intentions of moving your core HR/payroll system to the cloud, what would change your mind? Select all that apply.
Other
Not applicable—other reason(s)
Not applicable—we are already in the cloudfor core HR and/or payroll
Nothing would change our mind
If the cloud solutions become more affordable
If our current vendor stopped enhancing the product
If the solutions we are currently using no longer supportedour business needs
If our current vendor stopped supporting our current solution
If cloud solutions provided a better ability to extend(or customize) the product to meet unique customer needs
If the cloud solution became more mature interms of the functionality offered
If our concerns about data security in the cloud were alleviated 43%
43%
40%
28%
26%
26%
17%
9%
9%
4%
2%
PwC HR Technology Survey detailed report | 18
Q23. How is your solution currently deployed?Q24. How is your solution currently deployed?
On premise SaaS Third-party supplier N/A
61% 15% 10% 14%
39% 24%14%
52%
43%
31%
33%
45%
32%
34%
32%
51%
19%
19% 13%
13% 21%
10%40%
22% 21%
24%
13%
9%
22%
21%
24%
8%
44% 3% 1
24%
30%
35%
35%
5%
26%
20%
34%
15%Time reporting
Talent review and succession planning
Recruiting
Performance management
Payroll
Onboarding
Learning management
HR analytics
Core HR
Compensation
Benefits
We continue to see erosion of the on-premise population in favor of more cloud solution deployments.
PwC HR Technology Survey detailed report | 18
PwC HR Technology Survey detailed report | 19
Q24. What are your plans in 1–3 years?Q25. What are your plans in 1–3 years?
50% 6%
30% 21%
30%
32%
32%
32%
1
1
1
1
1
12%
18% 28%
33% 28%
22%
20%
3%5%
30%
27%
22% 22%
9%
40% 1
1
2
2
2
2
1
1
1
2
2
3%
3%
3%
4%
46%
66%
51%
50%
35%
68%
39%
48%
52%
55%
No change Bring on premise Move to SaaS Outsource Don’t know
Time reporting
Talent review and succession planning
Recruiting
Performance management
Payroll
Onboarding
Learning management
HR analytics
Core HR
Compensation
Benefits
1
Q25. Please choose your current product/provider.
Cor
e H
R
Ben
efits
Tim
e R
epor
ting
Pay
roll
Rec
ruiti
ng
Onb
oard
ing
Com
pen
satio
n
Per
form
ance
M
anag
emen
t
Tale
nt R
evie
w
& S
ucce
ssio
n P
lann
ing
Lear
ning
M
anag
emen
t
HR
Ana
lytic
s
Oracle: PeopleSoft 141 95 59 85 28 29 56 39 24 21 34
No vendor, internally developed solution
7 24 47 21 34 62 41 42 45 47 45
Oracle: e-Business Suite (EBS) 55 52 30 44 32 19 44 35 26 28 22
Oracle: cloud 8 2 5 6 119 67 43 53 35 25 23
ADP 41 41 35 159 22 12 25 7 6 3 5
Manual, no technology used 2 16 27 11 46 44 30 44 41 43 49
SAP: SuccessFactors 25 15 15 12 24 16 45 70 51 28 16
SAP: R/3 or ECC 61 44 30 30 15 13 22 22 21 26 29
Workday 39 27 29 29 5 12 33 25 18 8 26
Kronos 2 5 118 10 15 7 3 5 6 5 2
Highest Second highest
Top ten most commonly used vendors are shown below
PwC HR Technology Survey detailed report | 20
Q26. What release are you on?
The data displayed below is for Core HRMS, on-premise applications (since SaaS vendors generally require organizations to stay on the current release or no greater than one release behind). The data would indicate that over the last few years, while cloud HRMS has been growing, the organizations that have chosen to wait have gotten more current on their vendor’s latest release—likely to buy time (especially for those needing payroll tax updates). Others (around 30%) have likely chosen not to invest more in their HRMS until they are ready for cloud or cloud is ready for them.
24% 35% 10% 32%
4% 53% 13% 30%
Current release
1 releasebehind
2 releasesbehind
3+ releasesbehind
Current release
1 releasebehind
2 releasesbehind
3+ releasesbehind
2015
2013
PwC HR Technology Survey detailed report | 21
Q27. How satisfied are you with your current solution?Q29. How satisfied are you with your current solution?
13%
53%
23%
8%
2%1%
Very dissatisfied Somewhat dissatisfied Neither satisfied nor dissatisfied
Somewhat satisfied Very satisfied Don’t know
Core HR Benefits
7%
42%34%
11%
3%3%
Time reporting
25%
21%
14%
20%
15%
5%
Q29. How satisfied are you with your current solution? cont’d
21%
18%27%
20%
10%
4%
Payroll Recruiting
21%
19%30%
18%
3%
Onboarding
21%
21%33%
18%
2%
9% 6%
Very dissatisfied Somewhat dissatisfied Neither satisfied nor dissatisfied
Somewhat satisfied Very satisfied Don’t know
PwC HR Technology Survey detailed report | 22
Q27. How satisfied are you with your current solution? cont’dQ29. How satisfied are you with your current solution? cont’d
24%
22%
30%
16%7%
2%
Compensation Performance management
22%
27%
31%
14%
1%
Talent review and succession planning
18%
27%36%
13%
2%
5% 4%
Very dissatisfied Somewhat dissatisfied Neither satisfied nor dissatisfied
Somewhat satisfied Very satisfied Don’t know
Q29. How satisfied are you with your current solution? cont’d
Very dissatisfied21%
30%
31%
12%4%
3%
Somewhat dissatisfied
Neither satisfied nor dissatisfied
Somewhat satisfied
Very satisfied
Don´t know
Learning management HR analytics
14%
48%
29%
5%
2%2%
PwC HR Technology Survey detailed report | 23
It took longer and/or cost more than we expected
Q30. Describe your implementation.
It was shorter or cheaper than we expected
20%
24%
17%
20%
18%
20%
21%
22%
22%
23%
11%
11%
18%
40%
22%
28%
21%
19%
19%
20%
19%
25% HR analytics
Learning management
Talent review andsuccession planning
Performancemanagement
Compensation
Onboarding
Recruiting
Payroll
Time reporting
Benefits
Core HR
Q28. Describe your implementation.
Q30. Describe your implementation. cont’d
Core HR Benefits
11%
62%
20%
7%
18%
45%
24%
13%
Don´t knowIt was shorter or cheaperthan we expected
It was about
what we expected
It took longer
and/or cost more than
we expected
Don´t knowIt was shorter or cheaperthan we expected
It was about
what we expected
It took longer
and/or cost more than
we expected
PwC HR Technology Survey detailed report | 24
Q28. Describe your implementation. cont’d
Q.30 Describe your implementation. cont’d
Time reporting Payroll Recruiting
40%
29%
17%15%
22%
39%
20% 20%
28%
43%
18%
12%
Don´t knowIt was shorter or cheaperthan we expected
It was about
what we expected
It took longer
and/or cost more than
we expected
Don´t knowIt was shorter or cheaperthan we expected
It was about
what we expected
It took longer
and/or cost more than
we expected
Don´t knowIt was shorter or cheaperthan we expected
It was about
what we expected
It took longer
and/or cost more than
we expected
Q30. Describe your implementation. cont’d
Onboarding Compensation Performance management
21%
44%
20%
16%
19%
48%
21%
13%
19%
48%
22%
11%
Don´t knowIt was shorter or cheaperthan we expected
It was about
what we expected
It took longer
and/or cost more than
we expected
Don´t knowIt was shorter or cheaperthan we expected
It was about
what we expected
It took longer
and/or cost more than
we expected
Don´t knowIt was shorter or cheaperthan we expected
It was about
what we expected
It took longer
and/or cost more than
we expected
PwC HR Technology Survey detailed report | 25
Q28. Describe your implementation. cont’d
Q30. Describe your implementation. cont’d
Talent review and succession planning
Learning management HR analytics
20%
50%
22%
9%
19%
46%
23%
12%
25%
55%
11%8%
Don´t knowIt was shorter or cheaperthan we expected
It was about
what we expected
It took longer
and/or cost more than
we expected
Don´t knowIt was shorter or cheaperthan we expected
It was about
what we expected
It took longer
and/or cost more than
we expected
Don´t knowIt was shorter or cheaperthan we expected
It was about
what we expected
It took longer
and/or cost more than
we expected
Q29. When you consider HR/People Analytics in your organization, what is your primary focus for the next 12 months?Q31. When you consider HR/People Analytics in your organization, what is your primary focus for the next 12 months?
None of the above, not focusedon this over the next 12 months
All of the above
Data governance(e.g., data dictionary, data harmonization)
Transactional reporting(e.g., employee lists such as anniversaries)
Advanced analytics(e.g., data mining, predective analytics)
Foundational analytics (e.g., headcount reporting,turnover, hiring metrics, KPIs for a dashboard) 39%
38%
24%
22%
29%
11%
The largest percentage of respondents are still focused on the “basics” when it comes to HR/People Analytics.
PwC HR Technology Survey detailed report | 26
Q30. Do you have a strategy and roadmap in place to drive your HR/People Analytics agenda (i.e., what is needed by whom and why, how it will be delivered and when)?
55%
6%
39%
45%
3%
52%
Yes
No
Not sure
Q32. Do you have a strategy and roadmap in place to drive your HR/People Analytics agenda (i.e., what is needed by whom and why, how it will be delivered and when)?
Q33. Do you have a dedicated HR/People Analytics organization/Center of Excellence supporting and sustaining your data, reporting,and analytics needs?
Q34.Does your current Human Resource Information System (HRIS) platform provide for your end-to-end reporting and analytics needs?
Yes
49%
15%
36%
No
Not sure
Q32. Does your current Human Resource Information System (HRIS) platform provide for your end-to-end reporting and analytics needs?
Q31. Do you have a dedicated HR/People Analytics organization/Center of Excellence supporting and sustaining your data, reporting, and analytics needs?
PwC HR Technology Survey detailed report | 27
Q33. What are some of the common challenges you face with your HR analytics efforts? Select all that apply.
OtherWe have the capabilityto utilize our HRIS
for more sophisticated reporting and analytics
but lack the internal resources to make
that happen
The HRIS platform meets our transactional
reporting needs but not much beyond
simple queries
Data quality is still an issue, leading to
inconsistent reporting and analytics
Lack of consolidatedreporting (i.e., need to report from your HRISplatform combined with data from other
HR systems)
Q35. What are some of the common challenges you face with your HR analytics efforts? Select all that apply
70%
63%
46%
23%
4%
Q34. Do you have a need for external HR analytics benchmarks for your industry or peer group?Q36. Do you have a need for external HR analytics benchmarks for your industry or peer group?
43% 41% 16%
Yes No Not sure
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Contacts
For more on PwC’s annual HR Technology survey, please contact:
Dan Staley Principal PwC Office: 678 419 1802 Mobile: 770 331 7417 [email protected]
Murali Gandi Director PwC Office: 314 206 8781 Mobile: 847 226 2364 [email protected]