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Confidence Index:

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NelsonHall Confidence Index is a quarterly survey to measure changing levels of business confidence within HR Technology & Services

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Every quarter NelsonHall publishes the NelsonHall HR Technology & Services Confidence Index, a Quarterly Index of Confidence that monitors changes in industry confidence in the global HR Technology & Services market.

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HR Technology & Services

Insightful Analysis to Drive Your HR Services Strategy. NelsonHall's HR Services program is designed for organizations who need to understand, adopt, and optimize the next generation of business process models to support their HR function. The program covers all areas of HR services, including Cloud-based HR, Payroll, Benefits Administration, Recruitment Process Outsourcing (RPO), Managed Services Programs (MSP), Total Talent Acquisition, Learning BPS, and Multi-Process HR Services.

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Covered vendor profiles within the HR Technology & Services program

featured market analyses
in HR Technology & Services:

  • Next-Gen MSP: Optimizing Contingent Talent Strategies

    Jan 09, 2019 | Market Analysis by Nikki Edwards

    NelsonHall's market analysis of the MSP industry and trends consists of 100 pages. [...]

    Table of contents:

    • 1. Changing Shape of Managed Service Programs
    • The MSP market is becoming as complex as the RPO market…
    • CURRENT MSP MARKET
    • …as buyside organizations want a plethora of latest services/ tech/tools…
    • CURRENT MSP MARKET
    • …tailored to their individual needs (by skillset, industry, geo and size)
    • CURRENT MSP MARKET
    • The MSP market outlook is more fragmented…
    • FUTURE MSP MARKET
    • …with the emergence of new skillsets, industry sectors, the SMB take up of MSP, and a mix of providers of MSP solutions…making the task of selecting the right vendor difficult for the buyside!
    • FUTURE MSP MARKET
    • 2. Customer Requirements
    • Socio-economic factors continue to challenge organizations in their pursuit of talent…
    • Socio-economic trends
    • Globalization/expansion of MSP
    • …with compliance and access to data major priorities for organizations…
    • Compliance
    • Data
    • …along with digitalization of MSP and candidate experience processes
    • Technology and Tools
    • Getting help to source niche contingent talent is the top overall driver for MSP, followed by compliance, need to improve visibility of contingent talent, cost savings, and need for market insight…
    • …with additional drivers including a need to improve quality of talent and hiring processes
    • Sourcing scarce contingent talent is an issue both in low pay and cyclical sectors and in niche technical skills
    • Driver #1 Sourcing Scarce Contingent Talent
    • Ensuring compliance is becoming more important driven by the emergence of new regulations such as GDPR
    • Driver #2 Ensuring Compliance
    • While additional major drivers include achieving visibility of talent (#3), cost savings (#4), and application of data/analytics (#5)
    • Driver #3 Visibility of Contingent Talent
    • Driver #4 Cost Savings/Cost Efficiencies
    • Driver #5 Data and Analytics
    • The top three most common reasons why an MSP vendor beats the competition in the MSP tendering process are reputation, track record and journey…
    • …followed by expertise in data/technology/tools, price, and niche capability
    • Lorien assisted bank in recruiting IT personnel with ‘agile’ skills
    • Lorien (Impellam Group) – Seeking Agile Talent for a Banking Client
    • Affinity Workforce leveraged one of its own brands in support of locum attraction & retention for healthcare client
    • Affinity Workforce – Developing Candidate Loyalty for a Healthcare Client
    • TAPFIN conducted a comparative market analysis to help a client with its talent plan for a new location
    • TAPFIN – Providing Market Insights for Expansion Plans of a Client
    • Capita Resourcing hired staff under its ‘Employed Resource’ model to support national infrastructure client
    • Capita Resourcing – Rescuing its Infrastructure Client from an Unplanned Crisis
    • HCMWorks assisted telecoms client in implementing new procurement platforms
    • HCMWorks – Evolution of Technology for a telecoms client
    • HCMWorks deploys an electronic procure-to-pay solution to eliminate manual processes for a bank
    • HCMWorks – Procurement Services for a banking client
    • Allegis Global Solutions helped an IT client consolidate the number of MSPs
    • Allegis Global Solutions – Managing Cross-operational Implementations and Multiple MSP Consolidations for a Global IT Client
    • Allegis Global improves multiple SLAs (up to 25%) for light industrial roles in a retail client
    • Allegis Global Solutions – Adjusting Skewed SLAs for New Roles Within a Retail Client
    • KellyOCG assisted a financial services client in becoming 100% compliant
    • KellyOCG – Journey of Compliance Continuous Improvement for a financial services client
    • 3. Market Size and Growth
    • Global MSP spend under management (SUM) is forecast to grow at 6.1% CAAGR for 2018-2022…..
    • …but is being impacted by global economic uncertainty….
    • …and actual SUM continuing to fall short of targeted SUM
    • The 2018 global MSP market is led by the manufacturing industry with 24% SUM share, followed by tech/telco/media (23%) and BFSI (19%)….
    • …each of those having high SUM growth rates, along with high SUM growth in the healthcare sector
    • Integrated models (a mix of other model types) have grown their proportional share in 2018, as vendors flex their channel sourcing mix to find talent…
    • Blended programs (a mix of MSP, SOW, freelancers, etc.) now account for a similar share as standalone MSP programs
    • The SMB segment represents a 56% share of MSP market in 2017/2018, an increase of 8% in 12 months
    • Global economic uncertainty has driven increased emphasis on single-country MSP growth during 2017/2018
    • Global MSP revenues are slowing to an average 4.5% CAAGR for 2018-2022…
    • …as vendors are pressurized to offer more for less
    • 4. Vendor Market Shares
    • TAPFIN, Allegis Global Solutions and Pontoon Solutions lead the global MSP SUM share (~37%)…
    • ..closely challenged by Randstad Sourceright and KellyOCG (representing another 13.7%)
    • The North American market is dominated by TAPFIN and Allegis Global Solutions taking 29% of the SUM market share…
    • …closely followed by Pontoon Solutions and KellyOCG (a further 18.5% SUM market share)
    • In the U.K., Allegis Global Solutions and TAPFIN lead the market in MSP SUM with 24.4% market share…
    • …with Capita Resourcing, Geometric Results Inc., Pontoon Solutions, Guidant Global and Alexander Mann Solutions challenging the leaders (with a further 34.5% SUM market share)
    • Continental Europe is dominated by Randstad Sourceright and TAPFIN with a combined ~48% SUM market share…
    • …challenged by ZeroChaos, Pontoon Solutions and KellyOCG (representing another 20.7% SUM market share)
    • TAPFIN and KellyOCG dominate the Middle East/Africa region in SUM market share (~70%), with ZeroChaos, Pontoon Solutions, and talentCRU building up a competitive SUM market share (a further ~18%)
    • TAPFIN and Allegis Global Solutions lead the MSP SUM share in APAC, with 31.8% and 16.9% respectively…
    • …challenged by Randstad Sourceright, Pontoon Solutions and Geometric Results (with a further 13.1% SUM)
    • LATAM is dominated by U.S. headquartered vendors, particularly TAPFIN, KellyOCG, AgileOne and Pontoon Solutions (71% SUM market share)
    • 5. Vendor Offerings and Targeting
    • MSP Models
    • Vendor Neutral (VN)
    • Master Vendor (MV)
    • Direct Sourcing
    • MSP Models
    • Integrated Models
    • MSP and SOW programs still predominate…
    • MSP
    • SOW
    • Freelancers/ICs
    • …but client organizations have more choice in which contingent worker program type to leverage…
    • Blended Program
    • Mini MSP (or other terminology)
    • Administered Programs
    • …with the risk that some MSP vendors could spread themselves too thin
    • Frameworks help determine the MSP journey that client organizations need to take…
    • …with vendors offering different solutions at each maturity stage:
    • The broad range of service offerings from MSP vendors takes an about-turn…
    • …as MSP vendors realize they cannot be experts in everything!
    • MSP vendors show how their short-term solutions can be turned into longer-term initiatives to overcome talent shortages…
    • …while also driving quality in contingent talent
    • MSP Vendor Examples of SLAs/KPIs
    • Outcome-based metrics have a slow adoption rate
    • What a difference a year makes…MSP technology (and the attitude towards using it) has moved on somewhat…
    • MSP vendors’ use of third party technology represents between 70% and 100% depending on platform type…
    • …with MSP vendors enhancing/focused on VMS, FMS, talent clouds/talent platforms, and analytics in 2018…
    • …as well as multifunctional platforms and a select range of new technology
    • Emerging technology/tool focus includes video interviewing, RPA and chatbots, and talent pooling platforms
    • Affinity Workforce leverages technology to enhance candidate loyalty
    • Affinity Workforce – Developing Candidate Loyalty Using the ‘Affinity App’
    • Many vendors operate in the mid-market space, as this market offers the greatest opportunity for vendors to expand their business
    • Larger, established vendors work across many industry sectors, with smaller/newer vendors focusing on industry niches…
    • …ultimately giving more choice to organizations when selecting a vendor to partner with for the long-term to meet their talent needs
    • 6. Vendor Delivery in Managed Service Programs
    • Location and number of MSP delivery hubs
    • Delivery of MSP services is being increasingly tailored for clients…
    • Blended delivery is poised to overtake SSC only delivery
    • Blended MSP delivery has a relatively low proportion of remote (home) worker support, despite the need for clients to flex and scale contingent needs
    • 7. Challenges and Success Factors
    • The #1 key challenge is addressing talent shortages across industries, skillsets, and geographies
    • Talent Shortage
    • Critical success factors for tackling contingent talent shortages include building a compelling employer brand to attract increasingly choosy candidates
    • Critical success factors for talent shortage
    • The #2 challenge is educating organizations about striking a balance between cost and quality to deliver a fit-for-purpose MSP
    • Balancing Cost versus Quality
    • Critical success factors ensuring a balance between cost versus quality
    • Critical success factors for the right balance between cost and quality
    • The #3 challenge is achieving 100% compliance for client organizations
    • Compliance
    • Critical success factors for ensuring 100% compliance include providing quick wins re visibility and costs of hidden talent
    • Critical success factors for ensuring 100% compliance
    • The #4 challenge is educating client organizations of the need to change their culture to enable successful contingent talent attraction
    • Organization culture
    • Critical success factors for ensuring organizational culture change around attracting contingent talent include showcasing client examples of success
    • Critical success factors for ensuring organization culture change around attracting contingent talent
    • Appendix I: Vendors Researched
    • Vendors researched for analysis (vendor interviews)
    • Vendors researched for analysis (secondary research)
    • Appendix II: Abbreviations and Definitions
    • NelsonHall abbreviations
    • NelsonHall definitions
    view this reportdownload abstract

  • Application of RPA and AI to Transform HR Outsourcing

    Sep 10, 2018 | Market Analysis by Pete Tiliakos

    Watch video
    NelsonHall's market analysis of the application of RPA and AI to Transform HR outsourcing and trends consist of 43 pages. [...]
    view this reportdownload abstract

  • Cloud & Multi-Process HR Services: Journey to the Cloud and Beyond

    Sep 06, 2018 | Market Analysis by NelsonHall Analyst

    NelsonHall's market analysis of the global cloud & multi-process HR services industry and trends consists of 103 pages. [...]

    Table of contents:

    • Preamble
    • Definition of Cloud HR Services
    • Definition of Multi-Process HR Services
    • 1. Changing Shape of Multi-Process HR Services
    • The current cloud HR services market is characterized by a stair-step purchasing approach, with either advisory or implementation services as the gateway offering…
    • … by 2022, the cloud HR services market will shift to a bundled purchasing approach
    • The current overall multi-process HR services market size is declining y/y due to lower TCVs for deals leveraging cloud HCM technology…
    • … however, the cloud-based multi-process HR services market will grow at a compounded average annual rate of 4.5% through 2022
    • 2. Customer Requirements
    • Industry issues affecting the cloud HR services market include HCM system choices, migration challenges, and ongoing system management
    • Industry Issues Affecting the Cloud HR Services Market
    • Support for cloud HR services typically follows a stair-step approach, commencing with either advisory services or implementation, followed by AMS support and then HR BPaaS
    • Drivers of cloud HR services include complex legacy environments, with outsourcing providing access to knowledgeable certified system consultants
    • Case Study: A communications company needed to establish a global HR infrastructure and HR programs to support growth and turned to Accenture… resulting in management consulting and project management for the deployment of Workday
    • Case Study: A financial services company was seeking process redesign support prior to its implementation of SAP SuccessFactors and turned to Deloitte… resulting in one integrated system for full visibility
    • Case Study: An energy company was seeking a full-scale HR transformation by implementing Workday and turned to Alight Solutions… resulting in the elimination of 30 HR and IT systems
    • Case Study: A financial management company was seeking to replace expensive heavily customized legacy HR systems and turned to DXC Technology… resulting in the deployment of Workday
    • Case Study: A non-profit was lacking the skills to manage Workday tickets and turned to Capgemini… resulting in the resolution of all incoming tickets within the SLAs
    • Case Study: A technology company was seeking post-deployment support of their Workday environment and turned to NGA HR… resulting in maximized functionality
    • Industry issues shaping the multi-process HR services market include cloud HCM systems, compliance, and globalization
    • Industry Issues Affecting the Multi-Process HR Services Market
    • Cloud-based platforms have fueled the evolution of the multi-process HR services market, which now focuses on modernizing processes by incorporating digitalization, RPA, and machine learning
    • The top driver for multi-process HR services is to gain access to vendor expertise, followed by cost reduction
    • Case Study: A financial services company was seeking a BPaaS partner with experience operating on Workday and turned to OSV… resulting in growth without added headcount
    • Case Study: A consumer products company was seeking to restructure HR as it was splitting into two organizations and turned to Conduent… resulting in strategically focused HR
    • Case Study: A security services company was merging with another company and turned to ADP for BPaaS support… resulting in the reduction of the HR organization
    • Cloud HR services tend to be priced separately by offering, even when services are bundled together
    • Per employee pricing dominates multi-process HR services contracts, with demand for consumption-based pricing increasing
    • Contract lengths for multi-process HR services continues to shorten, with the overall average at 4.8 years
    • 3. Market Size and Growth
    • The global cloud HR services market will reach $3.4bn by 2022, with a 5.7% CAAGR
    • For the next five years, majority of the cloud HR services market will focus on pre-deployment and deployment activities
    • Workday services lead the global cloud HR services market, accounting for ~27%
    • Combined, cloud HR services for Workday, SAP SuccessFactors, and Oracle HCM Cloud represent nearly 70% of the market
    • The global multi-process HR services market size is declining 5.8% y/y as revenues from legacy on-premise deals erode
    • The global multi-process HR services market is led by the U.S. which is also the largest region for next generation cloud-based multi-process HR services deals
    • Approximately 40% of the 2017 multi-process HR services market is leveraging cloud HCM platforms, with the inflection point at 2019
    • The manufacturing sector accounts for nearly one quarter of the market due to legacy contracts leveraging on-premise technology, with strong growth expected from financial services, technology, and pharmaceuticals
    • 4. Vendor Market Shares
    • ADP holds ~9% of the global cloud HR services market, providing support for its Workforce Now, Vantage HCM, and GlobalView platforms
    • Market leaders of the cloud HR advisory and implementation services market include the Big 4 consultancy firms
    • The cloud HR AMS services market is led by vendors with proprietary platforms
    • Several Workday services vendors such as Alight Solutions, OSV, and DXC Technology have also deployed Workday HCM internally
    • Leaders of the global SAP SuccessFactors services market tend to have longstanding relationships with SAP
    • ADP dominates the global cloud proprietary services market with ~46% market share
    • The multi-process HR services market is led by Alight Solutions, ADP and IBM, all who have made heavy investments in the cloud HR services market…
    • … followed by Capita, SD Worx, and NGA HR, who collectively hold ~15% market share
    • North America multi-process HR services market is led by Alight Solutions, whose clients leverage both on-premise and cloud HCM technologies…
    • …challenged by ADP, whose offering is exclusively provided on its proprietary cloud HCM platforms
    • European multi-process HR services market is led by Capita with ~17% market share, followed by SD Worx, IBM, and Alight Solutions
    • … with Indian-headquartered vendors including Neeyamo, and Infosys collectively generating $9m in multi-process HR services revenues in EMEA
    • U.K. multi-process HR services market is dominated by U.K.-based provider Capita, with nearly 25% market share…
    • … with Alight Solutions, Conduent, NGA HR, and DXC Technology also present
    • The APAC multi-process HR services market is led by IBM, followed by Alight Solutions, Excelity, and DXC Technology
    • The LATAM multi-process HR services market is led by U.S.-based vendors that serve multi-country contracts that include employee populations in LATAM
    • 5. Vendor Offerings
    • Cloud HR services focus on technology-oriented activities, while multi-process HR services focus on managed process support
    • Advisory services are typically leveraged by large market organizations and are often bundled with implementation services
    • Rapid deployment solutions are becoming a key part of the cloud HR services offering
    • While many vendors offer cloud HR services across different HCM platforms, there are vendors focused exclusively on one platform
    • Vendor strength for cloud HR services by platform tends to be high for one or two of the leading third-party cloud HCM platforms…
    • … with many vendors also providing cloud HR services for other third party platforms such as DXC Technology for Cornerstone OnDemand
    • Core multi-process HR services offerings focus on HR admin, payroll, benefits, recruiting and learning, with additional services extending to broader relocation and exit management offerings
    • There are three technology scenarios underlying multi-process HR services, with majority of vendors taking an agnostic platform approach
    • On the journey to the cloud, organizations typically transition through each platform evolution
    • Approximately 40% of the multi-process HR services market is operating in a cloud environment…
    • … with majority of vendor HR BPaaS capabilities strongest on Workday and SAP SuccessFactors
    • Some vendors offer proprietary portals as an alternative to cloud HCM system interfaces
    • End-to-end cloud and multi-process HR services deals are extremely rare; the core multi-process HR services bundle includes HR/workforce administration and payroll
    • The average number of services in scope within multi-process HR services contracts in 2017 was 2.7 processes
    • Vendor consolidation within the cloud HR services market has been increasingly active, with the emphasis on expanding Workday Services practices to new geographic markets
    • 6. Vendor Targeting
    • Targeting for cloud and multi-process HR services varies by each particular service, but overall tends to focus on mid & large companies
    • Vendors with agnostic platform approaches to the cloud HR services market tend to target multiple geographic regions…
    • … while platform specialists such as Zalaris and Kainos largely targeting one region
    • Cloud-based multi-process HR services contracts are primarily focused on a single country, mostly from the U.S., followed by continental Europe
    • Multi-process HR services continue to make strides with midmarket organizations due to affordability
    • All vendors’ client portfolios contain a combination of both mid and large market clients, with mid-market activity continuing to increase…
    • … the proportion of single country multi-process HR services contracts remained relatively unchanged over the last two years
    • While multi-process HR services vendors do not target by vertical, majority of vendor revenues tend to come from one to three verticals…
    • …with manufacturing and financial services as a top sectors across most vendors
    • 7. Delivery Capabilities
    • Successful delivery of cloud HR services is dependent on platform certified consultants
    • Emphasis on multi-shoring for multi-process HR services remains high to leverage lower-cost resources for non-complex transactions
    • Nearly all multi-process HR services vendors leverage offshoring…
    • … India remains the preferred offshore location…
    • … followed by the Philippines, and then China
    • Immediate delivery priorities for vendors are focused on omnichannel strategy development and expanding delivery networks
    • The application of RPA in cloud and multi-process HR services is increasing
    • Partnerships with end-to-end HCM platform vendors are essential for cloud HR services delivery
    • For multi-process HR services, partnerships exist for both service delivery and technology
    • 8. Vendor Challenges and Success Factors
    • The main inhibitor for cloud HR services is the desire to maintain the status quo and ride out previous technology investments
    • Inhibitors to Cloud HR Services
    • The assumption that operating on cloud HCM platforms is straightforward is the top inhibitor for the adoption of multiprocess HR services
    • Inhibitors to Multi-Process HR Services
    • The primary vendor challenge for cloud HR services is addressing customer apprehension about change resulting from the cloud transformation project
    • Challenges to Cloud HR Services
    • The negative connotation with legacy deals from the early 2000’s is a big hurdle for multi-process HR services vendors
    • Challenges to Multi-Process HR Services
    • The top vendor selection criteria for cloud HR services is expertise and proficiency with the desired cloud technology
    • Vendor Selection Criteria for Cloud HR Services
    • Ability to make the business case, demonstrate significant cost reduction, and create a collaborative environment are important vendor criteria for multi-process HR services
    • Vendor Selection Criteria for Multi-Process HR Services
    • Long-term success for cloud HR services vendors depends on geographic expansion
    • Critical Success Factors for Cloud HR Services
    • Establishing a value-add differentiator is critical for vendors operating in the multi-process HR services market
    • Critical Success Factors for Multi-Process HR Services
    • Appendix I: Vendors Researched for Analysis
    • Vendors Researched for Analysis – I
    • Vendors Researched for Analysis – II
    • Vendors Researched for Analysis – III
    view this reportdownload abstract

  • Next Generation Total Talent

    Sep 04, 2018 | Market Analysis by Nikki Edwards

    NelsonHall's market analysis of the total talent acquisition industry and trends consists of 54 pages. [...]

    Table of contents:

    • The Changing Shape of Total Talent Acquisition
    • Customer Requirements
    • Market Size and Growth
    • Vendor Offerings and Targeting
    • Vendor Delivery of Total Talent Acquisition
    • Challenges and Success Factors
    • Appendix I: Services Offered
    • Appendix II: Third-Party Platforms & Tools Used by Total Talent Vendors
    • Appendix III: Vendors Researched
    • Appendix IV: Abbreviations and Definitions
    view this reportdownload abstract

  • Next Generation HCM Technology

    Apr 12, 2018 | Market Analysis by Pete Tiliakos

    NelsonHall's market analysis of the cloud HCM technology market consists of 84 pages. [...]

    Table of contents:

    • Changing Shape of HCM Technology
    • Customer Requirements
    • Market Size and Growth
    • Vendor Market Shares
    • Vendor Offerings
    • Vendor Targeting
    • Delivery Capability
    • Vendor Challenges and Success Factors
    • Appendix I – Vendors Researched
    • Appendix II – Glossary and Definitions
    view this reportdownload abstract

  • Payroll Services - Client Expectation Analysis

    Apr 12, 2018 | Market Analysis by Pete Tiliakos

    NelsonHall's client expectation analysis of Payroll Services consists of 40 pages. [...]

    Table of contents:

    • Executive Summary
    • Client Demographics
    • Payroll Services Usage and Satisfaction
    • Payroll Services Benefits
    • Vendor Approach To Benefit Delivery
    • Customer Satisfaction With Vendor Performance
    • Vendor Ability To Meet Clients’ Future Requirements
    • Key Considerations for Success
    view this reportdownload abstract

  • Next Generation Learning BPS: Catalog Approach v. Collaborative Approach

    Apr 06, 2018 | Market Analysis by NelsonHall Analyst

    NelsonHall's market analysis of the next generation learning BPS industry consists of 76 pages. [...]

    Table of contents:

    • Changing Shape of Learning BPS
    • Customer Requirements
    • Market Size and Growth
    • Vendor Market Shares
    • Vendor Offerings
    • Vendor Targeting
    • Delivery Capabilities
    • Vendor Challenges and Success Factors
    • Appendix I: Vendors Researched for Analysis
    view this reportdownload abstract

  • Next Generation Recruitment Process Outsourcing

    Jan 09, 2018 | Market Analysis by Nikki Edwards

    NelsonHall's market analysis of the next generation recruitment process outsourcing industry and trends consists of 98 pages. [...]

    Table of contents:

    • Changing Shape of Recruitment Process Outsourcing
    • Customer Requirements
    • Market Size and Growth
    • Vendor Market Shares
    • Vendor Offerings and Targeting
    • Vendor Delivery in Recruitment Process Outsourcing
    • Challenges and Success Factors
    • Appendix I: Services Offered
    • Appendix II: Third-Party Platforms & Tools Used by RPO Vendors
    • Appendix III: Vendors Researched
    • Appendix IV: Abbreviations and Definitions
    view this reportdownload abstract

  • Next Generation Payroll Services

    Oct 31, 2017 | Market Analysis by Pete Tiliakos

    Watch video
    NelsonHall's market analysis of the next generation payroll services outsourcing industry and payroll trends consists of 109 pages.  [...]
    view this reportdownload abstract

  • Next Generation Benefits Administration in North America: Benefits Optimization

    Oct 30, 2017 | Market Analysis by NelsonHall Analyst

    Watch video
    NelsonHall's market analysis of the North American next generation benefits administration industry and trends has a focus on benefits optimization and consists of 85 pages. [...]
    view this reportdownload abstract
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featured blog posts on
HR Technology & Services:

  • Global Payroll Steals the Show at ADP rethink 2019

    Feb 01, 2019, by Pete Tiliakos

      This past week I had the opportunity to attend ADP rethink, its global HCM client event in Berlin, where the theme was "Transforming the Way the World Works." With many organizations undergoing massive change and transformation brought on by digitalization, the selection of B[...]

    read post 1 comments

  • OneSource Virtual Delivers Turnkey RPA with RPaaS.com

    Nov 06, 2018, by Pete Tiliakos

      Organizations of all sizes continue to pursue digital HR transformation to achieve an optimized HR delivery model – one that enables their leaders to focus their efforts on strategic activities associated with attracting, developing, and retaining top talent for the business rath[...]

    read post

  • Ceridian Dayforce: Client Results, Opportunities & Challenges

    Oct 26, 2018, by Gary Bragar

      by Gary Bragar & Pete Tiliakos This past week at Caesars Palace in Las Vegas, Ceridian held its 31st annual client event, Ceridian INSIGHTS. The event attracted ~3k attendees and consisted of 150 sessions, many presented by clients highlighting the capabilities of the Dayforce H[...]

    read post

  • AGS Takes QUANTUM Leap in the Workforce Acquisition Framework Space

    Oct 16, 2018, by Nikki Edwards

      Earlier this month, Allegis Global Solutions (AGS) launched the QUANTUM Platform™ to the U.S. market.  QUANTUM is a workforce acquisition (WA) framework comprising a total talent strategy, a sourcing methodology, and a technology platform all in one. 18 months in the making,[...]

    read post

  • HCM & Payroll Integration: A Look at CloudPay Connect 2.0

    Oct 09, 2018, by Pete Tiliakos

      As organizations of all sizes continue to re-evaluate and address legacy HR and payroll systems and processes en route to enhanced digital operating models, cloud-based applications are increasingly being selected as the vehicle for HR transformation. With the introduction and increasi[...]

    read post
view all blog posts

latest blog posts on
HR Technology & Services:

  • Global Payroll Steals the Show at ADP rethink 2019

    Feb 01, 2019, by Pete Tiliakos

      This past week I had the opportunity to attend ADP rethink, its global HCM client event in Berlin, where the theme was "Transforming the Way the World Works." With many organizations undergoing massive change and transformation brought on by digitalization, the selection of B[...]

    read post 1 comments

  • OneSource Virtual Delivers Turnkey RPA with RPaaS.com

    Nov 06, 2018, by Pete Tiliakos

      Organizations of all sizes continue to pursue digital HR transformation to achieve an optimized HR delivery model – one that enables their leaders to focus their efforts on strategic activities associated with attracting, developing, and retaining top talent for the business rath[...]

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  • Ceridian Dayforce: Client Results, Opportunities & Challenges

    Oct 26, 2018, by Gary Bragar

      by Gary Bragar & Pete Tiliakos This past week at Caesars Palace in Las Vegas, Ceridian held its 31st annual client event, Ceridian INSIGHTS. The event attracted ~3k attendees and consisted of 150 sessions, many presented by clients highlighting the capabilities of the Dayforce H[...]

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  • AGS Takes QUANTUM Leap in the Workforce Acquisition Framework Space

    Oct 16, 2018, by Nikki Edwards

      Earlier this month, Allegis Global Solutions (AGS) launched the QUANTUM Platform™ to the U.S. market.  QUANTUM is a workforce acquisition (WA) framework comprising a total talent strategy, a sourcing methodology, and a technology platform all in one. 18 months in the making,[...]

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  • HCM & Payroll Integration: A Look at CloudPay Connect 2.0

    Oct 09, 2018, by Pete Tiliakos

      As organizations of all sizes continue to re-evaluate and address legacy HR and payroll systems and processes en route to enhanced digital operating models, cloud-based applications are increasingly being selected as the vehicle for HR transformation. With the introduction and increasi[...]

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