List of APS Workforce Planning Customers
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Since 2010, our global team of researchers has been studying APS Workforce Planning customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased APS Workforce Planning for Workforce Planning from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using APS Workforce Planning for Workforce Planning include: Grayson County Junior College District, a United States based Education organisation with 247 employees and revenues of $25.0 million, Spca Tampa Bay, a United States based Non Profit organisation with 148 employees and revenues of $9.0 million, Grace United Methodist Church United States, a United States based Non Profit organisation with 25 employees and revenues of $2.0 million and many others.
Contact us if you need a completed and verified list of companies using APS Workforce Planning, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the software purchases.
The APS Workforce Planning customer wins are being incorporated in our Enterprise Applications Buyer Insight and Technographics Customer Database which has over 100 data fields that detail company usage of software systems and their digital transformation initiatives. Apps Run The World wants to become your No. 1 technographic data source!
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
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Grace United Methodist Church United States | Non Profit | 25 | $2M | United States | Automatic Payroll Systems | APS Workforce Planning | Workforce Planning | 2021 | n/a |
In 2021, Grace United Methodist Church implemented APS Workforce Planning, Apps Category . The deployment used Automatic Payroll Systems HCM components to support payroll, Core HR, time and attendance capture, and analytics across the church’s US operations.
Implementation focused on configuring payroll processing and W-2 generation, maintaining Core HR records, capturing attendance for salaried and hourly staff, and provisioning analytics dashboards for payroll and HR reporting. APS Workforce Planning was applied as part of the broader APS HCM footprint to centralize workforce data, standardize time-to-pay workflows, and enable operational reporting aligned with nonprofit payroll needs.
Operational scope covered the church’s human resources and finance functions for a 25-employee organization, with functional impact on payroll administration, HR recordkeeping, attendance management, and financial reporting. Governance adjustments included tightening payroll-to-attendance reconciliation and enhancing support processes to address W-2 accuracy and church-specific configuration requirements.
Reported outcomes included a 21% decrease in payroll costs and elimination of W-2 errors, while administrators gained church-specific functionality and improved vendor support through the APS deployment.
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Grayson County Junior College District | Education | 247 | $25M | United States | Automatic Payroll Systems | APS Workforce Planning | Workforce Planning | 2023 | n/a |
In 2023 Grayson County Junior College District implemented APS Workforce Planning as part of Automatic Payroll Systems' unified payroll and Core HR platform, addressing the college's need to streamline payroll and HR processes and improve reporting while meeting TX RAMP compliance. Apps Category
The deployment centered on APS' unified payroll and Core HR capabilities, with use of APS Workforce Planning inferred from the college's adoption of APS Core HR and Analytics. Configuration work focused on payroll processing automation, core HR record consolidation, and analytics-driven reporting workflows, aligning workforce planning activities with payroll and headcount data.
Operational coverage included the college's HR and payroll functions, consolidating pay calculations, tax and compliance controls, and employee data management into a single vendor platform. Integrations were internal to the Automatic Payroll Systems suite, leveraging Core HR and analytics modules to drive scheduling and reporting consistency across campus payroll and HR operations.
Governance changes emphasized centralized payroll controls and standardized HR workflows to reduce manual reconciliation, with rollout activities scoped to campus HR and payroll staff. Outcomes recorded in the deployment included elimination of payroll errors and approximately 20 hours saved per week, outcomes reported as part of the college's implementation brief.
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Spca Tampa Bay | Non Profit | 148 | $9M | United States | Automatic Payroll Systems | APS Workforce Planning | Workforce Planning | 2022 | n/a |
In 2022, Spca Tampa Bay implemented APS Workforce Planning in the category to consolidate HR and payroll tooling and obtain more responsive vendor support. The move targeted payroll, recruiting and onboarding, attendance tracking, core HR records, and analytics capabilities through Automatic Payroll Systems, shifting those operational functions onto APS Workforce Planning as a unified application.
The deployment centered on configuring APS Workforce Planning to handle end to end payroll processing, candidate intake and onboarding workflows, time and attendance capture, core employee data management, and analytics reporting. Configuration work emphasized standard HRIS data models, payroll run configuration, leave and time policies, and onboarding task orchestration to replace multiple point solutions with a single vendor workflow set.
Operational scope covered human resources and payroll functions across the organization, consolidating recruiting, onboarding, timekeeping, payroll, and HR recordkeeping within APS Workforce Planning and enabling HR staff to operate from a common system. No external system integrators were specified, and no named third party integrations were reported in the implementation notes.
Governance adjustments focused on vendor consolidation and support escalation, with Spca Tampa Bay explicitly aiming to cut platform costs and secure more responsive support. The organization reported roughly $20,000 in annual platform savings as part of the APS Workforce Planning adoption.
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