Top 10 HCM Software Vendors In Core HR (Personnel & Organization Management) Market Segment and Market Forecast 2016-2021

Worldwide Core HR (Personnel & Organization Management) Applications Market to reach $3.6 billion by 2021, compared with $3.5 billion in 2016 at a compound annual growth rate of 0.6%.

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This report ranks the Top 10 HCM software vendors in Core HR (Personnel & Organization Management) Market Segment as part of Core HR & Performance Management product group.

In 2016, the top 10 HCM software vendors in the Core HR (Personnel & Organization Management) market segment accounted for nearly 66% of the global Core HR market which  approached nearly $3.5 billion in license, maintenance and subscription revenues.

Last year Workday led the pack with a 22% market share with $784 million in Core HR (Personnel & Organization Management) product revenues, followed by SAP, OracleUltimate Software and Datev.

Top 10 Core HR (Personnel & Organization Management) Software Vendors

These top 10 vendors are ranked by their latest annual product revenues attributable to Core HR (Personnel & Organization Management) market segment. Check the methodology section below as well as our FAQ section on how we conduct research for these market reports.

Rank Vendor 2016 Product Revenues In Core HR (Personnel & Organization Management) Market Segment, $M 2016 Share In Core HR (Personnel & Organization Management) Market Segment, %
1 Workday Subscribe Subscribe
2 SAP Subscribe Subscribe
3 Oracle Subscribe Subscribe
4 Ultimate Software Subscribe Subscribe
5 DATEV Subscribe Subscribe
6 ADP Subscribe Subscribe
7 SumTotal Systems, a Skillsoft Company Subscribe Subscribe
8 Infor Subscribe Subscribe
9 Lumesse Subscribe Subscribe
10 Raet Subscribe Subscribe
Subtotal Subscribe Subscribe
Other Subscribe Subscribe
Total Subscribe Subscribe

Source: Apps Run The World, January 2018

Through our forecast period, the HCM applications market is expected to reach $18.7 billion by 2021, compared with $16.4 billion in 2016 at a compound annual growth rate of 2.6%.

Worldwide HCM Applications Market Forecast 2016-2021 By Sub-Functional Market, $M, Source: Apps Run The World, January 2018
Worldwide HCM Applications Market Forecast 2016-2021 By Sub-Functional Market, $M, Source: Apps Run The World, January 2018

Through our forecast period, the Core HR applications market, which is comprised of nine subsegments, is expected to reach $11 billion by 2021, compared with $10 billion in 2016 expanding at a compound annual growth rate of 2%. For Top 10 vendors in each of the nine subsegments, please check their own index page by following their link below.

Through our forecast period, the Talent Acquisition applications market, which is comprised of six subsegments, is expected to reach $4.7 billion by 2021, compared with $4 billion in 2016 expanding at a compound annual growth rate of 4%. For Top 10 vendors in each of the six subsegments, please check their own index page by following their link below.

Through our forecast period, the Workforce Management applications market, which is comprised of six subsegments, is expected to reach $3 billion by 2021, compared with $2.5 billion in 2016 expanding at a compound annual growth rate of 4%. For Top 10 vendors in each of the six subsegments, please check their own index page by following their link below.

Our HCM Top 500 research team also tracks Time Clock Hardware vendors separately by zeroing in on their embedded software as well as their extensive use of OEM and distribution partners.

Exhibit 2: Worldwide HCM Software Market 2016-2021 Forecast, $M

Category Functional Market 2016 2021 2016-2021 CAGR, %
Core HR Benefit Administration 750 883 3.3%
Compensation 398 456 2.7%
Compliance 334 373 2.2%
Core HR 3489 3588 0.6%
Payroll processing 2851 3032 1.2%
Learning 1067 1267 3.5%
Pension Administration 82 96 3.3%
Performance Management 676 826 4.1%
Succession Planning 308 355 2.9%
SubTotal 9955 10877 1.8%
Talent Acquisition Applicant Tracking 732 889 4.0%
Contingent Labor Management 445 578 5.4%
Marketing 410 514 4.6%
Onboarding 447 545 4.0%
Recruiting 1219 1450 3.5%
Sourcing 728 782 1.4%
SubTotal 3981 4757 3.6%
Workforce Management Absence and Leave Management 250 326 5.4%
Fatigue Management 94 106 2.5%
Scheduling 648 839 5.3%
Task Management 148 184 4.5%
Time & Attendance 1135 1293 2.6%
Workforce Analytics 215 288 6.0%
SubTotal 2490 3036 4.0%
Worldwide HCM Applications Market Total 16426 18669 2.6%

Source: Apps Run The World, January 2018

Core HR Market Definitions and Forecast Assumptions

Human capital management includes such functions as eRecruiting (applicant tracking), Onboarding (employee profile), Performance Management (assessment, goal management, succession planning), Core HR (personnel administration, benefits, compensation management, payroll), Workforce Management (absence management, activity tracking, scheduling, time and attendance), and eLearning (learning management system). For complete definition, please see below or visit our Taxonomy page.

Drivers behind the growth of Core HR applications market include

  1. As sexual harassment becomes a focal point of social-media conversations, companies may have to step up their internal control measures by investing in new Big Data and social-media monitoring tools in order to respond to such complaints in real time.
  2. HR policies may have to be revamped in order to be better aligned with corporate social responsibilities, putting the interests of shareholders and public opinions ahead of any star performer.
  3. eLearning could be given a boost in 2018 as part of US government tax reform, resulting in more companies like Apple, Disney and others to invest more in education programs for employees.
  4. Succession planning becomes more important than ever to ensure smooth transitioning from one corporate reporting structure to the next.
  5. Companies, especially those that operate in multiple countries, are searching for a system of record to minimize attrition, groom talented employees, while addressing complicated compliance requirements.
  6. Digital transformation in response to new user demands, market forces.
  7. Restructuring of HR processes to accelerate for next decade.
  8. Heavily modified Core HR systems entail rising costs
  9. Employers are reevaluating performance management process by giving workers continuous feedback with consistent and transparent metrics

Inhibitors include the following trends that cut across multiple Core HR segments:

Rise of robotic process automation, artificial intelligence and machine learning poses challenges for HR executives as hiring and firing decisions may include unintended biases when screening and selecting  job applicants or redundancies because of flawed metrics, algorithms and even job descriptions.

Potential changes to Affordable Care Act and other key legislations could undermine HCM’s near-term growth. Shifting regulatory and compliance demands prompt stopgap measures.

For eLearning vendors, expanding a content library is a challenge. The same applies to fending off the ubiquity of Youtube and Lynda from LinkedIn. The issue is whether users are better off with courseware or do-it-yourself microlearning development tools.

Eroding trust in the workplace, lack of employee engagement; Bring Your Own Device trend engenders Core HR system distrust as well.

The move toward continuous, ad-hoc and spontaneous feedback process will entail micro services that assimilate project management and team collaboration, requiring HR performance management apps vendors to combine personalized evaluation and unstructured communication. The challenge is to deliver tangible benefits for small work groups, while still using the same metrics to drive process improvement for the entire organization.

The push to have continuous feedback and performance management could redefine corporate hierarchy as line managers and team members alike are calling for greater transparency, collaboration and better metrics to evaluate and improve one’s career path, while achieving work-life balance that adapts to the changing demographics.

The bottom line is that individual performance will have to be measured as much as that of the team.  Similar to any successful software development, small teams are more effective than large and matrix-reporting hierarchies.

In other words, companies may be better off investing in tools that put more emphasis on team performance than what an individual can bring to the table. With the advent of telecommuting, much of the work is handled by small teams that spread around the world. The stakes are much higher to sustain a team’s performance by leveraging tools that ensure smooth handoff of project milestones and deliverables from one person to another and even from one day to the next. Communication is the key, so is accountability and trust in the system. All these would require team members to share the workload as well as the reward, recognition and team-wide compensation.

Learning may well be the glue that binds together performance, compensation and competency management, delivering short tutorials and training videos on general topics and industry-specific subjects as in ViDesktop for legal, Flex Databases for pharmaceutical industry, and BirdDogHR for construction.

For many learning apps vendors, expanding a content library is a challenge. The same applies to fending off the ubiquity of Youtube and Lynda from LinkedIn.

All major HCM vendors including SAP, Infor and Workday have set their sight on Learning as one of their key areas of growth for 2017. The issue is whether users are better off with courseware, do-it-yourself microlearning development tools, or something perhaps more structured and extensible from HCM suite vendors. Another issue is whether the current crop of learning vendors are able to meet training requirements for new jobs like biofuels energy traders or drone operators that barely existed a few years ago.

Talent Acquisition Market Definitions and Forecast Assumptions

Human capital management includes such functions as eRecruiting (applicant tracking), Onboarding (employee profile), Performance Management (assessment, goal management, succession planning), Core HR (personnel administration, benefits, compensation management, payroll), Workforce Management (absence management, activity tracking, scheduling, time and attendance), and eLearning (learning management system). For complete definition, please see below or visit our Taxonomy page.

Drivers behind the growth of Talent Acquisition applications market include

  1. The onslaught of Google Hire for recruiting, Workplace by Facebook for org-charting and team collaboration, and the addition of LinkedIn to Microsoft’s evolving talent acquisition strategy is a mixed blessing for HCM vendors, resulting in heightened competition as well as partnerships(LinkedIn investing in Cornerstone On Demand). It raises the specter of whether the tech giants will redefine talent acquisition by leveraging their ability to influence billions of users thus expanding the market, or simply using their branding and pricing power to squeeze smaller players.
  2. The prevalence of contingent labor management, which has extended from hourly, seasonal and low-skill contract workers to experienced contractors, could retreat as HR executives grapple with issues such as job insecurity, sluggish wage growth and globalization backlash.
  3. By releasing more detailed reports on use of contingent labor management, companies could benefit from greater transparency.
  4. Contingent labor management vendors will be well served to document successful transfers of statuses from contingent labor to full time employment. Similarly, any increased demand in the use of contractors should be a harbinger of a more robust economy, resulting in a more balanced and productive workforce.
  5. Aging population, coupled with increased emphasis on work-life balance, will continue to pose challenges for employers and recruiters.
  6. Social recruiting, video interviews and innovative ways to brand a workplace have resonated with a new generation of employees as well as recruiters aiming to take their high-volume recruitment efforts to the mobile generation.
  7. Digital transformation in response to new user demands, market forces.
  8. Restructuring of HR processes to accelerate for next decade.
  9. Heavily modified recruiting systems entail rising costs.

Inhibitors include the following trends that cut across multiple Talent Acquisition segments:

Rise of robotic process automation, artificial intelligence and machine learning poses challenges for HR executives as hiring and firing decisions may include unintended biases when screening and selecting  job applicants or redundancies because of flawed metrics, algorithms and even job descriptions.

Employer branding may fall short of expectations on the parts of recruiters and candidates.

Scaling out marketing offerings to enable employers to communicate with salaried and hourly workers across multiple platforms – text, video, chat, email – will be key to long-term success.

Expansion by Recruit Holdings and CareerBuilder, which own some of the biggest job boards, could render some Talent Acquisition vendors less relevant.

Any change to LinkedIn by its new owner Microsoft to rope off more resume content could have considerable ramifications for the Talent Acquisition market.

Workforce Management Market Definitions and Forecast Assumptions

Human capital management includes such functions as eRecruiting (applicant tracking), Onboarding (employee profile), Performance Management (assessment, goal management, succession planning), Core HR (personnel administration, benefits, compensation management, payroll), Workforce Management (absence management, activity tracking, scheduling, time and attendance), and eLearning (learning management system). For complete definition, please see below or visit our Taxonomy page.

Drivers behind the growth of Workforce Management applications market include

  1. Artificial intelligence and machine learning to improve scheduling forecasting and workforce analytics
  2. Digital transformation in response to new user demands, market forces
  3. Restructuring of HR processes to accelerate for next decade
  4. Anticipate, execute WFM measures to address human capital risks
  5. Heavily modified WFM systems entail rising costs.
  6. Unbundling of work, requiring better measurement of tasks, risks as well as scheduling and time and attendance.

Inhibitors are as follows:
Online retailing is having considerable impact on brick and mortar operations, which have been one of the biggest spenders of workforce management applications.

Growing influence of Amazon and its Cloud infrastructure division AWS is driving a wedge between users that run AWS and those that do not, a move that could benefit AWS competitors.

The structural changes to the retail marketplace is likely to redefine task management and other WFM functions as some firms are becoming fulfillment houses, rather than full-service retailers.

Time clock hardware not in sync with software release cycles

Easy to use reporting tools remain elusive to line of business and HR managers

Shifting regulatory and compliance demands prompt stopgap measures

Eroding trust in the workplace, lack of employee engagement; Bring Your Own Device trend engenders WFM system distrust as well

HCM Win/Loss Analysis As Part Of Enterprise Applications Buyer Insight Customer Database

On the buyer side, customers are investing in HCM applications based on new features and capabilities that are expected to replace their existing legacy systems. In many cases, competitive upgrades and replacements that could have a profound impact on future market-share changes will become more widespread.

Since 2010, our global team of researchers have been studying the patterns of the latest HCM software purchases by 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.

What follows is a sample of our latest findings, which are being updated continuously. Each year our research team identifies tens of thousands of these HCM customer wins and losses from public and proprietary sources.

The research results are being incorporated into regular updates in our Enterprise Applications Buyer Insight Customer Database. You can access the Quarterly Win/Loss Analysis Scoreboard and our Enterprise Applications Buyer Insight Customer Database by becoming a subscriber.

Vendor Customer Win Industry No. of employees Revenue, $M Old Product New Product Wins in
ADP AllOver Media Media 200 25 Legacy Applications ADP Vantage HCM 2015
ADP Boudin Food Products 400 50 UltiPro ADP Vantage HCM 2015
ADP Columbia Distributing Consumer Staples 2600 700 Legacy Applications ADP Vantage HCM 2015
ADP Didlake Nonprofit Organizations 1200 100 Legacy Applications ADP Vantage HCM 2016
ADP E. & J. Gallo Winery Professional Services 6000 4100 Oracle PeopleSoft HCM ADP Vantage HCM 2016
ADP Edgewell Personal Care Healthcare 6000 1631 SAP HCM (HR) ADP GlobalView HCM 2015
ADP Energizer Gas Utilities 5100 1610 SAP HCM (HR) ADP GlobalView HCM 2015
ADP Harlem United Pharmaceuticals 350 50 UltiPro ADP Workforce Now 2015
ADP Kratos Defense and Security Solutions Diversified Consumer Services 2900 653 Deltek CostPoint ADP Vantage HCM 2015
ADP Novotus Professional Services 100 8 UltiPro ADP Vantage HCM 2016
ADP Restaurant Technologies Hotels, Restaurants & Leisure 750 400 UltiPro ADP Vantage HCM 2014
ADP Safran Aerospace& Defense 70000 18000 UltiPro ADP Vantage HCM 2014
ADP Wonderful Pistachios & Almonds Consumer Staples 7300 2500 UltiPro ADP Vantage HCM 2015
Cornerstone OnDemand American Red Cross Commercial Services & Supplies 30000 2974 Saba Learning Work Cornerstone OnDemand LMS 2015
Cornerstone OnDemand FEMSA Food Products 246150 332250 Legacy Applications Cornerstone OnDemand LMS 2015
Cornerstone OnDemand Fletcher Building Building Materials 18800 8410 Totara LMS Cornerstone OnDemand LMS 2015
Cornerstone OnDemand Frontier Communications Diversified Telecommunication Services 20400 5560 Legacy Applications Cornerstone OnDemand LMS 2015
Cornerstone OnDemand Hitachi Household Durables 336670 94770 Saba Learning Work Cornerstone OnDemand LMS 2015
Cornerstone OnDemand Maersk Group Air Freight & Logistics 89000 47569 Legacy Applications Cornerstone OnDemand LMS 2016
Cornerstone OnDemand Penn State College of Medicine Pharmaceuticals 9000 2700 Moodlerooms Cornerstone OnDemand LMS 2015
Cornerstone OnDemand SEGA Media 300 50 Legacy Applications Cornerstone OnDemand LMS 2015
Cornerstone OnDemand Team Rubicon Aerospace & Defense 60 5 Legacy Applications Cornerstone OnDemand LMS 2016
IBM ATB Financial Diversified Financial Services 5300 1500 Legacy Applications IBM Kenexa Talent Acquisition Suite 2016
IBM Whirlpool Specialty Retail 97000 20891 Legacy Applications IBM Kenexa Talent Acquisition Suite 2016
Kronos Benchmark Senior Living Communications Equipment 2370 280 UltiPro Kronos Workforce Central 2016
Kronos HHS – Hospital Housekeeping Systems Health Care Providers & Services 11000 350 ADP Workforce Now Kronos Workforce Central 2016
Kronos RWJUH Education Services 10100 1500 Infor Global HR Kronos Workforce Central 2016
Meta4 Thomas Cook Hotels, Restaurants & Leisure 31000 9500 Legacy Applications Meta4 PeopleNet 2014
MHR (formerly MidlandHR) Royal College of Music Diversified Consumer Services 380 50 Legacy Applications Strategic HR 2016
Oracle Ansell Industrial Conglomerates 1500 1645 Legacy Applications Oracle HCM Cloud 2015
Oracle Arcadis Professional Services 27000 3400 Workday Human Capital Management Oracle HCM Cloud 2016
Oracle Blackboard Internet Software & Services 3000 700 Oracle PeopleSoft HCM Oracle HCM Cloud 2016
Oracle Blackmores Health Care Providers & Services 800 471 Oracle E-Business Suite Oracle HCM Cloud 2016
Oracle BrightSource Energy Renewable Electricity 450 13500 Workday Human Capital Management Oracle HCM Cloud 2016
Oracle CEMEX S.A.B. de C.V. Building Materials 44000 13070 Workday Human Capital Management Oracle HCM Cloud 2015
Oracle CenterPoint Energy Gas Utilities 7505 7386 SAP HCM (HR) Oracle HCM Cloud 2016
Oracle CIMIC Group Limited Construction & Engineering 23000 16218 Workday Human Capital Management Oracle HCM Cloud 2016
Oracle Cypress Semiconductor Technology Hardware, Storage & Peripherals 6279 1820 Oracle PeopleSoft HCM Oracle HCM Cloud 2015
Oracle Despegar.com Hotels, Restaurants & Leisure 3500 400 Oracle PeopleSoft HCM Oracle HCM Cloud 2016
Oracle Engie Gas Utilities 152900 83350 Oracle PeopleSoft HCM Oracle HCM Cloud 2015
Oracle Fannie Mae Diversified Financial Services 7300 22230 Workday Human Capital Management Oracle HCM Cloud 2016
Oracle Genesys Internet Software & Services 3300 850 Workday Human Capital Management Oracle HCM Cloud 2016
Oracle JTsocial Diversified Telecommunication Services 600 281 Sage 1000 Oracle HCM Cloud 2016
Oracle Kentucky State University Education Services 1600 53 Banner by Ellucian Oracle HCM Cloud 2016
Oracle L Brands, Inc. Textiles, Apparel & Luxury Goods 22900 12154 Oracle PeopleSoft HCM Oracle HCM Cloud 2015
Oracle Loud Technologies Household Durables 533 208 ADP Workforce Now Oracle HCM Cloud 2016
Oracle Molina Healthcare Health Care Providers & Services 21000 14178 Workday Human Capital Management Oracle HCM Cloud 2016
Oracle MoneyGram International Diversified Financial Services 2820 1434 Workday Human Capital Management Oracle HCM Cloud 2016
Oracle Nationwide Insurance Diversified Financial Services 35000 25914 Oracle PeopleSoft HCM Oracle HCM Cloud 2015
Oracle Omnicare Health Care Providers & Services 13000 1733 ADP Workforce Now Oracle HCM Cloud 2015
Oracle Overhead Door Corporation Building Materials 1000 100.000002 Oracle PeopleSoft HCM Oracle HCM Cloud 2015
Oracle Pella Building Materials 6000 2300 Legacy Applications Oracle HCM Cloud 2016
Oracle Polycab Electrical Equipment 5500 1000 Legacy Applications Oracle HCM Cloud 2016
Oracle Restoration Hardware Specialty Retail 3800 2109 ADP Workforce Now Oracle HCM Cloud 2015
Oracle Rutgers University Education Services 9694 3600 Oracle PeopleSoft HCM Oracle HCM Cloud 2015
Oracle Samuel Metals & Mining 5300 3670 Legacy Applications Oracle HCM Cloud 2016
Oracle Schroders Capital Markets 3700 3004 Oracle PeopleSoft HCM Oracle HCM Cloud 2016
Oracle SGS IT Services 85903 5712 Oracle PeopleSoft HCM Oracle HCM Cloud 2016
Oracle Southwestern Energy Gas Utilities 2597 3133 Workday Human Capital Management Oracle HCM Cloud 2016
Oracle U.S. Navy Aerospace & Defense 200000 26276 Oracle PeopleSoft HCM Oracle HCM Cloud 2015
Oracle Vanderbilt University Education Services 24176 4067 Oracle PeopleSoft HCM Oracle HCM Cloud 2016
Oracle Westpac Banking Banks 32021 27858 Oracle PeopleSoft HCM Oracle HCM Cloud 2015
SAP Allergan Plc Pharmaceuticals 31200 15071 SAP HCM (HR) SAP SuccessFactors Employee Central 2016
SAP Allstate Insurance 40200 35700 Legacy Applications SAP SuccessFactors Employee Central 2014
SAP Arizona Chemical Chemicals 1000 1500 SAP HCM (HR) SAP SuccessFactors Employee Central 2015
SAP British American Tobacco Tobacco 57000 19170 Oracle PeopleSoft HCM SAP SuccessFactors Employee Central 2015
SAP Cargotec Transportation 10837 3729 Legacy Applications SAP SuccessFactors Employee Central 2016
SAP Coca-Cola Food Products 2900 1000 ADP GlobalView HCM SAP SuccessFactors Employee Central 2015
SAP Edgewell Personal Care Health Care Providers & Services 6000 1631 SAP HCM (HR) SAP SuccessFactors Employee Central 2015
SAP HEINEKEN Food Products 81000 19260 SAP HCM (HR) SAP SuccessFactors Employee Central 2015
SAP Mars, Incorporated Food Products 75000 35000 Legacy Applications SAP SuccessFactors Employee Central 2016
SAP Mobile Mini Containers & Packaging 1982 530 Legacy Applications SAP SuccessFactors Employee Central 2015
SAP National Bank Diversified Financial Services 20125 5464 Oracle PeopleSoft HCM SAP SuccessFactors Employee Central 2014
SAP National Football League (NFL) Leisure Products 1000 12000 Legacy Applications SAP SuccessFactors Employee Central 2016
SAP Sabre Hotels, Restaurants & Leisure 9100 2960 SAP HCM (HR) SAP SuccessFactors Employee Central 2016
SAP Sitel IT Services 58000 1500 Legacy Applications SAP SuccessFactors Employee Central 2015
SAP Smurfit Kappa Containers & Packaging 41000 9150 SAP HCM (HR) SAP SuccessFactors Employee Central 2014
SAP Spotless Professional Services 47000 2873 Legacy Applications SAP SuccessFactors Employee Central 2014
SAP SPX Construction & Engineering 6000 2000 Oracle PeopleSoft HCM SAP SuccessFactors Employee Central 2015
SAP TASNEE Industrial Conglomerates 1000 4850 SAP HCM (HR) SAP SuccessFactors Employee Central 2016
SAP The Timken Company Industrial Conglomerates 14000 2872 Legacy Applications SAP SuccessFactors Employee Central 2012
SAP Thomas Cook Hotels, Restaurants & Leisure 31000 9500 SAP HCM (HR) SAP SuccessFactors Employee Central 2014
SAP thyssenkrupp Construction & Engineering 155000 42788 SAP HCM (HR) SAP SuccessFactors Employee Central 2015
SAP ZS Associates IT Services 4000 850 Legacy Applications SAP SuccessFactors Employee Central 2016
SumTotal Systems, a Skillsoft Company 3M Biotechnology 90000 30274 Legacy Applications SumTotal Learn 2016
SumTotal Systems, a Skillsoft Company Edward Jones Diversified Financial Services 41200 6300 Legacy Applications SumTotal Learn 2015
SumTotal Systems, a Skillsoft Company Edwards Lifesciences Pharmaceuticals 9800 2600 Saba Learning Work SumTotal Learn 2016
SumTotal Systems, a Skillsoft Company Experian IT Services 17000 4810 Legacy Applications SumTotal Learn 2015
SumTotal Systems, a Skillsoft Company Patterson Companies Health Care Providers & Services 7000 5390 Legacy Applications SumTotal Learn 2015
SumTotal Systems, a Skillsoft Company RELX Group Commercial Services & Supplies 30000 5971 Legacy Applications SumTotal Learn 2015
SumTotal Systems, a Skillsoft Company YapStone Diversified Financial Services 310 135 Legacy Applications SumTotal Learn 2015
Ultimate Software Astoria Bank Diversified Financial Services 1501 528 ADP Workforce Now UltiPro 2014
Ultimate Software Carlex Automotive 700 200 ADP Workforce Now UltiPro 2015
Ultimate Software Conexus Credit Union Diversified Financial Services 900 170 CoreHR UltiPro 2016
Ultimate Software DeVry Education Group Education Services 10136 1850 Replicon Time& Attendance UltiPro 2015
Ultimate Software District Photo Household Durables 1200 160 Paychex WORX UltiPro 2016
Ultimate Software Horizon Lines Transportation 2000 800 Dayforce HCM UltiPro 2015
Ultimate Software Islands Restaurants Hotels, Restaurants & Leisure 4100 900 Dayforce HCM UltiPro 2016
Ultimate Software Mi-Jack Products Industrial Conglomerates 500 300 Dayforce HCM UltiPro 2016
Ultimate Software Milk Specialties Company Food Products 700 550 ADP Workforce Now UltiPro 2015
Ultimate Software Multisorb Technologies Containers & Packaging 400 90 ADP Workforce Now UltiPro 2015
Ultimate Software Pharmaca Health Care Providers & Services 500 20 Dayforce HCM UltiPro 2015
Ultimate Software Screen Actors Guild-Producers Pension and Health Plans Insurance 180 100 ADP Workforce Now UltiPro 2016
Ultimate Software Taubman Centers Real Estate 615 580 Legacy Applications UltiPro 2015
Ultimate Software Virginia Tire & Auto Automotive 450 100 ADP Workforce Now UltiPro 2015
Ultimate Software Warren Equipment Company Industrial Conglomerates 1700 500 ADP Workforce Now UltiPro 2015
Workday 3M Biotechnology 90000 30274 Oracle PeopleSoft HCM Workday Human Capital Management 2016
Workday Acxiom Internet Software & Services 4320 1020 Oracle PeopleSoft HCM Workday Human Capital Management 2016
Workday Airbus Aerospace & Defense 136600 64500 Legacy Applications Workday Human Capital Management 2016
Workday Best Western Hotels & Resorts Hotels, Restaurants & Leisure 5000 7000 Legacy Applications Workday Human Capital Management 2016
Workday California College of the Arts Pre-College Program Education Services 1500 300 ADP Enterprise HR Workday Human Capital Management 2015
Workday CareerBuilder Professional Services 3000 556 Legacy Applications Workday Learning 2016
Workday Cerner Health Care Providers & Services 22000 3402 Oracle PeopleSoft HCM Workday Human Capital Management 2016
Workday Commerce Bank Diversified Financial Services 4770 227 Legacy Applications Workday Learning 2016
Workday ConAgra Foods Food Products 32000 17700 Oracle PeopleSoft HCM Workday Human Capital Management 2016
Workday Hootsuite Internet Software & Services 1200 150 Legacy Applications Workday Learning 2016
Workday J.B. Hunt Transport Services Air Freight & Logistics 19324 10000 Oracle PeopleSoft HCM Workday Human Capital Management 2016
Workday Kohls Textiles, Apparel & Luxury Goods 35000 20000 Legacy Applications Workday Human Capital Management 2016
Workday L.L.Bean Textiles, Apparel & Luxury Goods 5000 1610 Legacy Applications Workday Human Capital Management 2016
Workday McKee Foods Food Products 5800 1400 Legacy Applications Workday Learning 2016
Workday Memorial Hermann Health System Health Care Providers & Services 24000 4000 Legacy Applications Workday Human Capital Management 2016
Workday Nationstar Mortgage Banks 6740 1022 ADP GlobalView HCM Workday Human Capital Management 2016
Workday Perkins Coie Specialized Consumer Services 2100 1400 UltiPro Workday Human Capital Management 2015
Workday Point Loma Nazarene University Education Services 1250 300 Legacy Applications Workday Human Capital Management 2016
Workday Unum Insurance 9400 3521 Legacy Applications Workday Learning 2016

Source: Apps Run The World, January 2018

Further Readings

The HCM Top 500 report series covers more than 3,000 pages of content, make sure you don’t miss any of the 500+ profiles by becoming a subscriber. Or you can catch the highlights with the following links:

Methodology

Similar to any of the hundreds of reports that we have published since 2010, HCM Top 500 is a labor of love. Since 2013, our team of researchers have been conducting rigorous research on thousands of HCM vendors, surveying them quarterly, reviewing their products at even shorter intervals because of the compressed Cloud release cycle, and discussing HR vision with their customers to better understand user needs as well as different paths to upgrade and replace their existing systems.

Each year we also attend many industry-wide and vendor-specific user conferences – HR Tech, Dreamforce, SAPPHIRENOW, Oracle Open World, just to name a few, to gauge what customers are looking for.

Throughout this process comes a rich database of more than 2,000 HCM vendors as well as over 50,000 HCM customers that have been touched one form or another through regular surveys, phone and in-person interviews, email exchanges, and social media interactions, etc.

On a proactively basis, we contact the vendors directly to tabulate their latest quarterly and annual revenues by HCM segment, vertical market, revenue type, region, country and customer size.

We supplement their written responses with our own primary research to determine quarterly and yearly growth rates in each of the 22 segments and 21 verticals, in addition to customer wins to ascertain whether these are net new purchases or expansions of existing implementations.

Another dimension of our quantitative research process is through continuous improvement of our customer database, which stores more than one million records on the enterprise software landscape of over 100,000 organizations around the world.

The database provides customer insight and contextual information on what types of HCM, enterprise software systems and other relevant technologies are they running and their propensity to invest further with their current or new suppliers as part of their overall HCM and IT transformation projects to stay competitive, fend off threats from disruptive forces, or comply with internal mandates to improve overall enterprise efficiency.

The result is a combination of supply-side data and demand-generation customer insight that allows our clients to better position themselves in anticipation of the next wave that will reshape the HCM marketplace for years to come.

HCM Market Taxonomy

From hire to retire, HCM continuum extends across 22 markets, 21 verticals
From hire to retire, HCM continuum extends across 22 markets, 21 verticals

Definition of Human Capital Management (HCM) Applications

Core HR and Performance Management
Core HR and Performance Management Description
Personnel & Organization Management Core human resource management system, personnel records, HR master file, accruals, organizational development, org chart visualization
Payroll Payroll processing, tax filing, language support, country-level updates, payslip calculations, automatic deductions and other government requirements for proper disbursement of employee compensation.
Benefits Administration Benefits and health administration. Plan and design benefits lifecycle, billing and payment. Carrier solutions are also included for integration purposes.
Pension Administration Pension and retirement fund(401K) administration as well as software that helps manage profit sharing plan, defined benefit plan, or cash balance plan.
Compliance Compliance, regulatory updates and reporting including such laws as Affordable Care Act, Overtime Regulations, Fair Labor Standards Act
Performance & Goal Management HR performance management applications are designed to automate the aggregation and delivery of information pertinent to the linking of job roles and the mission and goals of the organization. More specifically, the system allows users to automate the performance review process by using mechanisms such as training and key performance indicators to continuously track and monitor the progress of an individual employee, work team, and division. Some of the key features include: Assessment of individual career objectives and organizational skills gaps that impede performance and job advancement. Continuous reviews and establishing milestones. 360-degree evaluation and real-time feedback. Performance appraisal automation. Goal setting and tracking. Employee surveys. Alignment of human assets to corporate objectives. Fast tracks for top performers.
Learning & Development Learning management systems refer to applications that automate the administration, tracking, and reporting of training events. Other tools may include courseware and other delivery, management, tracking, or integrated solutions whose focus is on the learning environment, including learning content management systems. Career development tools include apps for coaching, mentoring, employee development planning, and diagnosing of development needs.
Succession & Leadership Planning Identify and address current and potential talent gaps to create succession management reporting. Develop and maintain a continuous supply of internal talent to fill critical job roles. Improve employee engagement through digital tools to advance career path development opportunities.
Compensation Management Compensation management applications are designed to automate the process of providing cash, noncash, variable and nonvariable compensation to employees through advanced modeling, reporting, and built-in interfacing to payroll processing systems. Other key features include seamlessly manage compensation budgets and allocation in a single, shared tool. Streamline pay recommendation workflows and approvals. Support multiple pay and incentive practices. Ensure budget compliance and adherence to compensation guidelines. Quota and territory management. Calculation and distribution of commissions, spiffs, royalties, incentives to employees, and channel and business partners. Compensation analysis using internal and external data for retention risk analysis. Linking salary, commission and incentives — cash and noncash — to business objectives. Payroll and payment engine interfaces. Account payables integration.
Talent Acquisition 
Talent Acquisition Description
Applicant Tracking Applicant tracking software automates such functions as management of resumes, applicant information, scoring, workflow, matching, search, interview scheduling, job descriptions, EEOC reporting, job postings and notifications
Recruiting Recruiting applications are designed to automate the recruitment process of salaried and hourly employees through screening and skills assessment, as well as automated selection processes to improve hiring pipeline by identifying talent inside or outside the organization. Other key features include: Manage skills inventories. Create and manage job requisitions. Coordinate team collaboration within hiring processes. Video Interviewing, team building and digital coaching.
Marketing Applications designed to attract and engage candidates and employees. Other tasks automate functions such as candidate relationship management apps, career site technology, social recruiting, employee referrals, branding, video engagement, campus recruiting and internal hiring
Contingent Labor Management Processing of hiring of contingent labor, search, skills matching, assessment, interview scheduling, negotiation of rates, approvals, project milestone payments, project completion tracking, performance ratings
Sourcing Facilitate resource planning for staffing firms as well as vendor managed system, allowing for front office integration for employment agencies as well as talent acquisition apps designed for staffing firms.
Onboarding Applications designed to deploy workers to appropriate jobs, projects, or teams for accelerated on-boarding.
Workforce Management
Workforce Management Description
Absence and Leave Management Absence management applications offer automated features to support employee leave management, employer authorized leave, Short-Term-Disability/Workers’ Comp coordination, federal and state compliance, customized leave correspondence, medical certification processing, insurance premium payment tracking as well as employee self-service capabilities. Leave Management supports compliance activities related to government regulations such as the Family and Medical Leave Act in the United States and other local leave laws in different countries.
Workforce analytics Workforce analytics are used to analyze compensation, benefits, and other employee variables. These applications can also be used to analyze and optimize labor allocation for particular projects.
Fatigue Management Fatigue Management apps help automate key facets of fatigue risk mitigation, enforcing employee work-hour limits and aligning with fitness for duty best practices. Similar apps may act as electronic work diaries for real-time reporting and compliance with transportation laws.
Hardware (Time Clock) Time capture is the hardware platform that provides authentication features for clock-in and clock-out times, meal and rest breaks, as well as timesheet and payroll reporting and compliance.
Workforce Scheduling Products are designed to Increase forecasting accuracy by factoring in a variety of methods and historical patterns. Create optimal schedules to meet customer demands, while reducing costs and maximizing resources
Task Management Task Management offers labor management capabilities such as task-based and project-based activity tracking as well as measurement and reporting functions against performance standards like engineered labor standards, team standards and reflective standards.
Time & Attendance Time and Attendance applications are designed to automate employee time tracking in different locations, help reduce overtime expenses, improve payroll accuracy, eliminate pay errors and adjustments, along with the need to simplify and optimize administrative tasks and complex rate calculations by making available accurate and current labor data and full audit trail of payroll data.

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