In the recent Forrester Wave™: Human Resource Management Systems, Q1 2012 Report, Workday was named a "leader" in the evaluation, receiving the highest scores of the group in both the current offering and strategy categories. Workday also received top scores for technology, customer experience, and for a range of categories covering specific HRMS functionality. The report indicates, "Workday's strong core HR functionality and advanced SaaS technology platform play well against perennial Leaders Oracle and SAP, which offer breadth and global reach with a more traditional on-premises or hosted deployment approach." Join Paul Hamerman, vice president and principal analyst at Forrester Research, Inc., and Amy Wilson, vice president of HCM Strategy at Workday, to discuss industry trends, and HRMS criteria and assessment within the Forrester Wave Report. They will also discuss why closely evaluating your HRMS strategy is a necessity in this evolving market.

1. THE FORRESTER WAVE™: HUMAN RESOURCE
MANAGEMENT SYSTEMS Q1 2012, WEBINAR
March 27, 2012

2. Today’s Speakers
Paul Hamerman
Vice President and Principal Analyst
Forrester Research, Inc.
Twitter: @paulhamerman
Amy Wilson
Vice President, HCM Product Strategy
Workday
Twitter: @awils
#workday @workday
Join us on Twitter to tweet your thoughts or
questions during the webinar.
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3. Agenda
Market trends and characteristics
The Forrester Wave™: Human Resource Management
Systems, Q1 2012: Research process and results
Summary and recommendations
3 © 2012 Forrester Research, Inc. Reproduction Prohibited

4. Rampant vendor consolidation in HR applications
Oracle < Taleo < Learn.com, Cytiva, Vurv, Jobpartners, Worldwide Compensation, etc.
SAP < SuccessFactors < Jobs2Web, Plateau, Inform, CubeTree
SumTotal < Geolearning, Cybershift, Accero, Softscape
Infor < Lawson, Enwisen < Workbrain
Kenexa < Outstart, Salary.com, Brassring
 Acquisitions primarily driven by expansion across the 4 pillars of talent
management: recruiting, learning, performance/talent, compensation
 More recently, acquisitions are merging Talent with core HRMS
 Acquisitions put a premium on SaaS as a delivery model. SAP and Oracle
paid 11x and 6x times annual revenues, respectively.
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5. Best-of-breed vendors have consolidated around the
four pillars of talent management
Source: April 26, 2010, ―The Four Pillars Of Talent Management‖ Forrester report
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6. SaaS is becoming the default deployment model in
HRM applications
Source: September 24, 2010, ―HRM Solutions: Traditional Models Clash With Next-Generation Processes And Technology‖ Forrester report
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7. Subscriptions/SaaS gaining momentum in HRMS as
licensed software is replaced
Source: September 24, 2010, ―HRM Solutions: Traditional Models Clash With Next-Generation Processes And Technology‖ Forrester report
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8. Comparing Cloud Hosted versus SaaS for HRM
Deployment
Cloud (Hosted) SaaS
characteristic
 Tenancy  Customer-specific instance  Multitenant
 Maturity of software  Mature to legacy  Mature and evolving
 Dedicated application
 Shared application and
 Hosting model instance, shared computing
infrastructure
resources
 Upfront license, recurring sw
 Payment model maintenance and managed  Subscription, all-in
services
 Vendor-managed, but  Vendor-determined, more
 Updates and upgrades customer chooses upgrade frequent, less effort for
timing customers
 Configure, extend via native
 Customization  Configure and customize
cloud tools
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9. Most organizations juggle many applications to
manage HR processes
Besides the core HR management system(s), how many systems are in place for HR processes
like recruitment, performance management, compensation, benefits, and time and attendance?”
Base: 67 HR and IT professionals familiar with either their organizations’ MDM or HRM systems
(percentages do not total 100 because of rounding)
Source: August 2011 Global Employee Master Data Management Online Survey
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10. Best-of-breed solutions: Should you supplement your
core system?
Supplement your core HRMS with point solutions when:
 Advanced requirements dictate sophisticated solutions in areas such as
learning management, recruiting, and time and attendance.
 Industry-specific needs call out for point solutions (e.g., workforce
scheduling, incentive compensation plans).
 The point solution can be rapidly deployed as SaaS and integrated to the
core system.
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11. Business, societal, and technology trends influence
the management of human capital
 A volatile global economy influences employment and retention practices.
 Businesses want more relevant talent and performance processes.
 Companies face the challenges of a changing workforce, including age
diversity, remote workers, international and contingent workers.
 Social collaboration is rapidly influencing HR process strategies.
 Mobile technology reinvents employee engagement and empowerment.
 SaaS becomes the HRM deployment method of choice for point solutions
and, increasingly, for core HR systems.
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12. Agenda
Market trends and characteristics
The Forrester Wave™: Human Resource Management
Systems, Q1 2012: Research process and results
Summary and recommendations
12 © 2012 Forrester Research, Inc. Reproduction Prohibited

13. HRMS Forrester Wave™ vendor selection criteria
Source: January 25, 2012, ―The Forrester Wave™: Human Resource Management Systems, Q1 2012‖ Forrester report
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14. Vendors and products evaluated
Source: January 25, 2012, ―The Forrester Wave™: Human Resource Management Systems, Q1 2012‖ Forrester report
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15. HRMS Wave Process and Timeline
Qualify and
Invite
Vendors
Kick-off
Meeting
Vendors
Complete
Question-
naires
Conduct
Product
Demos
Wave Scoring
Doc.
Creation
Wave
Review and Goes
Final Revisions
Editing
Live
June - July 2011 Aug. – Sept. 2011 Oct. 2011 Nov. 2011 Jan 2012
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16. The Forrester Wave™: Human Resource
Management Systems, Q1 2012
Source: January 25, 2012, ―The Forrester Wave™: Human Resource Management Systems, Q1 2012‖ Forrester report
16 © 2012 Forrester Research, Inc. Reproduction Prohibited

17. HRMS solutions advance in flexibility and usability
 Role-based designs obsolete the notion of self-service:
– Managers and employees are primary users, alongside HR pros.
 Usability and configuration advance using process and hierarchy
visual paradigms.
 Analytics become embedded within the application.
 Business users (i.e., HR process owners) assume responsibility for
managing the system.
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18. Scoring summary: Current Offering
All scores are based on a scale of 0 (weak) to 5 (strong).
Source: January 25, 2012, ―The Forrester Wave™: Human Resource Management Systems, Q1 2012‖ Forrester report
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19. Scoring summary: Strategy and Market Presence
All scores are based on a scale of 0 (weak) to 5 (strong).
Source: January 25, 2012, ―The Forrester Wave™: Human Resource Management Systems, Q1 2012‖ Forrester report
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20. Mobile Technology Fuels Process Acceleration
June 2011 “Innovative Technologies Will Drive Enterprise Applications And ERP To A Bright New Future”
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21. Agenda
Market trends and characteristics
The Forrester Wave™: Human Resource Management
Systems, Q1 2012: Research process and results
Summary and recommendations
21 © 2012 Forrester Research, Inc. Reproduction Prohibited

22. Summary thoughts on The Forrester Wave™
 Each HRMS vendor evaluated has a sweet spot, depending on customer
size, footprint, integration requirements, and deployment preference.
– Large multinationals have fewer options.
 Software-as-a-service (SaaS) is gaining momentum rapidly.
– Beware that hosted/subscription is not the same as SaaS. Look closely at the
updating model and tenancy architecture.
 Key areas of product differentiation among HRMS offerings include:
– International HR and payroll.
– Talent management, learning, and recruitment.
– Time and attendance.
– Deployment model (SaaS, on-premises, hybrid).
– Technology architecture.
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23. HRMS vendor selection tips
 Build your evaluation and selection process around scripted
demonstrations rather than cumbersome RFPs.
 Leverage The Forrester Wave™ framework and results in your screening
and selection.
 Don’t obsess on getting everything from a single vendor — consider best-
of-breed solutions in some areas (recruitment, time and attendance,
learning).
 Carefully assess total ownership costs over a seven- to 10-year time
frame. This allows comparison of SaaS versus hosted/on-premises.
 Don’t customize.
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24. Read the Forrester Research Report
The Forrester Wave™: Human Resource
Management Systems, Q1 2012
julie.jasica@towerswatson.com
Paul D. Hamerman Amy Wilson
312-201-5808
phamerman@forrester.com amy.wilson@workday.com
Twitter: @paulhamerman Twitter: @awils
www.forrester.com www.workday.com
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