Report Summary
Report: Optimal Tech Stack Report
Date: Published October 2016, HRExaminer.com
Report Details: 96 pages, v1.1
Author: HRExaminer, John Sumser
Summary: This is our research into the way that companies assemble their HR Technology. The report documents the way that practitioners view each of thirteen categories of HR software. The “optimal technical stack” varies by region, organizational size, underlying business model, and industry. We use our sample set of 785 HR practitioners to give us insight into every possible niche. We can clearly see trends by software type and business size. We take you into the data in order to help you understand a new perspective.
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Report Detail
This report is the beginning of our research into the way that companies assemble their HR Technology. We are pretty sure that the “optimal technical stack” varies by region, organizational size, underlying business model, and industry. To fully document that, we begin by understanding what practitioners are actually doing.
This report tells the beginning of a story. Our sample set of 785 HR practitioners is not large enough to give us insight into every possible niche. But, we can clearly see trends by software type and business size.
We will take you into the data in order to help you understand a new perspective. The report documents the way that practitioners view each of thirteen categories of software.
To date, our reports have focused on the vendor perception of some of the categories. We think that the conventional wisdom includes in inflated estimates of the depth of HR Technology’s penetration.
Our research, on the other hand, errs on the conservative side of the equation.
We explain much of the dissonance to differences in roles. While 100% of people in the payroll department know what the toolset is and who the vendors are, people in the recruiting department may not know whether the payroll function is performed in house. While buyers are explicitly aware of contract details, users rarely are. The executive’s view is often missing the nuance of the practitioner.
Within some HR Silos (Recruiting and Learning in particular), the very definition of what is or isn’t a system varies as a function of expertise. The more complex the operation, the less likely that practitioners
Chapter Summary
In the pages of the report, you’ll find the actions and attributes that characterize success:
- Introduction
- Category Definitions
- Pocket Guide: A Quick View of Survey Data
- Onboarding System
- Succession Management System
- Total Rewards (Recognition)
- Wellness Management
- Compensation Management
- Learning Management
- Recruiting
- Performance Management
- HR Analytics
- HR Information Systems (HRIS)
- Time and Attendance
- Benefits Management
- Payroll
- What We Missed and New Questions
- About HRExaminer
- About John Sumser
