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Pressure
to be more
Strategic
© Copyright 2012 ADP, Inc. Proprietary and Confidential Information. 2
Five Critical Trends for Today’s Business
Expanding Global Workforce
Nearly 40% of employees work
outside the home country
Integrated human capital
management is key*
– Compensation Planning,
Performance, Learning, Self
service, mobile are also highly
desired
© Copyright 2012 ADP, Inc. Proprietary and Confidential Information. 3
Trend #1 - Globalization
* ADP Research Institute MNC Market Study 2011
Pressure
to be more
Strategic
© Copyright 2012 ADP, Inc. Proprietary and Confidential Information. 4
Trend #2 - Demographics
* Frost and Sullivan, 2010
** SHRM Research Spotlight: Social Networking Websites and Staffing, August 2011
Evolving Workforce
Demographics
Demographic
– 47% of all employees will have
been born after 1977 by 2013
Mobile*
– 70% of employees will be mobile
Social**
– 52% of Executives now view
social networking as an effective
collaboration tool
Pressure
to be more
Strategic
Need to Integrate and Simplify
On average companies have to
manage over 8 HR and Payroll
systems and/or vendors*
58% of HR staff time spent on
administrative tasks**
19% of time spent on feeding
data into multiple systems
© Copyright 2012 ADP, Inc. Proprietary and Confidential Information. 5
Trend #3 - Integration
* ADP MNC Market Study, May 2011
** ADP Research Institute Achieving Strategic HR
Pressure
to be more
Strategic
© Copyright 2012 ADP, Inc. Proprietary and Confidential Information. 6
Trend #4 - Compliance
~20K new pieces of legislation
worldwide affects employers
Less time to implement state /
federal employment tax
regulations
– Days vs. months
Intensifying Compliance
Burden
Pressure
to be more
Strategic
© Copyright 2012 ADP, Inc. Proprietary and Confidential Information. 7
Trend #5 - Talent
* Price Waterhouse Coopers 14th Annual CEO Survey, June 2011
83% of CEOs list talent
management as their #1 priority*
– Managing skills shortage
– Driving engagement and
productivity
– Retaining your people
Managing the entire employee life
cycle is critical
Attracting / Growing and
Retaining People
Pressure
to be more
Strategic
Talent Management Drives Business Results
lower voluntary
turnover
lower turnover among
high-performers
less likely to have had
a major layoff in 2009
higher revenue
per employee
more capable of retaining
high performers
more capable of
hiring the best
better at responding to
economic conditions
better at planning for
future talent needs
26%
109%
87%
92%
17%
144%
41%
28%
© Copyright 2012 ADP, Inc. Proprietary and Confidential Information. 9
ADP Helps Make Human Capital More Manageable
Performance
Management
Learning
Engagement,
Goal Alignment
Sourcing,
Screening,
Selection
Recognition,
Merit , Pay
On-Boarding
Career
Development
Bonus, Incentive
Programs
Career and Individual
Development
End to End, Human Capital Lifecycle Management
HR System of Record
Complete End-to-End, Global Human Capital Management
Compensation Succession Learning Performance Recruiting
Time and Labor Management
Payroll
Delivered as a Service
Re
po
rting
An
aly
tics
Po
rta
l
Mo
bile
Processing Managed Comprehensive
10
Seamless integration. Complete End to End Suite. Innovative Cloud Based Delivery
Cloud based Software
Globalization
Demographics
Our Track Record In Meeting the Challenges
© Copyright 2012 ADP, Inc. Proprietary and Confidential Information. 11
Compliance
Talent
Serve ~7.5M employees outside US
Operate in 81 countries
Deep in country compliance expertise
Provide service and support in
26 languages
Over 9,000 Talent clients
More than 95M total job seekers
Over 2M pay adjustments and
$125 billion in total comp managed
More than 2M completed performance
reviews on file
Over 250K clients and 13M users
accessing ADP through the cloud
Single mobile solution available for
16+ ADP services, available in 12
languages
1,500+ associates interpret, manage
legislative updates
2,000+ tax agency relationships
Last 12 months processed: – ~1.5M liens
– ~810K unemployment claims
Increased Accuracy
Improved HR Service
Delivery and Employee
Satisfaction
Achieve Overall Cost
Advantages With HCM
Outsourcing
12
* HCM, Payroll, TLM
Outsourcing
Common
Platform
In-House
Common
Platform
In-House
Solution Multiple
Platforms
$910
$1,202
$1,020
15% 24%
Total Cost of Ownership (Per Employee per Year)*
Our Track Record
© Copyright 2012 ADP, Inc. Proprietary and Confidential Information.
ADP’s Global Reach Helps Address Different
Needs of the Business
© Copyright 2012 ADP, Inc. Proprietary and Confidential Information. 13
HR
Attract and retain talent
Maintain headcount / increase productivity
Increase employee engagement
Technology
Meet agility needs of the business
Reduce number of systems, vendors
Optimize spend, return on investment
Finance
Reduce costs
Balance capital, operating expense
Increase margins
Summary
14 © Copyright 2012 ADP, Inc. Proprietary and Confidential Information.
Significant Business
Trends Impact HR
Globalization and Shifting Demographics
Integration and Compliance
Talent
Managing Talent
Becomes Critical
Integrated cloud-based HCM suite
Lower total cost of ownership
Measurable impact to business
One cohesive delivery and service model
ADP is Positioned To
Help Drive Your
Success
CEO’s #1 Priority
Measurable impact on business
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