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Many vendors say they’re “global” and have deployed their product globally across any number of countries. This reminds me of what Gartner’s Thomas Otter said on my panel at the HR Technology Conference in Chicago a couple of weeks ago about being global.  He’s never seen a “global” or an “EMEAn”.  So what does one look like?  Many people throw the word “global” around without having a clear definition of what it really means.

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Jeitosa’s 2010 Going Global Survey shows the continued growth of SaaS (Software-as-a-Service) as a viable and effective delivery model for Human Capital Management Systems (HCMS). The preliminary findings from Jeitosa’s survey of over 100 global organizations shows that over the last three years, deployment of SaaS-based systems for Core HR has increased 80% — from 6% in 2008 to over 13% in 2010. Similarly SaaS for Payroll has increased 34% — from 4% in 2008 to 13% in 2010.  SaaS-based HCM vendors, such as Ultimate and Workday, and SaaS Payroll vendors, such as Patersons, Safeguard, OneSource VHR, and Workday, are leading the pack!

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Jeitosa is proud to be a third-time gold sponsor of Workday Rising 2010 that is being held at the Intercontinental Hotel in San Francisco this week.  Jeitosa has been working with Workday for over five years now — since the company’s inception!
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Bill Kutik, Co-chair of the HR Technology^® Conference and Technology Columnist for Human Resource Executive^® and HREonline.com, asked me a couple of months ago just how global is the world really.  He was thinking that since Jeitosa works with many global companies, perhaps we have a skewed perspective on how global the world of HR Technology really is.  Well, the preliminary findings from Jeitosa’s 2010 Going Global survey substantiates that the world of HR Technology is becoming ever more global — and at a very fast pace!

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Thank you to those of you who commented on my previous post on this topic. Continuing this theme with one last look back to some of the lasting impacts of the 2008-2009 recession on the HR function, I offer three additional perspectives:

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The end of the year is a time to look back and reflect on what we accomplished (or didn’t!) and look forward to what will be different (we hope!) in the new year.  So here are three things that I think have changed for HR and HR systems during this rough, recessionary year — the worse economic year for business since the Great Depression. And I think these are lasting changes. While the recession will abate and the economy will slowly recover, I think these are some fundamental things that have changed for HR forever.

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We have just completed the preliminary analysis of our second annual Going Global Readiness Survey. Over 100 global organizations responded to the survey with companies ranging from 500 employees to over 200,000 employees and covering a broad range of industries. Three-quarters of the organizations are North American multinationals and 14% are based in Europe, Middle East and Africa.

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I have been honored to be selected to be among the many dignitaries to appear on The Bill Kutik Radio Show® to talk about going global with HR and HR technology.  Bill Kutik himself is quite the globalist… having traveled to such exotic places as the Arctic, Labrador, Galapagos… you get the idea… really nice vacation spots where they all speak English!  A true “globalist” in the making!

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The tides are shifting on the age-old question for Human Capital Management (HCM): Enterprise Resource Planning (ERP) Suite versus Best-of-Breed (BOB). The 1980′s movement toward a single vendor, single platform ERP system is altering its course toward modern, agile, single function, fully integrated systems. This change is being enabled with the growth of Web 2.0 — the method of software and service delivery via the Internet that is now penetrating all aspects of our work and personal lives.

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