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Thursday, November 20 2008

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News - Last 25 Articles

• Unum Expands Partnership with Ceridian to Launch an Enhanced Free ... - PR Web (press release)

• Unum adds EAP access - Employee Benefits

• Ceridian Appoints Albert J. Bart to Senior Vice President and ... - MarketWatch

• Radio Show #12: David Ludlow, Vice President, Solution Suite Management, SAP

• Weekend sourcing

• Fidelity Head of HR Services Departs - Workforce Management

• Ceridian To Host 21st Annual Customer Conference - PR Web (press release)

• Ceridian Introduces Next Generation Human Resources, Payroll and ... - Business Wire (press release)

• Great-West, Ceridian Introduce Payroll Interface with 401(k)

• Ceridian buys Calif. employee benefits biz

• Greenhill & Co. Reports Record Annual Revenue and Earnings ... - CNNMoney.com

• Ceridian Sees Increasing Interest Among Midmarket Companies For HR ... - PR Web (press release)

• FNF completes acquisition of Ceridian

• Ceridian OKs merger with FNF

• Mapunapuna site reopens following short evacuation

• Top Myths in Performance Management - Human Resource Executive Online (subscription)

• Ceridian answers its mail - MSN Money

• Ceridian Becomes the Latest Company to Embrace Private Equity Dollars

• Ceridian Announces Departure of Douglas C. Neve as Chief Financial ... - Business Wire (press release)

• Ceridian weighing strategic options Heeds pressure from hedge fund - Pioneer Press

• Ceridian acquires Leade Health - Washington Business Journal

• Ceridian Expands Time and Attendance and Scheduling Offerings to ... - Business Wire (press release)

• Benefit Administration Outsourcing: $22 Million - Global Services

• Ceridian Launches Comprehensive Suite of Small Business HR Risk ... - Business Wire (press release)

• 3 Levels of HRO

3 Levels of HRO

Source: HR/HCM Radar

Posted on Jun 14, 2006 (890 days ago)

Quickly emerging are three clear types of HRO services. There is the basic HRO , full HRO and integrated BPO . Basic HRO is mostly for mid-sized organizations and organizations with fewer than 20K employees. Full HRO may be for any larger organization with a more developed HR function while integrated BPO serves the same market. What’s the basic HRO package? Well, there are specific vendors out on the market that are trying to capture the non-complex HR market by offering payroll, benefits and HRMS services only. These vendors (ADP and Ceridian) are well positioned due to their dominance in the traditionally outsourced payroll market. Each vendor also has strong offerings in the outsourced benefit arena, although there is much more natural competition in this market. ADP probably has stronger core HRMS functionality, but Ceridian has broader partnerships in talent areas. Each vendor has also wrapped employee call center technology around these offerings, leveraging call center support from their payroll and benefits expertise. The full HRO package is similar to the above, but broader functionality is offered, more services and customization. The expectation is that full HRO also provides the ability to identify process inefficiencies and apply appropriate best practices. In terms of functionality, the roll-out of a full talent management suite would not be unexpected. Management and services to some functions might also be included, allowing the client organization to eliminate certain types of staff. So while compensation analysis and benefit plan design may not be removable from the HR staff, production support for functions like recruiting ( RPO ) have gaining acceptance. The vendors for full scale HRO haven’t changed and are still Accenture, Convergys, Arinso, ExcellerateHRO, and Hewitt. Emerging mid-market HRO offerings are coming down-market as vendors see profit potential. These offerings provide less robust core HRMS applications and less customization, but the same ...

Tags: hro