We see a lot of organizations struggling with the selection of long- and shortlist software vendors, due to the lack of knowledge regarding the vendor, different perceptions, and the great variety in the vendor landscape. Therefore, we would like to help organizations in their decision-making process by introducing a blog. Every week, we will ask the same five questions to a different software vendor. We would be happy to include you in this series of blogposts as one of the vendors!
- Can you describe the functionalities of your HR solution and in which countries you are active?
Cegid for HR delivers the digital workspace for attracting talent, mastering employee core data, spotting talent-potential, drive OKR management, encourage feedback-culture and developing talent ambition.
Cegid for HR has a global footprint and European origin. The HQ is seated in Lyon, with more than 200 developers working daily on the solution of tomorrow, based on the continuous feedback from our clients. From the office in The Hague, the Benelux team delivers the full service from the pre-sales and sales to the implementation and the running operations.
Furthermore, we have offices in Cologne, Copenhagen, Stockholm, Madrid, Barcelona, Milan and Porto. Overseas we are present in Montreal, New York, Buenos Aires, Santiago de Chili, Hong Kong, Shanghai and Singapore.
- What differentiates your HR solution from the competition?
We offer a universal HR Core that can unify employee data from multiple data sources. Creating a sole system with all employee data across the international borders. Next to receiving and unifying data, the HR core is also capable to master employee data and sending master data to multiple secondary data sources. Our HR core is strengthened with EDMS, ESS, MSS to enlighten HR administration. With our analytics features we provide past, current and future views on the workforce. This enables management to analyze and predict core data influences. The HR core is also capable to switch in Hybrid mode, which helps to be compatible in complex tech landscapes.
- How would you describe the average organization that uses your solution? Are you active in a specific sector or size of organizations?
We are present in every business industry. From retail to public, and from servicing to automotive. Most of our clients are recognizable with their international characteristics and employee size from 500 – 2.000. Of course, we also have clients with over more than 200k employees. We focus on selling the whole talent suite, but with our module setup it is also possible to acquire a single module. Most clients have 3 of the 5 modules we offer.
- What does your roadmap in 2024 look like?
Our community is our main differentiator. We create, develop and evaluate our solution together with our clients. This year (2023) the focus was on consolidation and investing in the user experience of the suite as a whole. Simplifying dashboards and creating one reporting engine. For the next year the focus lies on the manager first principle. Creating one dashboard to enable the manager to do what matters and give them the insights to manage and encourage the team.
As Cegid for HCM is growing each year with merger and acquisition, new tech partners are embedded to the Talent Suite. For next year the Digital Recruiters recruitment system is getting embedded as alternative recruitment solution. Also, Wittyfit, our voice of the employee solution, is getting part of the Cegid for HR UX and suite.
- Which tip do you have for organizations that are looking for new HR technology?
Do not fall in love with cool looking apps. Create a technical blueprint of your ideal HR landscape. Secure the needed functionality that is key in your HR administration and investigate the ideal data flow for input, throughput, and output. Invest in a data service bus that interconnects all applications together. Define the master data and secure/balance your own technical ecosystem. Look for the best of breeds and mitigate risk of double functionalities with various vendors. Keep it simple, make lasagna and not spaghetti.
Altogether, we hope that Cegid’s answers to the previous five questions not only allow to paint a picture of their qualities, but that is also functions as a form of guidance in the process of choosing a new HR system. Cegid’s international presence in a large industry variety is enforced by having their community as their main differentiator. The focus being placed on talent attraction, retention and development, Cegid is flexible to continuously improve itself every year.
In conclusion, various reasons make it difficult to make the right choice of HR system in the crowded HR vendor landscape. Services HQ can offer support in choosing which system suits your organisation best, as we are one of the few digital HR transformation companies in the Netherlands that is vendor independent. Are you interested in this service? Let’s get in touch!
English 
Dutch