Needless to say – quite a bit has changed in 3 years and I would have to say that ADP has had quite a success story over that time.
First up, we received a business update from Carlos Rodriguez, CEO at ADP. Here are some interesting facts and stats. As Carlos pointed out, ADP has always responded to the shifting landscape in business to help their customers always get the best results no matter the circumstances. The past couple of years have been quite a shift but ADP as usual has stayed on top of the changes. Consider the image below to see how they have progressed since 1949.
Their results exceeded expectations and they grew faster than the HCM industry as a whole. In 2022 have a look at their results:
- 10% increase in revenue totaling $16.5B
- 15% increase in new business bookings totaling $1.7B
- 990,000 clients
990,000 clients mean a lot of data
ADP has by far the largest number of clients of any HCM vendor and that means that they have the richest dataset available. Inside the 990,000 clients, ADP is looking after 39 million workers globally - this represents 1 in 6 workers in the USA. These workers last year logged into the mobile app 2.8 billion times.
Breaking down the data collection by various areas of HR you can clearly see the number of different types of data that ADP has which can then get analyzed.
Workforce Management: 110,000 clients use ADP workforce management which equates to 14 million employees served in 63 countries. Last year, there were 4 billion time punches.
Talent Acquisition: 22,000 recruiting solution clients with 2.4 million requisitions posted last year. Out of that, there were 38 million applications received resulting in 1.7 million hires and 10.6 million background checks.
Talent Management – helping you nurture and grow your people: 29 million learning courses were completed last year and 9.4 million competencies were evaluated in performance reviews. There were 5.4 million evaluation goals set last year. The StandOut application for regular check-ins by employees had 5.7 million check-ins and 848,000 StandOut Engagement Pulse survey responses.
Every data point collected tells a story and that story can not only help ADP build better and more efficient solutions, but it can also help you understand how your business measures up to the rest of the world and can help provide you with guidance on how to do things better. As you can clearly see, ADP has a lot of data covering a lot of key areas that will help you make data-driven decisions.
Product
ADP has 2 main products, ADP Workforce Now and ADP Next Gen HCM. ADP Next Gen HCM is still relatively new and is a very different concept from traditional HCM as it focuses on teams. You can learn more about it here.
ADP Workforce Now is their key mid-market solution and is the most adopted HCM platform in the market. Currently, there are 80k clients and it is paying 14 million people. The product has 150 million daily transactions from 2.5 million daily active users. The product can go live in 8 to 10 weeks in total!
Innovation
Based on data and machine learning ADP has built a framework across 6 areas of innovation
- Career Growth & Development
- Health & Financial Wellness
- Simplified Workspace Experience
- Provide an Inclusive Working Environment
- Work on Team Development & Productivity
- Elevate the HR Function
Below, you can see all of the areas of innovation that ADP has focused on under each category
I will cover a few of the key innovations.
Simplified Workspace Experience
Reimagined User Experience
ADP has created a new user experience design with an industry-leading mobile experience, which includes digitized workflows, and deep integration with collaboration platforms. It provides simplified and personalized experiences for every employee.
The interface itself is founded on 4 principles:
- Intuitive – The experiences are designed to help people get things done faster with fewer steps
- Insightful – The experiences are infused with insights and ADP benchmarks to help make more informed decisions
- Personal – Experiences include only what a person needs (no excess noise) – they seamlessly adapt to the way a person grows in the job
- Proactive – Experiences that continually learn and identify ways to remove unnecessary tasks from a person’s list
Intelligent Self Service
ADP is enhancing self-service capabilities to provide proactive, data-driven, accessible solutions with a goal to reducing case volume by 36% for projected Time, Payroll, HR & Benefits case volume reduction within the next 18 months. ADP truly believes that this will provide a better experience for both employees and employers as it will save time, prevent problems, and remove low-value work while improving your employee's well-being.
ADP Career Profile
This focuses on 3 main areas:
- Talent Capabilities: It provides compensation benchmarks to guide critical pay decisions. It also facilitates team leader coaching on the skills that are deemed necessary and finally, it provides relevant views to select the right person for the right role.
- Talent Activation: This provides Engagement pulse employee surveys to bring statistically proven metrics to measure engagement, resilience, and more. The Voice of the Employee tool is powered with data-driven employee surveys designed by the ADP Research Institute to help you launch reliable surveys that will give you desired business outcomes. The surveys are easy to deploy as there is seamless integration with the employee system of record and the employee mobile experience.
- Talent Intelligence: Analysis is powered by the ADP DataCloud which will provide you with analytics and benchmarking to help you interpret the results and steps to take that will help drive outcomes. Survey templates currently available today via ADP Voice of the Employee include engagement, resilience, employee onboarding, employee exit, benefits satisfaction, and candidate experience. More survey templates will be available in 2023.
Diversity, Equity, and Inclusion
ADP is working hard on this front as well. They have tools to help you assess your current situation, plan how to improve your current talent landscape, skills mix and acquisition approaches, act on current pay equity gaps by providing you with alternative scenarios, and finally, improve how your teams are feeling in the current work environment.
Assessing where you currently are is done through the ADP DEI Dashboard where you will see visualizations of how your organization is currently.
Planning is accomplished by providing an ADP Talent Market Insights dashboard where you can see where talent exists geographically and the current pay levels by job and geographic location.
ADP’s Pay Equity Storyboard allows you to act on what to do first, second and third.
Improvement is measured using The ADP Research Institute Psychometrically Validated Inclusion Surveys via Voice of the Employee. This allows you to gauge team feelings of inclusion and the overall work environment over time
The success of this initiative has been quite impressive. There are over 1,000 clients using this with 75% showing improvement in pay equity. There has so far been ~$5,000 returned to over 210,000 people which totals more than $1.1 billion dollars returned to underserved communities!
My Take
It is really hard to tackle all of the daunting tasks that you will face in the world of HR when you try to do it going alone. ADP’s massive footprint of almost 1 million clients gives you the power to leverage your learnings based on the experiences of so many other companies. ADP has really stepped up in providing you data-driven insights across the entire HR domain to help you become better and thrive.
