HR Transformation Through Technology

Transcription

1 HR Transformation Through Technology Evan Tierce, SPHR Technology Implementations Mgr. G&A Partners

2 Today s Agenda Overview The HR technology industry. What s hot and what s not? Who s winning with technology and why? Desired Outcomes Operational & Strategic Technology s Role What is it exactly and how does it work? Return on Investment Show me the money! Q&A

3 Overview Business transformation through talent management technology HR = Organization itself Leveraging your greatest asset also means mitigating against your greatest liability.

4 Human Capital Technology $140 billion + Current trends Cloud-based and mobile solutions development Social tools and self-service incorporating rapidly Integrated platforms expanding (internally/externally, vertically/laterally) Analytics are more easily accessed Target markets emerging State of acquisition SAP, SuccessFactors Oracle, Taleo SalesForce.com, Rypple Cornerstone Ondemand, Sonar6

5 Utilization Who s using human capital technology? Companies of all sizes and industries Process and quality-oriented organizations Pay-for-performance organizations Existing HCT subscribers What s working? Phased implementations Managed change throughout implementation Holistic incorporation Consistency What isn t working? Technology as the sole solution Unilateral implementation Data silos Too much technology

6 Operational Outcomes Begin with the end in mind Increased operational efficiency Strengthened compliance Reduced costs Increased revenues Third-party influencers

7 Strategic Outcomes Ask yourself these critical questions How will technology help me hire the best people? How will technology help translate individual performance into organizational performance? How can technology help employees perform their jobs better tomorrow than they do today? How can technology help my team spend more time GROWING the business?

8 Implementation Measure twice, cut once Existing systems Current Resources Time-to-Implement System Adoption

9 Definitions LMS Cloud Integrated SaaS On- demand EPM HCM Mul-- Tenant Unified Self- service PEPM Talent Mgmt. E- Learning ATS

10 Vendor Sample SAP Cornerstone On- Demand HourDoc.com Peoplefluent Kronos SumTotal Kenexa bswii HireRight HR Toolbench Vana Sapien TalentWise Oracle SuccessFactors Taleo Ceridian Ul-mate SoIware Workday TALX Visier Saba Ascen-s HR Smart Silk Road

11 G&A Methodology Recruit Develop Onboard Reward Track Perform

12 G&A Sample Solution Set Technology Solutions: Applicant Tracking System Onboarding System Time & Labor Management System Performance Management System *Learning Management System *Benefits Management System >>HRIS

13 Applicant Tracking (ATS) Automates and standardizes the sourcing, recruiting, assessment, and hiring processes. Capabilities Create, manage, and store job requisitions Perform detailed candidate searches Assign candidate questions and ranking Distribute internal and external job postings Customize job applications Manage interview scheduling Conduct candidate assessments Run custom reports

14 ATS Features

15 Onboarding Automates new hire data capture, form management, and communications Capabilities Web accessible Capture E-signature Manage Form W-4 and I-9 Send automated notifications Real-time data validation Customize form workflows File forms digitally and securely Leverage systems integration

16 Onboarding Features

17 Time & Attendance (T&A) Replaces manual processes related to capturing, managing, and reporting time Capabilities Multiple time capture options Employee self-service Track PTO, vacation, and sick leave Track overtime Manage job costing Create and distribute schedules Track and notify certification / skill cycles HRIS integration

18 T&A Features

19 Performance Mgmt. (PM) Automates and standardizes the management of job competencies, goals, and performance evaluations. Capabilities Create SMART, company-aligned goal plans Administer tailored performance reviews Conduct 360 multi-rater reviews Track performance with feedback tools Use writing assistant and coaching support tools Customize review workflows Utilize succession planning tools Create organizational charts

20 PM Features

21 ROI factors to consider Applicant Tracking Reduced labor costs, expenses, and process leaks Improved quality of hire Reduced time-to-fill Reduced turnover Onboarding Improved first impressions = reduced 90-day turnover Reduced paper, printing, and mailing expenses Less data entry and opportunity for manual error Time & Attendance Reduced labor expense relating to time collection, calculation, and payroll preparation Eliminated time card fraud / time theft Reduced unauthorized overtime expense Eliminated PTO policy abuse

22 PM ROI Goal alignment High potentials / succession Employee engagement Employment decision support

23 Summary HR technologies are providing practical solutions to modern workforce issues. Small and mid-sized companies are increasingly utilizing technology to improve their bottom line and maximize workforce productivity. Technology selection and implementation best-practices are keys to success. Significant ROI s are being achieved.

24 More Information Resources: Gartner Bersin & Associates The Aberdeen Group Nucleus Research Towers Watson Aon Hewitt Vendor whitepapers and research articles

25 Q&A What questions do you have?

26 Thank You G&A Partners is a Houston-based HR and administrative services company that manages human resources, benefits, payroll, accounting and risk management for growing businesses. G&A maintains offices in Houston, Dallas, San Antonio, Austin, College Station, Corpus Christi, Arizona and Utah. For more information about the company, visit or call Please send questions to info@gnapartners.com