FROM NEW TECHNOLOGY SMOG TO CLOUD 9 An Overview of Today's Hot Technologies and What's Right for Your Organization

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1 WORLDATWORK CONFERENCE FROM NEW TECHNOLOGY SMOG TO CLOUD 9 An Overview of Today's Hot Technologies and What's Right for Your Organization April 30, 2013 Kim Seals Senior Partner Mercer Atlanta

2 Agenda What we will cover today Latest trends and hot technologies What s next on the HR technology horizon Checklist for success Q&A 2

3 What everyone is talking about SaaS CLOUD MOBILE BIG DATA SOCIAL ALYTICS METRICS GAMIFICATION CLOU SOCIAL GLOCAL SaaS HOSTED SaaS SOCIAL N SaaS CLOUD MOBILE BIG DATA ION OUD GLOCAL ANALYTICS METRICS GAMIFICATIO BIG OBILE SOCIAL DATA HOSTED SaaS as CLOUD MOBILE METRICS BIG METRICS TA ANALYTICS METRICS GAMIFICATION GAMIFICATION IAL GLOCAL HOSTED SaaS GAMIFICAT ICATION SaaS CLOUD MOBILE BIG DATA LOUD ANALYTICS METRICS GAMIFICAT ANALYTICS CLOUD MOBILE OBILE SOCIAL GLOCAL HOSTED SaaS 3

4 The world of purchasing technology has changed Licensed Business Models Subscribed On-premise Deployment Models Cloud Customized single tenant Architectural Models Configured multi-tenant Transactional PC data-entry User Experience Embedded analytics and mobile Customized Configuration Model Configurable Lead by IT Buyer Responsibility Lead by HR Organizations, analyst firms, etc. Buyer Influencers Blogs, webinars, etc. 4

5 Why this matters to you Globalizing of talent markets requires technology intervention Access to HR information moving to mobile Companies want integrated data about their employees Business leaders want better tools to reward and assess employee performance Social, user-friendly applications facilitate engagement 5

6 Why an HR technology strategy Focus for assessing new technologies Legacy HR technology primarily designed for on-premise access and HR practitioner use only and needs to be reviewed The right technology can be a key enabler of achieving business results through people 24/7, mobile, collaborative workforce requires consumerization of HR technology Portal, analytics, collaboration, and mobile initiatives will impact your workforce Vendor strategies need to be aligned with your HR technology strategy Cloud-based data integration and web services are less costly than proprietary interfaces 6

7 What an HR technology strategy does Enables the execution of people-related programs Supports the business strategy Identifies specific processes supported by technology Defines success criteria for your HR technology Quantifies long term support requirements Identifies short and long-term implications of new technology Plans for risk mitigation Your guiding principles to assess new technologies for managing a complete portfolio of tools that are tied to the overall business strategy HR must have its own technology strategy 7

8 Cloud & Crowd Sourcing Mobile Big Social Media Gamification 8

9 What happens in an Internet minute? 9

10 Breakthrough Technologies Rising Expectations Native Apps Usability Consumerism Business Acceptance 10

11 Mobile: allows you to share snapshots of talent data and complete compensation administration on the go! 11

12 Feedback Integrated Functionality Recognition Knowledge Management Tagging Access at Work 12

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14 Meet the New Boss: Big Companies Trade In Hunch-Based Hiring for Computer Modeling The Wall Street Journal Big Upends the Way Workers Are Paid The Wall Street Journal 14

15 Common terms used to characterize the challenging aspects of Big Volume at Rest Variety in Different Forms Velocity in Motion Veracity in Doubt Source: IBM Whitepapers; 451 whitepapers, and Innosight Analysis 15

16 Big Big Big Big Big Big Big Big Big Big Big historical sweeps Big Big Big Big Big Big Big Big How Big do we define Big for HR? Big Big Using Big external data in your analysis Big Big Big Using data sets that have Big Big Big Big Big Big 16

17 Cloud and crowd sourced Survey Sourced Cloud Sourced Crowd Sourced 17

18 Cloud sourcing Company A Core HR Job Aggregated Job Company B Core HR Job Company C Core HR Job Survey Inside Core HR System 18

19 Crowd sourcing B-C Consumer Entered Job B-C Consumer Entered Job B-C Consumer Entered Job Aggregated Job Download Crowd Sourced 19

20 CASE STUDIES 20

21 CASE STUDY Social Recognition Tools to Nominate, Approve, Congratulate, and Redeem Awards Efficiently and On the Go 21

22 CASE STUDY Next Generation Device for Employee Self-service and Labor Collection 22

23 CASE STUDY Wellness Apps Where Employees Compete to Stay Active at Work 23

24 CASE STUDY Social Collaboration Tools Embedded in Talent Management Activities 24

25 CASE STUDY Employees Can Shop for Their Benefits 25

26 CASE STUDY Managers Schedule Their Employees via Text Messaging 26

27 CASE STUDY Recruiting Through Social Exhaust Written on Social Networks to Identify Otherwise Hidden Candidates for Open Job Requisitions 27

28 WHAT S NEXT? 28

29 What s next? Enterprise social networks will become primary channel for work Smartphone, tablet, and laptop will be all-in-one leveraging DaaS Mobile-first strategy will overtake the PC Big and predictive analytics will drive workforce decisions Personal cloud will grow, reducing digital content on PCs Bring-your-own-device (BYOD) will soar in the workplace, but companies will implement lockdown software from wearable electronics will be used to improve productivity and asset tracking Moving to always on, people can track and store what s in their line of sight 29

30 CHECKLIST FOR SUCCESS 30

31 Is the next great technology right for your organization? Aligned with talent strategies that deliver business outcomes? Cultural fit within your organization? Aligned with your strategic HR technology plan? Opportunity cost of not taking advantage of the technology? Access to the data needed to run the technology? Support the business processes and workflow? Meet the infrastructure requirements? Replace something else? Alternatives? Quantifiable ROI soft/hard dollars, employee/business impact? Technology provider financially viable? Exit strategy if provider fails? Remain in control of your data? 31

32 Comments and questions Additional questions? We invite you to contact: q Kim Seals kim.seals@mercer.com

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