H4 Tackling the Challenges of Implementing Emerging HR Technologies
Tackling the Challenges of Implementing Emerging HR Technologies Arnab Banerjee
Agenda The session will cover: moving from in-house resource planning to cloud-based human capital management (HCM) applications comparing functionality and strengths of different HCM systems addressing the challenges of moving to new HR technologies You will take away: guidance on upcoming issues relating to introducing the new systems an overview of the features of different HCM applications Practical examples of successful transitions and improvements achieved.
Business and Technology Changes Are Shaping HR Application s Future In HRM technology, software-as-a-service (SaaS) is already the de facto deployment model for recruitment, talent management, learning management, benefits, and compensation. Core HRMS and workforce management systems, which have seen significant SaaS uptake recently, will shift to a predominantly SaaS deployment model within five years
Business And Technology Changes Are Shaping HR Application s Future The HRM market movement toward SaaS is driven by several reasons: Cost of ownership transparency - A simple and predictable cost model that includes application use, support, hosting, virtualized infrastructure, and upgrades in a per-employee per-month cost. Rapid deployment - SaaS delivers faster time-tovalue compared with what on-premises systems offer because the products are generally designed for rapid configuration and set up without customization. Reduced IT dependency - HR has found that SaaS gives the HR business unit more flexibility and and control in managing systems and processes.
Business And Technology Changes Are Shaping HR Application s Future The new generation HR applications are all SaaS based. They incorporate key technology trends of the future: Social collaboration technologies in the following areas: Internal recruitment and expertise sourcing Performance and mentoring Employee engagement and collaboration Next-generation HRM applications are beginning to provide a robust, visual configuration layer that enables business experts (rather than IT technical resources) to define process flows, events, business rules, organization structures, integration paths, business intelligence formats, and collaboration scenarios. Features of business process management (BPM) systems is being embedded in the architecture of the product Mobile is reinventing the notion of employee self-service, leveraging the convenience and consumerized usability of mobile platforms. The HRM user experience is being designed for mobile first and enabled for web browsers that run on desktop devices as well as mobile devices.
Selecting the best HR systems Decide what is best for you Unified global system Harmonised processes Scalable solution Immediate upgrades Operating Efficiencies Rapid implementation Mobile technology Comprehensive Security A consolidated view of employees around the world Consolidated and simplified global processes, that can be configured with automated workflow A technology solution that is future proof and can support the business through growth, enabling a faster response to changing business needs Upgrades to the system are managed behind the scenes by the provider, giving you access to innovation as the business grows, with no hidden upgrade costs. Increased capacity to support a growing organisation using existing headcount. Decreased time to value, and one-off implementation effort Provision of mobile technology to improve workforce efficiency and engagement SAS70 Type II & Safe Harbor certified Do not get bogged down in an exhaustive attempt to list hundreds of functional requirements, the vast majority of which can be easily met by all of the vendors under consideration. The majority of the HRM requirements are typically designated as high-priority, making it difficult to isolate the key requirements that really matter or will differentiate the vendors.
The HRM Landscape Offers Choices Among Diversified Vendors And Specialists Vendor consolidation in the software industry is an on - going phenomenon that has played out very strongly in the HRM applications space Acquisitions in the HRM technology market will continue for the foreseeable future
Rating the stars Workday SAP/SuccessFactors Oracle Fusion Leader/Innovator Follower Follower HRMS Talent & Hybridised deployment for Payroll Patched up No Global Payroll Acquisition Acquisition (Taleo) No LMS Talent functionality is still evolving Build from the ground up Customer focussed Good fit for committed SAP customer base
Challenges in the cloud Business process design. Many clients use a SaaS rollout as an opportunity to start fresh and throw out their old, over-customized packaged applications not just from a technology standpoint but from a business process standpoint as well. But they often don t know where to start Solution design work and project planning. SaaS projects generally follow a faster, more iterative timeline than traditional on-premises planning cycles. Release cycles can be much faster in the range of weeks in most cases for each phase of the project. Project managers who have limited or no SaaS experience find it difficult to cope Change management. Organizations that get the most value out of SaaS typically move to a much faster, more agile environment, with business playing a much more active role. This type of disruption requires significant change to nearly all roles that the technology touches Technology skills in areas including configuration, integration, and testing. SaaS is much easier to configure than traditional on-premises applications. But it still requires technical knowledge and a growing breadth of this knowledge. Even if the long-term plan is to build capability in-house, many lack these skills today.
Consider.. There are several critical implementation dependencies in order to deliver these benefits: Ensure clear senior accountable person and governance structure Apply rigorous business case management Don't underestimate the significant change both to HR and, more importantly, the business Involve the business in the programme from the beginning - managing stakeholders from different geographies, business entities, and global process owners Prioritise data activities, which are critical to the success of transformation and supporting technology Review in flight projects to ensure alignment with other projects such as ERP refresh and CRM implementation Communications - ensure there are frequent celebrations of success on the communications roadmap - i.e. celebrate key milestones, communicate how you are providing a better service to employees Ensure new technology does what is required Focus on flexibility and scalability (for both technology and transformation approach) to accommodate future business growth and acquisitions
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H4 Tackling the Challenges of Implementing Emerging HR Technologies