• Share
  • Email
  • Embed
  • Like
  • Private Content
Next Generation HCM and Talent Management in Europe - David Wilson
 

Next Generation HCM and Talent Management in Europe - David Wilson

on

  • 513 views

Next Generation HCM and Talent Management in Europe - David Wilson, Founder & Managing Director, Elearnity ...

Next Generation HCM and Talent Management in Europe - David Wilson, Founder & Managing Director, Elearnity

Exclusive research leveraging a unique 9-Grid™ Model analysis of Talent Management and Learning Systems in Europe offers the key opportunities & challenges in building a next generation HCM system.

Statistics

Views

Total Views
513
Views on SlideShare
513
Embed Views
0

Actions

Likes
0
Downloads
42
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Next Generation HCM and Talent Management in Europe - David Wilson Next Generation HCM and Talent Management in Europe - David Wilson Presentation Transcript

    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Next Generation HCM and Talent Management in Europe Corporate Priorities and Realities David Wilson, Managing Director davidw@elearnity.com @dwil23
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Opening Premise • Whilst vendors may talk about Integrated Human Capital Management (HCM) and Talent Management, the corporate reality in EMEA is very different. • Ownership has been managed by disconnected silos within HR, and for the majority, historical strategy has been dominated by narrow silo decisions and grand ERP politics. • Based on their latest research and unveiling the new Elearnity 9- Grid™ for Talent Management, David Wilson, Managing Director of leading European Industry Analyst, Elearnity, will discuss the main opportunities and challenges in building a next generation HCM and talent systems strategy in Europe 2
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Our Context • Leading independent European Industry Analyst – Founded 1996 – Researching and tracking major developments and innovation in corporate HCM, talent & learning – Focusing on major corporate organisations HQ in UK/Europe • Unique insights from EMEA corporate research – 1:1 research, corporate roundtables – Independent vendor profiling – Deep research/analysis – Independent client advice 3 HCM/Talent Technology Learning Innovation
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Key Questions • What’s the reality of HCM and Talent in Europe today, and where are companies trying to go? • What are the key drivers and challenges for next generation HCM and talent systems at an enterprise level? • Should HCM systems strategy be about a single integrated suite or a union of best of breeds? • How fast are HCM and Talent Systems themselves being reinvented by new technologies and trends? • How does the vendor landscape and performance differ in Europe from the US? 4
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved 5
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved The HCM/Talent Landscape • Historically silo’ed & fragmented – Organisationally – Processes – Systems investment – Partners/Supplier choices • Separation between Transactional HR and Transformational Talent HR ManagementRecruitment Learning Performance Compensation ERP/HRMS Best Of Breed Best Of Breed Best Of Breed Best Of Breed
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Talent Management • A whole cycle of talent related processes and capabilities – Design – Acquire – Perform – Develop – Optimise – Retain • Although typically represented as a connected cycle, in reality they are disconnected in most organisations
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Who is the “Talent”? • Means different things to different organisations • Trend in US for Talent now to mean all staff • But in UK/Europe, still mainly a selected subset … – Senior leadership (top 2 levels?), High Performers, Graduate Intake etc • “Critical” Talent focus also varies over time – E.g. a retailer may focus on store management at one time, and then design & supply chain expertise at another time – “Critical Talent Roles”
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Next Gen HCM & Talent Systems : Distilled Focus Areas • Who is the User? Where is the User? – Experience and Adoption; Internal or External; Blending Talent & Work • Functional Value and Connected Value; – Functional Scope and Goals; • Operating Model & Agility: – Centralised vs Decentralised vs Federated; Outsourcing; Innovation • Solution Strategy: – Best of Breed vs Suite vs ERP/HCM • Deployment Model and Architecture: – On Premise vs Cloud, Integration
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Challenges • HR is too complicated … simplicity is the key – HR has made it too complicated for themselves • Diffusion of business accountability – Who is accountable for the outcomes? Hard in a matrix organisation • Very difficult if have to focus on keeping regulators happy – Counter-intuitive and maybe counter-productive • Rapidly changing business context – Not just business environment – Have to respond to the business priorities quickly and with real impact • HR organisation is itself quite conservative – Slow to change and adapt, Practitioners too silo'd in their roles and skills 11
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Differentiating Vendors Core Factors Market Presence and Scalability •Market Share •Market Momentum •Solution Scalability •Geographical Footprint •EMEA Track Record Ease of Delivery •Ease of Engagement •Ease of Implementation •Support Resources •Global Capability •Support for Standards •Access and Ease of Upgrade Solution Capability* •Functional Competency •Breadth of Vision •Service Capability Enterprise Flexibility •Customer Flexibility •Solution Flexibility/Configurability •Fit to Complex Organisations •Service Dependency Corporate & User Experience •User Interface •Quality of Workflows •Performance •Customer Retention & ROI •Level of Innovation Cost of Ownership •Initial Implementation Costs •Ongoing Operational Costs •Cost of Innovation •Value for Money * Complemented by Functional Factors
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved April 2014 Strategic LeaderPotential Leader Strategic Challenger Core LeaderCore Challenger Strong PerformerLimited Option Solid Performer Potential Challenger Performance Potential Oracle Talent Cloud Saba SuccessFactors SilkRoad Cornerstone Lumesse PeopleSoft SumTotal Oracle EBS IBM Kenexa Halogen SAP NetDimensions Infor Kallidus Oracle Fusion PeopleFluent Elearnity 9-Grid™ for Integrated Talent Management Copyright Elearnity Ltd. All rights reserved. Key Presence Higher Mid Lower Total Cost of Ownership Higher Mid Lower
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved In Summary – Transforming HR • Determining your forward path for Next Gen HCM/Talent Systems will require a revolution as well as evolution • The start is delivering user experience that embeds Talent process into Work process, not as an HR island – (Who, where, what, why?) • There are good reasons why corporates have largely chosen best of breed solutions; they deliver greater impact and agility ... but also increases cross-silo system complexity and IT management overheads Key lesson: Mustn’t lose the transformational value of the component Talent activities in pursuit of an integrated whole
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved In Summary – Supply Side Realities • The art of the possible will inevitably be driven in the Cloud; innovation will flourish and new best of breeds will continue to appear • But the dominant HCM/Talent suppliers are all focused on Suite based strategies; these will work best when they enable silo advantage as well as integrated advantage • HCM/Talent/Cloud economics will also drive core HR change, and consequently threaten the ERP HRMS investment case Key lesson: on-premise + ERP led strategies will increasingly struggle to keep pace and deliver competitive advantage
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved In Summary – EMEA Complexity • All of the previous trends are relevant to EMEA & Internationally • But the realities of execution will be different – Lower maturity of HCM/Talent transformation – Greater Cultural and Regional (inc. Legal) differences – Lower propensity to prioritise investment in technology • Real challenges for Corporates and for Suppliers – Organisational Diversity & Complexity – Federated vs Centralised – Data security / Legal – Complexity of solution value chain/ecosystem 16
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Heads Up: Research • Elearnity and HRN Europe are partnering to conduct research on HCM Innovation and Technology – Corporate Realities and Priorities – Key Trends – Business Drivers & Challenges – Vendor Landscape and Experiences • Target to send out Surveys to you in April • Results to be presented at HR Tech Europe in Amsterdam in October 2014 17
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Thank You Any Questions? Elearnity 9-Grid™ www.elearnity.com/9-grid.html Elearnity Perspectives www.elearnity.com/perspectives.html davidw@elearnity.com @dwil23
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Additional Slides 19
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Accelerate & De-Risk 9-Grid™ Vendor Perspectives Research & Best Practices Accelerated Process & Independent Advice
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Operating Model & Agility Commonality of Platform Autonomy/Flexibility © Copyright Elearnity Limited. All rights reserved. Individualised Local platform Local configuration Federated Common platform Local configuration Syndicated Local platform Common configuration Centralised Common platform Common configuration Low High LowHigh
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Who? Where? Why? Historical Focus Next Gen Focus Professional User (Function) only End User/Manager and Function Back Office/Admin Centric Front Office/Usability Centric HR Process Driven Business Process Driven Formal Informal/Social Hierarchical Networked Annual Cycle Work Transactional Manage Employees Whole People Value Chain Access from Office Desktop Access Everywhere One Interface Contextually Relevant Interfaces Operational HR Context Many Contexts Silo-restrictive Silo Connected
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Benefits of Integration? • Clearer links and better continuity between the individual talent elements • Increased automation of talent processes as a whole, and improved efficiency of operations • Improved user experience, lower learning curve and higher adoption throughout the talent lifecycle • Reduced duplication, more accurate talent data and ease of sharing talent data (currently seen as poor in most organisations) • Better management information and analytics • Richer discussions about the capabilities of the business • Improved operational performance and ROI from the HR function
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Overall Conclusions (so far …) • Wide varieties in the meaning and focus for Talent Management in different organisations – For none present did Talent mean all staff – Priorities for Talent Management often shift based on current business priorities/cycle • Difficult to see how a single "best practice" model for Talent Management could possibly be optimal for everyone – Whilst there are common tools, the differences in approach between organisations is more significant – Reflecting their different business needs and context • L&D has a key role to play in driving the Talent discussion – both as a functional stakeholder and as an active enabler 24
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Overall Conclusions (so far …) • Want integrated outcomes - not necessarily integrated systems – Need to link individuals aspirations with development planning and with succession with reward, otherwise will struggle – It should be about the behaviours not the systems • With the right support and the right culture a bad system will work – With the wrong support and culture a good system will fail • Best questions when talking to suppliers: – Tell me where its been done really badly? – Tell me where the implementation went well initially but went badly afterwards? 25
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Overview of the 9-Grid™ Model Elearnity 9-Grid™: Introductory Paper www.elearnity.com/9-gridintro.html
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved 9-Grid™ Strategic Goals 1. Designed for HR/Talent/Learning rather than just IT 2. Designed to fit needs and relevant supply options for EMEA/International organisations 3. Stimulate and support meaningful conversations around vendor choices and strategies for managing vendor relationships – Encapsulate current deep knowledge in a more accessible and more easily distributed form – An action tool, not just a filtering tool – Focused on key market segments for real decision making 4. Wider market impact outside core Elearnity clients 5. A client-specific analysis and advisory tool
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved 9-Grid™ Model … simplified! Performance Potential Presence TCO Trajectory Note: Higher, Mid, Lower Banded - not linear scale!
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved 9-Grid™ Reports
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Elearnity 9-Grid™ - LMS Jan 2014 Strategic LeaderPotential Leader Strategic Challenger Core LeaderCore Challenger Strong PerformerLimited Option Solid Performer Potential Challenger Performance Potential CSoD Kenexa LumesseSilkRoad OLM Saba Kallidus Coloni ELM SAP LS SkillSoft SumTotal Totara NetD Absorb Unicorn Taleo/Talent Cloud Infor IMC Upside Learning Moodle SuccessFactors Copyright Elearnity Ltd. All rights reserved. Key Presence Higher Mid Lower Total Cost of Ownership Higher Mid Lower CrossKnowledge
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Elearnity 9-Grid™ - Bespoke e-learning Jan 2014 Strategic LeaderPotential Leader Strategic Challenger Core LeaderCore Challenger Strong PerformerLimited Option Solid Performer Potential Challenger Performance Potential Copyright Elearnity Ltd. All rights reserved. Key Presence Higher Mid Lower Total Cost of Ownership Higher Mid Lower Intuition Kallidus Walkgrove Brightwave Unicorn Acteon Saffron Epic NIIT LINE C&G Kineo Lumesse Commelius Tata Upside Learning Atlas Mind Click
    • Deep insights, pragmatic advice Deep insights, pragmatic advice © Copyright Elearnity Limited All Rights Reserved Authoring Type Desktop Collaborative LCMS Presence Lower Mid Higher Total Cost of Ownership Higher Mid Lower Copyright Elearnity Ltd. All rights reserved. Elearnity 9-Grid™ - Authoring Tools Jan 2014 Strategic LeaderPotential Leader Strategic Challenger Core LeaderCore Challenger Strong PerformerLimited Option Solid Performer Potential Challenger Performance Potential Adobe Captivate Articulate Studio Adobe Presenter Articulate Storyline Lectora Publisher / Inspire Atlantic Link Exact LCMS Kenexa LCMS Lectora Online EasyGenerator Xyleme Articulate Presenter Luminosity Studio IMC Studio Lumesse CourseBuilder Mohive Infor Content- Creator