Big Trends in HR Tech for 2014 and Beyond - Human Resource Executive Webinar


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Slides presented by Steve Boese, Co-Chair HR Technology Conference and Trish McFarlane, VP of HR Practice, Brandon Hall Group for a Human Resource Executive Webcast, August 2014.

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  • We cover topic areas that provide strategic insights for executives and practitioners that are responsible for learning, talent, growth, and business results within their organizations. Our focus is on ensuring continuous business performance.
  • Workforce mobilization- 2014 will be the year to focus on not only having the “right” people with the right skills, but also being able to deploy them on the right assignments for your clients or customers.  Do you have a tool to do this?  Many organizations have a myriad of spreadsheets or homegrown internal tools to do this. As the executive level focuses on the productivity and revenue that a smaller workforce provides, the ability to mobilize becomes even more critical.

    Less time spent on administrative tasks. Manager self-service is one of the hot buttons that many of the HR systems provide. Many organizations still manage their workforces using Word docs and Excel.  As organizations realize that their leaders’ time is truly money, there will be an increased need for technologies that can reduce time spent on administration and increase client-facing activities.

    Reporting that encompasses data from disparate systems. There are many best-in-breed technology solutions that can help tie your existing systems together. As someone who has purchased this type of technology for an organization, I can tell you it’s one of the best feelings the first time you have all your data coming into one point that can then be easily turned into usable reports. It’s even better when you can show that the money for the technology and implementation is worth it when those reports impact your business strategy and decisions.

    Better user experience. You want your employees to spend their time focused on the work at hand. Having HR technology in place to give them the data they need in an easily usable and searchable format will make them more efficient.

    Reduced internal costs. Let’s face it, there are times a leader needs to evaluate headcount and determine if it is more cost-effective to use technology to accomplish some of the tasks. Fact of life. By moving to some of the solutions, HR leaders can either reduce headcount, or at a minimum, re-deploy those HR employees onto more strategic projects.
  • Another key area I examined was why organizations change providers. Here you’ll see the top reasons that organizations say they change HR system providers. Keep in mind, these are often your HRIS/ benefits and payroll systems. This can also include your workforce management systems. For many organizations, as they built their organizations over the years, they picked up many disparate systems to handle a variety of tasks. System integration came in as the most important driver of change for HR systems and user experience was close behind.
  • When looking specifically at the talent management systems (again such as those that handle performance management, coaching, mentoring, succession planning, rewards and recognition, etc) we see that user experience and enhanced reporting both rank quite high as reasons organizations would switch providers.
  • Our research shows that the change to a SaaS model is slow with only 51% of respondents already using a HR system in the cloud. That said, it is definitely the direction organizations are moving now that the solutions are more inclusive when it comes to features and integration.

    These next generation HR systems are fully incorporating social and mobile tools so that employees and leaders can easily connect. It encourages user adoption by creating a tool that is comfortable to use, yet also provides a high degree of information at the employee or leader’s fingertips. Additionally, offering a system that is fully integrated often means you have a single sign-on experience where the employee or leader can access all types of employee data in once place.
  • This is where we give some examples that I will take from the sessions at HR Tech that align with the different trends
  • Big Trends in HR Tech for 2014 and Beyond - Human Resource Executive Webinar

    1. 1. Big Trends in HR Technology 2014 and Beyond Human Resource Executive Webinar – Aug 2014
    2. 2. Presenters Steve Boese Co-Chair, The HR Technology Conference LRP Publications Trish McFarlane VP of Human Resource Practice/ Principal Analyst Brandon Hall Group
    3. 3. About Human Resource Executive
    4. 4. About the HR Technology Conference • Largest event on HR and Technology • 3 keynotes, 50+ sessions, 100+ speakers • Awesome New Tech and Startups for HR • 300+ Exhibiting HR technology providers
    5. 5. RESEARCH PRACTICES Learning & Development Talent Management Leadership Development Talent Acquisition HR/Workforce Management ©2014 Brandon Hall Group, Inc. 5
    6. 6. How Brandon Hall Group Works with Our Clients Strategic Consulting Services • Strategy • Benchmarking • Custom Research • Technology Evaluation & Selection Excellence Awards Program • Learning and Development • Talent Management & Human Resources • Sales Enablement • Technology Industry Events • Webinars • Research Spotlights • Conferences DataNow™ The Academy • Certification Programs • Workshops Membership Content. Collaboration. Community. Research OnDemand • DataNow™ (Industry Trends and Benchmarks) • Research Reports, Case Studies, Business Impact Models, Tools & Frameworks • Product KnowledgeBases (Technology Evaluation & Selection) ©2014 Brandon Hall Group, Inc. 6
    7. 7. Today’s Agenda 1. Why replace or procure HR technology? 2. Factors that influence HR technology purchases 3. Trends driving HR technology in 2014 4. Making these trends work for your organization 5. Wrap-up and Q& A
    8. 8. Drivers: Replace or purchase HR technology 8 Organizational • Insight into organizational talent • Ability to execute on business strategy Managerial • Alignment of resources • Drive performance from teams Employee • Assistance in getting their jobs done • Career management and development
    9. 9. Do YOU Need a New Technology Solution? • Workforce Mobilization • Reduce HR administrative time • Ability to report on data from disparate systems • Improved user rate and experience • Reduced costs 9
    10. 10. Why Organizations Change HRIS System Providers 54% 51% 35% 35% HR Systems HR Systems System Integration User Experience Enhanced Reporting Consistent Content 10 Source: Brandon Hall Group, 2014
    11. 11. Why Organizations Change Talent Management System Providers 73% 69% 54% User Experience Enhanced Reporting & Analytics Improved Administration Talent Mgt Talent Mgt 11 Source: Brandon Hall Group, 2014
    12. 12. What the Research Shows 12 Source: Brandon Hall Group, 2014
    13. 13. What the Research Shows 13 Source: Brandon Hall Group, 2014
    14. 14. Selecting the ‘right’ HR technology solution 14 Capability – today, tomorrow, in 3-5 years Complexity – if no one uses the system, none of this matters Cultural fit – Will you be able to partner with the Price/ROI – Make sure to factor in ALL costs and benefits Technological fit – No HR system is an island unto itself vendor?
    15. 15. Trends driving HR Technology in 2014 and Beyond 15 Core HR Talent Management Recruiting Analytics Workforce Management
    16. 16. Core HR Systems – Trends and Opportunities 16 A slow change– move to cloud for Core HR/Payroll continues Integration – Global system consolidation creates opportunity Benefits – Compliance, but also an expansion of value Technological – Incorporating analytics into Talent decision processes Cultural fit – Delivering value not more ‘Self Service’
    17. 17. Talent Management Systems: Reflecting Changes in Work 17 Feedback is Performance Management Integration – Suite vs. Point Solutions – still an issue Total Rewards – Takes compensation and expands its value Technological – Incorporating analytics into Talent decision processes Cultural fit – Modern adoption strategies are emerging
    18. 18. Recruiting Tech – Mobile, Social, and Big Data 18 Mobile – becoming a ‘must-have’ in 2014 Social recruiting evolves – beyond sharing to analtyical Big Data – Make sure to factor in ALL costs and benefits Digital, cross-platform – Modern recruiting is like modern marketing Cultural fit – How technology helps communicate and reinforce culture
    19. 19. Analytics – Not just a pretty chart or a dashboard 19 More than tech – HR is becoming a Data-driven discipline Tied directly to operations – planning, deployment, and key successors Big Data – Now working to predict attrition, candidate success, and more Cross-function – Modern HR analytics working with operational data for advanced insight
    20. 20. Workforce Management – Driving operational excellence 20 Better alignment of people/skills with business needs Mobile as the means of access – particularly for front-line employees Increased attention to regulatory concerns – ACA, employee work rules, fatigue levels, etc. Automation of highly manual and distracting processes from front-line management, freeing them to do their more value-added work
    21. 21. The Trends in Action Today 21 • DXL, Whole Foods • Bloomin’ Brands, Unilever Core HR • Siemens, CVS • Marriott, HP Talent Management • Under Armour, New Belgium • Lockheed Martin, Comcast Recruiting • ConAgra, SendGrid • LinkedIn, RedHat Analytics • Kimberly-Clark, Goldman Sachs Workforce Management
    22. 22. Additional Resources 22 Conference Website – LinkedIn Group – HR Technology Conference Human Resource Executive – Brandon Hall Group – HR Happy Hour Show –
    23. 23. Questions?
    24. 24. Contact Us 24 Twitter: @Trish McFarlane LinkedIn: Twitter: @SteveBoese LinkedIn: