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The Changing World of HR: Prepare Your HCM for the Future

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The Changing World of HR: Prepare Your HCM for the Future

  1. 1. THECHANGINGWORLDOF HR:PREPAREYOURHCM FORTHEFUTURE WEBINAREXCLUSIVE NOVEMBER 29, 2022 9:30 AM PT, 12:30 PM ET, 5:30 PM GMT
  2. 2. 03 Making work in this world simpler, faster and fun for everyone. Userlane is one of the leading digital adoption software providers, working with well-known enterprises around the world. The code-free Digital Adoption Platform runs as an overlay on software applications, allowing you to create on- screen, interactive content that guides users through processes in real-time. As a result, anybody can immediately operate any software, without previous knowledge or skills. To learn more, visit www.userlane.com
  3. 3. TO USE YOUR TELEPHONE: You must select "Use Telephone" after joining and call in using the numbers below. United States: +1 (914) 614-3221 Access Code: 694-754-888 Audio PIN: Shown after joining the webinar TO USE YOUR COMPUTER'S AUDIO: When the webinar begins, you will be connected to audio using your computer's microphone and speakers (VoIP). A headset is recommended. Click on the Questions panel to interact with the presenters
  4. 4. THECHANGINGWORLDOF HR:PREPAREYOURHCM FORTHEFUTURE WEBINAREXCLUSIVE
  5. 5. 5 Welcome Today’s Who We Are Catalysts for Change Current State Future State Maximizing Outcomes Looking Ahead Agenda
  6. 6. 6 Who We Are For 17 years, we have helped the world’s most complex organizations Thrive. As trusted advisors to senior leaders, IA supports strategic initiatives that transform the way organizations work. 6
  7. 7. 7 Catalysts Help. Everyone Needs HR’s Organizational Economic Cultural Geopolitical Regardless of market, size, or geography, the relentless pace of change demands agility, elasticity, and a constant challenge to the status quo.
  8. 8. Current State Organization • Financial performance • Business drivers and investments • Projects, programs, and initiatives • Systems and integrations • All the “why”s Yourself. Know People • Leadership changes • Analytics and benchmarks • Restructurings and RIFs • Acquisitions and divestitures • All the “who”s We’re talking the Q4 2022 version of you. Set aside the vision and mission, look squarely into the mirror, and embrace reality.
  9. 9. 9 Current State Know your processes. Think like an HR private investigator. Capture every single step, action, branch, tool, actor and pain point to fully illustrate how work is truly performed across your highest priority processes.
  10. 10. 10 Know your tech. Current State Current State • Pull your contracts/amendments • Understand your licensing structure and billing cyclicality • Unpack every single SKU/line item • Diagram your full HR tech landscape • Calendar your release/update cycles • Dive into your SI/managed services agreements
  11. 11. 11 • Why now? • What is the appetite for change, and do the resources still exist to effectively drive it? • What policies and processes can be modified without changes to our technology? • Which processes are value added and truly differentiated? • How will we measure success? • Can we attach ourselves to another in-flight or pending transformation? Future State Rapidly scenario Plan. Pre-Tech Planning Questions Think tech enabled, not tech led.
  12. 12. 12 12 Future State Technology Optimization Look beyond SLAs • Review QBRs (or schedule them) • Request benchmarks • Get active in the community The Basics. Audit your config • Review roles and access rights • Assess number of custom fields • Review utilization stats Absorb releases • Not all compliance is auto-provisioned • Percentage of functionality off versus on • Internal governance Band the ecosystem • Replace commodities with preferred offerings • Leverage marketplace discounts • Simplify experiences
  13. 13. 13 13 Future State Technology Optimization Advanced. Renegotiate terms • Review bundles, tranches, and SKUs • Hold transparent discussions • Leverage extensions for reductions Deploy a data hub • Migrate to one-to- many integrations • Document and enforce standards • Establish field level mapping Embrace APIs • Simplify data synchronization • Consider both content and data • Explore bot-to-bot extraction Simply experiences • Establish a common front door • Integrate all channels • Assess opt-in versus opt-out
  14. 14. 14 “ We will deploy market-leading technology and amplify that strategic role of our business partners, but none of that will matter if we don’t change our ways of working.” Executive Board Member, Global Human Resources DAX 20 Retailer Maximizing Outcomes
  15. 15. 15 Looking Ahead focus. A refined 2023 Cyclical Processes Innovation Cultural DNA Continuous Improvement • Sentiment is high: Employee voice remains a top priority • Patience is low: Run in sprints with transparent comms • Simplicity is key: Fewest clicks within the flow of work wins • Risk is everywhere: Mitigate with transparency • Mobility is booming: Migration patterns are emerging • Dissonance plays: CX over EX is no longer acceptable • Go small, think big: Fewer programs means bigger impacts
  16. 16. Founder & Managing Principal Mark Stelzner /in/markstelzner/ ia-hr.com Webinar Production Manager Human Resources Today Rayvonne Carter /in/rayvonnecarter/ HumanResources Today.com Q&A

Editor's Notes

  • KIMBERLY

    Transformation is a process, and this is a high level view of the process that we recommend and use. The one thing to note is that change is inherent in every step of this process. Not all change is "bad" – it's necessary. Not every change is HUGE – if you keep them small and incremental, you minimize disruption and maximize benefits.

    The first step is always Planning out the work – this includes engaging your stakeholders, business partners and leadership and explaining “why” this continuous improvement mindset is critical to success.

    Next is a current state assessment to review all or a portion of your processes. You can break it up in any way that makes sense to your organization (i.e. assessing Talent Acquisition, or Payroll). The scope will depend on your readiness to look under the hood at your processes, policies, technology and people. At this time you will be documenting all your pain points with the process. You can also interview your stakeholders to determine what their pain points are with the processes.

    The future state design phase is where you build your ideal future state, without constraints of technology, organizational structure, or current limitations. This is your “BLUE SKY” or your “Utopia” – what would you do if you could? How would you manage the process? During this phase you will also develop the roadmap with the changes you are wanting and prioritize them.

    Then once you have the full roadmap the final phase is Execution - socialize it with all stakeholders, get buy in and build an execution plan to bring it to life.
  • KIMBERLY

    Transformation is a process, and this is a high level view of the process that we recommend and use. The one thing to note is that change is inherent in every step of this process. Not all change is "bad" – it's necessary. Not every change is HUGE – if you keep them small and incremental, you minimize disruption and maximize benefits.

    The first step is always Planning out the work – this includes engaging your stakeholders, business partners and leadership and explaining “why” this continuous improvement mindset is critical to success.

    Next is a current state assessment to review all or a portion of your processes. You can break it up in any way that makes sense to your organization (i.e. assessing Talent Acquisition, or Payroll). The scope will depend on your readiness to look under the hood at your processes, policies, technology and people. At this time you will be documenting all your pain points with the process. You can also interview your stakeholders to determine what their pain points are with the processes.

    The future state design phase is where you build your ideal future state, without constraints of technology, organizational structure, or current limitations. This is your “BLUE SKY” or your “Utopia” – what would you do if you could? How would you manage the process? During this phase you will also develop the roadmap with the changes you are wanting and prioritize them.

    Then once you have the full roadmap the final phase is Execution - socialize it with all stakeholders, get buy in and build an execution plan to bring it to life.

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