Today’s Agenda• Overview– The HR technology industry. What’s hot and what’s not?Who’s “winning” with technology and why?• Desired Outcomes– Operational & Strategic• Technology’s Role– What is it exactly and how does it work?• Return on Investment– Show me the money!• Q&A
Overview“Business transformation throughtalent management technology”• HR = Organization itself• Leveraging your greatest asset alsomeans mitigating against yourgreatest liability.
Human Capital Technology• $140 billion +• Current trends– Cloud-based and mobile solutions development– Social tools and self-service incorporating rapidly– Integrated platforms expanding (internally/externally,vertically/laterally)– Analytics are more easily accessed– Target markets emerging• State of acquisition– SAP, SuccessFactors– Oracle, Taleo– SalesForce.com, Rypple– Cornerstone Ondemand, Sonar6
Utilization• Who’s using human capital technology?– Companies of all sizes and industries– Process and quality-oriented organizations– Pay-for-performance organizations– Existing HCT subscribers• What’s working?– Phased implementations– Managed change throughout implementation– Holistic incorporation– Consistency• What isn’t working?– Technology as the sole solution– Unilateral implementation– Data silos– Too much technology
Operational Outcomes“Begin with the end in mind”• Increased operationalefficiency• Strengthened compliance• Reduced costs• Increased revenues• Third-party influencers
Strategic OutcomesAsk yourself these critical questions…• How will technology help me hire the bestpeople?• How will technology help translate individualperformance into organizational performance?• How can technology help employees performtheir jobs better tomorrow than they do today?• How can technology help my team spend moretime GROWING the business?
Implementation“Measure twice, cut once”• Existing systems• Current Resources• Time-to-Implement• System Adoption
Onboarding• Automates new hire data capture,form management, andcommunications• Capabilities• Web accessible • Capture E-signature• Manage Form W-4 and I-9 • Send automated notifications• Real-time data validation • Customize form workflows• File forms digitally and securely • Leverage systems integration
ROI factors to consider…• Applicant Tracking– Reduced labor costs, expenses, and process leaks– Improved quality of hire– Reduced time-to-fill– Reduced turnover• Onboarding– Improved first impressions = reduced 90-day turnover– Reduced paper, printing, and mailing expenses– Less data entry and opportunity for manual error• Time & Attendance– Reduced labor expense relating to time collection, calculation,and payroll preparation– Eliminated time card fraud / time theft– Reduced unauthorized overtime expense– Eliminated PTO policy abuse
PM ROI• Goal alignment• High potentials /succession• Employeeengagement• Employmentdecision support
Summary• HR technologies are providing practicalsolutions to modern workforce issues.• Small and mid-sized companies areincreasingly utilizing technology toimprove their bottom line and maximizeworkforce productivity.• Technology selection and implementationbest-practices are keys to success.• Significant ROI’s are being achieved.
More Information• Resources:– Gartner– Bersin & Associates– The Aberdeen Group– Nucleus Research– Towers Watson– Aon Hewitt– Vendor whitepapers and researcharticles
Thank YouG&A Partners is a Houston-based HR and administrativeservices company that manages human resources, benefits,payroll, accounting and risk management for growingbusinesses. G&A maintains offices in Houston, Dallas, SanAntonio, Austin, College Station, Corpus Christi, Arizona andUtah. For more information about the company, visitwww.gnapartners.com or call 713.784.1181Please send questions to firstname.lastname@example.org