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Workforce Now by ADP
The document discusses the challenges facing today's workforce, such as compliance, talent management, and an aging workforce, emphasizing the need for agile and innovative HR solutions. It highlights ADP Workforce Now as an integrated human capital management platform that facilitates recruitment, training, and retention of talent. The platform offers real-time access to data and mobile features to streamline HR processes and improve organizational productivity.
Workforce Now by ADP
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- 2. In today’s businessclimate, intelligent, quick decisions are required for: 1. Source: Knowledge Infusion/HR Executive Talent Management Survey, 2010. % Meeting compliance requirements Aligning employee and company goals Streamlining operations Finding the right talent Maintaining skilled employees 40% of companies don’t believe they have the necessary human capital data to help make decisions.1 “ “2015: Information is Key
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- 4. Goals putting focus on productivity& performance. Rapidly changing marketplace requires more agile and responsive workforce. Competitive marketplace requires workforce creativity and innovation. 33% 25%55% Pressures Driving Engagement Efforts Source: Aberdeen Group, June 2011 Are you investing the right resources to recruit and retain? Keeping Top Talent
- 5. Baby Boomers turn65 every day! 0143379481,4721,7892,1532,6813,5973,7554,2344,8275,4615,9246,5106,8827,1597,8058,4278,8949,4619,87710,000 Millennials are a new workforce of 05122354,89010,531457,8261,083,41975,000,000How can you transition seamlessly to the new generation of workers? Your Aging Workforce
- 6. Who Will… Legislative Changes LabourAdministrationsUnions Tax Changes Lead throughthe changes?Take responsibility?Accurately track and report?Protect your business?Ever Changing Regulations
- 7. Three Choices: 1 2 3 Ignore Hire Outsource How confident areyou with the strategy in place to maximize your resources in this environment? Doing More with Less
- 8. Find, grow, andkeep great people. ADP Workforce Now lets you focus on your people — attracting, developing, and managing talent to your best possible advantage. Empower your staff Improve your bottom line Make Human Capital Management easy Meet the next generation of productivity tools — ADP Workforce Now. ADP Workforce Now
- 9. Find, grow, andkeep great people. How we can help you do more with less!
- 10. Completing the HRPuzzle
- 11. HCM…it’s an umbrellaterm for a company’s end-to-end people-related processes… “ “ Human Capital Management
- 12. Single Provider, All-In-OneData-IntensiveCloud-BasedTalent-Centric AModern HCM Solution Must Be…
- 13. One Unified HCM Platform InstantAccess to Data & Insights Easy Maintenance and Scalability One System of Record Wouldn’t it be nice if you could have…
- 14. We focus onour client’s biggest investment, challenge, and opportunity – their people. From Recruitment To Retirement Hiring Onboarding Training Managing Rewarding Transitioning To Retirement ADP’s solutions for today’s workforce
- 15. ADP Workforce Now Mobile& Social Workforce Ready All-in-one solution from a single provider Brings together: HR, Payroll, Talent Management, Time, and Benefits. Reportable Metrics & Data Analytics HCM for Canada
- 16. Time & Attendance Human Resources Performance Management Recruitment Document Cloud Employee &Manager Self-Servce Mobile & Tablet Payroll Benefits Administration Workforce Now Wouldn’t it be nice if you could have…
- 17. Real-time Better Tools toMake Things Easier Instant Access Accurate Info Easy-to-Use ADP Workforce Now
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- 19. There’s an Appfor ALL of thatThere’s an App for ALL of that ADP Mobile & Tablet
- 20. ADP Mobile &Tablet There’s an App for ALL of that • View Pay Statements • Clock In / Out • View & Request Time Off • Instant Access/Updates • Mobile Timesheet • Manager Approvals Instant Access to What Matters
- 21. Instant Access toWhat Matters ADP Mobile & Tablet Enlighten Your Managers • View Pay Statements • Clock In / Out • View & Request Time Off • Instant Access/Updates • Mobile Timesheet • Manager Approvals • View Employee Profile • View Teams • Approve on the Go • Metrics on Demand
- 22. Thank you Jonathon Cote DistrictManager Major Accounts ADP 780-801-4157 jonathon.cote@adp.com
Editor's Notes
- #2 Welcome, my name is [insert name] and I want to thank you for allowing me to take up some of your busy schedule today.
- #3 For a variety of reasons including the economy, companies are focusing on smart ways to remain competitive and to capture growth. Companies’ success rests more than ever on their prime resource: their people. It’s for this reason HR has become a strategic discipline, and it now requires an unprecedented level of insight to make sound decisions. The question is however, do companies have the human capital data they need to move forward with confidence. A recent study indicates that 40% of companies don’t think they have the personnel data required to make sound decisions. This is far from an ideal place to be. I want to point out that the statistic states the companies don’t think they have the data, but the reality is, the true challenge may not be a lack of data, but a lack of access to it. Accessing your personnel information is critical to a strong growth plan. How does this all apply to your business and your own plans for growth and business development moving forward?
- #4 Whether you are planning for growth or placing your focus on maintaining or protecting your business, managing employees and making employment decisions will be challenging. This is especially true when it comes to making the hard decisions like hiring and layoffs. In talking with our customers, there are three clear challenges emerging: keeping top talent, an aging workforce, and increasing regulations. Let’s take a quick poll from the room, and see how these trends have affected us here today. How many of you are dealing with at least one of these challenges?
- #5 Keeping top talent is always a key factor to success. A study conducted by the Aberdeen Group shows that business pressures or goals are forcing companies to focus on keeping their top talent though employee engagement. In other words, looking for ways to get employees more absorbed by and enthusiastic about their work so the company can benefit from the positive influence on the organization's needs and plans. Greatest among these business goal pressures is growth, followed by the rapid change in the marketplace, and concerns about staff retention. So what does this mean to you? It means two things. One, you need a strategy to help identify and engage the best talent within your organization. Two, you need to make sure you have resources focused on bringing the best talent into your organization. The current economic uncertainty and efforts to meet yearly growth objectives are forcing all of us to find ways to do more with fewer resources, human and otherwise. Finding, investing in, and keeping the most talented people on your staff is more important than ever. You have to make sure that you provide them with the right tools, programs, training, and culture, to do their jobs well, and remain engaged and passionate about your business and their positions.
- #6 Attracting new talent is just as challenging an exercise as keeping existing employees. Further adding to this challenge are the Baby Boomers who are working past 65 but could leave on mass at any time to start retirement. The next generation of workers, the so-called Millennials is 75 million strong and entering the workforce with a different frame of mind than Baby Boomers and Gen-Xers did. The ability to attract this new thinking fresh talent — and enable them with the technology to do more with less — will become critical to the growth and future success of your business. So we have to ask, do you have the resources in place to find, grow, and retain a Millennial workforce?
- #7 The workforce situation is complicated by continually changing payroll, government budget, and tax law changes. Not forgetting you still have the ever present challenges of working within labour laws, and union codes. Consider these points: How will the pending changes to union formation impact you? How will you implement payroll tax change compliant solutions that protect your interests for the future? Do you have the resources available today to continually track and plan for these changes? Do you know the impact of the challenges and changes to your core business? Strategy? Profitability? It’s not about tackling each of these changes individually; it’s more a question of who to put in charge of this large responsibility, in accurately tracking and reporting all compliance activities, as they will effectively be the champion protecting your business.
- #8 How is your business going to find the time and the resources needed to capitalize on the market’s potential for growth? There are just three options: Ignore: Well this really isn’t an option, but we know it is a path some companies will take. But if you have invested a lot into the business, this approach is really leaving the company’s goals and success to chance. Hire: It costs money to hire and train a new employee, and there will be the added costs of the technology required to realize these efficiencies, and in the end it doesn’t remove the risk of turnover. So we are still talking risk. Outsource: Outsourcing has its advantages, but comes with risk and uncertainty too — especially if you are outsourcing some functions and not others, and trying to manage multiple vendors. So we land on the question of how confident are you with the strategy in place to maximize your resources?
- #9 We have already established you need an efficient and effective way to find, grow, and keep great people. You need to focus on your people — attracting, developing and managing talent to your best possible advantage, by: Decreasing risk with a consistent hiring process across your whole organization Aligning employees’ goals with those of your organization Creating an online community that keeps everyone on the same page, without draining precious IT resources You no longer want to pay the steep price tag for productivity. You want to do more, know more, and grow more — all without boosting your headcount or your budget. You need a solution that integrates easily into your workflow and business processes and you need to empower employees with self-service options. If you’re like most businesses, information is key to strengthening your balance sheet. You need the means to effectively manage people-related expenses and make smarter decisions. You need accuracy, automation and reporting that is easier to read. You want to focus on creating human capital management strategies, rather than following up on the administrative “how to” questions.. In other words, you want to focus your time on running strategy rather than daily tactics.
- #10 We’re coming to the fun part. We’re going to get into the details of how businesses like yours can solve the items we have been discussing.
- #11 Previously increasing your HR capabilities to meet your business’ growing demands meant adding pieces to what you thought was a completed puzzle. Of course the pieces didn’t always fit perfectly; and workarounds and band aids were used. These left HRBPs with the task of inputting into multiple systems, some pieces end up connecting through interfaces or manual import exports… resulting in seams. These seams did for the most part give the businesses a working system, but they also allow a lot of wasted time keeping the seams from breaking.
- #12 The good news is that as HR moves from tactical to strategic innovative new technologies and processes are emerging that really empowers companies to leverage their most important competitive driver — their people! We are talking about Human Capital Management or HCM solutions, and many companies are now exploring their potential.
- #13 Let’s quickly define what a modern HCM solution should be : Single provider, all-in-one: All functions, be it talent management, human resources management, benefits administration, time and attendance, and payroll – should be part of one database. This enables businesses to gain efficiencies and lower their cost of managing their workforce. Talent-centric Worker disengagement and the lower productivity that results from this cost is real money; for example in the US, a 2013 Gallup report estimated the loss for the US economy at about $450 to $550 billion per year. Modern HCM focuses on making talent acquisition and performance management simple, from initial recruiting to ongoing talent development, and other aspects of the career lifecycle. Data-intensive: The amount of data a company is expected to manage is doubling every year. A comprehensive HCM solution tends to involve lots of data – data about employees, data by employees, and data for employees. The goal of the HCM solution is to manage all of that data in a way that can be shared across the enterprise and help drive better business decisions. Cloud-based: Cloud computing means you don’t have to devote your own IT resources to maintaining or supporting software. Installation is also easy – flip a switch and your data and functionality is always there, available from anywhere, in the cloud. Cloud has become the dominant delivery model for human capital management solutions.
- #14 Wouldn’t it be nice if you could have one system of record that is easy to maintain, that is scalable and able to grow with our organization.
- #15 At ADP, we are all in when it comes to HCM. We focus on our clients’ biggest investment challenge and opportunity – their people, all the way from Recruitment to Retirement! By building systems that are comprehensive, secure, and hosted in the cloud, we enable businesses to execute their business strategies
- #16 ADP Workforce Now brings together all five of the major components of HCM – talent management, human resource management, benefits administration, time and attendance, and payroll – in a single solution that ties all business functions together. With key reportable metrics and data analytics across HR, Payroll, Time and Talent data, companies can gain efficiencies and lower the cost of managing all aspects of their on-site and mobile workforce.
- #17 ADP Workforce Now is like its own ever evolving responsive ecosystem, offering payroll, HR, Recruitment Tracking and so on as your business needs it.
- #18 ADP Workforce Now is easy, real-time, instant access to simple accurate information. It is the tool that will allow you to gain smart insights from your personnel data – you will not belong to the 40% of companies that feel they do not have access to the necessary information to make sound decisions, as we saw earlier. To change out the image for a customized one for prospect or client right click on it and select change picture.
- #19 ADP Workforce Now is completely configurable, allowing you to easily brand your landing page with your colours and company logo – your HCM should also be a mean to reinforce your internal branding and the common values of your organisation, improving employee experience and their sense of belonging. To change out the image for a customized one for prospect or client right click on it and select change picture.
- #20 The smart phone is pretty common place and tablets are not far behind, as professionals and business people of all levels are looking for easier ways to have access to information. Your line or floor employee and manager are no different in what they want and need in this respect. ADP Workforce Now has mobile capabilities on iPhone, Android and Blackberry and iPad. Employees feel they are empowered and that their employer is investing in making them more productive.
- #21 Your employee’s will be able to instantly view their gross to net pay information, view vacation balances, and make time off requests (if relevant – employees can also punch in/out from their mobile device - and/or – fill out their online timesheet). Managers even have the ability to make approvals all from their mobile device. They finally can keep their heads above the water and concentrate on strategy.
- #22 With the iPad app, your managers have instant visibility to view their teams to help provide insights on their performance and attendance. Your company is continuously improving, in real-time, without wasting time and energy on meetings and report reviews.
- #23 You like the idea of doing more with less? You’d like your employees to be more engaged and more focused on your company’s growth? Let’s book time together to explore more in depth what progress your company could achieve and to learn more on how ADP Workforce Now could provide a great part of the solution to find, grow, and keep great people. Any questions? Thank you.