Human Resource Technology Powerpoint Presentation Slides

Human
Resource Technology
Yo u r C o m p a n y N a m e

Agenda
2
Align technology needs with HR and organizational goals.
Identify the desired target state of HR system & develop an associated roadmap.
Identify process owners & key stakeholders for effective project execution.
Developing a robust HR systems strategy
Help in analyzing the HR system target state & roadmap.
Add Text Here
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These are different purposes of study that propose a solution
to build a robust HR system or deal technical changes in
current HR system.
Address the issue of ineffective HR IT systems

Table
of Content
3
Overview
Brief Overview on HR Technology System
Human Resource Information System (HRIS)
Executive Summary
Root Cause Analysis Overview
Current and Target State Scenario
o HR Technology Industry Trend
o Phases of HR Technology in our firm
o HR Technology Capability Model
o Key Function of HRIS
o Accessibility of HRIS functions with respect to users
o HRIS Market Overview
▪ HRIS Market based on Solution
▪ Categories of HRIS Market Competitors
▪ Feature Comparison of HRIS Software Vendor
o HRIS Market Trend
Human Capital Management (HCM)
Human Resource Management System (HRMS)
Key Performance Indicator
o Key features of HCM Technology
o HCM Technology Focus Area
o HCM Technology landscape
o HCM Market Overview
▪ Categories of HCM Market Competitors
▪ Feature Comparison of HCM Software Vendor
▪ Market Share of HCM Software Vendor
o Role of HRMS Technology
o Modules covered in HRMS
o HRMS Market Overview
▪ Categories of HRMS Market Competitors
▪ Comparison of HRMS Software Vendor
o Impact of HRMS technology on HR functioning
o Trends in HRMS System
o KPI of Human Resource Management
o HR Key Performance Indicators

Table
of Content
4
01
Executive Summary
Root Cause Analysis Overview

Executive Summary
5
o The current human resource system is ineffective in achieving corporate business objectives.
o Technical Modification need to be made to current system procedures
o Poor interdepartmental communication for system execution
o Few options to automate current processes
o Before choosing a solution, the evaluation of current state and understanding of pain point is
must.
o Develop a practical and actionable roadmap
o Examine the current system and identify the problematic areas
o Focus on modification require in current system technology
o The HR function is changing from administrative to strategic.
o Huge Dependency on manual processes
o Lack of resources and process system
o Geographically dispersed workforce
Situation
Possible Solution
Problem Statement
We have summarized the situation in three section that defines the
problem and solution for better HR System .

Root Cause Analysis
Overview
6
It gives an understanding of current
situation/problem in order to analysis the issue and
organization’s technology needs
Description
of Issues
Organization ‘s
Technology
Needs
o Managing information and securing the privacy
of information.
o Difficult to develop strategy to resist the
technology change.
o HR System faces challenges in facing
workforce shortage
o Hard to identify the core areas of
business training
o Add Text here
o Add Text here
o Streamline HR processes and reduce
administrative burdens.
o Reduce HR administration &
compliance costs.
o Provide real time metrics & KPI’s to track
system performance
o Transform current HR system to meet the
organizational needs
o Improve service & access to data for
employees & managers
o Add Text here

The slide illustrates the business strategic objective divided into smaller goals,
associated with the current and target state.
Business Goal Target
Description Current Situation
Reduce Financial Cost for
Recruitment
Increased Hiring Cost due to
involvement of third party in
recruitment
$0.5 MM 0.4 MM
Employee Learning Growth
Employee learning scale
(scale 0-10)
6.2 >7.5
Current HR Technology
Software
Satisfaction score of
managing HR system
0.15 0.85
7

Table
of Content
8
02
Overview
o HR Technology Industry Trend
o Phases of HR Technology in our firm
o HR Technology Capability Model

HR Technology Industry Trend
Determine HR technology industry trend through detail understanding of
market drivers and growth in expenditure
Organizations are looking to replace their rapidly aging
HR systems
HR Technology Market Drivers
Rise in adoption of cloud-based
software system
The year-over-year growth rate for 2020 is
estimated at 7.8%
Attracting and retaining top talent has
become a top priority
HR Technology Market Growth
0
2
4
6
8
10
12
14
16
2012 2013 2014 2015 2016 2017 2018 2019 2020
USD 7 billion
USD ~ 14 billion
9

The diagram describes the HR Technology profile of a company. These are different
stages of HR system that company used in certain time period.
Phases of HR Technology in our Firm
Web-Based Technology
o Interactive Voice Response System (IVR) is a telephone
technology which is used to interact with a database.
o Web based application is a user interface technology in
which they can access application from any computer
connected to internet.
Paper-Based Systems
o System data were stored on mainframe computers.
o These systems operated independently and does not
integrate with other business functions.
o HR was sole custodian of the data
Text
Here
Early Personal Computer (PC) Technology
o HR data were stored on a client server, a network
architecture in which each computer on the network is either
a client or a server.
o Clients rely on servers for resources, such as files; devices,
such as printers; & even processing power
Electronic Database Systems
o A relational Database technology is used to link the
information from the separate files.
o E- HR is began to appear from this stage
o For Example a popular enterprise-wide system at the
time was SAP.
Phase 1 Phase 2
Next Phase Current Phase
(1996- 2003) Internally
Developed System
(2003-2009)
Licensed Software
On-Premise
(2015 - Current)
SaaS
Subscription
Based
(2009 -2015)
10

HR Technology Capability Model
The given table examines the maturity of HR technology environment and impact of process optimization, service delivery and
adoption of HR tech , on capability of organization
Categories
HR Tech 1.0
(1996- 2003)
HR Tech 2.0
(2003-2009)
HR Tech 3.0
(2009-2015)
HR Tech 4.0
(2015 - Current)
HR technology strategy
No strategy or central ownership of HR
technology
HR technology not well aligned to
organizational objectives
HR is aligned to the organization’s
broader objectives with ability to
effectively respond to business needs
Central governance established by
the HR tech CoE; HR viewed as a
strategic partner helping drive the
organization’s broader objectives/
roadmap
HR processes
Process are not optimized and customer
centric
Mix of manual and automated
processes
Core processes are automated and
harmonized
Processes are fully automated,
harmonized and optimized
HR service delivery No/limited SaaS Partial SaaS or hybrid models
HCM SaaS solution; some emerging
technologies applied
Full SaaS; advanced use of emerging
technologies (AI, automation)
Direct access with employee self-
service (ESS)/manager self-service
(MSS)
No/limited direct access (MSS/ESS)
Some direct access, but user experience
not optimized
Direct access with solid adoption and
user experience
High degree of direct access,
including use of emerging channels
(chat, voice); full adoption and
strong user experience focused on
“moments that matter”
Reporting and analytics
Basic reporting only; no metrics and
KPIs
Largely operational reporting with
limited investment in analytics, few
established metrics and KPIs
Enterprise-wide dashboard and
analytics; established metrics and KPIs
Fully integrated intelligence
platform; leading metrics and KPIs;
strategic business insights
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Table
of Content
12
Brief Overview on HR
Technology System
03

Brief Overview on HR Technology System
Compare the function capabilities of different human resource system, include HRIS , HCM and HRMS
Key Features HRIS HCM HRMS
HR Core
Recruitment/ATS
Leave Management
Rewards & Recognition
Remuneration & Benefits
Training & Development
Workflow
Self – Service
Reporting
Onboarding
Performance
Succession
Salary benchmarking
Analytics
Payroll
Time & Labor
Global

Table
of Content
14
Human Resource Information System (HRIS)
o Key Function of HRIS
o Accessibility of HRIS functions with respect to users
o HRIS Market Overview
▪ HRIS Market based on Solution
▪ Categories of HRIS Market Competitors
▪ Feature Comparison of HRIS Software Vendor
o HRIS Market Trend
04

Function
of HRIS
Operative Function
Customizable and standard reports
Employee Database and Directory
Applicant tracking
Benefits administration
Time and attendance
Time-off tracking
401k tracking - Employer-
sponsored retirement plan
Performance management
Electronic signatures
Simplify workflow
Optimize precision, stability &
credibility of workforce data
Managerial Function
Key Function
of HRIS
There are different managerial as well as operative function
of human resource information system.
15

Accessibility of HRIS Functions
with Respect to Users
16
Employee Manager HR
Record & maintain
Compliance
Forecasting & planning
Talent management
Strategic
Decision making
It gives more understanding
of HR system, showing
relation of HR functions
with different users of
system, includes employee,
manager and HR

The top vendor of HRIS
market are divided into
two categories of software
platform, HR Cloud
Solution and HR On-
premise Solution
HRIS Market
Based on
Solution
Cloud
Solutions
On-premise
solutions
Workday
Success Factors
Business Execution Software
Oracle
Human Capital Management
Cornerstone
Talentsoft
SAP
Oracle
Peoplesoft
Core HR Talent
17

Analyze different
categories of HRIS Market
Vendor. It gives an overview
of HRIS Market, divided
into four segment of
leaders, challengers, niche
players and visionaries
Categories of
HRIS Market
Competitors
Leaders
Cornerstone
OnDemand
SAP (Success
Factory)
Oracle
Better Functionality
Text here
Halogen software
Talentsoft
Text here
Skillsoft
Technomedia
Greater
Usability
Challengers
Niche Players Visionaries

Free
Users
Free
Storage
Free
Support
Upgrade
Fee
Personnel
Tracking
Absence
Management
Time Tracking Recruiting Payroll
Open
Source
Mobile
Apps
SAP 12 5 GB Help Center $39-199/month
Oracle Unlimited Unlimited E-mail NA
Cornerstone
OnDemand
Unlimited Unlimited E-mail NA
TeamDeck 6 Unlimited
Online
Form/Help
Center
$1-4/user/month
WebHR 5 Unlimited E-mail $1-2/user/month
Zenefits Unlimited Unlimited
Online
Form/Help
Center
$40 + $5-
9/user/month
Zoho People 5 250 MB
Live Chat/Help
Center
$1-4/user/month
Ice HRM Unlimited NA E-mail $749-1,649(Pro)
Jorani Unlimited NA E-mail NA
Compare the popular HRIS Software Vendor on basis of
software feature, pricing structure and target market
Feature Comparison of HRIS
Software Vendor

HRIS Market Trend
Analyze the future growth of market through help of these trend.
Collaborative system solution for
geographically disperse workforce
10
Simplification of Payroll
solutions
09
Optimized Analytics &
Data use
08
Focus on employee
engagement solutions
07
Emergence of employee
experience platform
06
Increase in demand of cloud
based HRIS software
01
Significant demand for video-based
learning on corporate training
03
Increase in use of mobile
for HR activity
05
Emergence of employee
experience platform
04
Enhancing user
experience
02
20

Table
of Content
21
Human Capital Management (HCM)
o Key features of HCM Technology
o HCM Technology Focus Area
o HCM Technology landscape
o HCM Market Overview
▪ Categories of HCM Market Competitors
▪ Feature Comparison of HCM Software Vendor
▪ Market Share of HCM Software Vendor
05

Key Features of HCM
Technology
22
These are the range of
operation offers through
HCM Technology.
Performance & Goal Management
06
Salary Planning
09
Benefits administration
03
Onboarding
05
Succession Planning
08
Applicant tracking
02
Applicant Tracking System
04
Position Control / Budgeting
07
Employee Database & Directory
01

HCM
Technology
Focus Area
23
Talent Acquisition and Management
Solutions focused on sourcing, recruiting, interviewing, and on-boarding
employees to an organization
o Employee recruitment, engagement, and retention
o Use of data-driven tools to increase the organization network
o Talent tools adopting machine learning, predictive analytics, assessment algorithms, & artificial intelligence
o Real time employee review solutions , ex – social collaboration management
o Add Text Here
Workforce Management
Solutions focused on optimizing the efficiency and productivity of
an organization’s employees
o Benefits and payroll solutions
o Automated and comprehensive risk management / compliance tools
o Back office HR Capabilities for on-demand labor market
o Your text here
o Your text here
These focus areas must
keep on priority in order
to deal the technology
disruption in HR system.

It gives an overview of HCM system, consists components such as HCM solution,
platform and capabilities of system
HCM Technology
Landscape
Platform
Talent
Acquisition Suite
Talent
Management Suite
Workforce
Management Suite
Solution
Recruitment
Marketing
Applicant
Tracking (ATS)
Learning
Performance
Management
Time & labor Core HR
Onboarding Succession Compensation Payroll Benefits
Capabilities
Engagement Collaboration Employee Comms
Analytics Competencies
24

Analyze the different categories of competitors of HCM Market Vendor, divided in
segments as HCM market leader, facilitator, core provider & expert
Categories of HCM
Market Competitors
JDA
Ceridian
Sum Total
Systems
Workforce
Software
Ramco Systems
Namely
Paychex
Replicon
Paycor
Paylocity
Infor
Kronos
ADP
Epicor HCM
Paycom
Greater
Usability
Facilitator
Core Provider
Leader
Expert

Ceridian Dayforce
CEIPAL Workforce
ADP
Sum Total
Target
Market
$ Pricing Software Features
Attendance
Management
Benefits
Administration
Employee Self-
Service
Learning
Management
System
Mobile
Access
Payroll
Management
Performance
Appraisal
Recruiting
Management
Wide Range of
Industries
They doesn’t
publicly display
All company sizes
and industries
Monthly
subscription
pricing structure
Large & enterprise
companies (over
1,000 employees)
in a variety of
industries
They doesn’t
publicly display
Feature Comparison of HCM
Software Vendor
Compare the popular HCM Software Vendor on basis of software
feature, pricing structure and target market

Market Share
of HCM
Software
Vendor
27
IBM
Ceridian
Other
SAP
Workday
Oracle
Microsoft
Kronos Incorporated
Sum Total System, a
Skillsoft company
Ultimate Software
ADP
Use this chart to get an
understanding on market
share of top vendor for
HCM software

Table
of Content
28
Human Resource Management System (HRMS)
o Role of HRMS Technology
o Modules covered in HRMS
o HRMS Market Overview
▪ Categories of HRMS Market Competitors
▪ Comparison of HRMS Software Vendor
o Impact of HRMS technology on HR functioning
o Trends in HRMS System
06

Role of HRMS
Technology
29
We have mentioned few
feature of HRMS Technology
Labor management
or TLM
Productivity and
profitability features
Payroll
processing features
Add Text Here Add Text Here Add Text Here

The HRMS is the combination or set of units
shown below. It ensures the easy management of
Business Processes.
Modules Covered
in HRMS
Payroll
Management
Employee Profile
Management
Leave
Management
Staff benefit &
Compensation
Training
Management
Health & Safety
Management
Reporting &
Tracking
Automation of
Business
Processes
30

Analyze the different categories
of competitors of HRMS Market
Vendor, divided in segments as
HRMS market leader, facilitator,
core provider & expert
Categories of
HRIS Market
Competitors
Sum total
Oracle
SAP
Greater
Usability
Facilitator
Core Provider
Leader
Expert
People fluent
Workday Success Factor
ADP

Oracle Cloud
Success
Factors
Workday
People fluent
Sum total
Vendors
Core HR Workforce Talent Learning Recruitment
Compensation
& Benefits
Applications
Comparison of HRMS Software Vendor
It combines the profile summary of HR solution vendor based on
different set of applications.

Impact of HRMS Technology
on HR functioning
33
The list of benefits by the enhanced HR
systems or functions.
Fast and flexible systems
System running on latest
architecture
01
02
03
Easy vendor
management
Effective project
management
Best in class
recruitment service
04
05
06
SaaS (Software as a Service) model
o Highly secured systems
o No additional cost for maintenance
o Low operating costs

Trends in
HRMS System
There are few emerging trend in human
resource management system.
Increase in use of
talent website
New software categories
include feedback,
engagement, & culture
management
Cloud-based
Systems
Mobile
Optimization
More use of
social media
Real time talent
management system
Six trends
in the
future of
HRM

Table
of Content
35
Key Performance Indicator
o KPI of Human Resource Management
o HR Key Performance Indicators
07

It shows the business metrics & KPIs for human resource
management: headcount by department, employee salary
distribution, male & female ratio.
KPI of Human Resource
Management
41%
59%
7
8
9
32
6
5
3
4
3
5
0 10 20 30 40
Support
Sales
R&D
Production
Marketing
IT
HR
Finance
Administration
Accounting
Headcount by Departments
Headcount
6
12
16 15
13
8 7
5
0
5
10
15
20
20-30k 30-40k 40-50k 50-60k 60-70k 70-80k 80-90k 90-100k
Employee number of salary
Headcount
Total
82
Male
48
Female
34
36
Male & Female
Male
Female

HR Key
Performance
Indicators
Job candidates who meet
job criteria
Revenue per employee
21%
$1,27,000
100%
$2,50,000
Monthly internal
hire rate
Workforce below
performance Standards
4%
8%
20%
20%
The dashboard focus
on monitoring the
internal hire rate,
percentage of eligible
candidate, revenue per
employee & workforce
below job standard.

3 Steps Roadmap Process Flow
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30 60 90
Days Plan
Plan
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First 90
Days
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Activity Year 1 Year 2 Year 3
Your Text Here
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Gantt Chart
46

Daily Project Tracker
Gantt Chart
Dates 27 Jan 28 Jan 29jan 1 Feb 2 Feb 3 Feb 4 Feb 7 Feb 8 Feb 12 Feb 13 Feb
Project 1
Task 1
Task 2
Project 3
Project 4
REVISION
Task 5
Project 6
Project End
EVENTS
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Important Notes
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Mind Map
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Puzzle
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01
02
03
04
Our Target
51
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Gender Diversity Female Male
Total Workforce (U.S) 57% 43%
Total Workforce (Global, Excluding the u.s) 39% 61%
Target manager workforce 52% 48%
Target Leadership Team 36% 64%
Target Board of Directors 36% 64%
Racial/ Ethnic Diversity Diverse Non - Diverse
Total Workforce (U.S) 47% 53%
Target Manager Workforce 33% 67%
Target Leadership Team 36% 64%
Target Board of Directors 45% 55%
52
Workforce Diversity

Our Mission
53
capture your audience's attention.
Mission
Vision
Goal

Our Team
54
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Designation
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Designation
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Designation
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Timeline
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2016
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2017
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About Us
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Thank You
Address
#Street Number , City , State
Contact Number
0123456789
Email Address
Emailaddress123@.com
57

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