Ensuring maximum return on HR technology investment

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Mike Theaker, Global Leader, HR Effectiveness, Mercer

A holistic discussion on: how to determine and capture return on HR technology investment; the associated struggles and victories; and examples of valid approaches.

Published in: Technology, Business
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Ensuring maximum return on HR technology investment

  1. 1. Softworld HR and Payroll Solutions London Olympia, October 13 2009 Ensuring maximum return on HR technology investment Mike Theaker, London mike.theaker@mercer.com www.mercer.com
  2. 2. Session framework APPROACH Clearly define objectives and benefits Determine what is Consider impact on the overall HR model needed Build a comprehensive business case Define system requirements Choose the right Determine system delivery preference technology Conduct a structured evaluation Secure adequate resources Implement Understand integration challenges successfully Manage the change process ROI Mercer 1
  3. 3. Clearly define objectives and benefits Determine what is Consider impact on the overall HR model needed Build a comprehensive business case Define system requirements A holistic view - Mercer’s HR Business Design model Choose the right technology Determine system delivery preference Conduct a structured evaluation Secure adequate resources Implement Understand integration challenges successfully Manage the change process Business and environmental context HR operating model Sourcing Human HR function HR programs What activities will we do ourselves / have others do? Capital strategy What programs and strategy What initiatives does HR need How will we objectives to develop to achieve Infrastructure secure, must be met the HR strategy? What capabilities are manage and and within needed to ’fulfill HR’s HR value Recruitment strategy? Business motivate a what period of proposition strategy workforce time – to Process Technology Training that can support the HC Talent Organization execute the strategy and Compensation & Benefits business deliver the Governance strategy? required Performance Management How will we lead the business function and manage related performance? Etc, etc, etc … investments? Performance monitoring and renewal To meet today’s challenges HR functions are transforming HR operations through significant strategy, program, sourcing, infrastructure and governance changes. Mercer 2
  4. 4. Clearly define objectives and benefits Determine what is Consider impact on the overall HR model needed Build a comprehensive business case Why companies invest in HR technology Define system requirements Choose the right Determine system delivery preference technology Conduct a structured evaluation Secure adequate resources Implement Understand integration challenges successfully Manage the change process Reduce costs Streamline processes and shorten life cycle times Deploy resources better Reduce transaction costs through greater speed and Enable lower ratio of HR staff to employees accuracy Achieve ROI within short timeframes Drive efficiency and effectiveness through technology Cost and efficiency Productivity Strategy Branding Spend less time on transactional activities Create or increase brand awareness outside the Allow HR to play an enhanced role as strategic partner organisation to improve recruiting Enable organizations to deploy resources to high- Increase brand awareness within the organisation value HR services Reinforce key messages and increase employee Provide access to business intelligence information satisfaction and engagement Mercer 3
  5. 5. www.mercer.com

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