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Behind the Curtain: Real-world HR Tech Implementations and What You Need to Know


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Behind the Curtain: Real-world HR Tech Implementations and What You Need to Know

HR Open Standards Session at HR Tech 2014

Developing your business outcomes-based HCM and HR technology strategy and selecting your next generation technology foundations are only half of the battle when it comes to getting the most business value from your technology investments. Most experienced HR technologists will tell you that the real work starts after the contract is signed. In this “Behind the Curtain” session, you will hear from some of the most accomplished HCM experts in the industry as they share their secrets of successful HR technology implementations. From debunking vendor-speak to dealing with the challenges and pitfalls when attempting to integrate disparate systems, to delivering the project to successful completion, attendees will learn many tricks of the trade from expert HR technology implementers. You will become better equipped to get the most value out of your HR technology investments.

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Behind the Curtain: Real-world HR Tech Implementations and What You Need to Know

  1. 1. Behind the Curtain: Real-world HR Tech Implementations and What You Need to Know Moderator: Bon Idziak, CEO, Applicant Insight, Inc. Panelists: Ray Schreyer, Global Recruitment Technology & Enablement Manager, IBM Corporation Mike Seidle, Founder, Work Here Val Tsvetkov, VP of Implementation Services, IQ Navigator Ingolf Teetz, CTO, Milch & Zucker
  2. 2. Ray Schreyer HR Technology Conference Las Vegas, NV 2014
  3. 3. Thesis: Majority of Issues “Baked in The Cake” before contract signed Key Themes:  HR not understanding the technology ecosystem  Not understanding the tech industry’s future direction  Responding to Industry Hype  Price vs. Cost Pressures  HiPPO
  4. 4. Need to Understand Tech Ecosystem
  5. 5. Understand Future Direction
  6. 6. Respond to Industry Hype
  7. 7. Price Pressures
  8. 8. HiPPO Highest Paid Persons Opinion
  9. 9. Before Signing Contract:  Build the best diverse team of individuals:  HR & Tech  Experience in corporate & industry  Ecosystem knowledge  Must be Respected by Line  Respect gives latitude to invest & choose solutions  Respect lessens hype-cycle fire-drills  Rely of Industry colleagues for advice & counsel  For Vendors: Trust, but verify… i.e. research, research, research  Frontstage  Backstage  Stay abreast of industry developments & emerging market trends  Know when to jump vs. wait on a new tech. solution….
  10. 10. Mike SeidleWork Here Geomarketing powered mobile recruiting. Board of Directors, HR Open Standards Consortium
  11. 11. Building HR Solutions Two Challenges in the past year: How do you get 50 governments to agree on how to do anything? How do you bring a new hr tech product to market in 90 days or less?
  12. 12. 50 Governments ● Worked for DirectEmployers. We ran the National Labor Exchange. ● 2013: New regulations require employers to prove they delivered jobs to State Workforce agencies. ● Needed a way to get receipts from all 50 US Workforce Agencies. ● Difficulty: 50 governments and 28 different systems. ● We had 60 days to go live.
  13. 13. New Product ● Building for web & mobile. ● Need way to store position openings and candidate profiles. ● Compatibility critical to product success. ● Need to have MVP quickly to secure funding. ● Goal: 90 days.
  14. 14. Solution: Standards Instead of reinventing the wheel, I went with a standard one. In both cases, the entire project was completed inside what would normally be the “requirements gathering” phase. In business, Done > Wishful Thinking
  15. 15. Human Resource Informatio System (or Front Office System) Vendor Management Talent Management * Compensation/ AP On/Off Boarding Doc/Asset/ID Management Employee Performance Management Healthcare Management/ Benefit s Enrollment Applicant Tracking Payroll Time Management Background Screening (CRA) Assessments Employment Eligibility I-9 Screening Staffing Assessments Recruiting, Search Document, User Account Benefits, Savings Plans, Stock Plans HR Payroll Master Time Card Indicative Data, HR Master, Org Chart. User Account External HRIS Time Card Drug/Alcohol * Talent Management Systems include Succession Planning, Competency, Learning and Performance Management. Property of HR Open Standards Employee Performance Management Screening Researchers (Providers) Screening Benefits Providers Job Boards Recruiting Benefits Enrollment Screening Vendor Shift Scheduling/ Absence Management On Boarding OnBoarding OnBoarding Assessments Drug/Alcohol Industry Testing
  16. 16. 50 Governments ● HR-XML 3.2 Recruiting ● Government LOVES XML ● No arguments about what to call fields ● No meetings about “taxonomies” ● Had many states online in 60 days ● Bonus: Often didn’t require developers
  17. 17. Starting Up Quickly ● HROS Lightweight JSON Standard ● Works with web ● Reduced database design from weeks… … to about 10 minutes. ● Prototype was up in days. ● Much more robust solution than we would have had. ● We’re in business :) ● Bonus: compatibility
  18. 18. HR Tech Implementations IQNavigator’s Journey From Custom To Standard Integrations Val Tsvetkov October, 2014
  19. 19. About IQNavigator • IQNavigator is the leading independent technology provider of Vendor Management System (VMS) software for Global 2000 companies. IQNavigator’s products enable enterprises to intelligently manage and optimize complex services procurement and contingent workforce programs. • Since 1999, IQNavigator’s products have been delivering procurement visibility and predictability, helping corporate leaders around the globe increase profitability, mitigate risk and compete more effectively. Standard Contingent Workflow Supplier Company IQNavigator Buyer Company 3. Worker On Boarding 7. Buyer Invoice 1. Requisitions (Job Opp.) 2. Candidates 4. Worker Information 6. Time / Expense 8. Supplier Invoice 5. Worker Updates
  20. 20. STANDARD Vs custom integrations STANDARD CUSTOM Lack of agreed upon standards complicates the process Expedites requirements gathering due to a predetermined set of standards Depends on development resources to write code for every integration Subject to strict development guidelines which makes it tough to quickly react to changing business requirements Same constraints and dependencies exist when changes need to be made after go-live VS Cycles and resources dedicated to custom code maintenance REQUIREMENTS Allows for business teams to operate without dependencies on development Provides flexibility to react to changing business requirements Ongoing maintenance reaps the same benefits as initial rollouts Focus on innovative new features and frameworks RESOURCES QA & UAT MAINTENANCE RELEASES
  21. 21.
  22. 22. milch & zucker THEMA: behind the curtain DATUM: October 2014
  23. 23. Ingolf Teetz (me) milch & zucker AG Education: Physicist (Justus Liebig Universität Giessen) Profession: CEO milch & zucker AG Founded milch & zucker AG 1998 Products: BeeSite Recruiting (ATS) BeeSite TRM BeeSite JobHub (multiposting) BeeSite Global JobBoard Member of HR-OpenStandard since 2003 Member of the board since 2006 HR integration projects for Deutsche Telekom (t-mobile), Deutsche Bank, Daimler and many more ....
  24. 24. To deliver a better candidate experience when a lot of partners are involved. A “lingua franca“ of hr-tech is needed to save time and money when connecting all of the partners.
  25. 25. When connecting various ATS, use HR Open Standard as: - Starting point for your interface discussion - Very good documentation - Easy to validate and test interface - The XML structure to save time and effort You can use different protocols to transport the HR-XML files: - REST - SOAP - File transfer
  26. 26. When connecting to candidate Frontend services, HR Open Standards “Lightweight recruiting” web services (JSON) will help you to easily, - Connect to your CMS - Be integrated in your mobile App - Give you flexibility to integrate where ever it is necessary
  27. 27. HR Open Standards HR-XML SEP 3.3 makes job board connection less dramatic. Using different transportation layer like: - SOAP - REST - File transfer The structure of the job ad data is fixed. With the separation of layout and data (xsl/xml) you can easily change your brand on job boardsin a short period of time.
  28. 28. Thank You! Moderator: Bon Idziak, CEO, Applicant Insight, Inc., Panelists: Ray Schreyer, Global Recruitment Technology & Enablement Manager, IBM Corporation, Mike Seidle, Founder, Work Here, Val Tsvetkov, VP of Implementation Services, IQ Navigator, Ingolf Teetz, CTO, Milch & Zucker,