Social Technology s Impact on the Way We Work       Technology’s
Table of ContentsExecutive Summary                y                                                   3Social Work Impact ...
Executive Summary   Situation: Companies are improving their mastery of social   technologies, using them to evolve operat...
Social WorkThe impact of social disruption on the way we work also impactsthe way we hire, grade performance, manage, prom...
Social Workforce Management Investment Thesis•Time. employee productivity, downtime. Businesseswasted millions of dollars ...
Social Work Landscape   Today’s business requires an engaged,                        empowered, and focused team and the  ...
Charles Bedard Bio                                                Client Industries:                                      ...
Ephor Group Snapshot Introduction                                                                                     The ...
Workforce Management HCM Software 2012
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Workforce Management HCM Software 2012

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Workforce Management HCM Software 2012

  1. 1. Social Technology s Impact on the Way We Work Technology’s
  2. 2. Table of ContentsExecutive Summary y 3Social Work Impact 4Social Work Investment Thesis 5Social Workforce Management Landscape 6 Appendix Author Bio Ephor Group Introduction The next big market opportunities will be driven by the need to connect, collaborate, and manage work given the new social processes and tools.
  3. 3. Executive Summary Situation: Companies are improving their mastery of social technologies, using them to evolve operations and exploit h l h l d l opportunities. Problem Statement: Social Disruption of the way and how we work is occurring because of the changes in employee and their work requirements Future work will requirements. not be the same. Companies should prepare for more substantial disruptions. Opportunities: Social technology is helping replace traditional hierarchical processes with community oriented networks to make work more social. Social technologies can support business: Social processes and social workflows Forge stronger links Navigate and interact with external Employee lifecycle Cost of Not Implementing Solution = Limited to current organic growth.
  4. 4. Social WorkThe impact of social disruption on the way we work also impactsthe way we hire, grade performance, manage, promote, and retaintalent. Managing Social Technology Solutions 101:With social, HR & staffing is evolving into supporting managers in 1. Social Workforce Solutions are Not Just for Millenials.their operational capacity and not from a pure HR function. 2. Use Social Tools Empower the Workforce. Technology implementation is easy, getting employees to collaborate is 301.Business failure occurs when innovation does not occur. Failure •Social Recruiting 3.0.occurs when technology alone is viewed as the savior as opposed •Social Performance Managementto an integrated solution. •Social Management Monitoring g g •Social Sales & MarketingThe market for workforce solutions is much bigger than the HR •Social Communitiesdepartment. Career planning, training, etc. apply to every function •Social Intelligence & Analyticsand role of an organization.
  5. 5. Social Workforce Management Investment Thesis•Time. employee productivity, downtime. Businesseswasted millions of dollars every year paying foremployee downtime. The more productive employees p y p p ywill make more monies.•Output. Each employees work can be directly tied tothe bottom line.•Social Currency. our reputation & network is ourprimary source of information and currency. The value ofinfluencers, networks, & other communications willbecome part of the key value of a new hire, orpromotion.•Product development. Use social technologies toderive customer insights and interactions duringdevelopment and beyond.•Marketing and sales. Use social technologies toderive customer insights; for marketing communicationsand interactions; to generate and foster sales leads;social commerce. i l•Customer service. Use social technologies to providecustomer care across multiple mediums (chat, email,telephone, kiosk, video, etc.)Ask yourself: have we created a talent model thatintegrates social into our resources properly to providethe best workforce solution for each job?i.e. do we have the right person for the right job at theright price for the right amount of time?
  6. 6. Social Work Landscape Today’s business requires an engaged, empowered, and focused team and the ROI business case for Social Performance Management is today’s best workforce management solution for perform oriented cultures. Social Performance Management (SPM) is in its next evolution, call it Employee Performance Management[1] 3.0, and blends employee management with workforce management, social and ih kf i l d CPM[2] (corporate performance management). Using SPM employees solicit "how am I doing?" feedback; or post praise or recognition. iti Largely, the software is not longer created for Human Resources only, but for both employees (social) and managers (workforce management & HR tools) and executives (CPM + analytics) The 2012 analytics). consolidation in the HR talent management space has disrupted the market and created many opportunities. HR vendors must choose to be an application that interfaces with ERP &/or payroll HRMS systems or be a cloud delivery platform or be a single best-in- class application.
  7. 7. Charles Bedard Bio Client Industries:  Software TechnologyCharles Bedard is a Managing Partner  B2B SaaS HCM, HR, Workfor Ephor Group’s revenue growth advisory Managementpractice for software and BPO.  Finance & Administration  AnalyticsCharles has spent the last five years, as a Managing  CRM, Marketing, SalesPartner with Ephor Group (www.ephorgroup.com), anindependent sponsor of technology software and BPO BPO (Business Process Outsourcing)service providers, where he helps companies “Solve  IT Servicesthe Value Equation” through useful capital financing,  Cloud Managed Services (MSP)M&A corporate development, GoToMarket, and through  HRO (Human Resources Outsourcing)strategic alliances, channel, and revenue growth  Healthcare ITstrategies.  H lth Healthcare B i Business S Services i MSO (Marketing Services Outsourcing)Experienced in developing markets and businesses, FAO (Financial & AdministrationCharles has extensive knowledge in growth strategies Outsourcing)and channel development. Prior to joining Ephor Group,Mr. Bedard served as a Strategic Advisor (ChiefStrategy Officer) for multiple Service and Technologyfirms where h managed business planning andfi h he db i l i d A track record of results Solving the Value Equation. fcorporate development, channel management, andstrategic initiatives. Charles has worked with multiplefast-growth companies in BPO, IT, HR/HumanCapital/HRO, and Technology/Software arenas.Charles’ deep domain knowledge of these arenas,combined with his passion for ope tion l execution, ombined ith hi p ion fo operational e e tionenables him to deliver long-term strategic and near-term tactical results. Over the years, Charles served asthe VP of Marketing and Sales for more than two dozencompanies providing Go-To-Market, sales strategy andtactics, and channel management.He has earned his Bachelor of Arts from SouthwesternUniversity and his Masters of Business Administrationfrom Texas Christian University.
  8. 8. Ephor Group Snapshot Introduction The 2013 Market Ephor Group provides the resources and capabilities needed Even in a slow growth economy, new to grow, outperform the competition and create wealth. emerging enterprises and market leaders will grow and prosper. And the market will continue to bifurcate into market leaders and laggards with noneEphor Group Focus: left in the middle.Revenue Growth Markets Ephor Focus & Expertise: M&A Corporate Development: M&A Research Intelligence, M&A B2B Workforce Management Sourcing, M&A Integration Technology & Software Change Agent Market Intelligence BPO Services Go-To-Market Routes to Market Email us for case studies for your industry sector @ Ephor[at]EphorGroup.com

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