Getting Strategic with HR Technology

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Companies of all sizes are struggling to manage the massive amounts of data related to human resource management. This program will examine the various solutions technology offers to deal with this challenge, and provide examples to increase department efficiency while adding strategic value to the business. The following objectives will be covered during this presentation:

- Learn about the current and future trends in HR technology, including Employee Self Service, Business Intelligence, and Social Media.
- Discover how to harness technology to make strategic business decisions
- Learn how to turn data into knowledge through Key Performance Indicators, Dashboards, and other metrics.
- Learn how to develop a solid business case for HR technology.

Published in: Business, Technology
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Getting Strategic with HR Technology

  1. 1. Getting Strategic with HR Technology<br />Harold G. Ford III<br />Dresser & Associates, Inc.<br />
  2. 2. Objectives<br />Current Trends in HR Technology<br />Getting Strategic with Technology<br />Building a Business Case for Technology<br />
  3. 3. Who Is This Guy?<br />HR Strategist<br />HR/Payroll Systems Expert<br />Trusted Advisor<br />Social Media Advocate<br />Self-Professed Geek<br />Early Adopter<br />
  4. 4. Terminology – HR Technology<br />Acronym Soup<br />SHRM<br />Core Discipline<br />David Ulrich, University of Michigan<br />Primary HR Competency Domain<br />ITM<br />WFM<br />SaaS<br />HCM<br />ERP<br />HRIS<br />HRMS<br />
  5. 5. Terminology<br />Long-Term<br />Big Picture Thinking<br />Holistic View<br />Company Goals/Objectives<br />Value/Outcome Focused<br />“S”-word<br />“HR must give value, or give notice.” <br />– David Ulrich<br />
  6. 6. HR Technology Efficiencies<br />Efficiency<br />
  7. 7. Strategic HR Technology<br />
  8. 8. Trends in HR Technology<br />Web 2.0 <br />Workforce Mobility<br />Employee Self Service<br />Talent Management<br />HR Analytics<br />
  9. 9. Trend #1 – Web 2.0<br />
  10. 10. What Was Web 1.0?<br />Information <br />Consumption<br />PUSH<br />
  11. 11. Trend #1 – Web 2.0<br />Collective Intelligence<br /> User Content<br />
  12. 12. Trend #1 – Web 2.0<br />Blogs & Wikis<br />RSS Feeds<br />Aggregate Sites<br />Social Networking<br />
  13. 13. Social Media in Business<br />Branding<br />Marketing<br />Public Relations<br />Customer Service<br />Loyalty Building<br />Customer Acquisition<br />Networking<br />Recruiting<br />Onboarding<br />Sourcing<br />Scheduling<br />Learning<br />Thought Leadership<br />Employee Engagement<br />Internal Communication<br />
  14. 14. Social Media – HR Opportunities<br />
  15. 15. Social Media – HR Opportunities<br />
  16. 16. World Class Examples<br />YouTube – ‘The Company as Wiki’<br />
  17. 17. Trend #2 – Mobility<br />Statistics<br />70% - Mobile phones for work<br />50% - Check work email on weekend<br />89% - U.S. companies offer telecommuting<br />51% - American workforce is mobile<br />Sources: Socialcast<br /> Telework Coalition<br />
  18. 18. Mobility – HR Opportunities<br />HR Leadership<br />Alerts/Triggers<br />Social Media<br />Work/Life Balance<br />
  19. 19. Trend #3 – Self Service<br />
  20. 20. Self Service – HR Opportunities<br />
  21. 21. Trends #4 – Talent Management<br />Learning Tech Spending Up<br />Talent Challenges<br />Performance-driven Culture<br />Filling Leadership Pipeline<br />Developing Skills to Address Business Challenges<br />
  22. 22. Talent Mgmt – HR Opportunities<br />Acquiring Talent<br />Sourcing<br />Selection<br />Developing Talent<br />Succession Planning<br />Social Learning<br />Assessing Talent<br />Performance Appraisal<br />Goals Measurement<br />
  23. 23. Trends #5 – HR Analytics<br />Data  Decisions<br />Metrics/Key Performance Indicators<br />Analytical Tools<br />Dashboards<br />Level of<br />Abstraction<br />
  24. 24. Analytics – HR Opportunities<br />
  25. 25. Strategic HR with Technology<br />“Organizations don’t know yet how to use the HR information system, how to make it connect to the kind of things that make HR strategic”<br />“S”-word<br /><ul><li>Professor Jon Boudreau, </li></ul> USC’s Marshall School of Business<br />
  26. 26. Strategic HR with Technology<br />Why Aren’t We?<br />HR Administrivia<br />Transactional duties<br />‘Social work’ activities <br />Comfort zone<br />HR Skill Set<br />Data Accuracy<br />
  27. 27. Strategic HR with Technology<br />Why don’t we?<br />Social workers and not interested in business<br />HR pursues efficiency in lieu of value<br />HR isn’t working for ‘you’<br />The corner office doesn’t get HR<br /><ul><li> Keith Hammonds – editor, Fast Company magazine</li></ul> “Why We Hate HR”, 2005<br />khammonds@fastcompany.com<br />
  28. 28. Strategic HR with Technology<br />
  29. 29. Leverage HR Technology<br />ONE: Reduce ‘Social Work’<br />Utilize Technology<br />ESS<br />Alerts<br />Reporting<br />
  30. 30. Leverage HR Technology<br />TWO: Serve the Business<br />M, V, G, O<br />HR Goals Corporate Goals<br />HR Metrics Business Decisions<br />Data Integration<br />
  31. 31. Leverage HR Technology<br />THREE: Measure the Right Things<br />Baby Steps<br />K.I.S.S. <br />Few, But Layered<br />Start With the End in Mind<br />
  32. 32. Leverage HR Technology<br />FOUR: Make Value, Not Activity<br />Key Performance Indicators<br />Scorecards<br />Analysis<br />
  33. 33. Leverage HR Technology<br />FIVE: Inquiry, Not Intuition<br />Get Answers From Metrics<br />Use Standardized Data<br />Measure Consistently<br />“... when HR uses fact-based decision making – instead of intuition or best guesses – the group becomes a more credible partner to the business it serves.  Fact-based decisions help HR improve HCM practices, recruit and deploy the right talent, cut costs, contribute to business performance and provide evidence of those contributions.”<br />- BusinessWeek Research Services, May 2009<br />
  34. 34. HR Analytics – Examples<br />
  35. 35. HR Analytics – Examples<br />Turnover Ratio<br />
  36. 36. HR Analytics – Examples<br />
  37. 37. HR Analytics – Examples<br />Salaries as a % of Operating Expense<br />All Industries – 57%<br />Government Agencies – 54%<br />Nonprofit Organizations – 56%<br />Privately Owned For-Profit – 60%<br />Publicly Owned For-Profit – 45%<br />Source: 2008 SHRM Human Capital Benchmarking Study<br />
  38. 38. Dashboard Metrics<br />
  39. 39. Justifying HR Technology<br />Why HR Technology Isn’t Implemented:<br />Budget/Funding approval<br />Unclear Goals<br />No Buy-in<br />Resistance to Change<br />IT Infrastructure<br />“No Decision”<br />
  40. 40. 10 Steps to Obtaining Tech<br />Expand Your HR Technology Knowledge<br />Webinars<br />IHRIM<br />Follow HR Tech Experts<br />
  41. 41. 10 Steps to Obtaining Tech<br />2. Determine Your Current Reality<br />Technology<br />Processes<br />Workflow<br />
  42. 42. 10 Steps to Obtaining Tech<br />3. Develop “Needs” and “Wants” List<br />
  43. 43. 10 Steps to Obtaining Tech<br />4. Create a Business Case<br />Goals and Objectives<br />Costs and Saving Measures<br />Define Current HR Issues<br />Outline Productivity Increases<br />More Strategic Opportunity<br />Metrics<br />KPI’s<br />Business Impact<br />
  44. 44. 10 Steps to Obtaining Tech<br />5. Calculate ROI and Rate of Return<br />Hard Costs<br />Soft Costs<br />
  45. 45. 10 Steps to Obtaining Tech<br />5. Calculate ROI and Rate of Return<br />Tactical Benefits<br />Strategic Benefits<br />
  46. 46. 10 Steps to Obtaining Tech<br />Determine Budget<br />Use Business Case<br />Use ROI<br />
  47. 47. 10 Steps to Obtaining Tech<br />Research Software & Companies<br />Evaluate Systems<br />Flexibility<br />Scalability <br />
  48. 48. 10 Steps to Obtaining Tech<br />Set Implementation Expectations<br />Make Purchase Decision<br />1/3<br />
  49. 49. In Summary<br />Social Media and Workforce Mobility are changing the dynamics of HR Technology. <br />Popularity of Employee Self Service and Talent Management systems has increased.<br />HR Technology can increase HR effectiveness, but will ultimately make HR more strategic.<br />Utilize technology to create business oriented analytics and metrics.<br />Justify HR Technology by creating an ROI with clear goals and objectives.<br />
  50. 50. Thank You!<br />Harold G. Ford III<br />Dresser & Associates, Inc.<br />http://www.linkedin.com/in/haroldgfordiii<br />

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