Retain Talent and Improve Employee Satisfaction


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Retain Talent and Improve Employee Satisfaction

  1. 1. Retain Talent and Increase Employee Satisfaction Speaker: Mark Smith President and Chief Research Officer Ventana Research Spencer Hyde Director, Multimedia and Business Development SkyWest Airlines Hardeep Gulati Executive Vice President, Products and Customer Support SumTotal Systems Moderator: Mike Prokopeak Vice President, Editorial Director Talent Management magazine #TMwebinar
  2. 2. •  Q&A –  Click on the Q&A icon on your floating toolbar in the bottom right corner. –  Type in your question in the space at the bottom. –  Click on “Send.” #TMwebinar
  3. 3. Tools You Can Use•  Polling –  Polling question will appear in the “Polling” panel. –  Select your response and click on “Submit.” #TMwebinar
  4. 4. Frequently Asked Questions1. Will I receive a copy of the slides after the webinar? YES2. Will I receive a copy of the recording after the webinar? YES Please allow up to 2 business days to receive these materials. #TMwebinar
  5. 5. Retain Talent and Increase Employee Satisfaction Mike Prokopeak Vice President, Editorial Director Talent Management magazine #TMwebinar
  6. 6. Retain Talent & Increase Employee SatisfactionLeverage the Latest Cloud-based HR Technology to Drive Engagement Speakers: Mark Smith CEO & Chief Research Officer Spencer Hyde Director Multimedia & Business Development Hardeep Gulati EVP Products & Customer Support
  7. 7. Today’s AgendaCloud Computing & Software as a Service•  Mark Smith – CEO & Chief Research Officer, Ventana ResearchSkyWest Airlines: A Case Study in Going to theCloud•  Spencer Hyde – Director of Multimedia & Business Development, SkyWest AirlinesSumTotal Strategic HCM Cloud Solution•  Hardeep Gulati – EVP Products and Customer Support, SumTotal Systems
  8. 8. Cloud Computing & Software as a Service A New Approach To An Old Idea Cloud Computing provides access to software & technology that is installed outside of your enterprise through public clouds in usage and rental based software as a service cost model for a enterprise to gain access to latest in computing. Organizations can also establish private cloud for managing computing outside of enterprise. Clouds cane be in mixed or in other business approaches.©2006, Ventana Research, Inc.
  9. 9. Advancing the Human Capital AgendaOrganizations must operate leaner andmore efficient in human capital andutilizing talent efficiently. Compensate Perform Learn Hire Recruit 9 ©2012, Ventana Research
  10. 10. The Value of Cloud Computing Availability Situation – Technology complexity in IT Problem – Backlog of IT projects Benefit – Faster access to applications for business Optimization Situation – Older applications decreasing efficiency Problem – Difficult to improve processes Benefit – Increased effectiveness in applications Simplification Situation – Too many outdated systems Problem – Resources tied up in other areas Benefits – Faster and easier access 10 ©2012, Ventana Research
  11. 11. Cloud Computing Transforms Business Time Do you have access to people related applications when you need it? Cost Are you reducing cost of operating human capital through applications? Risk Do you know if you are reducing risk of not providing human capital improvement? Value Does your organization have what it needs for utilizing applications? 11 ©2012, Ventana Research
  12. 12. Framework of Benefits with Cloud Computing Smarter Achieve greater effectiveness in Safer competitive market Faster through HCM and cloud Operate at any velocity of computing. operations required by yourImprove time to providing HCM HCM needs. applications and tools for organizational needs. Cheaper Better Improve the efficiency of Improve effectiveness by your operations by improving the efficiency of human renting and utilizing HCM capital management. applications. 12 ©2012, Ventana Research
  13. 13. Assess Cloud Computing Suppliers andTechnologies in Balanced Method Usability Involves evaluation criteria to assess user experience value. Capability The fit of capabilities of the product and needs of the business. Adaptability Designed to configure and customize products to business needs. Manageability Intended to ensure the products meet business and IT needs. Reliability Ensure products deliver performance and scalability required. Validation Assess vendor’s commitment to market and its products. TCO/ROI Assess the value the vendor delivers with its products. 13 ©2012, Ventana Research
  14. 14. Priorities in Human Capital ManagementSoftwareUsability 77%Functionality 66%Reliability 64%Manageability 63%TCO/ROI 57%Adaptability 47%Validation 35%How important are the following technology and vendor considerations in designing, choosing and deploying social networking in talent acquisition and generation software? Source: Ventana Research Social Media in Recruiting Benchmark Research 14 ©2012, Ventana Research
  15. 15. Massive Shift to Methods to Accessing Applications like Recruiting No preference 38% On demand (SaaS) 23% Hosted 20% On premises 19% In which of the following ways do you prefer to purchase and deploy social media-enabled talent acquisition and generation software?Source: Ventana Research Social Media in Recruiting Benchmark Research 15 ©2012, Ventana Research
  16. 16. Polling Slide: In which of the following ways doyou prefer to purchase and deploy HCMSoftware? 1.  No Preference 2.  OnDemend (SaaS) 3.  Hosted 4.  On Premise 16 ©2011, Ventana Research, Inc. - CONFIDENTIAL
  17. 17. Key Considerations for Cloud Computing Detailed Criteria: • Security • Privacy • Compliance • Legal • Monitoring • Management • Licensing • Tenancy • Architecture • Sustainability 17 ©2012, Ventana Research
  18. 18. Best Practice in Successful CloudComputing Deployments Establish Efforts with Structure and Rigor: Leadership & Sponsorship Program & Processes Applications Benefits & Results 18 ©2012, Ventana Research
  19. 19. Maturity – Where Can You Improve?Organizations should evaluate cloudcomputing with human capital andtalent management: •  What activities and tasks can be streamlined with new applications? •  What efficiencies can be gained by providing immediate access? •  What human capital processes can be improved from recruiting to retaining talent? •  What level of improvement can be found in using newer applications in cloud? •  How can managers and workers work better together? 19 ©2012, Ventana Research
  20. 20. Summary: Time For Change • Organizations can run more efficient and effective using cloud computing. • Plan out business case with value over costs for investments in cloud computing efforts. • Factor investment is part of improving employee satisfaction and reducing churn of talent. • Examine methods of using applications from manager to workers across organization. 20 ©2012, Ventana Research
  21. 21. SkyWest Airlines: A CaseStudy in Going to the Cloud Spence Hyde – SkyWest Airlines Director of Multimedia & Business Development
  22. 22. SkyWest Airlines – HCM In the CloudLeading air carrier offering global access to millions of people each month §  11,000+ employees §  10,000+ employees §  1,671 Daily Departures §  2,091 Daily Departures §  318 Aircraft §  404 Aircraft Page 22 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  23. 23. Training is Critical to Efficient Operation Highly Regulated Industry Dispersed Workforce Airlines are required to meet Central to Operations complex SkyWest has employees Efficiency Matters regulatory Failure to meet requirements stationed across the country and requirements related to can directly Training has to training centralized be very cost training is not affect airline operations and effective to always viable ensure the impact revenue highest possible return Page 23 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  24. 24. SkyWest Airlines – Flying in the Cloud Currently on Migrated to SumTotal Cloud Cloud / SaaS October Solution Decision Made 2011 June 2011 to Move to the Cloud SumTotal Enterprise Premise Learning for 11+ years Page 24 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  25. 25. Benefits & Costs of Cloud HCM Cloud Benefits Cloud Costs Seamless Upgrades No Customizations Lower IT Costs Upgrades / Schedule Improved Accessibility for Data is Not On-Premise Off-Network Employees Harder to Load Custom More Streamlined Support Content Page 25 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  26. 26. Lesson’s Learned Moving to the CloudMeasure Twice, Cut Once Evaluate Your Current HCM Application Architecture •  Seek to understand the full impact of the transition to the cloud •  SkyWest consolidated two learning implementations into one Invest Time in Planning Phase – You Will Be Rewarded •  Solid plans will help you execute the change more effectively and with fewer issues •  Don’t make assumptions – validate all that you can •  Be sure to document everything possible •  Think about network architecture – Cloud means accessing from outside the network Page 26 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  27. 27. SumTotal StrategicHCM CloudHardeep GulatiEVP Products and Customer SupportSumTotal
  28. 28. SumTotal At-a-Glance Market Leader in Strategic HCM with 15 Million Cloud Users SumTotal Worldwide Leader in Strategic HCM 3,500+ CustomersMarket Share (users) Over 43+ Million End-Users Over 15+ Million End- Users on Cloud 1000+ Employees, Deep Domain Expertise Enterprise and SMB Global Scalability Page 28 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  29. 29. Key Challenges For HR Today Company and Business Executive Do we have the right talent and strategy that will support our growth objectives? Am I effectively utilizing my resources and running lean operations? Employee orHR Executive/ Do I have the right tools to communicate and trainManager Contractor with my extended enterprise? Do we have the right How do I find training talent strategy to support that will help me be Manual Succession company growth? effective at job? Custom Planning How do I make sure Warehouse Am I performing to my everyone is in LMS manager ‘s compliance? expectations? Disconnected Are we accurately & Manual Paper How do I get recognized tracking workforce Core Appraisals for my work? How do I HR schedules, expenses ? continue to grow ? How do I maintain low cost of ownership and leverage cloud technology? How do I integrate the data and processes across all these siloed solutions? How do I leverage new technology like mobile, social to improve employee productivity? Information Technology Page 29 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  30. 30. SumTotal Making HR More Strategic Company and Business Executive Right talent strategies to meet my business objectives Enable actionable insight and align Global visibility of Talent workforce strategy with company Pool and Gaps objectives Employee or Contractor Driving Engagement and Retention HR Executive/Manager Making HR more strategic Scale to the needs of globalEnforce compliance across growing organizationemployees, partners, and contractors Information Technology Low TCO; Scalable for global diverse organization Page 30 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  31. 31. SumTotal Strategic HCM Solution Comprehensive, unified, industry specific support for all strategic HCM functions Integrated and engineered to work together with common UI and seamless business processes Modular – Deploy full platform or individual components and coexist with existing HR IT investments Scalable from SMB to Global enterprises across different industries Flexible options for On-Premise or SumTotal Cloud – Public or PrivatePage 31 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  32. 32. Flexible Delivery Model to Suit Your Business Needs Pure SaaS Cloud Services On-Premise •  Enterprise-class •  Private or Shared •  Localized •  Multi-tenant Options Deployment •  Rapid Upgrades & •  Massively Scalable Advancements Infrastructure •  Compliance Management •  ExtensibilityPage 32 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  33. 33. Comprehensive Strategic HCM Solution Best In Class and Complete Coverage for All HR Processes#1 Leader in Learning* Market Leader in Talent* Market Leader in WFM* Market Pioneer in Payroll* Learning Mgmt Talent Mgmt and Workforce Mgmt Core HR & Payroll Acquisition Most Comprehensive Most Comprehensive Most Comprehensive Comprehensive Payroll Learning Management Talent Management Workforce Management •  Ability to provide complex •  Support for all types of •  Performance Management •  Time and Attendance Payroll solution for global learning – eLearning, OJT, •  360 Feedback Tracking organization Virtual learning, Trainings, •  Competency Management •  Absence Management •  Integrated benefits Extended enterprise •  Career Development •  Vacation Rules – FLSA, management •  Manage different global •  Integrated Learning FMLA and Others Core HR divisional learning and •  Succession Planning •  Scheduling – Manual and •  Self Service HR Transaction training rules and policies •  Compensation Management Optimizations Management Specialized SMB Maestro •  Recruiting and Onboarding •  Full integrated Data Expense Management Learning Solution Complete Talent Profile Acquisition Devices with •  Expense Tracking and different access controls Reimbursement*Forrester, Ventanna Research and Gartner Page 33 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  34. 34. Integrated and Engineered to Work Together End to End HR data, business process and UI integrationsCommon Industry examples of critical need for Mobile Workforce AnalyticsPortal Delivery integrated processes Talent Portal Common UI All – Talent development for key strategic competency focus for company Talent Learning Workforce Core HR and Management Management Management Payroll Services – Managing variable pays Ø Learning development suggestions and based on contract assignments assignments based on competencies gaps Retail – Demand driven hiring of Integrated employees and contingent labor based HR Ø Incentive compensation based on Performance on optimized schedules Business Processes and schedule adherence Manufacturing, Healthcare – Validating certification to operate a machinery Ø Demand driven talent succession, hiring and before assigning resource to schedule development plans based on gaps Airlines – Automating tracking training compliance that require certain time at Ø Schedule based on employee compliance, tasks ex: flying time certifications and/or performance Healthcare - Managing performance based on time spend with patients and critical shiftsCommonInterface Core HCM Hub Page 34 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  35. 35. Modular Integrations For Internal and Cloud Robust Integration Hub Enables Coexistence & IntegrationsInternal Systems External Systems and Data Job boards/ Social Networks HR 1 Integration to other internal and external systems enabled via rich HR 2 hub services 3rd SumTotal Party HCM Hub ..and 2000 other job sites through Rich Integrated partners ■  SumTotal HCM Hub is a Integration Talent Payroll Providers ‘System of Record’ for all Services Profile HCM information Legacy US Federal Regulatory Bodies Application Cloud ■  Integration services provide Connectors Connectors comprehensive ‘SoA’ APIs US Regional Payroll & Tax Bodies Outsource to enable data and process Providers ERP1 integrations ..and others across the 50 ■  HCM hub enables phased states consolidation strategy Global Payroll Regulations Content and Benchmark ProvidersSSO / LDAP/ AD Page 35 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  36. 36. Scalable for Global Diverse Workforce Global Access for Diverse Multi-Faceted Workforce Global Access Social Global Access Collaboration Translations and Localization for different countries and regions Divisional Configurations Deploy single solution across divisions while still providing variations and Pervasive User desired processes Access Device IndependentSocial learning Mobile Learning Leverage native application usability and offline mode to enableLeverage collective intelligence the best experience and productivity anytime, anywhereof global talent poolSecure Collaboration AnalyticsEnable interactions and Enable executive and mobile reach of rich analytics that providesengagement in different insight into HR data and processescommunities and groups Mobile Workforce Management Ability to meet the requirements of untethered workforce - field service, manufacturing sites, remote workersPage 36 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  37. 37. Scalable Cloud For Extended Enterprise Secure Access for Expanded Reach in Extended enterprise Extended Enterprise Cloud Expand Reach ■  Seamless way to deliver training, knowledge, and information to an external audience ■  Enable compliance, training and Value Creation communication with partner training, external sales channels, distributors, suppliers and agents ■  Support for pricing and processing payments (eCommerce) for P&L divisions and initiatives ■  Private labeled, easy configurations and self service user account creation enables scalePage 37 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  38. 38. Scalable Cloud Infrastructure Reliable, Secure and Highly Available Highly Available Architecture ■  All data centers rated Tier III or Tier IV – highest ratings with maximum redundancy ■  Redundant / Fault Tolerance equipment throughout ■  Global operations team, multi-tiered response mode Reliability ■  24x7x365 NOC staffed by SUMT employees ■  Comprehensive Monitoring Framework ■  From end user experience to individual hardware component ■  Application Response times, component load thresholds, log analysis, trend analysis Secure ■  Multi-tiered physical and logical security ■  SAS 70 Type II/SSAE-16 certified, ISO 27002 focused ■  Multiple layers of physical access controls, including Biometric scans, video surveillance ■  Intrusion Detection / Intrusion Prevention Systems ■  All servers are “hardened” to reduce vulnerability Performance - Intelligent Route Optimization ■  State of the art ‘route optimization’ technology to constantly pick the fastest path from multiple Tier One providers ■  The core routers are scouring the full Internet path to every active application and the core is actively moving the customers live route and traffic REAL TIME to the "Best Path" at that moment.Page 38 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  39. 39. Customer Base Leveraging our Cloud services ■  Multiple Primary / Standby world class data centers in North America and Europe ■  Regional data center in Australia ■  SumTotal hosts over 1,700 customers operating globallyPage 39 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  40. 40. Case Study: Experian ■  Experian is the leading global information services company ■  Provides data and analytical tools to clients in more than 80 countries. ■  Provides training for 6,000+ learners ■  Progressed from premised, to private cloud, to SaaS to meet business needs ■  Premised: Originally deployed Enterprise Learning on premise ■  Became a challenge as acquired companies were not on the same network ■  Hosted: Migrated to hosted to provide access to all learners ■  Upgrades became taxing in effort and cost ■  SaaS: Migrated to Cloud to gain automatic upgradesPage 40 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  41. 41. SumTotal Cloud Offers Many Customer Benefits Ø  No investment in expensive hardware Ø  Reduced implementation costs Low upfront costs Ø  Avoid need to train IT on how to support a large enterprise application Ø  Predictable budgeting Ø  One invoice & one vendor to manage Predictable Ø  SaaS deployments can be done in days or weeks compared to multi-months for premise deployments Rapid Deployment Ø  Strong roadmap with regularly scheduled releases Ø  SaaS automatically upgraded Rapid Access to Innovation Ø  Avoid getting cornered with only support for older browsers/technology Ø  Always be on the latest and greatest! More Robust Ø  Proactive patching often before you experience the issue Ø  Tight collaboration between teams and environments speed up resolutionsPage 41 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  42. 42. Page 42 - February 23, 2012 – PROPRIETARY AND CONFIDENTIAL
  43. 43. Join Our Next TM WebinarBuild, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s Workforce Tuesday, March 6, 2012 •  TM Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for upcoming TM Webinars at Join the Talent Management magazine Network #TMwebinar