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5 Key Items HR Should Consider Before Buying HR Technologies
The document outlines key considerations for HR product selection, emphasizing the importance of strategic decision-making and the evolving technology landscape. It suggests evaluating options between building or buying HR solutions based on factors like requirements, budget, and technical proficiency, while highlighting integration and data management as critical parameters. The text also stresses the need for custom solutions to bridge gaps in existing HR technologies.
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5 Key Items HR Should Consider Before Buying HR Technologies
- 1. 5 Key ItemsHR Should Consider Before Buying HR Technologies The State of Today's HR Tech Stack September 17, 2020
- 2. By the Endof this Session, You Will Learn • Why is HR Product Selection SO Important? • How to choose between 'Build' versus 'Buy’? • 5 key parameters to evaluate for each technology • How to Bridge Gaps between Products through Customizations?
- 3. Poll #1 What roledo you play in HR product selection in your organization? You can select multiple options A. Decision maker B. Influencer C. Evaluator D. Not involved in selection
- 4. Why is HRProduct Selection So Important Now? What has Changed?
- 5. HR Goals are Changing… StrategyTake Strategic Decisions Engage Keep Employees Engaged Collaborate Collaborate in Org Goals Govern Govern Productivity Brand Build Employer Brand Innovate Innovate to Hire and Retain Talent
- 6. Technology is Evolving… Faster Processing More Secured Analytics Driven AI(Artificial Intelligence) enabled Automation Integration Ready
- 7. Additional responsibilities: Post-COVID Imperatives • Back towork • Work from home • Employee wellbeing • Fitting in small budgets • Productivity • Reskill and redeploy • Diversity & inclusivity
- 8. Select Your HR Products Carefully SelectYour HR Products Carefully
- 9. Poll #2 What isyour organization’s mandate for HR product/service procurement? A. Buy from market B. Buy through IT partner(s) C. Build internally D. Build through an outsourced partner E. Leverage open source technologies
- 10. How to Choose between 'Build'versus 'Buy'?
- 11.
- 12. Buy vs Build Buildscenario: Chatbot in HR Ticketing Understaffed HR Team Overwhelmed with HR cases Unresolved cases leading to frustrated employees US based tech company with 100,000 employees worldwide Employee HR Chatbot for routine HR ops HR 60% tickets handled by bot Avg. 35 seconds to resolve Time Saved and Invested in Strategic Initiatives
- 13. Buy vs Build Buildand Integrate: Performance Management and HRIS PoleStar and SuccessFactors
- 14. Why Did WeDecide to 'Build' Instead of 'Buy'? 1. Existing One-on-One (O3) app 2. Our Requirements were very focused 3. Our existing HCM did not cater to all our Requirements 4. We had a high performing internal dev team that was Technically Proficient 5. Time to Solution - We wanted to go live in a couple of months 6. Budget
- 15. What Were Someof Our Requirements? 1. Build on the success of our previous O3 app 2. System should be conversational in nature and track performance 3. Create a culture of change and engagement 4. Complete transparency between the direct and their manager 5. Integrate with our various internal apps 6. Custom dashboards and reports for on-demand information 7. Track learning
- 16. Home Page Customization andscheduling Nudge your direct Nudges for you!
- 17. Driving performance goals andtransparency Goals Page What were some of our requirements?
- 19. Drive better feedback andengagement
- 20. 5 Key Parametersto Evaluate
- 21. Data is Supreme Data security Datainteroperability Auditability, compliance and custom reporting Actionable insights •Workday CSO stressed on the importance of newer Data Privacy and Security Standards for the post-COVID world HR Open Standards consortium is building new standards for data exchange 1
- 22. Integration is Fundamental Job boardsintegrate with Glassdoor for getting employer ratings Skillsoft Percipio integrates with SuccessFactors LMS for courses Harbinger has built over 60 custom connectors to integrate diverse HR systems 2 HR use over a dozen products Several are stuck with file-based data exchange Need for real time and automated data exchange • Configure once, use many times • Fully automated • Multiple data sync options
- 23. Self-Serve and Self- Help Products No lengthy implementationcycles Built-in setups and workflow templates Wizard-based tools Readymade reports Access to a user community 3 Salesforce is ready out of the box Wizard-based customizations Harbinger builds products equipped with page designer and wizards for designing workflows
- 24. Pricing and Billing Needs anOverhaul Per employee per month is too rigid. Flexible pricing is preferred. ROI reports Prefer Add-on fee for additional components or extended usage 4 Atlassian charges a basic fee for JIRA and applies additional fee for features ATS gives a cost-per- hire comparison, at times
- 25. App Extensions & Marketplaces Plugins on enterpriseplatform marketplaces Facilitate in-context interaction for better engagement and user adherence 5 Cornerstone LMS plugin on Zoom for streaming training Cornerstone’s training app on Salesforce AppExchange Betterworks chatbot for Microsoft Teams for employee surveys Harbinger has built chatbots for Outlook which answer HR policy questions
- 26. Poll #3 How doesyour organization handle customization requirements? You can Select Multiple Options A. Through implementation partners B. Through internal teams C. Through specialist vendors and consultants D. Custom requirements remain unfulfilled
- 27. Bridging Gaps inHR Products Through Customizations
- 28. Possibilities - Customizations Integrationoptions with specialized point systems e.g. employee engagement, learning systems, and more Mobile apps personalized to employee activity/tracking or important company updates Teams/ Slack/ Zoom-enabled apps for attendance, check-ins, video meetings Training nuggets/reinforcement delivered via different communication channels Develop insights via an integrated layer over all HR reporting layers
- 29. Summary • Focus onHR’s strategic goals and let HR technology take care of operations • Consider all options – 'Buy', 'Build', and 'Integrate' • 5 key items to consider • Data is supreme • Integration is fundamental • Self-serve and self-help products • Pricing and billing needs an overhaul • Listings on app extensions & marketplaces • Bridge the gaps using custom solutions
- 30. Lalit Suhas MaheshkumarSayaliVibhuti Smita PrachiUtkarsh Strategy Technology UX Design Product Management Product Engineering Services Data Engineering Services Consulting
- 31. Thank You Q&A Pleasewrite to us at Consulting@harbingergroup.com https://harbinger-systems.com/
Editor's Notes
- #6 https://www.atriumstaff.com/evolution-in-role-of-hr/#:~:text=%20The%20Evolution%20of%20the%20HR%20Professional%20,and%20directly%20impacting%20the%20role%20of...%20More%20 Operational involvement Strategic decision making Basic users Power users Far beyond hiring and firing Collaborate with other teams for org goals Employer brand building Building packages to attract and retain talent within budgets Monitoring and reporting Productivity Implementing change management Reskilling Keeping employees engaged
- #8 Back to Work – Safety, trust, data tracking, compliance Work From Home – Trust, engagement and productivity Employee Wellbeing – Physical and mental wellbeing Fitting in Small Budgets – Retain talent in smaller budgets, stop initiatives, shift budgets Diversity & Inclusivity – Fairness towards employees of a specific origin, employees who may be unnecessarily targeted etc file:///C:/Users/Subodh/Downloads/gx-workforce-strategies-for-post-COVID-19-recovery%20(1).pdf
- #9 Distraction from strategic goals
- #12 Requirements – Are you clear with your requirements? Are your requirements routine or unique? Budget – How much budget do you have? Have you done your ROI calculations? Technical Proficiency – Does your team have the tech proficiency to maintain a software? Can you afford a dedicated support team? Time to Solution – How much time can you go without a solution? Competitive advantage – What comp adv will the solution build for your org? While the first preference is to Buy, it might be worthwhile to think about Building a solution. Here are two examples, about Building solutions to achieve the required goals.
- #13 There were several point based chatbot solutions, but none of those were able to achieve the end to end goals. Considering the scale and volume of customizations, it was better to build it.
- #22 – employees at COVID risk, D&I challenges, productivity concerns Encryption, Multi factor and step-up authentication, Role-based security
- #23 – employees at COVID risk, D&I challenges, productivity concerns
- #26 Subodh to talk about # 6 and 7 Monetization channel – commission, freemium, subscription
- #31 You can carve out some pieces and get our help Or use us in case you are looking for a fresh pair of eyes to look at your product strategy, technology stack, UX, or product roadmap.