The document provides information about HR Technology Advisors and trends in HR and benefits technology. It discusses how HR technology can improve efficiency and allow HR to contribute more strategically. Key trends include a preference for software as a service, increased affordability and ease of use of HRIS solutions, adoption of employee self-service, and tighter integration between systems. Successful implementation requires identifying business needs, budget, growth plans, and integrating new systems with existing ones.

1. HR and Benefits TechnologyPresenter: Steve Cassidy VP of Business Development HR Technology Advisors, LLC

2. © Copyright 2007 HR Technology Advisors, LLC. All rights reserved. 2 Who is HR Technology Advisors? Founded in 2001 as an HR & Benefits Technology Consulting firm Partner with select brokerage firms across the country to bring value added service to their clients HRIS, Benefits Technology professionals with long-term experience as both vendor, consultant and buyer Participated in selection/implementation of more than 30 different vendors for multi-industry customers (10 – 30,000 employees) across the country

3. HRT Believes… 3 HR and Benefits Automation can greatly improve the accuracy of employee data and overall efficiency of the Human Resource Operation enabling HR to contribute more strategically and same money resulting in a positive impact to the company’s bottom line.

4. HRT Believes… 4 The odds of any HR department implementing HR or Benefits Automation successfully are directly related to the method used in its selection and how it is implemented.

7. Recruitment Management

8. Training and Development

9. Benefits Administration

10. Performance Management

11. Succession Management

12. Compensation Planning

13. Grievance and Conflict Resolution

15. 8 HR is being asked to do more. Investing In The Right HR Administration Technology and Services Will Save Time & Money

17. Termination Processing

18. Track Job Information

19. Track Personnel Information

20. Track Work Experience

21. Track Skills

22. Track Grievances

23. ReportingPayroll

25. Termination Processing

26. Track Job Information

27. Track Personnel Information

28. Track Work Experience

29. Track Skills

30. Track Grievances

31. ReportingSoftware that addresses HR’s needs.

32. Process Savings 11 Source: CedarCrestone 2009Value Report

33. © Copyright 2007 HR Technology Advisors, LLC. All rights reserved. 12 HR Administration System Value Improve Data Access/Accuracy Superior Service Enable HR to Serve More Strategically Administrative Cost Savings 86% Make Better Decisions 80% Enable Recruiting of Key Talent 78% 76% 65% 55% % of Employers successfully satisfying objectives Source: 2009 CedarCrestoneHR Self-Survey Results – includes HR Managers and Directors for Small to Large Companies

34. Marketplace Trends

35. 14 Key HR Technology Trends Strong preference toward Software As A Service (eliminating reliance on IT) HRIS solutions are becoming more affordable and easier to use Increased adoption of Employee Self-Service and “Portal-ization” Technology solutions are becoming more tightly integrated with growing emphasis on Single-Sign-On

36. 15 Strong Trend toward SaaS

38. System Availability

40. HR System Vendors 18

41. 19 Increased Adoption of Employee Self-Service

42. Internet Usage 20

43. What is “Portal-ization” 21

44. What’s The Value? 22 According to CedarCrestone, organizations can typically count on a 20% to 25% reduction in HR administration time when they move to self-service. According to a 2009 study by Forrester Research, enabling ESS for benefits enrollment resulted in an estimated $5.63 PEPM savings in overhead an premium.

45. 23 Tighter Integration

46. 24 Best-of-Breed - Types of Best-of-Breed, Niche Solutions - Payroll Processing Performance Mgmt. Applicant Tracking Benefits Mgmt. Training Mgmt. Payroll Recruitment Performance Mgmt. Benefits Training Best-of-Breed Solutions typically have deeper, more mature functionality.

47. Separate Payroll with Integrated HRIS 25 Payroll Processing Check Cutting Direct Deposit Accruals HR Processing Demographic Benefits Recruitment Etc. Time & Attendance Time In/Out Job Tracking Payroll Database Employee HR Database Employee View Manager View

48. 26 Single Platform HR Processing Demographics Benefits Recruitment Performance Talent Time & Attendance Time In/Out Job Tracking Payroll Processing Direct Deposit Accruals Employee Database Manager View Employee View

49. What’s Ahead? Relentless growth of social networking sites (Facebook, LinkedIn, Twitter) Core HR vendors extending capabilities to compete with best-of-breed (niche) vendors Vendors forming partnerships 27

50. Best Practices

52. Deployment Approach

53. Ongoing Support

54. Scalability

56. Track training classification

57. Track training costs

58. Maintain current library

59. Update employee qualifications

60. Evaluate training requirements

61. Generate notices

63. 31 Success Strategies for Implementing HR Technology Build a business case to gain internal commitment Don’t treat as a single project with a start and end date Identify milestones to achieve success points – build momentum Make sure it’s not viewed as just an HR Project Get resource commitment and make sure they are accountable for results (can’t be someone’s second job) Technology alone isn’t the answer – will need to rework processes Understand that users will experience change Continue to sell internally Think strategically – use the data Implementation Plan “The difference is in the delivery”

64. Reap The Benefits Now. 32 Invest in the right HR technology solution for your organization. HR can reduce the time spent on administrative work by 40 – 50%* *Giga Information Group

65. Thank You!