"You can download this product from SlideTeam.net" Showcase an exemplary Human Resources technological framework with the professionally crafted HR Technology PowerPoint Presentation Slides. The human resource technology PPT theme helps you to represent the current HR system situation by compiling the problem statement and possible solution. Compare the present and desired state of the HR system using the concise tabular format through HR management PowerPoint slideshow. Use the HR tech trends PPT template’s line graph to demonstrate the market drivers and technological trends in the HR industry. Present the evolution of your organization’s HR technological system from paper-based to electronic database through this HR automation PowerPoint presentation. Our HR tech PPT deck helps you to elaborate on the technology capability model to examine the maturity of the HR system. HR tech management PowerPoint theme helps you compare the functional capabilities of the HR information system, the HR management system, and human capital management. By downloading human resource technology PPT slideshow you can explain the features, role, and market trends related to HRIS, HRMS, and HCM. https://bit.ly/3s6lNLf

1. HR Technology
Your Company Name

2. Agenda
These are different purposes of study that propose a solution to build a robust HR system or deal technical changes in current HR system.
2
Align technology needs with HR and organizational goals
Identify the desired target state of HR system & develop an associated roadmap
Identify process owners & key stakeholders for effective project execution
Developing a robust HR systems strategy
Help in analyzing the HR system target state & roadmap
Address the issue of ineffective HR IT systems
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3. Table of Content
3
Executive Summary
Root Cause Analysis Overview
Current and Target State Scenario
Overview
› HR Technology Industry Trend
› Phases of HR Technology in our firm
› HR Technology Capability Model
Brief Overview on HR Technology System
Human Resource Information System (HRIS)
› Key Function of HRIS
› Accessibility of HRIS functions with respect to users
› HRIS Market Overview
• HRIS Market based on Solution
• Categories of HRIS Market Competitors
• Feature Comparison of HRIS Software Vendor
› HRIS Market Trend
Human Capital Management (HCM)
› Key features of HCM Technology
› HCM Technology Focus Area
› HCM Technology landscape
› HCM Market Overview
• Categories of HCM Market Competitors
• Feature Comparison of HCM Software Vendor
• Market Share of HCM Software Vendor
Human Resource Management System (HRMS)
› Role of HRMS Technology
› Modules covered in HRMS
› HRMS Market Overview
• Categories of HRMS Market Competitors
• Comparison of HRMS Software Vendor
› Impact of HRMS technology on HR functioning
› Trends in HRMS System
Key Performance Indicator
› KPI of Human Resource Management
› HR Key Performance Indicators
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4. Table of Content
4
Executive Summary
Root Cause Analysis Overview
Current and Target State Scenario
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5. Executive Summary
We have summarized the situation in three section that defines the problem and solution for better HR System .
5
Problem Statement
› The current human resource system is ineffective in achieving corporate
business objectives
› Technical Modification need to be made to current system procedures
› Poor interdepartmental communication for system execution
› Few options to automate current processes
Possible Solution
› Before choosing a solution, the evaluation of current state and understanding of pain
point is must
› Develop a practical and actionable roadmap
› Examine the current system and identify the problematic areas
› Focus on modification require in current system technology
Situation
› The HR function is changing from administrative to strategic
› Huge Dependency on manual processes
› Lack of resources and process system
› Geographically dispersed workforce
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6. Root Cause Analysis Overview
It gives an understanding of current situation/problem in order to analysis the issue and organization’s technology needs
6
Description of Issues
› Managing information and securing the privacy of information
› Difficult to develop strategy to resist the technology change
› HR System faces challenges in facing workforce shortage
› Hard to identify the core areas of business training
› Add Text here
› Add Text here
Organization ‘s Technology Needs
› Streamline HR processes and reduce administrative burdens
› Reduce HR administration & compliance costs
› Provide real time metrics & KPI’s to track system performance
› Transform current HR system to meet the organizational needs
› Improve service & access to data for employees & managers
› Add Text here
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7. Current and Target State Scenario
The slide illustrates the business strategic objective divided into smaller goals, associated with the current and target state.
7
Reduce Financial Cost for
Recruitment
Increased Hiring Cost due
to involvement of third
party in recruitment
$0.5 MM 0.4 MM
Employee Learning
Growth
Employee learning scale
(scale 0-10)
6.2 >7.5
Current HR Technology
Software
Satisfaction score of
managing HR system
0.15 0.85
Business Goal Description Current Situation Target
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8. Table of Content
8
Overview
› HR Technology Industry Trend
› Phases of HR Technology in our firm
› HR Technology Capability Model
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9. HR Technology Industry Trend
Determine HR technology industry trend through detail understanding of market drivers and growth in expenditure
9
0
4
8
12
16
2012 2013 2014 2015 2016 2017 2018 2019 2020
USD 7 billion
USD ~ 14 billion
HR TECHNOLOGY MARKET DRIVERS
Rise in adoption of cloud-based software system
The year-over-year growth rate for 2020 is estimated at 7.8%
Attracting and retaining top talent has become a top priority
Organizations are looking to replace their rapidly aging HR systems
HR TECHNOLOGY MARKET GROWTH
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10. Phases of HR Technology in our Firm
The diagram describes the HR Technology profile of a company. These are different stages of HR system that company used in certain time period
10
(1996- 2003)
Paper-Based
Systems
› System data were stored on
mainframe computers
› These systems operated
independently and does not integrate
with other business functions
› HR was sole custodian of the data
Early Personal Computer
(PC) Technology
Internally Developed System
(2003-2009)
› HR data were stored on a client server, a
network architecture in which each computer
on the network is either a client or a server
› Clients rely on servers for resources, such as
files; devices, such as printers; & even
processing power
Web-Based
Technology
Electronic Database
Systems
› Interactive Voice Response System
(IVR) is a telephone technology which is
used to interact with a database
› Web based application is a user
interface technology in which they can
access application from any computer
connected to internet
› A relational Database technology is used to
link the information from the separate files
› E- HR is began to appear from this stage
› For Example a popular enterprise-wide
system at the time was SAP
Licensed Software
On-Premise
(2015 - Current) SaaS Subscription
Based
(2009 -2015)
Phase 1 Phase 2
Current
Phase
Phase 3
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11. HR Technology Capability Model
The given table examines the maturity of HR technology environment and impact of process optimization, service delivery and adoption of HR tech ,
on capability of organization
11
Categories
HR Tech 1.0
(1996- 2003)
HR Tech 2.0
(2003-2009)
HR Tech 3.0
(2009 -2015)
HR Tech 4.0
(2015 - Current)
HR technology
strategy
No strategy or central ownership of HR
technology
HR technology not well aligned to
organizational objectives
HR is aligned to the organization’s
broader objectives with ability to
effectively respond to business needs
Central governance established by the
HR tech CoE; HR viewed as a strategic
partner helping drive the organization’s
broader objectives/ roadmap
HR processes
Process are not optimized and
customer centric
Mix of manual and automated
processes
Core processes are automated and
harmonized
Processes are fully automated,
harmonized and optimized
HR service delivery No/limited SaaS Partial SaaS or hybrid models
HCM SaaS solution; some emerging
technologies applied
Full SaaS; advanced use of emerging
technologies (AI, automation)
Direct access with
employee self-service
(ESS)/manager self-
service (MSS)
No/limited direct access (MSS/ESS)
Some direct access, but user
experience not optimized
Direct access with solid adoption and
user experience
High degree of direct access, including
use of emerging channels (chat, voice);
full adoption and strong user
experience focused on “moments that
matter”
Reporting and
analytics
Basic reporting only; no metrics and
KPIs
Largely operational reporting with
limited investment in analytics, few
established metrics and KPIs
Enterprise-wide dashboard and
analytics; established metrics and KPIs
Fully integrated intelligence platform;
leading metrics and KPIs; strategic
business insights
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12. Table of Content
12
Brief Overview on HR Technology System
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13. HR Core
Recruitment/ATS
Leave Management
Rewards & Recognition
Remuneration & Benefits
Training & Development
Workflow
Self – Service
Reporting
Onboarding
Performance
Succession
Salary benchmarking
Analytics
Payroll
Time & Labor
Global
HRIS HRMS
Brief Overview on HR Technology System
Compare the function capabilities of different human resource system, include HRIS , HCM and HRMS
13
HCM
Key Features
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14. Table of Content
14
Human Resource Information System (HRIS)
› Key Function of HRIS
› Accessibility of HRIS functions with respect to users
› HRIS Market Overview
• HRIS Market based on Solution
• Categories of HRIS Market Competitors
• Feature Comparison of HRIS Software Vendor
› HRIS Market Trend
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15. Key Function of HRIS
There are different managerial as well as operative function of human resource information system
15
Function of HRIS
Operative Function Managerial Function
Customizable and standard reports
Employee Database and Directory
Applicant tracking
Benefits administration
Time and attendance
Time-off tracking
401k tracking - Employer-sponsored
retirement plan
Performance management
Electronic signatures
Simplify workflow
Optimize precision, stability & credibility
of workforce data
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16. Employee Manager HR
Record & maintain
Compliance
Forecasting & planning
Talent management
Strategic
Decision making
Accessibility of HRIS Functions with Respect to Users
It gives more understanding of HR system, showing relation of HR functions with different users of system, includes employee, manager and HR
16
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17. HRIS Market Based on Solution
17
The top vendor of HRIS market are divided into two categories of software platform, HR Cloud Solution and HR On- premise Solution
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Cloud
Solutions
On-premise
solutions
Talent
Core HR
Workday
Success Factors
Business Execution Software
Oracle
Human Capital Management
Cornerstone
Talentsoft
SAP
Oracle
Peoplesoft

18. Categories of HRIS Market Competitors
Analyze different categories of HRIS Market Vendor. It gives an overview of HRIS Market, divided into four segment of leaders, challengers, niche
players and visionaries
18
Challengers Leaders
Visionaries
Niche Players
Cornerstone
OnDemand SAP (Success
Factory)
Oracle
Better Functionality
Text here
Halogen software
Talentsoft
Text here
Skillsoft
Technomedia
Greater
Usability
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19. Feature Comparison of HRIS Software Vendor
Compare the popular HRIS Software Vendor on basis of software feature, pricing structure and target market
19
Free
Users
Free Storage Free Support Upgrade Fee
Personnel
Tracking
Absence
Management
Time Tracking Recruiting Payroll Open Source Mobile Apps
SAP 12 5 GB Help Center $39-199/month
Oracle Unlimited Unlimited E-mail NA
Cornerstone
OnDemand
Unlimited Unlimited E-mail NA
TeamDeck 6 Unlimited
Online
Form/Help
Center
$1-
4/user/month
WebHR 5 Unlimited E-mail
$1-
2/user/month
Zenefits Unlimited Unlimited
Online
Form/Help
Center
$40 + $5-
9/user/month
Zoho People 5 250 MB
Live Chat/Help
Center
$1-
4/user/month
Ice HRM Unlimited NA E-mail
$749-
1,649(Pro)
Jorani Unlimited NA E-mail NA
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20. HRIS Market Trend
Analyze the future growth of market through help of these trend
20
03
Significant demand for
video-based learning on
corporate training
04
Emergence of employee
experience platform
08
Optimized Analytics
& Data use
09
Simplification of
Payroll solutions
10
Collaborative system
solution for
geographically disperse
workforce
07
Focus on employee
engagement solutions
06
Emergence of employee
experience platform
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02
Enhancing user
experience
05
Increase in use of mobile
for HR activity
Increase in demand of
cloud based HRIS
software
01

21. Table of Content
21
Human Capital Management (HCM)
› Key features of HCM Technology
› HCM Technology Focus Area
› HCM Technology landscape
› HCM Market Overview
• Categories of HCM Market Competitors
• Feature Comparison of HCM Software Vendor
• Market Share of HCM Software Vendor
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22. Key Features of HCM Technology
These are the range of operation offers through HCM Technology
22
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Applicant tracking
Benefits administration
Applicant Tracking System
Employee Database & Directory
Onboarding Performance & Goal Management
Position Control / Budgeting
Succession Planning
Salary Planning

23. HCM Technology Focus Area
These focus areas must keep on priority in order to deal the technology disruption in HR system
23
Workforce Management
Solutions focused on optimizing the efficiency and productivity of an organization’s employees
› Benefits and payroll solutions
› Automated and comprehensive risk management / compliance tools
› Back office HR Capabilities for on-demand labor market
› Your text here
› Your text here
› Your text here
Talent Acquisition and Management
Solutions focused on sourcing, recruiting, interviewing, and on-boarding employees to an
organization
Employee recruitment, engagement, and retention
Use of data-driven tools to increase the organization network
Talent tools adopting machine learning, predictive analytics, assessment
algorithms, & artificial intelligence
Real time employee review solutions , ex – social collaboration management
Add Text Here
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24. Platform
HCM Technology Landscape
It gives an overview of HCM system, consists components such as HCM solution, platform and capabilities of system
24
Talent Management Suite Workforce Management Suite
Talent Acquisition Suite
Recruitment
Marketing
Applicant
Tracking (ATS)
Learning
Performance
Management
Time &
labor
Core HR
Benefits
Payroll
Compensation
Succession
Onboarding
Solutions
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Collaboration Employee Comms Competencies
Analytics Engagement
Capabilities

25. Categories of HCM Market Competitors
Analyze the different categories of competitors of HCM Market Vendor, divided in segments as HCM market leader, facilitator, core provider & expert
25
Facilitator Leader
Core Provider Expert
JDA
Ceridian
Sum Total
Systems
Workforce
Software
Ramco
Systems
Namely
Paychex
Replicon
Paycor
Paylocity
Infor
Kornos
ADP
Epicor HCM
Paycom
Better Functionality
Greater
Usability
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26. Feature Comparison of HCM Software Vendor
Compare the popular HCM Software Vendor on basis of software feature, pricing structure and target market
26
Ceridian
Dayforce
CEIPAL
Workforce
ADP
Sum Total
Target
Market
$ Pricing Software Features
Attendance
Management
Benefits
Administration
Employee Self-
Service
Learning
Management
System
Mobile
Access
Payroll
Management
Performance
Appraisal
Recruiting
Management
Wide Range of
Industries
They doesn’t
publicly display
All company sizes
and industries
Monthly
subscription
pricing structure
Large & enterprise
companies (over
1,000 employees) in
a variety of industries
They doesn’t
publicly display
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27. Market Share of HCM Software Vendor
Use this chart to get an understanding on market share of top vendor for HCM software
27
IBM
Cerdian
Other
SAP
Workday
ADP
Oracle
Microsoft
Kronos Incorporated
Sum Total System,
a Skillsoft company
Ultimate Software
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

28. Table of Content
28
Human Resource Management System (HRMS)
› Role of HRMS Technology
› Modules covered in HRMS
› HRMS Market Overview
• Categories of HRMS Market Competitors
• Comparison of HRMS Software Vendor
› Impact of HRMS technology on HR functioning
› Trends in HRMS System
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29. Role of HRMS Technology
We have mentioned few feature of HRMS Technology
29
Labor management or TLM
Productivity and profitability features
Payroll processing features
Add text here
Add text here
Add text here
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30. Modules Covered in HRMS
The HRMS is the combination or set of units shown below. It ensures the easy management of Business Processes
30
Payroll Management
Employee Profile Management
Leave Management
Staff benefit & Compensation
Training Management
Health & Safety Management
Reporting & Tracking
Automation of Business Processes
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31. Categories of HRMS Market Competitors
Analyze the different categories of competitors of HRMS Market Vendor, divided in segments as HRMS market leader, facilitator, core provider & expert
31
Sumtotal
Workday
SAP
Success Factor
Oracle
People fluent
ADP
Better Functionality
Greater
Usability
Facilitator Leader
Core Provider Expert
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32. Comparison of HRMS Software Vendor
It combines the profile summary of HR solution vendor based on different set of applications
32
Core HR Workforce Talent Learning Recruitment
Compensation
& Benefits
Oracle Cloud
SucessFactors
Workday
Peoplefluent
Sumtotal
Applications
Vendors
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33. Impact of HRMS Technology on HR functioning
The list of benefits by the enhanced HR systems or functions
33
Fast and flexible systems
System running on latest architecture
SaaS (Software as a Service) model
› Highly secured systems
› No additional cost for maintenance
› Low operating costs
Easy vendor management
Effective project management
Best in class recruitment service
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34. Trends in HRMS System
There are few emerging trend in human resource management system
34
Increase in use of
talent website
New software categories
include feedback,
engagement, & culture
management
Cloud-based
Systems
Mobile
Optimization
More use of
social media
Real time talent
management system
Six
trends in
the future
of HRM
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35. Table of Content
35
Key Performance Indicator
› KPI of Human Resource Management
› HR Key Performance Indicators
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36. KPI of Human Resource Management
It shows the business metrics & KPIs for human resource management: headcount by department, employee salary distribution, male & female ratio
36
Total
82
Female
34
Male
48
Male & Female
5
3
4
3
5
6
32
9
8
7
0 10 20 30 40
Accounting
Administration
Finance
HR
IT
Marketing
Production
R&D
Sales
Support
Headcount by Departments
6
12
16
15
13
8
7
5
0
4
8
12
16
20
20-30k 30-40k 40-50k 50-60k 60-70k 70-80k 80-90k 90-100k
Employee number by salary
Headcount
59%
41%
Headcount
Male
Female
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

37. HR Key Performance Indicators
The dashboard focus on monitoring the internal hire rate, percentage of eligible candidate, revenue per employee & workforce below job standard
37
$1,27,000
$2,50,000
Revenue per
employee
4%
20%
Monthly internal
hire rate
21%
100%
Job candidates who
meet job criteria
8%
Workforce below
performance Standards
20%
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

38. HR Technology Icons Slide
38

39. 39
Additional Slides

40. Roadmap Template 3
40
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41. Roadmap Template 4
41
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42. Roadmap Template 5
42
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43. Roadmap Template 6
43
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44. Roadmap Template 7
44
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45. 30 60 90 Day Plan
45
01
First 30 Days
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Plan
02
First 60 Days
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Plan
03
First 90 Days
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Plan

46. Gantt Chart
46
Activity Year 1 Year 2 Year 3
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here

47. Gantt Chart for Apartment Sale Proposal
47
DATES 27 Jan 28 Jan 29Jan 1 Feb 2 Feb 3 Feb 4 Feb 7 Feb 8 Feb 12 Feb 13 Feb
Project 1
Task 1
Task 2
Project 3
Project 4
REVISION
Task 5
Project 6
Project End
EVENTS

48. Important Notes
48
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49. Mind Map
49
Idea 1
Idea 2
Idea 3
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50. Puzzle
50
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01
02 04
03 05

51. Our Target
51
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Target 01
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Target 03
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Target 04
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Target 02
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Target 05

52. Workforce Diversity
52
Female Male
Total Workforce (U.S) 57% 43%
Total Workforce (Global, Excluding the u.s) 39% 61%
Target manager workforce 52% 48%
Target Leadership Team 36% 64%
Target Board of Directors 36% 64%
Diverse Non - Diverse
Total Workforce (U.S) 47% 53%
Target Manager Workforce 33% 67%
Target Leadership Team 36% 64%
Target Board of Directors 45% 55%
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Gender Diversity
Racial/ Ethnic Diversity

53. Our Mission
53
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Vision
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Mission
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Goal

54. Our Team
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Designation
Name Here
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Designation
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Designation
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55. Timeline
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2015 2016 2017 2019
2018 2020
Start End

56. About Us
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Target Audience
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Preferred by Many
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Value Clients

57. Thank You
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Address
# street number, city, state
Contact Number
0123456789
Email Address
emailaddress123@gmail.com