Impact of SMAC Technology in HCM
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Social, Mobility, Analytics and Cloud technology solutions are drivers for excellence in modern HCM. Know more the opportunities and technical challenges in building SMAC-based HCM solutions in webinar presentation
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Impact of SMAC Technology in HCM
- 1. © Harbinger Systems | www.harbinger-systems.com Welcome to the Webinar on Impact of SMAC Technology in Human Capital Management By Harbinger Systems
- 2. © Harbinger Systems | www.harbinger-systems.com Panellists 2 Sushant Saraswat Marketing Executive Harbinger Systems Yashodhara Patankar Sr. Software Engineer Harbinger Systems
- 3. © Harbinger Systems | www.harbinger-systems.com Agenda • Overview of HCM industry • HCM- Before and Now • Need of modern HCM solutions • Real world business scenarios showcasing SMAC for: - Talent acquisition - Learning and development - Skill mapping - Benefit enrollment system • Q&A 3
- 4. © Harbinger Systems | www.harbinger-systems.com Overview of HCM Industry 4 • Increase in demand for SaaS based solutions- The Cloud-based HCM applications market is expected to grow from $5 billion in 2013 to $8.4 billion by 2018 at a compound annual growth rate of 11% • The number of early-stage investments in human resources tech companies doubled in 2013 when compared with 2012 • Highly Fragmented Market 7.5 10 13.5 0 2 4 6 8 10 12 14 16 2011 2013 2017 MarketSize–Billion$ Worldwide market for HCM Apps Source: IDC
- 5. © Harbinger Systems | www.harbinger-systems.com HCM- Before and Now Pre 1990 Personnel Administration • Entirely focused on personnel administration • Use of automation technology absent • Focus on how to process employee paperwork • ERP technology changed the face • Freed up HRs time to focus on workforce management • Advent of talent managing techniques • Proactively managing workforce decisions 1990-2000 Human Resources 2000-2010 Talent Management • Integration of independent HR processes • Utilizing data collected during hiring process into systems used to support employee development and management Now •Utilizing tools to increase employee productivity •Improve employee engagement, enhance performance and optimize workforce management •Shift from managing processes to business execution
- 6. © Harbinger Systems | www.harbinger-systems.com Business Need of modern HCM solutions • Need for greater organizational efficiency • Update HR processes, information and technology capabilities to comply with the law- employee mandate provisions of Affordable care act • ROI expectations increasing from HR • Improve employee engagement • Sustainable competitive edge 57% 53% 44% 0% 10% 20% 30% 40% 50% 60% Talent Acquisition Performance Management Learning and Development Top HCM Priorities 41% 32% 30% 0% 10% 20% 30% 40% 50% Economic uncertainty forcing the organization to operate more efficiently Organic growth (into new geographies, new channels etc.) Scarcity of key skills in marketplace Pressures Driving HCM Source: Aberdeen Group
- 7. © Harbinger Systems | www.harbinger-systems.com CASE 1: Social Media For Talent Acquisition
- 8. © Harbinger Systems | www.harbinger-systems.com Business Scenario • Bridging talent gap quickly • Incomplete profile issues • Limited contacts • Increased competition
- 9. © Harbinger Systems | www.harbinger-systems.com Proposed Solution • Comprehensive social media integration using Facebook, LinkedIn, Gmail, Yahoo and MSN • Opportunities in Social Media: – Growth of social media has been near exponential – 72 percent of all Internet users are also social media users – Social Recruiting
- 10. © Harbinger Systems | www.harbinger-systems.com Solution Regular Login Default Profile Common Authentication to Application Login 1 Login n Profile 1 Profile n Integrated User Profile Integrated User Skills Various Social Media APIs Comparison Tool
- 11. © Harbinger Systems | www.harbinger-systems.com Benefits • Streamlining of processes resulting into greater efficiency, helps in quick recruitment of desired candidate • Capitalize on the ready passive candidate information • Detailed profiles of candidates • Large talent pool availability through social media contacts • Social Recruiting - Leveraging social tools can move organizations ahead of their peers in winning the competition for the best global talent. • A secure and intelligent job portal, which can be seamlessly integrated with a company's legacy applications • Real-time candidates activity tracker, Candidate status, jobs status, Team broadcasts and news updates
- 12. © Harbinger Systems | www.harbinger-systems.com CASE 2: Mobility Social Learning
- 13. © Harbinger Systems | www.harbinger-systems.com Business Scenario • Social interaction and engagement has been a historical challenge in online learning environments • Catering to globalized workforce • High rate of absenteeism and course drop-out rates • Lack of a standardized, simplified and integrated learning technology
- 14. © Harbinger Systems | www.harbinger-systems.com Proposed Solution • Providing mobility will surely lead towards more user engagement • RWD enhanced app • Using the Web APIs used for website with no change in existing Web API • Strong security for content • Track user's current geo location while accessing the app
- 15. © Harbinger Systems | www.harbinger-systems.com Solution Database Web APIs Existing Website JQUERY + HTML5 NATIVE COMPONENTS Android App iPhone App Phone Gap
- 16. © Harbinger Systems | www.harbinger-systems.com Benefits • Enhanced user engagement • Quick communication and broadcasts across learners • Tools mirroring many of the same technologies that learners use on a daily basis for example – work groups, blogs, forums and chat to enhance communications with distance learners • Info on-the-go
- 17. © Harbinger Systems | www.harbinger-systems.com CASE 3: Analytics Skill Mapping Resume Parsing
- 18. © Harbinger Systems | www.harbinger-systems.com Business Scenario • Despite having large talent pool, exact job matching to candidate and candidate recommendation to HR was lacking • Data set available in resumes not useful due to its unstructured data structure • Conventional querying on database failed to return appropriate results • Incorrect recommendations, mismatched job-user profiles • Manual matching becomes time consuming
- 19. © Harbinger Systems | www.harbinger-systems.com Proposed Solution • Parsing resume and mapping skills to individual’s profile • Analyzing each individual’s profile and matching it with relevant job openings • Showcasing recommended candidates to HR
- 20. © Harbinger Systems | www.harbinger-systems.com Solution Skill Identifier Job Mapping Job Family Skill Mapper Skill Level PostsUploads Resume parser Job Recommendations Candidate Recommendations Human Resource Resumes Job Openings Job Seeker
- 21. © Harbinger Systems | www.harbinger-systems.com Benefits • Streamlining recruiting and verification efforts • Resume utilization with the ability to analyze its unstructured data • Quick recommendations and Search matches helps in identifying talent faster, and focus on the most suitable candidates • Right jobs find their way to Candidate
- 22. © Harbinger Systems | www.harbinger-systems.com CASE 4: Cloud HCM Enterprise System
- 23. © Harbinger Systems | www.harbinger-systems.com Business Scenario- • Each company owns huge database and growing • Scalability issues especially during on-boarding drives • Ability to sustain concurrent users • Cost-effective infrastructure to serve end users • Quick software up gradation
- 24. © Harbinger Systems | www.harbinger-systems.com Proposed solution • Cloud deployment – Flexibility & Auto Scaling – Minimal configuration overhead – Reduction of costs with easy up-gradation • Considerations • Migration strategy – Database compatibility – Application maintenance / management – Compliance requirements – Cost & Security
- 25. © Harbinger Systems | www.harbinger-systems.com Benefits • Improved IT utilization and efficiencies • Improved the organization’s ability to scale on demand • Cost effective hardware • At a point there can be 1000s of concurrent users
- 26. © Harbinger Systems | www.harbinger-systems.com Summary- How SMAC is an enabler for HCM • Increased engagement and reach- A way to tap HFIs- High Functioning Individuals • Accurate and more efficient processes and reduced HR costs • Enables planning of future workforce needs for both near- term scheduling and long-term global workforce planning • Standardized, simplified and integrated mobile-enabled platforms • Empowers HR function to play a more strategic role in the organization
- 27. © Harbinger Systems | www.harbinger-systems.com Summary- How SMAC is an enabler for HCM • Increased engagement and reach- A way to tap HFIs- High Functioning Individuals • Accurate and more efficient processes and reduced HR costs • Enables planning of future workforce needs for both near-term scheduling and long-term global workforce planning • Standardized, simplified and integrated mobile- enabled platforms • Empowers HR function to play a more strategic role in the organization
- 28. © Harbinger Systems | www.harbinger-systems.com Q & A 15
- 29. © Harbinger Systems | www.harbinger-systems.com Thank You! Visit us at: www.harbinger-systems.com Write to us at: hsplinfo@harbingergroup.com Blog: blog.harbinger-systems.com Twitter: twitter.com/HarbingerSys (@HarbingerSys) Slideshare: slideshare.net/hsplmkting Facebook: facebook.com/HarbingerSys LinkedIn: linkedin.com/company/harbinger-systems 16
Editor's Notes
- helped largely by the growing adoption of so called “on demand” cloud-based systems. The Cloud-based HCM applications market is expected to grow from $5 billion in 2013 to $8.4 billion by 2018 at a compound annual growth rate of 11% Source: Apps Run The World, July 2014
- Deliver greater organizational efficiency- 53% HR functions spend time on day-to-day tactical activities that add no value, 43% of organizations have employee self-service and only 54% have a recruitment technology platform Update HR processes, information and technology capabilities to comply with the law- employee mandate provisions of Affordable care act As the business environment becomes more challenging, the demand from a company's 'human capital' is similarly increasing
- Since 2004, the growth of social media has been near exponential. Back in those days, Facebook — arguably the most mature of the top social networks — only had about 1 million users. By 2011 the network had grown so large, its population was being compared to that of a country. Today, Facebook has more than 1 billion registered users and Mark Zuckerberg has made connecting 5 billion more of a personal mission. The infographic includes data from a recent Pew study indicating that 72 percent of all Internet users are also social media users. That means we’re well beyond early adopters and social media is becoming as ubiquitous as the computer itself. Online social media sites provide significant opportunities for employers who want to recruit potential employees. Employers are using social media as a valuable tool for sourcing and recruiting prospective candidates. Social networking allows organizations to build their employment brand and awareness, expand the breadth and depth of their network, target top talent in a large range of skill sets, and improve the effectiveness of their recruiting efforts. Here, Social Recruiting comes into picture. Social Recruiting isn’t a clearly defined approach or set of tactics it is a concept and set of ideas loosely based on using the social parts of the web for talent attraction and recruitment. Social media sites such as LinkedIn, Twitter and Facebook are valuable resources for identifying qualified candidates and communicating with and recruiting applicants to fill positions. The risk employers need to understand, when using social media as part of their recruiting process, occurs when the process moves from sourcing to screening candidates. Social media is an ideal way to find and recruit candidates. But, the difficulty occurs when information provided on social media sites is used to screen or explicitly eliminate a candidate from consideration. This elimination, when based on data found through social media content, opens the employer to the potential risks of liability, discrimination claims and non-compliance with regulations. While there is little direct legal precedent around this issue at this point, it's likely that legislation and case law will become more clear in the near future. In the meantime, the risks are evident and few companies want to be the focus of any legal action. Given this point, it's important that organizations have policies in place that protect against discriminatory practices and are explicit in how social media information can be used by employees in the hiring process. The most popular Social Media sites used for recruiting are LinkedIn, Facebook, Twitter, Viadeo, XING, Google+ and BranchOut.
- Integrating multiple Social media accounts for single user Profile sync up To have each individual's social profiles under one account Sign-on through any of the registered social media account Pull in Social media contacts Ensuring privacy and confidentiality of user data
- There are plenty of social and ethical issues associated with networking sites such as Facebook. There is also a raft of privacy legislation issues associated with gathering information about a candidate that may not be necessary for a recruitment process. Hence you need to make sure you use the information responsibly and keep in mind you must maintain the appropriate levels of disclosure about information being collected and to whom this information may be disclosed.
- Ruby on Rails: Backend application server Node.JS: Node websocket framework is being used for enabling push technology for real time notifications, messages, chat requests etc. PostgreSQL: relational databases used for storing authentication and user related details. Also, it stores statistics related data and other static data. OrientDb: NoSQL graph database is used in order to store user connections and their interactions effectively in the form of graph built with vertices and edges. Solr: Apache solr used to index various user interactions, groups etc. which facilitates to have extremely powerful search functionality. Redis: In memory database, used to store all the authorization related details like role wise permissions etc. As this is an in memory database, this helps to have improved performance eliminating queries to check permissions into relational database. Nginx: Web Server for routing RoR requests to RoR application server and real time push requests to node.js server.
- Enabled client to enter the market quickly and increased the userbase manifold Enhanced user engagement with a comprehensive set of interactions Flexible system enables easy deployment for end users. Capability to handle 1000+ concurrent users seamlessly Client able to cater to wider user base with customizable features suiting a diverse market Admin can track performance of mentors and individuals and also get valuable feedback on application usage
- we had different job titles and different industries and candidates searching/applying for different jobs So we wanted to suggest them most appropriate jobs We used full text search, thesaurus files and created some mapping tables In mapping tables we have given ranks to matching job titles Image to be added Accurate candidate recommendations to HR
- Each client has own db n can grow 25gb+ n growing No manage Flexibility Disaster recovery Security Minimal configuration Multi tenant deployment Auto scaling ment
- - Reduction of costs – unlike on-site hosting the price of deploying applications in the cloud can be less due to lower hardware costs from more effective use of physical resources. - Universal access - cloud computing can allow remotely located employees to access applications and work via the internet. - Up to date software - a cloud provider will also be able to upgrade software keeping in mind feedback from previous software releases. - Flexibility – cloud computing allows users to switch applications easily and rapidly, using the one that suits their needs best. However, migrating data between applications can be an issue. Several things should be considered while moving an application to Windows Azure. Major points that need to be addressed are: Application compatibility – analyze if the application is architecturally fit for Windows Azure before moving. External / internal dependencies – check if there are any external application dependencies and need to analyze and if those are accessible through Azure. Application class – verify how the application is classified in the business. Business critical and LOB applications demand high availability. Application integration – check whether candidate application is integrated with other on-premise applications and shared services. Migration strategy / approach UI analysis a. Analyze if UI interface can be migrated to Azure directly in the PaaS model, web applications and web services in non-cloud solutions can be mapped to Windows Azure web roles, while the non-web applications are kept on-premise. Re-engineering work is required to modify the existing web application code to use the Windows Azure SDK. This is to ensure it runs on Windows Azure as hosted Cloud services. In addition, if any third party framework / class library that is not supported by Azure is used, the library may need some modifications or, will have to be re-written. In case of the IaaS model, no code changes are required. Instead, the entire server image will be migrated to the Windows Azure virtual machine. The sections below focus on the PaaS approach as no major changes are required in the IaaS one. Database compatibility – analyze whether the existing database is best fit to migrate to Azure. Application maintenance / management – identify how the logs are maintained and where they are stored. Scalability / elasticity – identify whether the application design supports scalability as Azure supports it. Compliance requirements – check if there are enterprise compliance and regulations that govern whether the data can be moved / stored outside the enterprise’s control. Cost - verify whether the moving application is costeffective for the enterprise. Security – clarify whether the same level of security can be provided after migrating to Windows Azure in terms of: Data security Authentication Authorizations