Digital HR Technology Powerpoint Presentation Slides

Digital HR Technology
Yo u r C o m p a n y N a m e

These are different purposes of study
that propose a solution to build a
robust HR system or deal technical
changes in current HR system.
This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
List down point that
gives the reasons
for which the
analysis is done
Agenda
2
Align technology needs with HR and organizational goals.
Identify process owners & key stakeholders for effective project execution.
Help in analyzing the HR system target state & roadmap.
Identify the desired target state of HR system & develop an associated roadmap.
Developing a robust HR systems strategy
Address the issue of ineffective HR IT systems
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Table of Content
01 Executive Summary
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02 Root Cause Analysis Overview
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03 Current and Target State Scenario
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04
Overview
o HR Technology Industry Trend
o Phases of HR Technology in our firm
o HR Technology Capability Model
05 Brief Overview on HR
Technology System
06 Human Resource
Information System (HRIS)
o Key Function of HRIS
o Accessibility of HRIS functions with respect
to users
o HRIS Market Overview
• HRIS Market based on Solution
• Categories of HRIS Market Competitors
• Feature Comparison of HRIS Software
Vendor
o HRIS Market Trend
07 Human Capital
Management (HCM)
o Key features of HCM Technology
o HCM Technology Focus Area
o HCM Technology landscape
o HCM Market Overview
• Categories of HCM Market Competitors
• Feature Comparison of HCM Software Vendor
• Market Share of HCM Software Vendor
08 Human Resource Management
System (HRMS)
o Role of HRMS Technology
o Modules covered in HRMS
o HRMS Market Overview
• Categories of HRMS Market Competitors
• Comparison of HRMS Software Vendor
o Impact of HRMS technology on HR functioning
o Trends in HRMS System
09 Key Performance
Indicator
o KPI of Human Resource Management
o HR Key Performance Indicators
This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 3

Table of
Content
1 Executive Summary
2
Root Cause Analysis
Overview
3
Current and Target
State Scenario

We have summarized the
situation in three section that
defines the problem and
solution for better HR System .
o The HR function is changing from administrative to strategic.
o Huge Dependency on manual processes
o Lack of resources and process system
o Geographically dispersed workforce
o The current human resource system is ineffective in achieving corporate
business objectives.
o Technical Modification need to be made to current system procedures
o Poor interdepartmental communication for system execution
o Few options to automate current processes
o Before choosing a solution, the evaluation of current state and
understanding of pain point is must.
o Develop a practical and actionable roadmap
o Examine the current system and identify the problematic areas
o Focus on modification require in current system technology
Problem Statement
Possible Solution
Situation
Executive
Summary
The slide summarizes the
current state of HR
System into three
categories. These
categories describe
problem and solution of
technology disruption.

It gives an understanding of current situation/problem in order to
analysis the issue and organization’s technology needs
o Managing information and securing the privacy of
information.
o Difficult to develop strategy to resist the technology
change.
o HR System faces challenges in facing workforce
shortage
o Hard to identify the core areas of business training
o Add Text here
Description of Issues
o Streamline HR processes and reduce
administrative burdens.
o Reduce HR administration and compliance costs.
o Provide real time metrics and KPI’s to track
system performance
o Transform current HR system to meet the
organizational needs
o Improve service and access to data for employees
and managers
Organization ‘s Technology Needs
Root Cause
Analysis Overview
Define the problem and
pain areas in current HR
system due to technology
disruption.
6

The slide illustrates the business strategic objective divided into smaller
goals, associated with the current and target state.
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
You can use the slide to
identify the desired target
state of HR system and
compare the values to the
current situation.
Current and Target
State Scenario

Table of
Content
o HR Technology Industry Trend
o Phases of HR Technology in our firm
o HR Technology Capability Model
4 Executive Summary

HR Technology Industry Trend
HR Technology
Market Drivers
The year-over-year growth rate
for 2020 is estimated at 7.8%
0
4
8
12
16
2012 2013 2014 2015 2016 2017 2018 2019 2020
USD 7 billion
USD ~ 14 billion
HR Technology Market Growth
Determine HR technology industry trend through detail understanding of market drivers and growth in expenditure
Attracting and retaining top talent
has become a top priority
Organizations are looking to replace
their rapidly aging HR systems
Rise in adoption of cloud-based
software system
Give an overview of HR
Technology environment
including market growth
and drivers.

Phases of HR Technology in our Firm
Early Personal Computer
(PC) Technology
o 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
o Clients rely on servers for resources, such as
files; devices, such as printers; & even
processing power
Electronic Database Systems
o A relational Database technology is used to link
the information from the separate files
o E- HR is began to appear from this stage
o For Example a popular enterprise-wide system at
the time was SAP
Web-Based Technology
o Interactive Voice Response System (IVR) is a
telephone technology which is used to interact
with a database
o Web based application is a user interface
technology in which they can access
application from any computer connected to
internet
Paper-Based Systems
o System data were stored on mainframe
computers
o These systems operated independently and
does not integrate with other business functions
o HR was sole custodian of the data
(1996- 2003)
Phase 1
Internally Developed
System
(2003-2009)
Phase 2
SaaS Subscription
Based
(2009 -2015)
Phase 3
Licensed Software On-
Premise
(2015 - Current)
Phase 4
The diagram describes the HR Technology profile of a company. These are different stages of HR system that company used in certain time period.
Here, we have shown the
various levels of the
evolutionary aspects of
HR Technology. These
aspects are categorized
into four different
categories.

HR Technology Capability Model
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
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

Table of
Content
o Text Here
o Text Here
o Text Here
5
Brief Overview on HR
Technology System

Brief Overview on HR Technology System
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
HCM
Key Features
Compare the function capabilities of different human resource system, include HRIS , HCM and HRMS
Use the slide to shows
the functional difference
between the three
department of HR and
what functionality should
be associated with each.

Table of
Content
o Key Function of HRIS
o Accessibility of HRIS functions with respect to users
o HRIS Market Overview
• HRIS Market based on Solution
• Categories of HRIS Market Competitors
• Feature Comparison of HRIS Software Vendor
o HRIS Market Trend
6
Human Resource
Information System (HRIS)

There are different managerial as
well as operative function of human
resource information system.
Function of
HRIS
Employee Database and Directory
Applicant tracking
Benefits administration
Time and attendance
Time-off tracking
Customizable and standard reports
401k tracking - Employer-sponsored
retirement plan
Performance management
Electronic signatures
Simplify workflow
Optimize precision, stability and
credibility of workforce data
Text Here
Managerial
Function
Operative
Function
Key Function
of HRIS
We have mentioned here
the list of management as
well operational activities
of HRIS. You can edit or
add more activities.

Accessibility of HRIS functions with respect to users
Employee Manager HR
Record &
maintain
Compliance
Forecasting &
planning
Talent
management
Strategic
Decision making
It gives more understanding of HR system, showing relation of HR functions with different users of system, includes employee, manager and HR
In order to deal the
technology disruption,
there must be a clear
understanding of function
and associated member.
Use this table to give a
clear understanding.

The top vendor of HRIS
market are divided into two
categories of software
platform, HR Cloud Solution
and HR On- premise Solution
Core HR Core HR
Workday
Success Factors
Business Execution Software
Oracle
Human Capital Management
Cornerstone
Talentsoft
SAP
Oracle
Peoplesoft
Cloud Solutions
On-premise
solutions
HRIS Market
Based on
Solution
Use this slide to show the
top vendors based on
different platform of
services solution.

Categories of HRIS Market Competitors
Challengers
Niche Players Visionaries
Leaders
Cornerstone
OnDemand
SAP (Success
Factory)
Oracle
Text here
Halogen software
Talentsoft
Text here
Skillsoft
Technomedia
Better Functionality
Greater
Usability
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
Use this slide to analyze
the categories of different
market vendor, and who
serves best solution for
HRIS software services.

Feature Comparison of HRIS Software Vendor
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
Compare the popular HRIS Software Vendor on basis of software feature, pricing structure and target market

HRIS Market Trend
01
Increase in demand
of cloud based
HRIS software
02
Enhancing user
experience
03
Significant demand
for video-based
learning on corporate
training
04
Emergence of
employee
experience platform
05
Increase in use
of mobile for
HR activity
07
Focus on employee
engagement
solutions
08
Optimized
Analytics &
Data use
09
Simplification of
Payroll solutions
10
Collaborative
system solution for
geographically
disperse workforce
06
Emergence of
employee
experience platform
Analyze the future growth of market through help of these trend.
We have mentioned few
market trend of HRIS
Software System. You can
add or edit them as need.
20

Table of
Content
o Key features of HCM Technology
o HCM Technology Focus Area
o HCM Technology landscape
o HCM Market Overview
• Categories of HCM Market Competitors
• Feature Comparison of HCM Software Vendor
• Market Share of HCM Software Vendor
7
Human Capital
Management (HCM)

You can use it or add
more function of HCM
Technology. The purpose
of these functions is to
simplify the people
management needs
These are the range of operation
offers through HCM Technology.
Employee Database
and Directory
01
Applicant tracking
02
Benefits
administration
03
Applicant
Tracking System
04
Onboarding
05
Salary Planning
09
Succession
Planning
08
Position Control
/ Budgeting
07
Performance &
Goal Management
06
Key Features of
HCM Technology

These focus areas must keep
on priority in order to deal
the technology disruption in
HR system.
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
Talent Acquisition and 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
Add Text Here
Add Text Here
Workforce Management
We have mentioned the
few focus areas in HCM
system that need to work
on priority, in order to
deal the technology
disruption.
HCM Technology
Focus Area

HCM Technology Landscape
Platform
Talent
Management Suite
Workforce
Management Suite
Solution
Recruitment
Marketing
Applicant Tracking
(ATS)
Learning
Performance
Management
Time & labor Core HR
Benefits
Payroll
Compensation
Succession
Onboarding
Capabilities
Collaboration
Employee
Comms
Competencies
Analytics Engagement
It gives an overview of HCM system, consists components such as HCM solution, platform and capabilities of system.
Talent
Acquisition Suite
You can use this
architecture to give an
overview of HCM
technology include
capabilities, solution and
components of platform.

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
Facilitator Leader
Expert
Cover provider
JDA
Ceridian
Sum Total
Systems
Workforce
Software
Ramco
Systems
Namely
Paychex
Replicon
Paycor
Paylocity
Infor
Kornos
ADP
Epicor HCM
Paycom
Greater
Usability
Use this slide to analyze
the categories of different
market vendor, and who
serves best solution for
HCM

Feature Comparison of HCM Software Vendor
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
Ceridian
Dayforce
CEIPAL
Workforce
ADP
Sum Total
Target Market $ Pricing Software Features
Compare the popular HCM Software Vendor on basis of software feature, pricing structure and target market

Use this chart to get an
understanding on market share of
top vendor for HCM software
IBM
Cerdian
SAP
Workday
Oracle
Microsoft
Ultimate
Software
Kronos
Incorporated
Sum Total System, a
Skillsoft company
ADP
Other
Market Share of
HCM Software
Vendor
The pie chart shows the
distribution of market
share of top HCM Vendor
as per current data
27

Table of
Content
o Role of HRMS Technology
o Modules covered in HRMS
o HRMS Market Overview
• Categories of HRMS Market Competitors
• Comparison of HRMS Software Vendor
o Impact of HRMS technology on HR functioning
o Trends in HRMS System
8
Human Resource
Management System (HRMS)

We have mentioned few feature of HRMS Technology
Labor
management
or TLM
Productivity and
profitability
features
Payroll
processing
features
Add Text
Here
Add Text
Here
Add Text
Here
Here, we have given the
list of HRMS technology
features
Role of HRMS
Technology
29

Modules Covered in HRMS
The HRMS is the combination or set of units shown below. It ensures the easy management of Business Processes.
Payroll Management
Employee Profile
Management
Leave Management
Staff benefit & Compensation
Training Management
Health & Safety
Management
Reporting & Tracking
Automation of
Business Processes

Categories of HRMS Market Competitors
Sumtotal
Workday
SAP
Success Factor
Oracle
People fluent ADP
Greater
Usability
Facilitator Leader
Expert
Core Provider
Analyze the different categories of competitors of HRMS Market Vendor, divided in segments as HRMS market leader, facilitator, core provider & expert

Comparison of HRMS Software Vendor
Vendors
Application Core HR Workforce Talent Learning Recruitment
Compensation
& Benefits
Oracle Cloud
SucessFactors
Workday
Peoplefluent
Sumtotal
It combines the profile summary of HR solution vendor based on different set of applications.

The list of benefits by the enhanced HR systems or functions.
Impact of HRMS Technology on
HR functioning
Fast and
flexible systems
System running on
latest architecture
Easy vendor
management
Effective project
management
Best in class
recruitment service
SaaS (Software as a
Service) model
› Highly secured systems
› No additional cost for
maintenance
› Low operating costs

01
02
03 04
05
06
Six trends in
the future of
HRM
Increase in use
of talent website
New software
categories include
feedback,
engagement, and
culture management
Cloud-based
Systems
Mobile
Optimization
More use of
social media
Real time talent
management system
Trends in HRMS System
There are few emerging trend in human resource management system.
We have mentioned , few
recent technology trend in
HRMS, that can be
consider for improvement
in current HR system
34

Table of
Content
o KPI of Human Resource Management
o HR Key Performance Indicators
o Text Here
o Text Here
8
Key
Performance Indicator

KPI of Human Resource Management
Headcount
Male
48
Female
34
Total 82
59%
41%
Male
Female
Male & Female
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
5
3 4 3
5 6
32
9 8
0
10
20
30
40
Accounting Administration Finance HR IT Marketing Production R&D Sales
Headcount by Departments
shows the business metrics & KPIs for human resource management: headcount by department, employee salary distribution, male & female ratio.
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. 36

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

Digital HR Technology Icons Slide
38

Roadmap
01
30 60 90 Day Plan
02
Gantt Chart
03
Gantt Chart for
Apartment Sale Proposal
04
Important Notes
05
Mind Map
06
Puzzle
07
Our Target
08
Workforce Diversity
09
Our Mission
10
Our Team
11
Timeline
12
About Us
13
Thank You
14
Additional
Slides
39

3 Steps Roadmap Template
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needs and capture your
audience’s attention.
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05
02
01
07
06
44

30 60 90 Day Plan
Text Here
This slide is 100% editable. Adapt it to your needs
and capture your audience's attention.
Text Here
Text Here
45

Gantt Chart
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
46

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
Daily Project Tracker Gantt Chart
EVENTS
47

Important Notes
Text Here
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Adapt it to your needs and
capture your audience's
attention.
Text Here
attention.
Text Here
attention.
Text Here
attention.
01 02 03 04
48

Mind Map
Text Here
Text Here
Text Here
01
02
03
49

Puzzle
This slide is 100% editable. Adapt it to
your needs and capture your
audience's attention.
01 02 03
50

Our Target
51
Target
Target
Target
Target
01
02
03
04

Workforce Diversity
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%
Racial/ Ethnic
Diversity
Gender Diversity
52

This slide is 100% editable. Adapt it to your
needs and capture your audience's attention.
Vision
Mission
Goal
Our
Mission
53

Target Audience
Preferred by Many
Value Clients
About Us
54

Name Here
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Our Team
55
Designation Designation Designation

Timeline
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2020
2019
2018
2017
2016
Start Finish
56

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

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