For HR, Data Doesn’t Have to Be a Four-Letter Word
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The document details a webinar on HR data management featuring speakers from Forrester Research and SumTotal Systems, focusing on the challenges and strategies for managing HR data effectively. Key topics include trends in HR technology adoption, data challenges stemming from disparate systems, and the importance of integration and data quality for business decision-making. It also highlights the need for strategies that optimize HR processes and analytics to enhance organizational performance.
For HR, Data Doesn’t Have to Be a Four-Letter Word
- 1. You can listen to today’s webinar using your computer’s speakers or you may dial into the teleconference. If you would like to join the teleconference, please dial 1.650.479.3208 and enter access code: 921 527 754 #. You will be on hold until the seminar begins. #TMwebinar
- 2. Speakers: Paul D. Hamerman Vice President, Principal Analyst Forrester Research Steve Parker Vice President SumTotal Systems Moderator: Kellye Whitney Associate Editorial Director Talent Management Magazine #TMwebinar
- 3. • Q&A – Click on the Q&A icon on your floating toolbar on the top of your screen. – Type in your question in the space at the bottom. – Click on “Send.” #TMwebinar
- 4. Polling Polling question will appear in the “Polling” panel. Select your response and click on “Submit.” #TMwebinar
- 5. 1. Will I receive a copy of the slides after the webinar? YES 2. Will I receive a copy of the webinar recording? YES Please allow up to 2 business days to receive these materials. #TMwebinar
- 6. #TMwebinar Kellye Whitney Associate Editorial Director Talent Management magazine
- 7. #TMwebinar Paul D. Hamerman Vice President, Principal Analyst Forrester Research Steve Parker Vice President SumTotal Systems
- 8. Webinar: For HR, Data Doesn’t Have to Be a Four-Letter Word Paul D. Hamerman, Vice President, Principal Analyst Forrester Research, Inc. August 20, 2013
- 9. © 2012 Forrester Research, Inc. Reproduction Prohibited Trends driving HR technology adoption HR data challenges stem from disparate systems and complexity A strategic approach to managing HR data 9 Agenda
- 10. Top HR technology trends July 2012 “Embrace Future Trends To Deliver HRM Business Impact” Software-as- a-Service (SaaS) Mobile Process Flexibility Social Collaboration Big Data and Analytics Integration and Data Quality
- 11. Human Resource Management Software Shows Strong Levels of Investment March 2013 “The Forrester Wave™: Talent Management, Q1 2013”
- 12. © 2012 Forrester Research, Inc. Reproduction Prohibited “What are your firm's plans to use software-as-a-service (SaaS) to complement or replace the following application?” 19% 6% 6% 19% 12% 21% 14% 10% 10% 12% 15% 18% 11% 7% 6% 11% 11% 12% 14% 13% 16% 18% 16% 16% 0% 10% 20% 30% 40% 50% 60% 70% 80% HR F&A ERP CRM ePurchasing Learning Plan to Complement within 2 years Plan to Replace within 2 years Using Some to Complement Already Replaced All Source: Forrester Forrsights Software Survey, Q4 2012 Base: 2,444 Enterprise and SMB companies total, 456 to 1220 responses per application category 12 HR and Learning lead SaaS adoption
- 13. © 2012 Forrester Research, Inc. Reproduction Prohibited Trends driving HR technology adoption HR data challenges stem from disparate systems and complexity A strategic approach to managing HR data 13 Agenda
- 14. HR data proliferates across our 6 process categories October 2012 “Consolidation And Innovation Transform The HRM Vendor Landscape” Employee Engagement
- 15. HR data has 5 challenging characteristics 1. Dynamic: the data evolves as the workforce changes. 2. Complex: breadth and depth from compliance to talent. 3. Pervasive: HR data is used throughout the company for a variety of purposes. 4. Important: Accurate HRM information is vital to business decisions. 5. Sensitive: Personal information must be protected due to ensure compliance, confidentiality, and privacy.
- 16. Employee data lives in disparate HR systems October 2011 “Manage Master Data About Your People”
- 17. The Proliferation Of HR Systems Creates Integration Challenges April 2013 “Assess Your HRM Process And Systems Capabilities”
- 18. Companies struggle with downstream impacts of disparate systems and data • Talent management – a comprehensive view of employee profiles is difficult • Reporting – assembling management reports is labor-intensive and time consuming • Data synchronization – HR staff has to manually reconcile employee data • Timing issues – batch feeds cause timing issues that result in rework and retro pay adjustments • Process inefficiency – employee data may have to be entered into multiple systems
- 19. Companies recognize the value of employee data quality, but have varying priorities to address it October 2011 “Manage Master Data About Your People”
- 20. © 2012 Forrester Research, Inc. Reproduction Prohibited Trends driving HR technology adoption HR data challenges stem from disparate systems and complexity A strategic approach to managing HR data 20 Agenda
- 21. © 2013 Forrester Research, Inc. Reproduction Prohibited 21 Source: October 29, 2008, “The ROI Of Master Data Management” Forrester report Forrester’s master data management maturity model Goal for HR MDM
- 22. HR data is critical for compliance, planning, and processes May 2013 “Data Governance Equals Business Opportunity. No, Really”
- 23. Master Data Management strategies must evolve from HR records to comprehensive profiles April 2013 “Market Overview: Master Data Management, Q2 2013”
- 24. Assess your HRM processes to determine integration and data challenges April 2013 “Assess Your HRM Process And Systems Capabilities”
- 25. Develop an HR data strategy that optimizes process integration, quality, and analytics • Integration make processes timely and efficient • Quality drives better compliance, reliability, and error reduction • Analytics creates value for business insight Process Integration Data Quality Analytics HR Data
- 26. Thank you Paul D. Hamerman phamerman@forrester.com Twitter: @paulhamerman
- 27. Copyright © 2013, SumTotal Systems, LLC │ PROPRIETARY AND CONFIDENTIAL Page 27 For HR, Data Doesn’t Have to be a Four Letter Word Using Data to Drive Talent Expansion Steve Parker, SPHR, Vice President, SumTotal Systems
- 28. Copyright © 2013, SumTotal Systems, LLC │ PROPRIETARY AND CONFIDENTIAL Page 28 LACK OF INTEGRATED VISIBILITY AND ANALYTICS HIGH COMPLIANCE AND OWNERSHIP COSTS LACK OF INTEGRATED HR PROCESSES LACK OF A “SINGLE SOURCE OF TRUTH” OF TALENT LMS RECRUITING COMPENSATION CAREER DEV SUCCESSION PAYROLL HRIS PERFORMANCE FINANCIAL S ERP SUPPLY CHAIN CRM
- 29. Copyright © 2013, SumTotal Systems, LLC │ PROPRIETARY AND CONFIDENTIAL Page 29 of executives are dissatisfied with talent management support79% Source: The Hackett Group, Business Services Talent Management Performance Study
- 30. Copyright © 2013, SumTotal Systems, LLC │ PROPRIETARY AND CONFIDENTIAL Page 30 Source: Penn Schoen Berland, 2012 don’t think HR technology helps them do their jobs better67%
- 31. Copyright © 2013, SumTotal Systems, LLC │ PROPRIETARY AND CONFIDENTIAL Page 31 Data mapping is 70% of project cost Average HR technology consolidation Cost: $6 million Time: 3 years Technology Vendors: “The only way to get information and value is to buy everyhting from us.” HR Executives: “We’ll continue to need multiple systems into the foreseeable future.” Systems Consolidation Isn’t the Answer
- 32. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 32 The SumTotal elixHR Platform can quickly and effectively make sense of big HR data Master Data Management elixHR Extending & Linking HR Data & Processes Pervasive Delivery ContextData Modeling & Security Integration Your Systems & Infrastructure UNSTRUCTURED EXTERNAL CLOUD APPS SUMTOTAL ERP/CRM LEGACY TALENT/ 3RD PARTY CORE HRIS + WORKFORCE
- 33. Copyright © 2013, SumTotal Systems, LLC │ PROPRIETARY AND CONFIDENTIAL Page 33 Context Similar to Amazon and other consumer technology, the system understands the users profile and what they are trying do and can offer relevant advice and actions to help the user be more effective 1. 2.Pervasiveness Instead of making users come to the system, the system can use “widgets” and mobile capabilities to deliver functionality to the user wherever they are working, even in other, non-SumTotal systems
- 34. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 34 Information must be easily accessed where people are already doing their work
- 35. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 35 7:00 am As a result of a promotion to Strategic Accounts, assigned a new top 10 customer for meeting later today. 7:15 am Opens her salesforce.com opportunity record and sees learning specific to this opportunity and connections to people who know this customer well. 7:30 am Uses tools to get up to speed on new opportunity. 10:00 am Nails the meeting. Gets handshake agreement for purchase of new product. In-Context, Pervasive Access to Learning in Sales
- 36. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 36 7:55 am Arrives at work and is asked to cover the shift of a more senior operator. 8:00 am Clocks in, receives needed training immediately on mobile device, takes certification test and passes. Manager is automatically notified that he is certified. 8:30 am Covers shift with no loss in productivity and grows skills needed for promotion. In-Context, Pervasive Access to Learning in Manufacturing
- 37. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 37 12:00 pm Assigned a new goal that requires her to use Ruby, a programming language she has not used for 18 months. 12:15 pm In addition to showing her how her goal will contribute to company success, the system provides specific suggestions of 2 learning activities aligned with the goal to ensure her success. 12:30 pm Starts work on goal with confidence and is immediately productive. In-Context, Pervasive Access to Learning in the Corporate Environment
- 38. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 38 Talent Expansion tools literally help people expand their talent Just-in-time learning in context More productive Real-time collaboration with experts More capable Targeted, practical career development Region Lead Productivity 175% 38% Engagement 76% Promotions Source: Bersin & Associates 2011
- 39. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 39 “I could not do my job without it.”
- 40. Copyright © 2013, SumTotal Systems, LLC │ PROPRIETARY AND CONFIDENTIAL Page 40 SumTotal Overview
- 41. Copyright © 2013, SumTotal Systems, LLC │ PROPRIETARY AND CONFIDENTIAL Page 41 LEARNING TALENT WORKFORCE PAYROLL & EXPENSE 3,500 Enterprise and SMB customers | 45 million users | $200M+ in revenue 17 million cloud users | 96% Customer Retention | Nearly 30 Years in HR
- 42. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 42 Analysts rate SumTotal’s solutions the most comprehensive * * MOST COMPLETE SOLUTION LEADER CHAMPION #3 IN TALENT MARKETSHARE The Forrester Wave: Learning and Talent Development 2013 Vendor Landscape: Talent Management Suites 2013 Talent Management Systems Market Share Report 2013 Talent Management Systems 2013
- 43. Copyright © 2013, SumTotal Systems, LLC. │ PROPRIETARY AND CONFIDENTIAL Page 43 For free resources visit us at www.sumtotalsystems.com SumTotal elixHR™ Demo Video Harvard Business Review: Analytics Research (www.sumtotalsystems.com/HBR) The Talent Expansion Manifesto Solving Talent Scarcity: The Strategy for Winning the New War for Talent
- 44. Copyright © 2013, SumTotal Systems, LLC │ PROPRIETARY AND CONFIDENTIAL Page 44 THANK YOU Questions?
- 45. Join Our Next Webinar “How To Make Your Metrics Matter” Thursday, August 22, 2013 Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for upcoming TM Webinars at www.talentmgt.com/webinars Join the Talent Management magazine Network http://network.talentmgt.com/ #TMwebinar