HR Then & Now. A Path to the Next Generation of HR Tech.
Download as PPTX, PDF3 likes2,170 views
The document discusses the evolution of HR technology and its integration into the business landscape, highlighting NGA Human Resources' role in serving over 8 million employees across various countries. It outlines key HR trends from legacy systems to adopting cloud-based services and emphasizes the importance of automation, integration, and flexibility in HR delivery. Additionally, it suggests critical questions for organizations to evaluate their HR systems strategy and readiness for future demands.
HR Then & Now. A Path to the Next Generation of HR Tech.
- 1. NGA Human Resources confidential. 1 HR Then & Now A Path to the Next Generation of HR tech Michael Custers & Ivan Mostien
- 2. NGA Human Resources confidential. 2 NGA HR: Let’s Make HR Work 8m+employees served on NGA- installed HR systems 150+ Working with 8,000employees in 35 countries 1,000+HR system implementations 452m £FY2015 revenue | c. 640m USD 145 Providing HR & Payroll services in 8 HCM platforms which NGA can deliver HR services on 25+ 1 out of 5 of Fortune 500 companies countries languages supported in our HR service centers UK SMB <500 employees 3 key market segments UK Large & Mid-Market >500 employees Enterprise HR BPO & BPaaS clients 1969 In the business of HR & payroll since
- 3. NGA Human Resources confidential. 3 HR operating model + People Process Technology
- 4. NGA Human Resources confidential. 4 “How can we know where we are going if we don't know where we’ve come from…” David McCullough American historian
- 5. NGA Human Resources confidential. 5 Mainframe
- 6. NGA Human Resources confidential. 6 Personal Computing
- 7. NGA Human Resources confidential. 7 ERP : integrated HR business processes
- 8. NGA Human Resources confidential. 8 Rise of Best-of-breed with Talent & Recruiting
- 9. NGA Human Resources confidential. Copyright NGA Human Resources. All rights reserved. ERP deep pockets vs Cloud startups Workday SuccessFactors SalesForce Oracle/Peoplesoft/Taleo SAP 2007: Core HR in the cloud
- 10. NGA Human Resources confidential. History of HR profession & HR technology 10 ... – 1980 1980 – 1995 1995 – 2010 Today Tomorrow • Payroll administration • Payroll administration • Workforce Admin. • Timekeeping • HR Reporting • Payroll administration • Workforce Admin. • Timekeeping • Recruiting • Talent • HR self-service • Move of HR Reports to Dashboards • Payroll administration • Workforce Admin. • Timekeeping • Recruiting • Talent • HR self-service • HR Dashboards • Predictive & prescriptive analytics • App driven approach HR Management Business Partner Strategy Enabler’Personnel’ HR tech HR org HR delivery GBS, BPaaS & Apps ? Corporate/central Finance driven Standalone function HR in the business, Shared services & BPO Legacy & Mainframe Local applications PC based ERP OnPremise Client/server Global & Cloud based
- 11. NGA Human Resources confidential. 11 “Atomization” of HR processes and technology Payroll HR Comp Performanc e Mgmt Engage- ment Learning HR Admin Leave Management Benefits Admin Wellness/ Health Recruit Onboarding Employer Branding Payroll Travel Management Time Absence Mgmt Workforce Planning Recruit Talent Mgmt Benefits HR Payroll Time ... – 1980 1980 – 1995 1995 – 2017 Today & Tomorrow ’Personnel’ HR Management Business Partner Strategy enabler Legal & mainframe Local best-of-breed & PC-based ERP Onpremise / Client-server Global & Cloud-based platform Corporate/centra As a separate line of business HR in the business GBS, BPaaS & Apps & Shared services & BPO Expense Management Apps & integrations
- 12. NGA Human Resources confidential. Your current HR systems landscape? 12 Core
- 13. NGA Human Resources confidential. All rights reserved. ERP OnPremiseLocal PC based applications HR metrics 13 Time ... – 1980 1980 – 1995 1995 – 2010 Today Tomorrow Mainframe local PC solutions ERP Cloud HR-As-a-Service What about the level of integration of HR systems? What about the cost of HR Delivery? What about the value and empowerment of HR? Mainframe Cloud Solutions How to solve this conundrum?
- 14. NGA Human Resources confidential. All rights reserved. Automation Transactions & services In-house Outsourced Integration Towards HR-as-a-Service, powered by a Digital Core 14 Cloud-based HR data ‘Digital Core’ Apps & 3rd parties
- 15. NGA Human Resources confidential. All rights reserved. HR-As-A-Service thinking 1. Abandon legacy • Engineer for speed & agility 2. Adopt standards • For integration & interoperability 3. Enable automation & self-service • Organize transactions at lowest cost 4. As-a-Service • Platform-as-a-Service: strong core – versatile apps • Software-as-a-Service: HR in the cloud • Business Process-as-a-Service: outsource compliance risk 5. Flexible cost models • By-the-drink pricing • Scale up – scale down 15
- 16. NGA Human Resources confidential. All rights reserved. Questions to ask yourself & your CIO 1. What is our HR systems strategy? (Do we have one?) 2. Are our HR systems future-proof? 3. Are we able to pull HR data from HR systems quickly? 4. Do our HR systems enable a unified employee experience? 5. Does my HR Operating Model support my organization strategy? Does it drive employee engagement? 17
- 17. NGA Human Resources confidential. All rights reserved. Thankyou michael.custers@ngahr.com ivan.mostien@ngahr.com 18
Editor's Notes
- #6: HR Value: beperkt tot payroll Integration/Technology: output focussed and limited to payroll
- #10: - Workday continues expansion - MCP agreement - SFSF - professional services agreement & exploring opportunities jointly - Salesforce.com > Rypple - CSOD > Sonar6 => conclusion: it's all about SaaS & TM - NGA acknowledges the importance of these movements, but - what about organizations who can't be self-reliant, what about critical processes such as payroll (nobody gets fired when your performance system is down for a week - don't try that with payroll), and What about HR data & process integration (all this things need to talk to each other) => response = the business platform aka BPaaS
- #11: Past 30 years have seen the HR function evolve dramatically under the influence of new technology. Compliance <-> Business Admin <-> Executive Transactional <-> Transformational Clerical <-> Strategic Manual <-> Automation
- #12: Consequences Integration Coordination Uniform processes Standardization Security Compliance